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Returning to work after an injury or illness often comes with many challenges. Research shows that social support plays a crucial role in making this transition successful and sustainable. For many individuals with disabilities, caregivers are an important source of support. This article will highlight the role of caregiving teams in returning to work and invite career development professionals to tap into the strengths of these teams to better support clients with disabilities.
The term “caregivers” often brings to mind the image of a family member or friend. However, when there is a need for ongoing support of daily activities, it is not uncommon to have a caregiving team that extends beyond those sharing personal ties with the person receiving care. This can include health-care providers, community agents and professional caregivers such as home health aides, care aides and personal assistants.
Respite care is beneficial for both the person receiving care and their caregivers. A rotating caregiving team allows for round-the-clock care while reducing caregiver stress and improving relationship quality. In the context of returning to work, a reliable and consistent support system means a steady routine to focus on the transition, better accommodation of the individual’s work hours, and ongoing emotional support and encouragement through these changes.
However, co-ordinating a large caregiving team comes with its own challenges. This system of support can have similar issues to a traditional workplace: costs, staff turnover, training and competency building, and interpersonal conflicts. In addition to meeting the demands of the return-to-work process, people with disabilities must, in effect, take on a managerial role to sustain their day-to-day. Unfortunately, the labour of managing a caregiving team often go unrecognized and under-supported.
“… a reliable and consistent support system means a steady routine to focus on the transition, better accommodation of the individual’s work hours, and ongoing emotional support and encouragement through these changes.”
So, how can career development professionals and counsellors make a difference in this process? A caveat to the following is that collaboration only works if the client – the person with a disability going through the return-to-work process – provides their consent. Privacy and confidentiality still matter, and there is a fine balance to avoid leaning on caregivers at the expense of client’s autonomy. It’s essential to recognize our biases and patterns of ableism that treat individuals with disabilities as less capable than they are.
In collaboration with the client, here are some strategies you can employ to support your client’s return to work:
1. Provide support with navigating team dynamics
Think of your client as the manager of their caregiving team. They are responsible for hiring, co-ordinating schedules, resolving conflicts and ensuring smooth day-to-day operations. Career professionals can help by coaching clients on teamwork and leadership skills that are essential for both caregiving management and the workplace.
2. Recognize the caregiving team’s role in returning to work
- Engage in planning: Include caregivers in discussions about the client’s employment goals, barriers and accommodations. Team meetings alongside one-on-one sessions can help align everyone’s efforts.
- Promote accommodations: Support clients in requesting workplace adjustments, including flexible schedules and access to personal care attendants.
- Monitor progress: Caregivers can support clients with reinforcing newly learned skills, monitoring progress and identifying early signs of challenges.
3. Teamwork makes the dream work
Collaboration is key. Open channels of communication between career development professionals and caregiving teams will make it easier for clients with disabilities to attain sustainable and meaningful employment.
By empowering clients and their caregiving teams in planning, monitoring progress and problem-solving, career professionals can help clients with disabilities navigate the trials and triumphs of returning to work. This approach not only strengthens the client’s support system, but also ensures their agency remains at the centre of the process.
