The Other Work Remote Workers Get Done


The article discusses the impact of remote work on unpaid caregivers and household productivity. It highlights the challenges faced by employees who are also responsible for caregiving duties, and the need for HR leaders to address these issues in order to support their employees.

Key takeaways for HR leaders:

1. Remote work has increased the burden on unpaid caregivers: The COVID-19 pandemic has led to a surge in remote work, which has blurred the boundaries between work and personal life. This has resulted in an increased burden on employees who are also responsible for caregiving duties, such as taking care of children or elderly parents.

2. Unpaid caregivers face challenges in balancing work and caregiving responsibilities: The article highlights that unpaid caregivers often struggle to balance their work and caregiving responsibilities, leading to increased stress and burnout. This can have a negative impact on their productivity and overall well-being.

3. HR leaders need to address the challenges faced by unpaid caregivers: HR leaders play a crucial role in supporting their employees who are also unpaid caregivers. They need to recognize and acknowledge the challenges faced by these employees and provide them with the necessary support and resources.

4. Flexible work arrangements can help unpaid caregivers: Offering flexible work arrangements, such as flexible hours or remote work options, can help unpaid caregivers manage their work and caregiving responsibilities more effectively. HR leaders should consider implementing such policies to support their employees.

5. Employee assistance programs can provide support: Employee assistance programs (EAPs) can be a valuable resource for unpaid caregivers. These programs offer counseling and support services, which can help employees manage their caregiving responsibilities and reduce stress.

6. Communication and empathy are key: HR leaders should foster a culture of open communication and empathy within the organization. This includes regular check-ins with employees, providing a safe space for them to discuss their challenges, and offering support and understanding.

7. Collaboration between HR and other departments is essential: HR leaders should collaborate with other departments, such as IT and finance, to ensure that the necessary infrastructure and resources are in place to support unpaid caregivers. This may include providing technology tools for remote work, offering flexible leave policies, or adjusting workloads.

Overall, HR leaders need to recognize the unique challenges faced by unpaid caregivers and take proactive steps to support them. By implementing flexible work arrangements, offering employee assistance programs, fostering open communication, and collaborating with other departments, HR leaders can create a supportive work environment for unpaid caregivers.