An aging population means that rates of cognitive impairment and dementia in the workplace are on the rise, according to research from the Alzheimer’s Association.
"Currently about 1 in 5 U.S. workers are age 65 or older, which has doubled in the last 35 to 40 years," said Kinsey McManus, programs director for the Phoenix chapter of the Alzheimer's Association.
McManus says oftentimes the workplace is where you first see changes in memory and thinking. And it could lead to negative work outcomes for the employee.
"And some of the things that we're really encouraging employers is, first and foremost, making sure that their human resources personnel and supervisors are aware of the warning signs of Alzheimer's and other dementias."
As well as thinking about the types of accommodations they can provide — like a flexible work schedule or technology-based reminders. Kinsey also advises employers to consider the needs of their employees who are also caregivers.
"Six in 10 caregivers were employed in the last year, and these individuals worked on average 35 hours per week while caregiving."
Two-thirds of dementia caregivers are women. And a quarter of caregivers are taking care of a parent and a child under the age of 18. She says employers could offer flexible schedules, as well informing workers about employee assistance programs, like therapy.
Arizona has the fastest growing rate of Alzheimer's in the country.
Dementia in the Workplace recommendations
The Alzheimer's Association suggests the following for workplaces.
- Provide training to human resources personnel and supervisors on the warning signs of Alzheimer’s and dementia and on basic disability law through the Americans with Disabilities Act.
- Encourage employees to seek medical advice for early diagnosis and treatment, maintain healthy habits, and manage their health.
- Educate any outsourced work resources (for example, third-party human resources teams) on the best way to support workers with disabilities to ensure they share your supportive company culture.
- Help employees fully understand disability benefits and retirement and work options.
- Consider accommodations that can be unique to workers and jobsites, including options such as: Simplifying or modifying employees’ roles; flexible hours, "buddy” employees and additional supervision.
- Include employees’ trusted family members or friends, physician, and other members of the care team in discussions when feasible and desirable.
- Evaluate the status of any accommodations (from both workers’ and the employer’s perspective), adjustments that may be needed, and employees’ interest in remaining at work versus retiring.
- Provide training for employees—particularly client-facing employees—on recognizing the warning signs of cognitive decline in the event they experience it in those with whom they interact.
- Help to positively transition those living with dementia out of the workplace at the appropriate time by providing support and allowing for a dignified exit.
