Gabby Austen Browne, founder of Diversity Alliance, urges companies in the sector to take care of their ‘caregivers’.
As companies in the events industry work on strengthening their DEI policies to create meaningful and positive changes in their employees’ lives, it is crucial that they do not overlook the unique challenges faced by working carers. Caregivers often struggle to balance their professional responsibilities with their unpaid care duties, and the lack of adequate support and policies surrounding leave can have a significant impact on their wellbeing and ability to thrive in the workplace.
As with many DEI themes, most of us are likely to be affected by this at some point in our working lives and may be called upon to provide care ourselves, especially as our population ages and life expectancy increases. The Carer’s Leave Act 2023, which came into force on 6 April, 2024, is a significant piece of legislation that entitles employees who balance work with unpaid care to receive five working days of leave within a 12-month period. It’s a provision that I wholeheartedly support and will help caregivers feel more comfortable attending to the needs of their dependents without fear of negative consequences. With this in mind we need to be aware of the importance of creating a supportive culture and implementing policies that allow employees to manage their personal and professional lives effectively. Companies need to make sure these policies are in place and are readily available to employees and candidates – including in job advertisements, onboarding packs and company intranets. By doing so, we can ensure that our teams are aware of the support available to them, helping them feel more comfortable discussing their challenges openly and requesting the support they need.
There are many compelling reasons why employers in the events industry should work to create ‘carer-friendly’ workplaces. Supporting working carers not only enhances an organisation’s reputation among employees, customers, and clients but also helps attract and retain staff while reducing overall stress and sickness leave. In addition, providing support is simply the right thing to do from a moral standpoint.
It would be great to see the industry prioritise the needs of working carers and provide the support individuals need to thrive both personally and professionally, despite their circumstances. In addition to implementing a standard caregivers policy, employers should focus on a few key strategies. These include cultivating a culture of support, introducing flexible working arrangements, supporting carers’ leave, empowering people managers to assist carers, and providing information, resources, and peer-to-peer support. By taking these steps, we can demonstrate our commitment to the wellbeing of our teams and create a more inclusive and supportive work environment.
