Harvard Business Review



by Jody Gastfriend / July 23, 2014

Companies support these workers first and foremost by providing flexibility. A surprising number of caregivers have told me stories of being unable to leave work early or come in late to help care for mom or dad, even though they had a plan to make up the time. Not only do employers run the risk of caregiver workplace discrimination lawsuits, but word spreads fast and competition for talent is fierce. A 2012 National Study of Employers by the Families and Work Institute and the Society for Human Resource Management (SHRM) supports this notion: “Organizations that can offer more flexibility around reduced time, caregiving leaves and flex careers will have a competitive edge in recruiting and retaining employees as the aging workforce and dual focus on personal and professional lives among younger employees become increasingly important drivers in the labor market.” Being known as a flexible supportive work culture is not just good management, it makes good business sense.

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