Anne Howard Human Resource Consulting

The need for pay transparency is old news. It has been long known that when people have a clear understanding of the procedures that determine what their pay is, and that the decisions about pay changes are being made fairly, they are more likely to be satisfied with their pay and to remain with their employer.

Pay transparency is coming. Sixteen US States have pay transparency laws with another six in the process. Read more in my latest blog:
https://annehoward.com/?p=638

Over the last many months, I’ve had conversations with several people about their need to act as caregivers. The stories have been about recent diagnoses as well as longer-term ongoing care needs and have included physical and cognitive health.

I know many of these conversations occur because of my sharing my own experience in supporting dad when Mom’s Alzheimer’s progressed to the point where he could no longer manage the care on his own, his own cancer diagnosis, and then caring for Mom after Dad’s death.

The conversations also occur because of my human resource consulting work. Employees tell me about their worries about the implications of their caregiving responsibilities - losing their job, the financial implications of a switch to part-time work and/or taking unpaid time off work, the irritation of their co-workers about their absences, and their own emotional and physical exhaustion.

Read more in my latest article:
https://annehoward.com/?p=628

COVID-19 has functioned as an inflection point in accelerating workplace transformation and perspectives on institutional care. Its impact will be long-lasting.

Significance: Home-based caregiving service providers, historically a low-paid service role, will be increasingly difficult to obtain, and costs for that service will increase significantly making it difficult for many families to afford.