RethinkCare的动态

“We live in stressful times where there's no shortage of personal, professional, or family challenges. Employers have the opportunity to focus on a few - often overlooked - benefits for employees that could have a huge impact on both quality of life and quality of performance and engagement at work." The data is clear: inclusive workplace benefits aren't just "nice-to-have" – they're business critical. When organizations build comprehensive support systems for neurodivergent employees, working parents, and caregivers, they don't just improve lives, they drive innovation, retention, and performance. Dr. Angela Nelson, Executive Director of Clinical Services at RethinkCare recently shared with Forbes how forward-thinking organizations are reimagining workplace support to reshape employee benefits moving into 2025. Read full article: https://bit.ly/3UD7efq #FutureOfWork #NeurodiversityAtWork #EmployeeBenefits

?? Embracing and Empowering Working Caregivers ?? In the journey of fostering an inclusive workplace, let's shine a light on a group that often navigates unique challenges with grace and resilience: working caregivers. ?????? Today, as we celebrate diversity and inclusivity in the workplace, it's crucial to acknowledge the invaluable contributions of working caregivers. Whether they're balancing the demands of caring for children, elderly parents, or family members with disabilities, their dedication and commitment are truly commendable. Supporting working caregivers isn't just an act of compassion; it's a strategic imperative. By offering flexible work arrangements, access to resources such as childcare assistance or eldercare support, and fostering a culture of understanding and empathy, organizations can unlock the full potential of their workforce. Here are a few reasons why supporting working caregivers is paramount: 1?? Talent Retention: Providing support for caregivers can enhance employee retention rates. When employees feel supported in managing their caregiving responsibilities alongside work, they're more likely to stay with the company long-term. 2?? Enhanced Productivity: By alleviating the stressors associated with caregiving, employees can focus more effectively on their work tasks, leading to increased productivity and better overall performance. 3?? Diversity and Inclusion: Embracing the needs of working caregivers fosters a culture of diversity and inclusion, where all employees feel valued and respected for their unique circumstances and contributions. 4?? Reputation and Employer Brand: Organizations that prioritize caregiver support demonstrate their commitment to employee well-being and inclusivity, enhancing their reputation as an employer of choice. Let's continue to champion initiatives that empower working caregivers, creating workplaces where everyone can thrive. Together, we can build a more compassionate and supportive future of work. ???? #WorkingCaregivers #Inclusion #EmployeeSupport #DiversityandInclusion #FutureOfWork

All HR leaders should empower and support working caregivers with the right caregiver benefit. Motivity Care was created to support the working caregiver and HR. With the right benefit everyone is successful. #HRbenefits #eldercare #mentalhealth #silvereconomy

Right! I’m getting on my high horse here. Working women with caring responsibilities outside of work are hitting a wall! While the expectation is that we are primary carers, primary cook, cleaner and bottle washer, this will not improve. Flexible working will help, but at a time when two salaries are needed to run a home, before even considering the childcare costs, this is not an option for many. We need partners in our homes. We need support from outside of work. Routine medical appointments for our dependents that can be taken outside of work and with notice, co-parents stepping up and childcare that is flexible and affordable. One small part of the solution is flexibility at work. Solving the big picture will take a step up from everyone in a position to do so. Equality begins at home. #workingparents

Fortune recently covered MetLife’s 22nd annual Employee Benefit Trends Study, shedding light on how employees with disabilities are feeling impacted by return-to-work policies. Check out the full article to learn more about how employers can devise care strategies that address their needs: https://spr.ly/6040wdSbw #returntowork #metlife #alltogetherpossible

Creating family-friendly workplaces isn't just a nice-to-have; it's a game-changer for businesses striving to attract and retain top talent. My latest blog post outlines five key insights that can transform the workplace environment to better support employees with families, based on the 2024 National Working Families Report by Family Friendly Workplaces. Here's a quick breakdown of the insights: 1. Flexible Work Arrangements: Offer various options, such as remote work, flexible hours, and part-time roles, to accommodate different family needs. 2. Parental Leave: Implement equitable and generous parental leave policies for all genders to support work-life balance from the start of parenthood. 3. Childcare Support: Provide on-site childcare or subsidies to alleviate the financial and logistical burdens on working parents. 4. Supportive Leadership: Train managers to understand and support the needs of working parents, fostering a culture of empathy and flexibility. 5. Inclusive Policies: Develop and enforce policies that protect against discrimination based on family status, ensuring a fair and supportive work environment for all employees. ?? #Leadership Call to Action: Take a proactive approach to evaluating and enhancing your company's policies and practices. Implementing these insights not only helps employees thrive but also boosts organisational success by fostering a loyal and motivated workforce. #FamilyFriendlyWorkplaces are essential for people, organisations and society. https://bit.ly/3yByByj Family Friendly Workplaces Parents At Work The Parenthood Emma Walsh Alison Hernandez Peggy Vosloo

What are the keys to building a sustainable social care workforce? ???? Our recent findings from the Design for Care project found that support from co-workers promotes role clarity, which in turn is associated with lower psychological distress and change fatigue, and higher job satisfaction. These benefits were found to be strongest when employees had leaders with high role clarity. In an industry with frequent changes and high levels of uncertainty, our study sheds light for care organisations on how they can effectively support the well-being of social care employees. ?? Read more in Human Resource Management: https://lnkd.in/gu3fp2g5 Many thanks to icare NSW and our Design for Care project participants for supporting this research. Nate Zettna Cheryl Yam Dr. Arian Kunzelmann Vivien Forner Dr Shanta Dey Dr Mina Askovic Anya Johnson Helena Nguyen Anu Jolly Sharon Parker #DesignforCare #Design4Care

?44% of 18 - 49-year-olds who don’t have kids are UNLIKELY to have them in the future... a 7% increase from 2018* ?? ? So, it’s time to address the inequalities for child-free people! In a recent survey, where 8 of 10 respondents were parents... ???49% believed that employees with children are more likely to be promoted in their workplace ???70% believed childfree workers had been given a greater workload than those with children at least once ???85% believed people with children have priority when planning days off What could employers do to fix it? ?? PERSONALISED BENEFITS ? ??Provide benefits that do NOT just revolve around parental responsibilities& allow flexibility and choice. ??As well as flexible working, consider other impactful benefits such as physical health, mental wellbeing and work-life balance ??Providing space for employees to provide input feedback is crucial to ensuring you’re meeting their needs CULTURE OF PERSONAL BOUNDARIES ? ??A whopping 65% of people DON’T see a problem asking child-free workers why they don’t have children. Fostering a culture that avoid assumptions, judgements and pressure is key. Small changes can make a big difference, for example, the language change from “childless” to “childfree”. EQUAL ACCESS TO TRAINING & OPPORTUNITIES ? ??Managers should receive support on how to manage a diverse workforce. ??Especially in the age of flexible working. What are your thoughts? ???? #worklife #humanresources #hr #women #childfree #dynamic #inclusive #shareyourthoughts #ideas #comment #Tuesday #haveyoursay

??Don’t make assumptions about Women without children in the workplace…?? In today's diverse workforce, it's essential to recognise and celebrate the contributions of all individuals, including women who have chosen not to have children. Assumptions about a woman's career aspirations or commitments based on her parental status have no place in the modern workplace.??? Women without children bring unique perspectives, skills, and experiences to the table. They contribute to innovation, decision-making, and overall team dynamics. Embracing their presence fosters a more inclusive and supportive work environment for everyone. ?? It's crucial for colleagues and employers alike to refrain from making assumptions about a woman's priorities or capabilities solely based on whether or not she has children. Instead, let's focus on recognising and valuing each individual for their talents, skills, and dedication to their work.? Inclusive workplaces benefit from the diverse perspectives and backgrounds of all employees. By embracing and respecting the choices of women without children, we create a more equitable and empowering environment for everyone to thrive professionally. Such an important post & relatable, I had to share!???? #InclusiveWorkPlace #Diversity #Equality #Bias #UnconciousBias ????

While most employees’ well-being has increased in the last year, MetLife’s latest Employee Benefit Trends Study finds employees with disabilities are facing increased stress and lower rates of happiness and loyalty at work. Check out HR Brew’s recent article to understand why disabled workers are feeling particularly impacted by the changing workplace: https://spr.ly/6049jB5Ll #metlife #DEI #wellbeing #culture #alltogetherpossible