支持有照顾责任的员工

照顾责任可能对你的团队产生比你预想的更大影响。哈佛商学院的一项研究发现，73%的美国员工承担照顾责任，但只有24%的雇主意识到这一责任对生产力的影响。这种认知差距常导致优秀员工，特别是年轻专业人士，选择离职。以下是如何更有效支持有照顾责任员工的建议。

收集数据：了解照顾责任对员工的具体影响。可以通过调查员工、与员工资源小组（ERG）互动，以及借鉴其他在这一领域表现领先的公司经验来收集相关信息。

拓宽对话范围：照顾责任不仅仅是照看孩子。要开放讨论各种照顾责任——包括照顾孩子的心理健康、照顾生病的家庭成员等各类话题。

修订政策与文化：制定灵活、无偏见的福利政策，支持各类照顾责任的员工。将照顾假期常态化，让每个员工都能享有。

认可照顾者的优势：照顾者通常在同理心、问题解决和时间管理方面表现突出，这些能力在职场中极为宝贵。要及时认可并奖励这些技能。

倡导政策变革：支持有利于照顾者的政策，如带薪假期、负担得起的儿童照看服务和灵活排班等，以便全方位支持员工。

Support Your Employees with CaregivingResponsibilities

Caregiving is likely impacting your teammore than you realize. A recent Harvard Business School study found that 73% ofU.S. employees have caregiving responsibilities, yet only 24% of employersrecognize its impact on productivity. This disconnect often leads talentedemployees to leave their roles—especially youngprofessionals. Here’s how you can support yourcaregiving employees more effectively.

Gather data. Collect information on howcaregiving affects your employees. Survey your teams, engage with ERGs, andlearn from other companies leading in this area.

Broaden the conversation. Caregiving isn’t just childcare. Show openness to conversations about a range ofcaregiving responsibilities—from managing a child’s mental health to caring for an ill family member.

Revise policies and culture. Createflexible, stigma-free benefits that support caregivers across all demographics.Normalize care leave for everyone.

Recognize caregivers’ strengths. Caregivers often excel in empathy, problem-solving, andtime management, bringing invaluable skills to the workplace. Acknowledge andreward these skills.

Advocate for policy change. Supportpolicies that benefit caregivers broadly, such as paid leave, affordablechildcare, and fair scheduling.