ࡱ> #% !"` Wibjbj `6666>'>'>'8v'4'TJ ( ( ( ( (***7J9J9J9J9J9J9J$RLhNP]Jc.j*"*c.c.]J66 ( (`rJ111c.T68 ( (7J1c.7J11GnWI (' 3TR>'/^ H7JJ0J!H6 O06 O,WIWI OkI*L+1+l>,%***]J]JK1j***Jc.c.c.c.!>'>'666666  INTRODUCTION This is a submission to the Human Rights and Equal Opportunity Commission in response to the Striking the Balance discussion paper from the NSW Working Carers Support Gateway: a project offering information and advice to people who juggle paid work with unpaid caring via www.workingcarers.org.au; encouragement to employers to offer carer-friendly workplaces; and promoting the concept of worker-friendly service provision to service providers. BACKGROUND This submission is based on contributions from 82 working carers, community service providers, employers and employer groups, national and international academics and researchers who in 2004 fed into and reviewed the concept of a website service for working carers. The submission contains direct evidence from 27, mostly female working carers who have contacted us directly post June 2005 to share their stories for the website, or who are contributing to project development through our Advisory Panel and Reference Group. The experiences of male carers are included: this information primarily came to us second-hand via their female partners. Another 29, mostly female, service providers have given information about the experiences of their working carer clients and, for some, themselves as working carers. One employer has written about the benefits of a carer-friendly workplace. These contributions from a total of 57 people have been made since the Working Carers Support Gateway was launched on June 21, 2005, through to September 2005. Unpaid work Question 6: Does the amount of unpaid work done by women affect their capacity to participate in paid work, and if so, how? A number of our female working carers have moved to part-time or home-based work in order to continue to provide care for ill partners, elderly parents and/or children with disabilities. Others have resigned or feel the pressure to cut back their hours to care. I am not in a position to work full time. Even though Tim is in a special school full time, he has lots of medical appointments and has had over 30 hospital admission in his 12 years (Tim has severe cerebral palsy). - Joyce Geraldines story Geraldine gave up work to care for her ill partner. She retrained by correspondence and set up a home based business at a cost to herself and with no guarantee of earning extra income beyond the Carer Payment. Before she left work Geraldine said her employer understood her occasional lateness or absence. At the same time, she wanted her work completed. I didnt want to let anyone down and felt stressed. This situation was no good for me, my partner, our relationship, my employer or her business. I felt I was being stretched in different directions and about to break. - Geraldine Caring for people with disabilities and elder care Question 8: Are there particular difficulties in balancing paid work with caring for grandchildren, frail aged parents or family members with disabilities? Paid work is particularly difficult for parents with children with disabilities due to lack of services and supports. This can be compounded when parents live away from traditional family supports, as many do. They are then even more dependent on services. Parents need to work to support their families, but find it very difficult to balance work and care in this situation. In particular, parents with teenagers with disabilities are concerned about cuts to post school options programs and the lack of supported employment. As they are concerned for the safety and wellbeing of unsupervised children, they see no other option than to cut back their hours or leave work, leading to economic disadvantage. Ive been told she wont be working. Im worried sick. Theres not going to be full post school programs available. I cant afford to give up work. Im on a sole income and I like my job. Ive nearly had it. Im at breaking point. Im really worried for her. Theres no quality of life. Its not right that they should be stuck at home. This is a life youre destroying. - Mina One parent with a good experience of childcare and quality services for a child with a disability, and a flexible workplace, was able to combine work and care for many years. However when she moved to home-based work after 16 years, she acknowledged she was exhausted. Some carers have multiple responsibilities eg. caring for a child with a disability and elderly parents. These carers are particularly stretched and may have to take a lot of time off work. Without traditional family supports, they are even more dependent on services than those just with children with disabilities. Nerolis story Nerolis husband has advanced Parkinsons disease and an elderly father who lives at home with her. Services make it possible to avoid burnout and resigning but she says more, good quality services are needed. Neroli has experienced service failure and inappropriate services. She appreciates the service providers level of understanding of carers and care receivers needs, and that it has improved in recent years, but the biggest gap for her is lack of knowledge of whats available: And how to balance feeling grateful for whatever is offered, while feeling indignant about shortcomings in the services. - Neroli Question 9: Do the experiences of people caring for grandchildren, frail aged parents or family members with disabilities differ for men and women? The overwhelming difference between men and women carers is that women take on the primary responsibility for care of family members who are ageing or have a disability, or both. They also take on the main responsibility for their partners elderly parents and significant roles in supporting the carers of other family members. Women are more likely to stay home to care while their male partners work full time, especially if they have children with disabilities. Men are more likely to care from a distance. For women with children with a disability, if their male partners are called away to support their own family members who live some distance away, they are more dependent on services during these times. Work and family issues for families Question 12: What effects, if any, do external factors such as partner and community attitudes, social policy or workplace relations have in shaping mens and womens decisions about paid work and family arrangements? Partner and community attitudes Among parents of children with disabilities, it is accepted as a given that women will do the caring work and their male partners the paid work. These women tend to only enter the workforce as their children grow up and become more independent. These seemingly entrenched attitudes are not deemed worthy of comment by our contributors. In one case, a female working carers desire to care can be a barrier to support by her male partner. Kylie gave this tip to other female working carers: If you have a supportive partner, share the workload. I havent always found this easy but now when he suggests that I go out for dinner or the movies with friends and everything will be fine, I actually believe him and follow his advice. - Kylie Female sole parents, however, need to work to support their families, and this is also accepted as a given. Social policy As stated above, support services are needed to enable carers to work. Female carers constantly tell us how difficult it is to get services, in particular quality services, and how this is even more difficult while working. Aboriginal working carers and service providers are also concerned about the lack of Aboriginal-specific services, and that mainstream services need to be more accessible, friendly and flexible so they can cater for Aboriginal carers, and that the best way to help Aboriginal carers is with practical assistance. Working carers have also expressed concerned about at-home parent carers of children with disabilities who do not qualify for Centrelinks Carer Payment, because the Federal Governments welfare reforms will require them to work but not backfill the gaps in services. Foster carers seem to fall through the cracks altogether in terms of service provision. One male carer who cares for his elderly father and works full time manages, despite long hours, with the help of community support services. Given that so many female working carers speak about the difficulties in accessing services while they are working, this example raises the question of whether this carer, Bill, got services because he was male. Bills female partner did not take on the caring role for Bills father, and he may therefore have been assessed by the services as being more in need. Work and family issues for Australia Question 16: Do womens and mens different paid and unpaid work obligations affect their economic outcomes, health, relationships and life chances? Do men and women or particular groups of people experience any such effects differently? Health The health of female working carers is of great concern to the Working Carers Support Gateway. We have numerous incidences of women who report constant fatigue and exhaustion, being stretched to breaking point and general (unspecified) medical conditions that render them out of action as a carer for weeks at a time. This is particularly the case for those with multiple caring responsibilities, for example for a child with a disability and an elderly parent. Despite this, women value paid work for the extra income it provides and the opportunity to have an identity other than that of carer. Alisons story Alison is a sole parent with four children, two with severe disabilities. She starts work at 6.30 a.m., leaving her children with a carer for the morning. She picks them up after school, takes care of their needs, activities and dinner, and collapses into bed at 8.30 p.m. each night: Sometimes it feels like Im pushing my luck and body but I have found working makes me feel normal. - Alison One male carer with a wife and two children at home, all with disabilities and health problems, also reports sleep apnea, exhaustion and feelings of being overwhelmed with responsibilities. Another with eldercare and family responsibilities remembers a period when he had no time to himself. Relationships 鱨վ half of the parents with children with disabilities we have been in contact with are sole mothers, suggesting that such a situation takes its toll on relationships. Working carers are also concerned about isolation. Those who work full time and spend their weekends caring have no time or energy to maintain relationships. The challenges of a child with a disability means friendships wear thin, according to one carer with no extended family support. Economic outcomes Women are more likely to stay out of the workforce while a child with a disability is young, to work part time, and to reduce hours or leave work if the demands of caring are too great, leaving them at risk of entrenched financial disadvantage. This is especially the case for sole female parents. Those on the Carer Payment struggle to survive financially. Working carers also expect to have to work for many more years to continue to support children with disabilities. Carers who leave the workforce for a number of years find it difficult to get work, relying on casual or relief positions to build up their skills to get a better job. Female carers are also unable to progress in their careers as much as they would like. The same is true but to a lesser extent for their male partners, who although they work full-time, may forgo opportunities for promotion in order to provide care for their families. Josephine identifies her long term financial situation, and that of the other members of her carer support group, as vulnerable: All of our working lives have been affected by our caring role at some point and the long term effects make our financial situation vulnerable, as we have less time and money to retrain, keep up with professional development, get bypassed for promotions, work part time on occasions, or are just considered unreliable for some period. Some with their own businesses also have trouble keeping customers if they are unreliable because they are on call. This all reduces our opportunity in the work force. - Josephine Anti-discrimination legislation Can anti-discrimination systems assist men and women to better balance their paid work and family responsibilities? Why or why not? Anti-discrimination legislation has been referred to by two of our working carers: Valeries story Valerie applied for a job where the application asked her to respond to the question are you aware of any reason why you may need to absent yourself from work on a regular basis? Concerned about the legality of the question, Valerie consulted the Working Carers Support Gateway, where she obtained information about her rights at law. In her job application, she stated that although her partner was in a nursing home, she sometimes needed to go to hospital to attend to him, that she understood that under anti-discrimination law that this should be approved, and that she was naturally seeking a supportive employer. Valerie got an interview for the position, which seemed favourable, however she did not get the job. As she had only recently rejoined the workforce after an absence of six years due to full time caring responsibilities, she was unsure as to whether this was due to her patchy curriculum vitae or her caring responsibilities. She did not take the issue any further. Either way, Valerie was firm that she did not want to work at an organisation that did not support her as a carer, and felt reassured knowing her rights under anti-discrimination law. Annas story Annas employer has recently become very difficult as Anna has sought to reduce her hours at work in order to care for her mother and her stepfather. Anna is taking her case to the NSW Anti-Discrimination Board under its carers responsibilities provisions. Both of these cases demonstrate the importance of anti-discrimination systems so carers know their rights, and if they wish to, can seek redress for unfair treatment. Workplace relations, policies and practices and the business case for change Question 27: Are amendments to the workplace relations system needed to give greater assistance to men and women to address any workplace disadvantage they may face on the basis of their family responsibilities? If so, what particular amendments are necessary? If not, why not? Female working carers have volunteered to us in consultations and via Advisory Panel members that they are concerned that if carers rights are not legislated, they will not be honored. The Federal Governments proposed new industrial relations laws were of particular concern to a group of Aboriginal working carers consulted. Concerns are broad (about the expected downward pressure on wages from a proposed shift to individual contracts, and job insecurity resulting from proposed changes to unfair dismissal laws), and specific (in relation to the proposed loss of current rights to take time off during their shift to attend to the person they are caring for, and make the time up later). Evidence from a male carer suggests that the current legislated right to take time off during the day may not be universally available. John works as a casual courier and would not ask for time off during the day to care for his elderly father as he is certain that it would not be granted. In addition, as a casual worker he knows if he didnt work, he wouldnt be paid: The women in the office get to take time off if they need to. But my boss would have to be fined by an inspector, like for Workcover, before he would give time off to the blokes driving the vans. - John Question 28: Do men make adequate use of the workplace relations system to assist them to balance their paid work with their family responsibilities. Johns story, cited above, demonstrates a man who is reluctant to ask for time off to balance his work and family responsibilities. Julies husband, however, successfully negotiated with his employer not to be relocated until his son, who was born with a disability, reached school age, to ensure consistency in his sons early intervention program. It is unknown whether Julies husband paid a financial penalty for this in terms of lack of promotion, but his ability to maintain full time work depended on his wife, Julie, being a full time carer. Question 29: Do informal workplace policies work well to assist employees to balance their paid work with their family responsibilities? Do they assist some employees more than others, and if so, is this appropriate? It is clear from Johns story, cited above, that the ability of the female office workers at his place of employment to take time off, while he, in a labouring position, would not even consider asking, means informal workplace policies assist women more than men in his workplace. Another male working carer in a human service organisation, Harry, has a supportive workplace culture and is able to take time off as needed and make it up later. These informal policies are likely to be as much about occupation as perceived appropriate behaviour for men and women; and to turn on the individual (the manager) choosing to support the carer, rather than be systemic to the organisation. We have evidence from more women that informal policies do benefit female working carers in office and human services work. Being able to take time off and make it up later is rewarded by loyalty, commitment and extra hard work from these employees. It helps if they are confident, articulate, and have a good relationship with their employer. Valeries story Valerie was back in the workforce after a six year absence, as her ill partner had gone into a nursing home. She obtained a casual relief position in a flexible human services organisation. However her partner almost immediately became very ill and had to be hospitalised. Valerie was confident to tell her employer that her partner was her first priority, and that she was willing to give up work to care. A supportive employer who wanted to keep her meant she could stay, and this was repaid by loyalty: It doesnt make her (employers) life easier but it does generate a lot of commitment and loyalty to her. - Valerie An employers response The Gateway team asked Valeries employer, Cherie, to write about why she kept Valerie on. In additional to the organisations formal stated commitment to supporting carers and the business case for keeping her on, Cherie, wrote about informal practices: The service (micro) allows employees a fair deal of autonomy in structuring their workloads. Management and employees endeavour to work together in a partnership to ensure that efficient and effective services are provided to the clients. There is a belief that most people strive to do their best in whatever role in life they are performing. If their work environment thwarts this, they will be distracted and this is likely to have an impact on their confidence and their work performance. There is a belief that human behaviour is influenced by the principle of reciprocity: you scratch my back and Ill scratch yours which will influences attitude to work. - Cherie (Valeries employer) Question 30: Have EEO policies and business case arguments produced a greater acceptance of the need for workplaces to be family-friendly? The working carers we are in touch with all state that their workplaces are family friendly to some extent. One, with a 22 year old daughter with a disability, believes employers have come a long way. Working carers are able to take time off when needed, use the telephone at work, and use accrued sick leave as carers leave to take the person they are caring for to medical appointments. The case of Valerie, described above, is illustrative: Valerie gained support from her employer not just because of formal and informal family friendly policies, but because of her value in a human service organisation. Valerie was seen as an asset to the organisation. While caring for Martin she had developed so much understanding and many skills in interacting with people, and negotiating within complex situations. These are skills that are sought after by employees and management wanted to provide Valerie with every opportunity to fulfil her caring responsibilities toward Martin, and continue to develop in her work role. - Cherie (Valeries employer) Other employers believe a workforce able to balance work and family life is more productive: It helps that I now work in a very family friendly environment where your emotional and physical well being is valued as much as your contributions as a worker. There is an understanding that if you are stressed by what is happening in your family life then this will impact on your working life and I am encouraged to take time off work if the need is there and my decision to do so is respected. - Kylie 31. How can Australian workplaces be made more family-friendly? Our working carers are concerned that their current rights, for example to take time off and make it up later, be protected. Other family-friendly provisions that are identified as important include being able to use the telephone at work, take career breaks when leave runs out, and being able to take extra paid leave for carer training and support, not just to provide care (this was particularly the case for a group of Aboriginal working carers). Working carers wanted greater promotion of family-friendly provisions and counseling around their needs so they would not feel pressure to resign because of caring responsibilities. A number of carers talked about the benefits of formal or informal debriefing, counseling or professional supervision at work. One carer, who worked at a human service organisation where staff had stressful jobs, had access to counseling that was paid for by her employer. As she didnt feel she needed it she was able to trade it in for massages, which were a great stress relief. Others felt that they didnt want work troubles to intrude on their already difficult home lives. They made arrangements to debrief on their day at work with colleagues, friends or supervisors so they could leave their work stresses at the front door. If these provisions were available to all staff it would greatly assist working carers. Attitudes to paid work and family responsibilities Question 38: How important are workplace cultures, as opposed to workplace structures, as a deterrent to mens more active engagement with their family responsibilities and more equitable sharing between men and women of unpaid work in the home? The experiences of the few male working carers we have come in contact with shows that workplace cultures are very important. Women are expected to do the caring work. Johns story strongly illustrates how office women get family-friendly provisions at work but labouring men dont. Another male working carer, Harry, has a supportive workplace culture in a human service organisation and is able to take time off as needed and make it up later. His sex had no bearing on being able to access this support. Striking a balance Question 43: What do you think should be the role for each of government, employers and families for promoting appropriate divisions of paid and unpaid work by Australian families? Legislation is the nucleus of what should be a government/employer/individual triumvirate where each party shares equal responsibility and control for driving carer and workplace friendly reform. Instead, what has become abundantly clear in feedback and requests to the Gateway team is that working carers: believe they have been shunned by governments. For example, they are often ineligible for support services because they work; are fearful of rocking the boat with the employer in seeking support as a carer as it could be cause for being sacked, retrenched or denied employment. The prevailing social culture dominates the workplace re-enforcing the women as carers, men as bread winners stereotype further limiting male carers from accessing workplace flexibility provisions. are uniform in expressing their palpable relief in discovering the only site that caters for their whole of family/whole of life special needs, but are also frustrated by the limitations of the Gateway project in that it is only able to provide information via a website rather than direct support. 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