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[Music]
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this podcast is brought to you by knowah
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[Music]
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warten hello my name is Stephanie K and
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I'm an assistant professor of management
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at the Wharton School of the University
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of Pennsylvania and I'm delighted to
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welcome you to today's episode of the
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knowledge at Warton leading diversity at
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work podcast series which is focused on
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supporting caregivers in the workplace
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joining me today are two very special
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guests first we have Jennifer Andrews
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who is head of equity and inclusion at
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Guardian Life prior to Guardian Jennifer
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led the diversity and inclusion efforts
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for the America's region at credit SS
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she's also a University of Penn alumnus
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uh Jennifer is here to talk about
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standing up and stepping in a modern
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look at caregivers in the US which is a
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report that has insights based on
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responses from guardians annual
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workplace benefits study uh and this
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report explores the remarkable rise in
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the number of caregivers in the country
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in the US the profound impact caregiving
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responsibilities have on their lives
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mentally physically and financially as
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well as the crucial role of employers in
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supporting their caregiving Workforce
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amid the societal Trend and workplace
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Dynamic next we have Dr Ellen ER
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KK who is the basil S Turner
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distinguished professor of management at
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Purdue University's Mitchell e Daniels
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Junior School of Business uh her current
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research examines strategic and
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Leadership initiatives to advance gender
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and work life equality and improve the
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implementation of flexibility and work
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life work Family Life policies to Foster
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diversity and inclusion in employment Dr
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kic has won numerous National and
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International schol L awards for
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research and service Excellence to
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advance gender and work life
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understanding now recently she served on
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a nationaly of Sciences committee
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focused on family policies for the stem
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Workforce she will share insights from
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the recently released report report
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supporting family G caregivers in stem a
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call to action um in addition to her
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years of research on these topics
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welcome Jennifer and Ellen I'm so
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delighted to have you here to today uh
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to join with me in a conversation on
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supporting caregivers in the workplace
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so I want to start us off by talking
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about Guardians report standing up and
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stepping in a modern look at caregivers
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in the US and what was learned from that
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work Jennifer can you please share with
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us a little bit about the report
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including how the data were collected
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and the top take top three takeaways
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from the report sure and thanks so much
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for inviting me to share the insights
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from this report so we started with
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surveying about 2,000 employers and
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American workers and we use an expansive
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definition of caregiving basically
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anyone who provides care for another so
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whether that be Elder Care Child Care
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caring for a sick or disabled person or
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some combination and i' say upon my top
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three takeaways first this may surprise
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your listeners but we discovered that
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about seven out of 10 workers have some
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level of caregiving responsibilities you
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know most employeers can't even fathom
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this and we know that the caregiving
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responsibilities are dis
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disproportionately impacts historically
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underrepresented groups second there's a
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stigma around the word caregiver so
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ironically we spoke to some of our own
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Guardian colleagues who happen to be
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parents and they said they did not want
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to be labeled as a caregiver for their
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children however the reality is that as
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well as you know parents parents as well
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as caring for kind of sick or elderly
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loved ones they really have similar
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needs so looking at caregiving as a
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holistically will allow employeers to
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really provide more comprehensive
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benefits and accommodations that really
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will support all types of caregiving on
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the third and final takeaway is that
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caregiving caregivers sorry are more
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likely to have negative impacts on their
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physical financial and mental well-being
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as well as potentially they will kind of
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diminish some of their career growth
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opportunities so if you think
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specifically so you know about 25% of
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the caregiving population say that they
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don't keep up with their health checkups
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they don't exercise regularly and they
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don't really um practice healthy eating
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habits 40% say that their caregiving
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responsibilities have somehow negatively
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impacted their household
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finances
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41% say that they have overall low
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mental well-being and that's compared to
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32% of folks who are not caregivers and
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then finally 20% of caregivers have
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taken a leave absence or step back in
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their career responsibilities to
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accommodate their care caregiving duties
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now this one really resonates with me
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because you about 20 years ago I
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actually took a career break to care for
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my kids because at the time I really
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didn't feel that I could balance both
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and there really was not a lot of
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support for a working parents so that's
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a little bit about our study overall
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super interesting results what popped in
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my head as I was listening to you talk
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is how I think many people didn't hear a
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lot about caregiving and Trends until we
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were in the midst of a pandemic and then
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we started hearing a lot and I started
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thinking that some listeners might be
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wondering the relationship between the
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things that you're saying and and the
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pandemic or are these issues that are um
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you know a function of the pandemic or
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were they always there so I'm going to
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turn to Ellen um and Ellen you know
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certainly you've been doing research on
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this topic for for a long time and you
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understand the trends with things that
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are happening in society I am curious
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around your perspective on is this a
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pandemic aftermath thing or not or is
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this sort of how it's always been but I
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also want to know how what you think
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about this idea that you know Guardian
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has found that there's been a a sharp
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rise in workers providing care in
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addition to working full-time so how
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does that relate how do these ideas
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relate to the things that you're seeing
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in your own research and
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practice well Stephanie I think
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regarding the pandemic these uh demands
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were already there but uh was not always
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visible to the employer and when daycare
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centers closed nursing homes you know
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closed or wouldn't let families in
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people had to work from home if they
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were able to do remote work and there
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were still let's not forget the
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Frontline workers that were figuring out
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how to juggle care it became more
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visible and I did do a a report for the
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National Academy of Sciences I've done a
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couple reports but I did a study that
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looked at how stem academic faculty
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manage this change and we call it
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pushing the boundaries because there
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were all of these very highly
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educated um women at home over from all
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the stem fields of you know from
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Aerospace engineering to electron
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electrical engineering and they
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basically were very frustrated in how
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their organizations to combine with what
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Jennifer said responded to their needs
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mattered and how well they dealt with
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the stress so many people love their
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jobs and it's part of their professional
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identity just like their family and yet
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we found that you know just simple
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things like how do you manage Zoom
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during a call when your child is needs
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help or there's a a uh you know some
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people had autistic children that one
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woman that the child was having uh
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challenges and her boss is texting her
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where's this report so I think the
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pandemic made visible the need to
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respect work life boundaries and also I
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think the narrative that many women left
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the workforce is true and Men some men
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caregivers as well but many people were
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frustrated because they loved their
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careers and it's part of their identity
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and to go to Garrett Guardians report I
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think a lot of people feel stigma
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disclosing all the typ of care they're
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doing and besides some of the uh
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caregiving uh backgrounds that Jennifer
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mentioned a lot of people are providing
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adult care for children or people over
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18 uh you know a lot of uh people from
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college had returned to the parents'
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home and we're still feeling those
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effects spouses that are disabled and I
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30% of uh families in America today are
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people that are not married they may not
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be living alone this this was a Pew
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charitable trust report uh but uh 133%
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of people are living alone if they're
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caring for others at a distance or for
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themselves these are things that we have
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not updated workplace policies to
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address the diversity and complexity of
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caregiving demands in our Workforce but
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also how normal this is if I if I
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combine what the stats that Jennifer
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shared I you you said seven in 10 people
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have some sort of responsibilities and
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then what you're saying Ellen it seems
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to me that you know workplaces and
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organizations are maybe operating in an
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alternative reality as compared to the
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lived experiences that most of us are
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having on any care given day um with
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respect to care so I I do find that
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interesting Ellen I want to dig a little
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bit more into the uh committee that you
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participated in the National Academy of
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Sciences committee um that was focused
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on family policies for the stem
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Workforce and and recently you uh
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released a rather extensive report I
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started going through it and I thought
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wow there is a wealth of information in
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this report so for those who haven't
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read it yet um what would you say are
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some of your personal top two top three
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takeaways from this
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report yes and just to be clear there
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were two reports I did I did one on stem
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women and and particularly uh women
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across many backgrounds of ethnicity
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prior or during the pandemic and then
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because of that I get a appointed to an
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expert committee um was the only
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business school Professor on this report
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called supporting family caregivers and
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stem a called to action and it was a
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two-year Academy of Science report and
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we went to all the funding agencies in
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the US uh we uh did extra focus groups
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with people that were
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underrepresented uh of uh different uh
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sexuality and other backgrounds and
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basically here is the top three
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takeaways number one that support of the
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stem Workforce and caregivers is a
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strategic labor force investment and an
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issue of equity but the US in particular
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but AC around the globe as well uh this
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is not seen as a priority the way we
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have policy set up today other problems
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in
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implementation and uh even taking a
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leave like Jennifer did that's a lot of
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Courage many people can't even afford to
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leave the labor force if they're The
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Sole Provider or in an expensive area
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with dual incomes so I think what we're
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not prepared for number one is we're
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going to have severe shortages of
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doctors
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Engineers uh we need to have the people
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if you think about uh our education
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Workforce in stem that over uh in some
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areas women are half of the uh people
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getting their stem degrees if we're not
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keeping people working uh staying in
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Stam and many uh we're going to have
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shortages and we need to keep people of
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all genders and backgrounds working
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longer and uh right now not supporting
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family care people are deciding uh to
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either cut back on their own or leave
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the workforce or if they leave they
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leave stem but not necessarily work they
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leave masculine cultures that don't
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support care um the other issues we
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found were uh availability it's
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skyrocketing uh problems since the
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pandemic the cost of care uh the lack of
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policy awareness people are not able to
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afford uh to to even use some of the
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benefits available or there's once again
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stigma for using family and sickly
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there's not enough Staffing in some of
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our stem professions uh and uh basically
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an overwork culture where when people
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signal that work is not their Prime
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primary and O only identity it will cut
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them
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back Solutions are pretty mundane uh in
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terms of where we studied a lot of the
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universities in this country uh but
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simple things like a website with things
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easy to find uh and uh having Universal
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opt out policies so people don't have to
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ask permission but it might be in a
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certain stance of someone uh you
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know is hospitalized or something we we
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make it really hard hard for people to
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use the policies we have and people
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there is bias in our Workforce uh for
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using these policies in terms of
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Innovations we need companies to partner
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with researchers to do a lot more to
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Pilot interventions and uh some of the
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Innovative policies there was one at
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Stanford where they would let people who
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wanted to work more hours uh to bank
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some of their leave time and you give to
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other people that might you know had a
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catastrophe or needed care that didn't
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survive over the long term and I think
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we have a lot of pilot programs but we
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don't mainstream these the way our jobs
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are designed to be a director vice
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president uh they huge jobs requiring
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much more than 40 hours a week
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Innovations would be a job share but we
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would think of that at the higher levels
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we have a lot to go ways long ways to go
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to integrate Innovative work design and
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supporting people having a life outside
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of work and wanting to work longer for
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high-powered companies and firms so
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we're going to dive a little bit more
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into the some of the interventions that
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you've been raising in in a few minutes
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um but I think one thing that came up
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for me as you were sharing this and
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particularly it was actually an
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intervention around websites is I had a
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I have a friend who um is expecting her
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second child and she's moved
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universities and so she's understood
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that the policies are drastically
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different um in terms of leave and do
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you have to teach and how much do you
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have to teach even though right which I
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I do not have kids so I've not spent any
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time looking at these policies but she
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asked me because we used to work
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together different University and she
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says to me uh where where where's all
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your information on this and I said
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there's a website and I showed her our
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website and she says we don't even have
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anything that looks like that so so
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people I think sometimes will say how
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was that intervention information is
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power right for people who are trying to
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navigate these com complex systems
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around sort of like what are the
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available resources to them so that's
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sort of like what came up for me as you
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were talking but what I want to do is I
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want to turn to you um Jenifer and I I
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want you to uh see if there's any
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overlap between the types of things that
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Ellen has been sharing that her in and
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in her work but also um there was an
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Insight in in in the stem report that
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I'm curious to get your perspective on
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um and it was and this Insight is that
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while family caregivers provide care in
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many forms and for a wide range of
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relationships family caregiv is often
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viewed in a very limited way so how does
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that align with like what you've seen in
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your work and and I believe we've heard
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Ellen saying some of this stuff as well
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yes so it's absolutely aligned with what
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we we found as well you know the kind of
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narrow view of caregiving outlined in
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stem report is exactly what we found um
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you know in for you know probably the
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general stigma around even the term so
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there many people who don't even want to
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cons to talk about caregiving typically
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as being a parent they feel like that's
00:16:44
something separate than caregiving more
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more broadly and even the willingness
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for our colleagues to talk about
00:16:52
caregiving responsibilities they feel
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there's a stigma even to talk about the
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fact that you're doing this work outs
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out of your your office work and how
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that might be perceived by your
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colleagues the people who you work for
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and you know just kind of being behind
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the scenes and being quiet about and I
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think what you said you said earlier
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about the pandemic when our work at home
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life kind of came together that kind of
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lifted the veil of some of that but
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there's still a lot of stigma around it
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um you know and again thinking about
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really this population as a holistic
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Coalition because you as I said earlier
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seven out of 10 um people have some sort
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of caregiving duties this will really
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allow us to really think more
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holistically about how we are working
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with them and how we should support them
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and realize that this is you know a
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critical need within organizations when
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they realize how big this population is
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and how much this can really support
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their the organization's overall
00:17:53
wellbeing so this may seem like a silly
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question but I think it's an important
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one and and this question for both of
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you is why do you think these insights
00:18:04
that you gain from your various projects
00:18:07
are important and relevant to employers
00:18:10
and workers why should people be
00:18:13
listening to this conversation that
00:18:16
we're having um and you know investing
00:18:19
which they will need to do significant
00:18:21
resources in solving these challenges so
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Ellen I'm going to start with you um
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when you think about you know there's a
00:18:28
number reports we could be talking about
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including the most recent one on
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supporting Fair family caregivers in
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stem but you have been down this road
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for some time um in a variety of
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projects that are all alluding to the
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same conclusion that we need to be doing
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a better job of supporting caregivers so
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why is this something that employers and
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workers should care
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about well we know
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that you know 80% of employees have have
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f considered a family even if they're a
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single person family and work and life
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are not separate we saw this during the
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pandemic it's really increasingly
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related with the digitalization of work
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and life even if you're a Frontline
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worker you can still get called in at
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the last minute from home and we have
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not updated our policies in terms of
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flexibility uh in a way that is
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mainstreamed we're seeing the fights
00:19:23
right now with uh back to the office
00:19:26
mandates uh so I just think companies
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have not evolved and people are going to
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walk with their feet and not want to
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work for big firms that aren't more
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flexible in terms of implementing the
00:19:39
policies they have well I also think in
00:19:42
terms of supervision and Leadership this
00:19:45
is an issue where companies have a lot
00:19:47
of symbolic or underutilized policies
00:19:50
even universities with paid leave and
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sickly people can't use these policies
00:19:56
effectively and you know we have unpaid
00:19:58
leave in this country right now for
00:20:01
family and sick leave so your listeners
00:20:04
your employers have are picking up the
00:20:06
slack the US caregiving policy is in the
00:20:09
hands of employers and if they want to
00:20:11
have a Workforce that's ready and not
00:20:13
stressed out they are going to have to
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leave on Innovative practices just as
00:20:18
they would to find the best way uh to
00:20:21
implement some of their Innovation such
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as hybrid work this is all linked people
00:20:26
are going to be working at home or need
00:20:27
flexibility to integrate all of these
00:20:30
complex parts of their life again I feel
00:20:33
like again silly question around why
00:20:35
human beings matter but turning it to
00:20:37
you Jennifer when you think about the
00:20:40
insights in in Guardians modern look at
00:20:43
caregivers in the US report what stands
00:20:45
out to you as being uh the the reason
00:20:47
for why this is important and relevant
00:20:50
absolutely so let's start with 70% of
00:20:53
workers have caregiving responsibilities
00:20:56
and this is expected to grow and in
00:20:58
particular particular what we call the
00:20:59
sandwich group so people who are caring
00:21:02
for both children and aging parents so
00:21:05
with this understanding in mind uh it
00:21:07
really should be a strategic priority
00:21:09
within our organizations you know all
00:21:12
organizations are or maybe I should say
00:21:14
should be focusing on ways to stay
00:21:17
relevant given the rapid changes in
00:21:19
Technologies how the new generations
00:21:21
want to work shifting demographics and
00:21:24
so much more so kind of listening to our
00:21:27
colleagues understanding their needs and
00:21:29
providing them the right support is key
00:21:32
you know this is why people join stay or
00:21:34
unfortunately leave an organization or
00:21:37
even the workforce more broadly you know
00:21:40
a guardian we are our purpose is to
00:21:42
inspire well-being and we really take a
00:21:46
holistic approach to ensure that we are
00:21:48
Equitable for and inclusive of all of
00:21:50
our current and future colleagues we're
00:21:53
examining all of our systems processes
00:21:56
practices policies and Norms with with
00:21:58
an equity and inclusive lens lens and
00:22:01
that really includes caregiving you for
00:22:03
example we recently introduced a service
00:22:06
called wealthy it's a coner service that
00:22:09
supports managing healthc care needs for
00:22:11
employees as well as their loved ones so
00:22:14
I am personally a user of this service
00:22:16
and I have to say it was transformative
00:22:18
so unfortunately my Dad recently fell
00:22:20
and he broke his hip but using the
00:22:23
service we're able to have our health
00:22:25
care partner research and provide us
00:22:27
with recommendations on the best support
00:22:29
for him given like the criteria we
00:22:31
provided them they literally saved my
00:22:34
family and me hundreds of hours of
00:22:36
research and stress you know I was able
00:22:39
to really kind of show up for work and
00:22:42
be focused on my job responsibilities
00:22:45
while also knowing that my dad's needs
00:22:47
were being managed this is one
00:22:48
Innovative and like powerful example of
00:22:51
how employeers can support their
00:22:53
Workforce I I have to say personally as
00:22:56
an employee Guardian I am so grateful
00:22:59
that we had that kind type of benefit
00:23:00
you I've used it then I'm still using it
00:23:03
you know today that's such a great idea
00:23:06
and it's not easy nav I used to work in
00:23:09
healthcare it's
00:23:11
not even when you work in it it's like
00:23:14
impossible so to have someone there an
00:23:16
employer sponsored benefit that allows
00:23:19
someone to help you figure out how to
00:23:21
like get your your your you know your
00:23:23
loved one the care that they need that's
00:23:26
kind of uh invaluable yes I I can't rape
00:23:30
about it enough it's been amazing so
00:23:33
Ellen I would love to now you mentioned
00:23:35
like a number of of interventions you
00:23:38
know I keep I keep thinking about the
00:23:40
fact and and you'll get this as much as
00:23:42
I do because you know both of us have
00:23:44
been studying workplaces for a long time
00:23:47
is when I see another headline around
00:23:50
you know return to office and remote
00:23:52
work and people batting that policy
00:23:54
around I'm like we've been batting
00:23:56
around this policy for I don't know
00:23:58
however many decades since we had it
00:24:00
back when it was the policy for women
00:24:03
right or the policy for caregivers uh so
00:24:06
it's always interesting to me that
00:24:07
people think that remote working emerged
00:24:10
with the pandemic if anything I would
00:24:12
say the fact that we already had these
00:24:14
policies in place for caregivers allowed
00:24:17
us to transition very um quickly to that
00:24:20
environment that said that's just one
00:24:23
way that I've seen you talk about and
00:24:25
other people's have talked about in
00:24:26
terms of flexibility but like what are
00:24:28
some of these other uh potential
00:24:30
interventions that you think are on your
00:24:32
top you know two or so list of things
00:24:35
that employers should be putting in
00:24:37
place to support working
00:24:40
caregivers well number one is to think
00:24:44
that every job needs some sort of work
00:24:46
life support and I think one of the
00:24:49
reason that Jen was talking about how
00:24:51
some people don't want to be called
00:24:52
caregivers is companies went through a
00:24:55
language narrative where they didn't
00:24:57
like using the term work family because
00:24:59
they thought it was not including single
00:25:01
people and other types of needs but
00:25:04
everybody needs care from self-care to
00:25:06
caring for all the dependents that we've
00:25:08
talked about so I in a study I just did
00:25:12
that was published in human resource
00:25:14
management we found that people in jobs
00:25:18
that didn't have a lot of schedule
00:25:20
control or boundary control they had
00:25:23
higher emotional exhaustion so think
00:25:25
janitors thinking nursing assistant food
00:25:28
service so we and we found that we could
00:25:32
improve uh emotional or this exhaustion
00:25:35
by just training leaders to be more
00:25:38
supportive of care and nonwork needs so
00:25:41
first intervention to me is just trying
00:25:43
to change the culture and make work life
00:25:46
support just like supporting people and
00:25:48
how as part of you know making your
00:25:51
marketing goals this is the path to meet
00:25:54
these objectives and we don't integrate
00:25:56
work life support from leaders into a
00:25:58
lot of leadership training number two I
00:26:02
think is the fact that if we're going to
00:26:05
make these hybrid and future of work uh
00:26:08
policies really
00:26:10
mainstreamed uh we need to really uh
00:26:14
Implement policies to support people's
00:26:16
ability to turn off work connectivity
00:26:18
manage care while they're working in the
00:26:20
home and lastly I've done some work with
00:26:23
Frontline workers and there are things
00:26:25
that we can do for the people that have
00:26:27
been left behind I did a recent study
00:26:29
that I'm writing up on a cell phone
00:26:32
policy at a big box stores and you have
00:26:34
to lock up your cell phone uh you you
00:26:37
can't even get a text during the day if
00:26:39
your kid gets home from school or a
00:26:41
doctor needs to call you you can call
00:26:43
them at break so just allowing people
00:26:46
the the ability to take some of these uh
00:26:49
messages not on break and step off the
00:26:52
floor was an intervention that we did uh
00:26:55
we also have looked at things like with
00:26:57
Union ized workforces shift trades if
00:27:00
you think about jobs that are
00:27:03
247 uh you can put in some flexibility
00:27:05
making it easier for people to get time
00:27:07
off and in things like healthc care
00:27:10
where you have to have employees trade
00:27:12
jobs that have the similar level of
00:27:14
skill to care for the patient Acuity you
00:27:17
need to train workers and think about
00:27:19
your culture to put that flexibility
00:27:21
into your system so I think we could do
00:27:24
a lot more Innovations to support
00:27:26
people's ability to have flexib
00:27:28
for every type of job and that's
00:27:30
important to me to not just make this uh
00:27:34
something privileged for people that can
00:27:35
work on a laptop at home yeah I truly
00:27:38
appreciate that focus on you know we
00:27:40
think about like the the salaried
00:27:42
workers like those of us who who do um
00:27:45
have the ability to work on that laptop
00:27:47
from home versus those who don't and and
00:27:50
and and just one thing though on the
00:27:51
salary workers there is still a
00:27:54
tremendous Gap in terms of uh people who
00:27:57
are caregivers rising to the highest
00:28:00
levels of the sea Suite while they are
00:28:01
doing care so I'm not saying we don't
00:28:04
care about Sal workers we do and there
00:28:07
is an adverse impact and that would be
00:28:09
the leadership pipeline is still having
00:28:12
problems because they haven't figured
00:28:14
out how to support growing in a career
00:28:17
and Care yeah with some slight ability
00:28:20
to uh manage load uh during peak times
00:28:24
absolutely absolutely so Jen I'd like to
00:28:27
turn to you and give you an opportunity
00:28:28
to share um any other you know thoughts
00:28:31
that you have on the idea of supporting
00:28:33
caregivers in the workplace whether
00:28:35
that's you like an experience insights
00:28:37
from the report or interventions what do
00:28:39
you what do you think so this there's so
00:28:42
much and I think you know a lot of what
00:28:43
Ellen says really resonates with me um
00:28:46
but I guess maybe something that I can
00:28:49
take away for the listeners is that they
00:28:52
need to really remember that the caregiv
00:28:54
population is really much larger than
00:28:56
they assume and it is not solely a
00:28:58
women's issue it's an organizational
00:29:01
issue you know with 70% of our Workforce
00:29:04
having caregiving um duties we know that
00:29:08
70% of the workforce is not women so
00:29:10
this is impacting men as well and this
00:29:12
is going to continue to grow so you know
00:29:16
benefits and accommodations that may
00:29:18
have worked you know five 10 15 years
00:29:20
ago are no longer sufficient for today's
00:29:23
Workforce it really is a way in which we
00:29:26
need to kind of really transform trans
00:29:28
form how we think about our organization
00:29:30
and and really how are we thinking about
00:29:33
what the company should be doing you
00:29:37
know what's the lip realities of the
00:29:38
folks who are now part of these
00:29:40
companies because you know any compan is
00:29:42
just a collection of people um and you
00:29:46
know the fact that this cohort is so
00:29:48
expansive this again needs to be a
00:29:50
strategic priority within organizations
00:29:53
you know they need to really make sure
00:29:55
they make these changes because you know
00:29:57
kind of what Ellen said earlier if
00:29:59
people aren't going to aren't doing this
00:30:01
if organizations aren't doing this
00:30:02
people are going to leave and so if you
00:30:04
want to stay relevant you want to be
00:30:06
Innovative you want to have the best
00:30:07
talent and continue to attract the best
00:30:10
talent you have to do this um you you
00:30:13
have to ensure that your organizations
00:30:15
are Equitable for and inclusive of all
00:30:18
of your current and future employees
00:30:20
your leaders really need to understand
00:30:22
that what may have worked for them may
00:30:24
not be somebody else's lived experience
00:30:26
so they need to really be empathetic and
00:30:30
humble enough to kind of listen to
00:30:33
really interpret what they're hearing
00:30:35
and then to act so that's probably what
00:30:38
I I would want to leave you with
00:30:40
excellent thank you so much uh Alan
00:30:43
final thoughts on this topic at least
00:30:45
for
00:30:48
today just I think uh the listeners that
00:30:52
are in Key decision-making role you have
00:30:54
the power to make the change and I think
00:30:56
this issue of care and work life
00:30:58
resonates with many people personally or
00:31:01
you have sons or daughters or you see
00:31:02
other co-workers and the US is a pretty
00:31:05
individualistic culture and we've sort
00:31:07
of told people you got to figure this
00:31:10
out by yourself but these uh issues are
00:31:13
in work teams and are occurring in
00:31:16
organization cultures and these Dynamics
00:31:19
can really only be solved with uh work
00:31:22
teams working uh differently and leaders
00:31:25
uh acting to make this a top priority
00:31:29
and you know it really is part of being
00:31:32
a sustainable Workforce uh just like we
00:31:35
think about sustainability for the UN
00:31:37
goals uh I think that this is the future
00:31:41
and we for the first time or not the
00:31:43
first time but for a long time now we
00:31:45
are lagging in the US in terms of
00:31:47
rankings of equality Health well-being
00:31:51
and other countries are if the war for
00:31:54
talent goes Global uh they they have
00:31:56
better work life and better reports than
00:31:58
we
00:31:59
do absolutely well you know I'm so
00:32:02
delighted that you two were able and
00:32:04
willing and available to come on uh the
00:32:06
show today I want to thank you Dr Ellen
00:32:09
Ernst KK from Perdue University's
00:32:12
Mitchell uh e Daniels Jr School of
00:32:15
Business and Jennifer Andrews from
00:32:17
Guardian Life for joining us today for
00:32:19
sharing your insights your expertise on
00:32:21
supporting caregivers in the workplace
00:32:23
and and and definitely for the work that
00:32:24
you do more broadly related to equity
00:32:26
and inclusion in organization that does
00:32:28
not go understated um in terms of like
00:32:30
this as part of this broader
00:32:31
conversation the two of you are helping
00:32:33
to continue to grow um so thank you for
00:32:36
sharing your insights and your expertise
00:32:38
today I truly appreciate you for being
00:32:40
here uh so that is all for today thank
00:32:43
you for joining us to our listeners and
00:32:45
for listening to this episode of the
00:32:46
knowledge at Wharton leading diversity
00:32:48
at work podcast series goodbye for now
00:32:51
for more insight from knowledge at
00:32:53
Wharton please visit knowledge. won. up.
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