In today’s workplace there are many employees juggling both child and eldercare responsibilities. Striking the right balance can be challenging but getting it right benefits both the worker and the employer. This Q&A explores how to successfully support the sandwich generation at work.
Times are changing. We are living longer, working longer and having our children later in life. Today’s workplace should be proud of the support and flexibility that is provided to working parents. Many employers are willingly supporting flexible work practices to enable school pickups, working from home with a sick child and driving teenagers to their monthly orthodontist appointments. Most will even support the attendance of a mid afternoon school presentation or dance concert.
But how does the employer feel if this same employee also needed to drive an ageing parent to an appointment; receive calls during work time relating to their care or rush off mid meeting because they desperately need assistance?
In between parenting school aged children, many employees are also being pulled away from work to care for ageing parents. With Australia’s population continuing to age, the result is many workers are becoming ‘sandwiched’ between the needs of their children and those of their elderly parents. Those caught in the sandwich generation are stretching themselves thin between work and family responsibilities – with both the employer and worker feeling the pinch.
The ‘sandwich generation’ can be defined as those who are ‘caught in the middle’ of having care responsibilities of both children and ageing parents. Typically, these workers are middle aged in their 40s or 50s and still in the workforce. In addition – workplaces are now seeing examples of the ‘double sandwich’ generation where employees in their sixties have grandparenting responsibilities and living parents in their nineties.
Whilst men undoubtedly are represented in the sandwich generation, there is no question that women are more likely to be the primary caregivers at both ends of the spectrum. This provides a clear challenge particularly for women in the workplace who are feeling the multigenerational squeeze.
So - how do we care for the carers? It may not be something that you want to do but striking a healthy balance of support and flexibility will retain valuable employees, build loyalty and engagement and even stand you apart from your competitors in the hunt for talent. The following are some key tips to effectively support the ‘sandwich generation’ workers:
There is a lot of pressure on employers to say yes to every employee request and to be extremely flexible and accommodating – even when it is at the detriment to the business. There is no question that employers have a responsibility to do all reasonably possible to enable the worker to balance their family needs, but the key word here is ‘reasonable’.
If employers have a responsibility to reasonably do all possible to support the request – then employees have a joint responsibility to consider how they can make it work to minimise the business impact. Employees should be encouraged to reflect on:
It is integral that flexibility is not a ‘one-way street’ as that creates a scenario where there are ‘winners and losers’ to flexibility.
It is natural and expected for employers to scratch their heads and become a little frustrated when their team members appear to be pulled too heavily by their care responsibilities – but it is important to take a moment to consider the employee does not want to be in the middle of the sandwich either. It is exhausting, emotional and sometimes unappreciated.
Next time you receive a last-minute call from your team member with an unusual family need – try to take a moment to consider that the employee would actually rather be at work. Being part of the ‘sandwich generation’ is not a perk – it is a responsibility, a labour of love and quite often a burden.
Employees themselves are wondering how they are juggling work, parent teacher meetings and eldercare – but they know that somehow they need to strike the right balance. Adopting a partnership approach will minimise the business impact and maximise the employee’s capacity to successfully keep ‘all the balls in the air’ and nurture each one in a way that does not impact the other.
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Georgina is Senior Content Writer and HR Specialist – Publications at Ai Group. She is an accomplished Human Resource professional with over 20 years of generalist and leadership experience in a broad range of industries including financial services, tourism, travel, government and agriculture. She has successfully advised and partnered with senior leaders to implement people and performance initiatives that align to business strategy. Georgina is committed to utilising her experience to create resources that educate and engage and is passionate about supporting members to optimise an inclusive workforce culture that drives performance.
