Supporting Caregiver Wellness

📊 For the first time in U.S. history, there are more employees providing care for aging parents (23M) than for preschool-aged children (21M). When we launched The Care Gap ( a Mother Honestly company), we knew the conversation around caregiving had to move beyond crèches and parental leave. What we’re staring at now is not just a childcare crisis , it’s an eldercare emergency. And globally, this shift is echoing across societies with rising life expectancies, shrinking family sizes, and health spans that aren’t keeping pace with age. But let’s be honest our workplace structures haven’t caught up. Most elder caregivers are women (59%, providing two-thirds of caregiving in the United States). Many are in their peak earning years. Some are sandwiched between childcare and eldercare. The toll? Lost promotions. Reduced hours. Emotional burnout. Quiet exits. And a staggering $264 billion drain on the U.S. economy every year. And that’s not even counting what it’s costing us in innovation, diversity, and leadership. At The Care Gap, we believe eldercare is not just a personal problem, it’s a workforce and economic issue. We can no longer ask employees to choose between caregiving and career. We must create systems that support both. 🌍 Globally, other countries are already setting the pace: Japan mandates long-term care insurance at 40. The Netherlands has integrated long-term care into public healthcare since 1968. Yet in the U.S. and across many African nations, eldercare remains underfunded, informal, and invisible. If we don’t act now, we’re going to see a mass exit of experienced, mid-career professionals, especially women, who simply can’t carry the load alone. 💼 What can employers do? - Start by recognizing that eldercare is workplace care. - Offer flexible schedules, paid caregiver leave, and care navigation services. - Educate employees on available benefits and normalize asking for support. - Treat eldercare not as an add-on but as a core talent strategy. Companies like Microsoft, AbbVie, and Bank of America are already leading with comprehensive eldercare benefits. But we need more than a few outliers, we need a movement. It’s time we expand our definition of care. Because caregiving doesn’t end when the kids grow up. And the future of work depends on how we show up for caregivers at every life stage. More data and insights here: https://lnkd.in/dejwpAJQ

This is what it feels like when you are under stress, anxiety, and burnout. The sun is out but you can’t see clearly. You feel foggy. ————————- Your system floods with the hormone cortisol. High doses of cortisol creates this: - you don’t think as clearly - you don’t sleep well - your eating and drinking habits change - you have a reduced ability to manage emotions - you isolate How do you lift the fog? —————————— Self-care will teach you to look inward to better understand these emotions and name them. And that’s important. However it can leave you in the fog. You still feel alone. It’s Supportive-Care that moves you forward by processing your cortisol induced symptoms with others who walk with you through the fog. Allowing the stress reducing hormone oxytocin (the human-bonding hormone) to be released. Oxytocin overpowers cortisol. That is what lifts the fog. It’s how our body is wired to reduce stress. ———————————————- So for leaders and parents thinking that your employee/child/friend can clear this fog with their therapist and some self-care alone. Think again. The fog clears when the most important people in our lives show care and support. That is you - leaders, managers, bosses, parents, professors, classmates, friends, lawyers, doctors, and even strangers. Your care and support is what is needed to fully lift that fog. Without it people are left feeling unseen, unheard, undervalued, and uncared for. Leaving fog and stress. ————————————- You have the power to lift the fog. You are needed to lift the fog. There is a lot of fog out there. #ShowingUp #SupportiveCare #MentalHealth #CaringLeadership

Every time I post about the need for deeper support for caregivers, the comment section seems to turn into a battle of parents vs non-parents. The parents’ (and caregivers in general) perspectives are usually that people don’t understand or recognize the ever-present requirements and challenges of working full time while caring for other humans. And those who are not caregiving feel like their time and lives are less valued because they don’t have (human) caregiving responsibilities. And I think that both are valid perspectives. Where I think we trap ourselves is in comparing the two and trying to assign an equal solution across the board. All workers, regardless of their caregiving status should be able to take care of themselves and their lives – physical, emotional, mental, spiritual, and the things we cannot plan for. There needs to be a certain level of flexibility to allow for that. This is the baseline and you should build your business operation around it. And, we can also acknowledge that caregiving will come with a unique set of needs layered on top of the aforementioned needs of all workers. This is what is required when someone takes on responsibility for the life of a dependent. We do an injustice to potential progress towards a workable solution when we try and compare things that are not comparable – and we really trap ourselves when we try and assign a moral value to these needs. Having to leave in the middle of the workday to meet a contractor to fix the AC unit is not comparable to having to leave to pick a sick child up from school. They are in two separate categories with two different consequences if the need cannot be met. Accommodating people's lives cannot be like pie where everyone gets the same slice. We may all get the same slice of pie when it comes to a baseline of work-life flexibility for all workers, and caregivers may need a slice from a totally different pie to accommodate for the needs of caregiving. Just like people with other varieties of needs (people with different abilities, for instance), may need another type of pie. That may seem idealistic, but fruitless comparison will get us no where.

Alzheimer's doesn't just steal memories - it can also rob caregivers of their sense of self. 💔 This powerful article reveals the hidden neurological and emotional struggles that come with caring for a loved one with dementia. Key takeaways: * Caregivers often find themselves arguing, blaming, and taking symptoms personally - even when they know better. It's not a character flaw, but a natural consequence of the brain's wiring. * Alzheimer's erodes the shared reality and emotional reciprocity between patient and caregiver. This profound sense of isolation and unfairness takes a neurological toll. 😞 * Self-control is a limited resource. Constantly accommodating delusions and managing anger depletes the very mental energy caregivers need to adapt. * Self-care isn't selfish - it's essential! Caregivers must invest in their own well-being to better support their loved ones. 💪 To all the devoted caregivers out there: be kind to yourselves. Your struggles are valid, and your sacrifices are immeasurable. 🙏 Remember, taking care of yourself is an act of love - for both you and those you care for. 💖

You are never prepared for hearing the words “You have cancer.” I know because those words were said 20+ years ago with my father’s diagnosis of stage 4 lung cancer. Like the rest of the world, I learned the news of the Princess of Wales and her diagnosis. What came through loud and clear is her not only having to navigate her treatment plan, but figuring out how to communicate and protect her young children as a mother. As an adult, English-speaking daughter, I was somewhat better prepared to help navigate the disjointed healthcare system and care for my father. But no matter your age, watching a parent battle cancer or any debilitating illness is always difficult. The caregiving journey does not come with a “How To” manual or strategic plan. What I have learned as a caregiver: 📍 Be an unapologetic advocate- Navigating through the countless appointments, doctors, or specialists will require you or your loved one to actively engage and advocate for care. 📍 Protect your time and energy- When family, friends, and colleagues hear the news, there may be a bit of overwhelm at first with the outreach and messages of care. Let people know how best to stay connected with you and find ways to provide updates on your own terms. 📍 Give yourself permission- Grace and space are needed for you during the emotional and mental roller coaster ride of caregiving. Ask for the support and respite when needed. For anyone going through healthcare challenges, sending out massive energy and love your way. 💙🙏 ________ What’s your advice for other caregivers? #healthcare #publicaffairs #ShastaAdvisory

When it comes to the senior living workforce, I’ve heard about solutions my whole career. Ever since I was a caregiver (first job in senior living 16 years ago), I’ve heard solutions such as: - Build a great culture (too vague) - Incentivize employee referrals (doesn’t work) - Pay the highest (a race with no winner) - Support immigration reform (…🤔) - Have employee of the month (you frame yours?) You ever talk to a friend about a problem and their proposed solution to your problem made you realize that your friend didn’t really listen to you at all and that maybe they really don’t understand you? “Girl, you just need to go and flirt with his best friend and make him jealous!” 🤦 The way our industry talks about the workforce only further proves TO our workforce that we don’t understand THEM. We can’t fix labor or find BETTER labor or cheaper or “more grateful” labor. We cannot fix our experiences of the workforce problem. We can only fix the problems that our workforce experience. A few of our own attempts at solving problems on THEIR behalf at Bella Groves are: - great staffing ratio (1 to 4) - high levels of dementia training - mental health & grief support - very clear standards for who stays on the team - fire bad CUSTOMERS (i.e. demeaning families) - more trust and autonomy to make decisions There’s lots and lots more and even more to come. We’re intently focused on optimizing the work experience - not through false praise or clueless incentives but through actual deep care for the human beings caring for other human beings. Helping them to level up their skills, their mindset, and their work experiences. Helping them to enjoy better care outcomes for the residents they love and spent more QT with them. You really want to fix your turnover issues? Help caregivers do the ONE THING they really, really want… To see a better life for their residents and that their company (for once) wasn’t a barrier to this but instead was the reason for it. 💜 Full episode below. Many thanks to KARE and McKnight's Senior Living for hosting this discussion and James M. Berklan and Katie Rhone, SPHR for facilitating, and Lora Williams RN -Founder and Allison Gilgenbach for bringing such great insights to the discussion.

HR leaders are often asked what they’re doing to support employee wellbeing. The usual conversation is about mental health benefits, work-life balance, flexible work, mental health days, etc. But what about the well-known major life stressors that impact employee mental health and wellbeing?  How can/do we support employees during these crucial moments? Death of a loved one - What is your bereavement policy? Does it include miscarriage? Pets? Does it provide for any additional support? Or flexibility to spread the time off over a period of time? Do you have comms that help managers support grieving employees? This is a moment that really matters to employees and the support they get (or don’t get) has a huge impact on their wellbeing. (Check out Bereave for ideas on policies/support or Pyn’s Open Library for template comms) Financial challenges / changes - Providing financial education is fine, but there’s so many more ways to support an employees’ financial wellbeing (and thus their overall wellbeing) beyond providing an equitable/competitive salary. Could you offer student loan repayment programs, 401k match, employer-paid disability insurance, or access to a certified financial planner? One-size-fits-all programs aren’t likely to meet the needs of everyone currently in the workforce so even better if you can let people select the option that works best for them. Becoming a caregiver -  What is your parental leave policy? Do you provide career coaching or flexible work options to parents returning from leave? Do you have benefits related to child care or elder care? For folks who have very many ideas about how to support caregivers I highly recommend following: 🏡 Kim Rohrer, Allison Whalen, Cassandra Babilya, Kaleana Quibell You can also check out benefits like Overalls (full disclosure I'm an advisor) that offer support to employees throughout a variety of life stressors. When we think about how to support employee mental health and wellbeing there are actually so many things as HR leaders that we can impact! What would you add to the list that's perhaps an "outside the box" approach to supporting employee mental health/wellbeing?

Healthcare professionals are still being hit hard by workforce shortages and burnout. As we work to address these issues, we also need strategies to provide strength and support. Richard Tedeschi, an authority in post-traumatic growth, describes the concept of 'expert companionship' as a helpful approach. Expert companions are individuals who stand by our side during challenging times, creating mutually supportive relationships. These people are not necessarily professional counselors, their expertise is just in being there during times of need. They actively listen, express empathy, and provide emotional support. We can build these types of supportive networks within our teams. The key is to look out for each other and create an environment of psychological safety within the workplace. People need to feel secure to openly share their feelings and experiences without fear of judgment.  Action step: Reach out to a colleague. Simply check on how they're doing and listen, offering support where needed. Remember, even a small act of kindness can go a long way. #healthcare #teamwork #growth #leadershipdevelopment

Have I Missed the Mark After 20 Years in #ExerciseOncology? For over two decades, I've dedicated my career to integrating lifestyle medicine into oncology care. But lately, I've been asking myself: Have we been focusing on the wrong area of implementation? We pour endless resources into patient education on lifestyle changes—nutrition, movement, stress management—but what if the real catalyst for meaningful change is empowering our physicians first? A recent study found that physicians who maintain healthy lifestyle habits are significantly more likely to advise breast cancer patients on lifestyle modifications that can positively impact survival. In this study, the reality is clear: 🔹 85% of surveyed physicians practice healthy eating 🔹 88% are physically active 🔹 But the gaps remain—especially in obesity treatment and patient referrals What about everyone else? Physicians who DON't engage in regular physical activity are 2.5 times more likely not to recommend these life-changing habits to their patients. This makes me wonder—are we truly setting our oncology teams up for success? If oncologists could be supported to utilized these habits, could that shift patient outcomes more effectively? And here's the game-changer: Supporting oncologists in prioritizing their own well-being isn't just good for patients—it’s a powerful tool to combat burnout. We know that when healthcare providers engage in physical activity, mindfulness, and self-care, they are more resilient, more present, and better equipped to face the emotional toll of cancer care. We advocate for empowering our oncology teams with: ✅ Accessible wellness programs ✅ Mindfulness and stress reduction strategies ✅ Physical activity opportunities tailored for demanding schedules If we prioritize the well-being of our healers, imagine the ripple effect on the patients they touch. This is exactly what's on the next buildout of the My Lifestyle Shift program - more resources focused on our #healthcare professionals! Maybe, just maybe, the path to better survivorship begins with those who lead it. What do you think? Is it time to shift the focus to supporting our oncology providers? #LifestyleMedicine #ExerciseOncology #BreastCancer #PhysicianWellness #HealthcareLeadership #CancerSurvivorship #LifestyleIntervention

70% of physicians work during their vacations. It’s no surprise, then, that time off often fails to restore energy. The challenge is real: when workplace demands make it nearly impossible to fully disconnect, the nervous system remains in a constant state of activation. While 45% of physicians report experiencing burnout, most solutions still focus narrowly on individual resilience—without tackling the systemic barriers that make recovery so difficult. What actually helps, according to research: Individual supports: – Boundary-setting (where possible) – Breathing practices and mindfulness – Nervous system regulation – Healthy daily habits – Professional coaching System-level supports: – EHR optimization – Adequate coverage – Reduced administrative burden – Psychological safety – Supportive, human, heart-centered leaders & cultures The reality: Many healthcare professionals want to set healthy boundaries but face real constraints—concerns about patient care, financial pressure, and chronic understaffing. That’s why both personal practices and systemic change are essential. Bottom line: Sustainable recovery depends on healing the individual and improving the conditions that make healthy boundaries so hard to hold. What’s one boundary you’ve successfully set at work? #JustOneHeart #BurnoutRecovery #HealthcareLeadership #SystemicChange #WorkplaceWellness #Physicians