Hidden Workers: The Case for Caregivers, by Joseph Fuller, Manjari Raman, and Francis Hintermann, is the latest in a series of reports on workers on the margins of the labor market who are seeking fuller employment.
Research by the Harvard Business School Project on Managing the Future of Work shows that individuals with caregiving responsibilities and their own health issues make up the largest segment of the workforce who are currently sidelined and striving to find work or increase their hours.
Key numbers:
From the report's survey, 86 percent of the 4,470 previously unemployed workers now employed confirmed they are primary caregivers for children, elders, or both.
Only 23 percent of employers prioritize hiring caregivers, missing out on a vast pool of untapped talent.
75 percent of hidden workers who are caregivers have been applying for jobs over the past five years without success.
Caregiving responsibilities span all age groups: caregivers of children are typically aged 30–40, while those caring for adults are either young adults aged 18–29 or adults aged 41 and over. Notably, more men are taking on caregiving roles, especially in households requiring both childcare and eldercare.
Takeaways for employers:
Recognize the Impact of Caregiving: Ignoring the caregiving crisis negatively affects both employees and businesses, leading to workforce dropouts, reduced productivity, and economic decline. Employers should acknowledge that caregiving responsibilities can cause valuable employees to leave if not supported.
Lead by Example to Build a Caring Culture: Leadership should model supportive behaviors by sharing their own caregiving challenges and openly discussing the issue. This helps to legitimize caregiving concerns within the organization and encourages a culture where employees feel comfortable seeking support.
Build the Business Case for Support: Companies should calculate the hidden costs associated with not supporting caregivers, such as absenteeism, turnover, and decreased productivity. Recognizing these costs can highlight the tangible benefits of investing in caregiving support, including higher retention rates and improved employee performance.
Understand and Address Care Demographics: Employers should map out the caregiving responsibilities within their workforce to tailor benefits and accommodations effectively. By segmenting employees based on their specific caregiving needs, companies can offer customized support rather than generic benefits that may go unused.
Read the report Hidden Workers: The Case for Caregivers.
Comments