Unseen and unheard: Are caregivers the forgotten demographic in DEI?

“If we don’t address the real issues our workforce is facing, then gender and age equality is doomed – but nearly half of all women over 40 are juggling work and caring for a loved one, and the support is not there to keep them in work.”

Stephanie Leung, co-founder and CEO of KareHero believes we’re in the midst of an adult care crisis, and that the impact on businesses is already showing.  

In a world where diversity, equity, and inclusion (DEI) initiatives are gaining momentum, caregivers are a crucial group that remains largely overlooked. But as the workforce ages and more employees find themselves juggling work with caring responsibilities, it's becoming increasingly clear that caregivers deserve a place at the DEI table. So what can organisations do to support this often invisible demographic?

“This isn’t just a nice-to-have,” explains Stephanie, a former DEI co-chair at Uber. “DEI should include carers if we’re serious about creating a truly inclusive workplace. It’s not a niche issue – it’s an integral part of the human experience that touches employees across all demographics. By making caregivers part of the DEI conversation, industries can create a more equitable future for everyone, ensuring that no one is left behind due to their responsibilities at home.”

The scale of the issue

Carers UK estimates that there are about 10.6 million unpaid carers in the UK and approximately 7.7 million of those are also holding down a job – that’s one in five employees.

The scale of the issue is further emphasised by the fact that 2.1 million employees in the UK become new carers every year, primarily for elderly loved ones – but also for partners, sick children, other family or friends. There are now more people caring for adult dependants than child dependants. However, is there a forum in the workplace to voice those experiences and find the right support in the same way as there is for childcare?

“The experience is littered with small wins and many losses, and grieving,” Stephanie explains. Compassion fatigue is a common issue that affects family caregivers. “You want to be a good person, you want to have an identity outside of just being a carer, and you want to smile at your loved one every day, but she's been spitting food at you and doesn't recognise you half the time…” The economic implications of caregiving are significant. Stephanie cites research from Carers UK that estimates a cost to UK companies of £8.1 billion per annum due to absenteeism, and lost productivity and turnover. 

Caregiving and DEI: gender dimensions

Census 2021 data shows that 59% of unpaid carers are women. "Women are four times more likely to quit or go part-time if they come into a caring role,” says Stephanie. This disparity in caregiving responsibilities contributes to wider issues of gender equality in the workplace. “Unfortunately, it’s still mostly women who are burdened by care needs.” 

Lack of support for caregivers is a contributing factor in maintaining gender inequality in your workforce. The 2024 Women in the Workplace report by McKinsey & Company found that women remain underrepresented at every level of corporate America, with the gap widening at higher levels. For every 100 men promoted from entry-level to manager, only 81 women are promoted.

Progress has been particularly slow at CEO level. As of 2024, there were only 10 female CEOs in the FTSE 100, representing just 10% of these top positions. This figure has barely changed in recent years, highlighting the persistent challenges women face in reaching the highest corporate leadership roles.

But what’s the role of caregiving in these statistics?

According to a Harvard Business School report, more than 73% of employees have some form of current caregiving responsibility. But women are disproportionately affected, being 5 to 8 times more likely than men to have their employment impacted by caregiver responsibilities.

Caregivers and age discrimination

Age is another critical factor. Stephanie highlights the fact that “the bulk of the workforce are going to be aged over 40 in the next couple of decades”. According to Census 2021 data, the highest percentage of unpaid carers are people aged 55-59, with over half a million people in this age group providing care.

“We are heading into a workforce that’s going to be significantly older. Also, the pension age is going up, which means that people are going to have to stay in work, or want to stay in work, for longer,” adds Stephanie. 

Including caregivers in DEI initiatives is crucial for addressing age discrimination in the workplace, particularly in the UK. According to the Centre for Ageing Better, more than half of adults over 50 in England have experienced age discrimination in the past year, with 37% of respondents in their 50s and 60s reporting that it occurred most frequently in the workplace. This is particularly relevant for caregivers, as the peak age for caring often coincides with the peak of an individual’s career. 

Furthermore, women have a 50:50 chance of providing care by age 46, while men reach this likelihood 11 years later, at age 57. Many of these women will be ‘sandwich carers’, with children to look after as well. This gender disparity in caregiving responsibilities can exacerbate age discrimination, as older women may face compounded challenges in the workplace. 

Stephanie offers several recommendations for employers looking to support caregivers:

1. Recognise caregiving as a DEI issue: “If we are serious about DEI, we need to understand that being a carer isn't something that’s in transition or passing. It is an identity.”
2. Conduct surveys to identify caregivers: “You could, for example, run a survey or a diagnostic tool to try and understand who might be a carer in your organisation.” Recognise that as it’s a relatively new “issue” for the sandwich generation, many don’t recognise the labels “carer” or “caregiver”. But anyone checking in on a loved one, from shopping to administering care, is on that journey. 
3. Establish caregiver networks: “You can help set up a carer’s network that’s separate from a new family or a young parent network.” The conversations are very different, nuanced, and deserving of their own group. From the grief experienced to the mental load of associated logistics – caregiving deserves its own support groups. KareHero offers free support for all organisations looking to set up a carer’s support group.
4. Train managers to recognise caregiving challenges: “Train staff to understand the triggers. If someone’s taken two weeks off for a health emergency, it might be because they’ve gone to hospital to look after a loved one.”
5. Implement and promote caregiver-friendly policies: Many HR teams have updated their policies for carers, but is it being implemented and are people aware of it? The Carer’s Leave Act is relatively new, and many may not understand the nuances of its application. You can find out more about the Carer’s Leave Act, and read our round-table discussion of going from policy to practice.
6. Create caregiver allies: “We have mental health first aiders, but are there ways to create carer allies within your organisation so that people don’t feel stigmatised talking about it?” Family care support groups are often skewed towards childcare – it’s important to create specific groups for those caring for adult loved ones.
7. Provide comprehensive and specialist support: “As an employee benefit solution, KareHero is unique in its offering, supporting people through every stage of their care journey: practical, hands-on help to access untapped funding, provide care assessments, and advice to reduce the chaos of care.” The result is people stay engaged, and in work. 

To find out more about KareHero and how it’s supporting over a million families juggling work and adult caregiving, visit www.karehero.com