Employers may be missing out on a group of potential employees that can be loyal and productive workers because of caregiver stereotypes. Caregivers are perceived as not able to be fully engaged in their jobs, and therefore have been discriminated against in the workplace. What are the effects and how can job seekers overcome this perception?
An article in SHRM HR Magazine describes the case in Maryland where a state trooper was denied family and medical leave based on his department’s policy that only mothers can be considered primary caregivers. Another: a Maine insurance employee was passed over for promotion because she “had too much on her plate”. In both cases, and many others, legal complaints may be the result. The U.S. Equal Employment Opportunity Commission has added caregivers to the initiative aimed at investigating systemic discrimination.
The fact is that there are a huge number of workers who have some sort of family obligation, and most manage them successfully. The caregiver may have young children, older parents or possibly disabled partners to support, but want to maintain financial independence. They deserve the chance.
Job seekers can address this issue in an interview by talking about their work habits and dedication but this can be a delicate balance. They are under no obligation to reveal family situations as part of their interview and too much personal information is also a negative. Ultimately it is important to assure that they can do the job.
Employers need to realize that in today’s world, employee work habits are becoming an issue for the entire workforce, and that caregivers are just as likely to do a great job. Dealing with the realities of family life and the balancing act between career and family exists for everyone. The more progressive companies are flexible in managing the workplace, including work-from-home options when appropriate. The ultimate goal is – show up and do the work! That makes everyone happy.
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