Award-winning labor activist and organizer Ai-jen Poo explains how employers can better support working caregivers.
Was there a personal experience that inspired your advocacy for caregiving and working caregivers?
I was raised by my grandparents, who played a huge role in my childhood. After they retired, they moved in with my family to help care for my sister and me. As they aged, the roles reversed, and we became their caregivers.
When my grandfather turned 90, his vision deteriorated, leading to other health complications. All he wanted was to remain at home, but we could not find the support he needed, so we had to place him in a nursing home. It was heartbreaking. The conditions were poor, he shared a room with several people, and he became a shadow of the vibrant person I knew.
Seeing someone who had given so much to others spend his final years without the dignity he deserved — and witnessing so many others in the same situation — made me realize this does not have to be the reality. It inspired me to dedicate my work to building care systems that allow everyone to age, live, and care with dignity.
What would you say to employers who are unsure about investing in caregiver benefits?
Any one of us can become a caregiver overnight. We never know when a loved one will need care or when we will suddenly have those responsibilities ourselves.
When employers invest in caregiver policies and programs, they create a more resilient workforce. Employees are better able to navigate caregiving responsibilities while remaining engaged at work. Just as importantly, they feel valued — not only for what they contribute professionally, but as people with families and real lives outside of work.
We know that workplace cultures recognizing these responsibilities lead to employees who are more productive, more present, and more committed when they are at work.
What caregiving benefits do you think will become standard over the next decade?
Paid family and medical leave is an absolute necessity. Employers should also think broadly and inclusively about what family means, because caregiving extends far beyond biological relatives.
I also expect to see more innovative benefits, such as caregiver expense accounts similar to flexible spending accounts that help offset caregiving costs. Caregiver wellness benefits could also become more common, providing stipends for activities like fitness classes, meditation, or other forms of self-care that help prevent burnout.
Another growing trend is caregiver employee resource groups. We are hearing incredible stories of caregivers supporting one another — from helping new parents get settled at home to sharing advice and emotional support. Employers should absolutely encourage and invest in these communities.
What does a caregiving-friendly workplace culture look like?
Three themes come up consistently when we speak with caregivers: cost, time, and choice.
Caregiving is expensive, so anything employers can do to reduce that burden makes a meaningful difference. Time is equally important. Flexible schedules, paid leave, predictable scheduling, and greater control over work hours allow caregivers to be present for their loved ones when it matters most.
Finally, caregivers need choice. Whether that is different care options, financial assistance, or benefits that give employees more flexibility in how they provide care, giving people agency allows them to care with dignity and on their own terms.
What trends among working caregivers should HR leaders be paying closer attention to?
Increasingly, caregivers are asking themselves whether working even makes financial sense. Childcare averages around $13,000 per year for a young child, while home care for an aging adult can cost tens of thousands of dollars annually. For many families, the math simply does not work.
Employers should think proactively about ways to ease these financial pressures, whether through childcare or respite care vouchers, on-site childcare where possible, or other benefits that expand care options.
Most importantly, employers should ask caregivers what they actually need. One of our current initiatives, One Million Care Conversations, is focused on listening to caregivers across the country and inviting them to share ideas for improving care. People truly appreciate being asked for their perspective.
I encourage employers to have those same conversations within their own organizations. Consulting caregivers about what would make the biggest difference helps create solutions that keep employees engaged while reinforcing that their experiences are seen and valued.
Tell us more about the One Million Care Conversations initiative.
We are just getting started and are approaching 15,000 conversations. The campaign will continue building momentum throughout the year, with a major focus during National Family Caregivers Month in November.
We are gathering stories in every way we can — through online surveys, video submissions, in-person community events, and even door-to-door conversations. The goal is simple: to listen to caregivers, understand their experiences, and collect ideas that can help shape better policies and workplace practices for the future.
