There are three types of employees in the workplace affected by dementia
Employees with dementia
Supervisors of employees with dementia
Employees who are caregivers to loved ones with dementia.
Employees with dementia
Age is considered the most significant risk factor for dementia and those most at risk are ages 65 and over. As the workforce ages, it is expected that the number of employees who experience cognitive impairment will increase in the coming years. For most people, a job is the main source of income, and job loss can mean reduced or loss of income, increased medical/healthcare costs, mental health issues, isolation, and potential financial distress to a family. Affected individuals who were the primary breadwinners, now take on the role of a dependent, possibly and eventually, changing the family dynamic.
People under 65 with dementia are considered to have "early-onset" or "younger-onset" forms of dementia. Although not widespread, this is not entirely uncommon. Since dementia is a progressive disease, symptoms can develop gradually and can be difficult to spot in the early stages. As a result, individuals younger than sixty-five, may be experiencing symptoms of dementia and not even know it. Healthcare providers have attributed various signs and symptoms of dementia to stress or other factors, leaving patients undiagnosed and/or misdiagnosed. This is obviously concerning especially if the employee raising a family, has a partner who works, and has financial responsibilities such as a mortgage, car payments, saving for college, etc.
Disclosing the diagnosis
The workplace challenge here is whether or not the employee should disclose the diagnosis to their employer. If employees come forward and reveal their disability to management, employers may decide it is too risky to keep the employee and terminate their employment. There is also the issue of colleagues finding out and treating those employees differently. Although privacy is expected when disclosing any disability, certain individuals in the workplace must be made aware and subsequent adjustments to employee working conditions may be obvious to others.
Stigma at work
Many individuals who live and work with symptoms of dementia are of the belief that others do not understand dementia and subsequently have negative preconceptions of those who are affected. In fact, the stigma associated with dementia can impact individuals by being ostracized or isolated from social groups, including relationships with colleagues at work. Those who live with dementia feel embarrassed, ashamed, and have reduced self-esteem, often feeling like a burden to others. Hence, employees fear discussing dementia openly because they fear possible negative consequences such as discrimination, being labeled as incompetent, or even losing their jobs.
Finding resources
Employees may be able to take advantage of benefits that may be available through the employer. If organizations value the employee, they may look to re-structuring job tasks and implementing workplace accommodations to help employees better manage their work environment and develop an important work/life balance as necessary. Unfortunately, reduction of hours and work reassignments may come at a price of reduced income. Further, as dementia progresses, accommodations may need to change and may no longer be effective in assisting the employee with their work.
Available resources for those suffering from dementia in the U.S. are found via accessing information from the employer-provided health benefits, Employee Assistance Programs (EAP), Family Medical Leave Act (FMLA), or directly from organizations such as the Social Security Administration, Alzheimer’s Association, and many other dementia-related support groups. It is important that employees who are diagnosed while still employed access their company's EAPs to maximize these benefits. This is especially true concerning medical benefits like COBRA, which can extend current healthcare benefits, albeit at a higher cost, and requires a certain time frame to file. COBRA coverage is not indefinite and depending on circumstances, can last between 18 and 36 months. Some benefits most employers offer include long and short-term disability insurance, retirement benefits, flexible work hours, paid time off, leaves, and sabbaticals. If symptoms are severe enough where an employee cannot continue full-time, HR departments can assist these employees with signing up for social security benefits, Medicare, and other privately and federally sponsored programs.
Americans with Disabilities Act of 1990 (ADA)
The ADA offers some guidance to employees and organizations. The ADA does not list qualified disabilities but mentions a mental or physical impairment which restricts “one or more major life activities.” Dementia meets this criteria. Employers are required to offer reasonable accommodations to employees who are disabled, inasmuch as the accommodation is not an “undue hardship” to the employer. The ADA provides examples of what “Reasonable accommodations” and “undue hardship” are and how organizations can accommodate employees with certain disabilities. Also, the U.S. Department of Labor’s Office of Disability Employment Policy provides employers and employees information on work accommodations and workplace disability issues through the Job Accommodation Network.
Role of the employer
Human Resource (HR) departments are being called upon to help address the issue of workplace discrimination and employee attitudes toward colleagues with obvious disabilities. The Society for Human Resource Management (SHRM) provides resources to HR departments and in fact, offers guidance concerning workplace dementia. Organization-wide awareness training can help dispel the myths of dementia and educating employees on challenges and opportunities when working with afflicted coworkers. Encouraging open discussions on symptoms, impact to work and family, prevention, and support can provide greater context about the disease and the person in understanding challenges beyond the workplace. Identifying staff who are interested and trained to address employee dementia can help provide impaired and non-impaired employees with a supportive resource.
Literature on workplace dementia suggests employees are afraid to discuss their condition for fear of being fired or treated differently. Also, employees may not realize they are experiencing cognitive decline and have in fact, developed strategies and coping mechanisms to make up for the deficiencies with mild memory loss and other declining cognitive functions. One of the first steps in addressing these issues is early diagnosis, but the fear of a stigma by the employer and co-workers may delay such visits to the doctor.
For many, a diagnosis of dementia can be very helpful because it can finally put a name to symptoms they have been experiencing. Preventive measures such as physical exercise, specific nutritional programs, and brain-stimulating activities may help prevent, slow progression or even delay symptoms in the early stages of dementia. Organizations can work with their insurance providers and develop wellness programs that can incorporate such preventive measures as part of a benefits package. Informing caregivers and employers what to expect, strategies to help affected employees deal with symptoms, and educating others to help support those who are afflicted can help reduce the stigma and encourage a workplace environment of support.
I will address Supervisors of employees with dementia and employees who are caregivers to loved ones with dementia in later posts.
CS
Comments