The Ontario Caregiver Organization
Most of our employees at the Ontario Caregiver Organization (OCO) are caregivers. Given our organization’s purpose to improve the lives of Ontario caregivers, it is essential to embody our values in our workplace.
We have formal and informal support in the workplace for caregivers, along with a culture that is open to talking about the caregiving we do in our personal lives. For example, as caregivers we can speak about it at work which encourages others to feel comfortable doing the same. At OCO we also have policies and practices that allow working caregivers to structure their work schedule so they can achieve their goals and responsibilities at work and successfully manage their caregiving commitments. We recognize that the caregiving role is not always predictable or linear. The OCO is committed to supporting its team and making workplace accommodations to enable them to be successful in their role, particularly when there is a caregiving emergency, or when the need to accompany the care recipient as they receive treatment. Our organization’s policies include flextime, paid and unpaid leave time, and much more to help our employees when they need it most.
Working virtually has helped some people balance work and their caregiving responsibilities, especially employees who live with or near the care recipient. Understanding the varying needs of our employees, and ensuring we provide the right support consistent with these needs can only happen through open and meaningful communication. The number one piece of advice that I would give employers that want to support their employees who care for someone is to start with strategies that have worked for other employers. Rather than reinventing the wheel, consider models that are already being used and that work. At the Ontario Caregiver Organization, we share workplace models and tools that have shown immense success.
It is important to understand is that employers need to be adaptable in their plan and approach. That is why constant communication with employees is vital to make sure the support you are providing is consistent with your employees’ needs. To all employers, I would say don’t be afraid to get started. Even if you are starting small, at least you are starting.
-Amy Coupal, CEO, The Ontario Caregiver Organization
“The number one piece of advice that I would provide to employers that want to support their employee caregivers is to use strategies that have worked for other employers.”
Amy Coupal,
CEO, The Ontario Caregiver Organization
The Ontario Caregiver Organization
“The number one piece of advice that I would provide to employers that want to support their employee caregivers is to use strategies that have worked for other employers.”
Amy Coupal,
CEO, The Ontario Caregiver Organization
Most of our employees at the Ontario Caregiver Organization (OCO) are caregivers. Given our organization’s purpose to improve the lives of Ontario caregivers, it is essential to embody our values in our workplace.
We have formal and informal support in the workplace for caregivers, along with a culture that is open to talking about the caregiving we do in our personal lives. For example, as caregivers we can speak about it at work which encourages others to feel comfortable doing the same. At OCO we also have policies and practices that allow working caregivers to structure their work schedule so they can achieve their goals and responsibilities at work and successfully manage their caregiving commitments. We recognize that the caregiving role is not always predictable or linear. The OCO is committed to supporting its team and making workplace accommodations to enable them to be successful in their role, particularly when there is a caregiving emergency, or when the need to accompany the care recipient as they receive treatment. Our organization’s policies include flextime, paid and unpaid leave time, and much more to help our employees when they need it most.
Working virtually has helped some people balance work and their caregiving responsibilities, especially employees who live with or near the care recipient. Understanding the varying needs of our employees, and ensuring we provide the right support consistent with these needs can only happen through open and meaningful communication. The number one piece of advice that I would give employers that want to support their employees who care for someone is to start with strategies that have worked for other employers. Rather than reinventing the wheel, consider models that are already being used and that work. At the Ontario Caregiver Organization, we share workplace models and tools that have shown immense success.
It is important to understand is that employers need to be adaptable in their plan and approach. That is why constant communication with employees is vital to make sure the support you are providing is consistent with your employees’ needs. To all employers, I would say don’t be afraid to get started. Even if you are starting small, at least you are starting.
-Amy Coupal, CEO, The Ontario Caregiver Organization