Is your DEI strategy ignoring caregivers?

Stephanie Leung, co-founder of KareHero and former co-chair of DEI at Uber, argues that recognising and supporting caregivers is essential for a truly inclusive workplace.

As workplaces strive to promote diversity, equity, and inclusion (DEI), one group often remains overlooked: caregivers.

With millions managing work alongside caring for loved ones, this often-invisible role impacts employee wellbeing and productivity.

“DEI should include carers if we’re serious about creating a truly inclusive workplace. It’s not a niche issue; it is an integral part of the human experience,” said Leung.

Gender, caregiving and DEI

Caregiving intersects with other DEI concerns, particularly gender and age.

Census 2021 data shows that 59% of unpaid carers are women.

"Women are four times more likely to quit or go part-time if they come into a caring role,” said Leung.

Lack of support for caregivers contributes to gender inequality in your workforce – particularly at senior levels, where responsibilities are most likely to arise.

The 2024 Women in the Workplace report by McKinsey found that women remain underrepresented at every level of corporate America, with the gap widening at higher levels.

As of 2024, there were only 10 female CEOs in the FTSE 100.

More than 73% of employees have some form of current caregiving responsibility, according to a Harvard Business School report.

But women are disproportionately affected, being 5 to 8 times more likely than men to have their employment impacted by caregiver responsibilities.

This data underscores the importance of including caregivers in DEI conversations; caregiving responsibilities disproportionately affect women and can significantly impact career advancement.

Age, caregiving & DEI

Age is another critical factor.

Leung highlights the fact that “the bulk of the workforce are going to be aged over 40 in the next couple of decades”.

The highest percentage of unpaid carers are people aged 55-59, with more than half a million people in this age group providing care, according to Census 2021 data.

“We are heading into a workforce that’s going to be significantly older. Also, the pension age is going up, which means that people are going to have to stay in work, or want to stay in work, for longer,” adds Leung.

Including caregivers in DEI initiatives is crucial for addressing age discrimination in the workplace, particularly in the UK.

According to the Centre for Ageing Better, more than half of adults over 50 in England have experienced age discrimination in the past year, with 37% of respondents in their 50s and 60s reporting that it occurred most frequently in the workplace.

This is particularly relevant for caregivers, as the peak age for caring often coincides with the peak of an individual’s career.

Furthermore, women have a 50:50 chance of providing care by age 46, while men reach this likelihood 11 years later, at age 57.

This gender disparity in caregiving responsibilities can exacerbate age discrimination, as older women may face compounded challenges in the workplace.

By recognising caregiving as a key aspect of DEI, employers can create more inclusive policies that support older workers, particularly those with caregiving responsibilities, thereby mitigating age discrimination and retaining valuable, experienced employees.

The business case for supporting caregivers

Supporting caregivers is both an ethical and economic imperative.

Carers UK reports that unpaid care contributes £162 billion a year to the UK economy.

This contribution is equivalent to a second NHS in England and Wales, which in 2020/21 received an estimated £164 billion in funding.

Ignoring caregivers risks significant workforce loss, with businesses losing an estimated £8.1 billion annually due to absenteeism and reduced turnover linked to caregiving responsibilities.

Practical steps for employers

Steps employers can take to support caregivers include:

Recognise caregiving as a DEI issue: “Being a carer isn’t a temporary phase; it’s an identity that impacts everything,” Stephanie notes.
Survey your workforce to identify caregivers: Use surveys to better understand the needs of caregiving employees.
Create dedicated networks for carers: Providing carers with a specific support group allows them to access help and share experiences.
Train managers to recognise caregiving stressors: Educating managers about caregiving challenges promotes empathy.
Implement caregiver-friendly policies: Ensure that new policies, like those introduced in the Carer’s Leave Act, are well-communicated.
Establish caregiver allies within the organisation: Caregiver allies, like mental health first-aiders, offer essential support.
Provide access to specialized support: Partnerships with organisations like KareHero can offer carers practical support and reduce workplace strain. Providing hands-on help to access untapped care funding, find vetted carers, or provide care plans, reduces mental load and keeps people in work.

“Supporting carers in the workplace is good for business…It creates better inclusion from a DEI perspective and it helps unlock productivity if you can tap into and support people with what they need,” says Leung.

By addressing caregiving in DEI policies, companies can build a workplace that values the diverse lives and roles of all their employees.