The Importance of Open Conversations About Care Responsibilities in the Workplace

When someone asks, “How are you?” it’s often a polite formality, not a genuine inquiry. In many situations, the person asking may not be ready for an honest response. This disconnect can be particularly poignant for those juggling care responsibilities, as shared by Rachel Bassett, senior associate and business development manager at Willis Tower Watson (WTW).

The Challenge of Authentic Conversations

At the recent Dive In Festival, Bassett recounted a moment from her past where she confided in colleagues about her father’s struggle with dementia due to alcohol abuse. Unfortunately, her honesty was met with disengagement, highlighting a lack of preparedness for such personal disclosures in workplace settings. “I wish I could have felt safer talking about it sooner,” Bassett reflected, wishing for more time with her father before he passed away.

The Role of Company Culture

The conversation shifted towards the vital role of company policies in supporting family and care responsibilities. Over the years, many organizations have introduced enhanced flexible working arrangements aimed at helping employees manage their caregiving roles. However, a panel at the festival emphasized that the effectiveness of these policies is determined by the underlying culture of the company.

Recognizing the Power of Leadership

Christine Simpson, a professional indemnity underwriter at Howden, echoed the sentiment that a supportive workplace culture can make a significant difference. After returning from her first maternity leave, Simpson experienced debilitating impostor syndrome. However, thanks to her manager’s openness about parenting and work-life balance, she felt encouraged to communicate her needs.

Simpson stated, “It’s about role modeling at a leadership level, demonstrating that people have responsibilities.” She added, “If someone in a leadership role shows empathy and flexibility while maintaining performance, it sets a standard for the entire organization.”

Building a Culture of Openness

Jake Arundell, the inclusion and diversity manager at Gallagher, further emphasized how a “culture of openness” can amplify the effectiveness of policies. As a father to a young daughter, Arundell shared his struggles with parental guilt when considering taking time off or utilizing back-up care options. He noted that discussing these feelings has a profound impact on team dynamics.

“Normalizing these conversations and sharing stories about colleagues who have accessed enhanced policies is essential,” Arundell said. He observed that such dialogues were less common in male-dominated teams but flourished in female-oriented groups, creating a more accepting atmosphere for parents.

Conclusion: The Path Forward

The insights shared during this session at the Dive In Festival underline the necessity of fostering both supportive policies and a workplace culture that values openness. Only then can employees feel safe discussing their caregiving responsibilities. With leaders paving the way through authentic dialogue and empathy, organizations can create environments where everyone feels empowered to balance work and care responsibilities effectively.

Fostering a culture of support not only boosts employee morale but also enhances overall business performance, proving that compassionate workplaces aren’t just good for employees—they’re good for business too.

By prioritizing these conversations, organizations can ensure that their employees thrive both at work and at home.