I’m thrilled to sit down with Sofia Khaira, a renowned specialist in diversity, equity, and inclusion, who has dedicated her career to transforming workplace cultures. With her extensive experience in HR and talent management, Sofia brings a unique perspective on supporting often-overlooked groups, such as working caregivers. Today, we’ll dive into the hidden challenges these employees face, explore why caregiving should be treated as a workplace crisis, and discuss actionable strategies employers can adopt to foster a more inclusive and supportive environment.
Can you share your thoughts on why caregiving often remains an unseen challenge in the workplace?
Absolutely. Caregiving is frequently invisible because it’s not something people always talk about openly. Unlike parenting, which often comes with societal recognition and support, caregiving for a sick partner, elderly parent, or child with complex needs can sneak up on someone unexpectedly. It’s a role many don’t choose, and the emotional and physical toll hits hard and fast. What’s more, a lot of caregivers don’t even label themselves as such—they might just see it as “helping out” a loved one. This mindset means they often don’t seek help until they’re completely overwhelmed.
How do the struggles of working caregivers differ from other workplace challenges, such as parenting?
The key difference lies in choice and preparation. Most people have time to plan for parenthood, and there’s a cultural framework—think baby showers or parental leave—that supports that transition. Caregiving, on the other hand, often comes out of nowhere. A sudden diagnosis or accident can turn your life upside down overnight. There’s no ramp-up period, no guidebook, just immediate responsibility layered on top of an already full plate of work and personal commitments. That unpredictability makes it uniquely draining.
What do the statistics about caregivers in the UK reveal about the scale of this issue?
The numbers are staggering—one in seven UK workers is balancing a job with unpaid caregiving. That’s a huge portion of the workforce silently managing intense stress. It’s not just a personal issue; it’s a systemic one. When such a significant number of employees are stretched thin, it affects productivity, engagement, and overall workplace morale. Employers can’t afford to ignore this, because it’s not a niche problem—it’s everywhere.
How do you see these numbers impacting the mental and physical health of employees?
The impact is profound. Caregivers often deal with anxiety and depression from the constant worry about their loved one’s wellbeing, on top of their own. Physically, they’re exhausted—think sleepless nights or rushing between work and care duties. Financial stress adds another layer, especially if they’re paying for medical expenses or cutting hours to manage their responsibilities. Without support, this combination can lead to burnout, chronic health issues, and even employees leaving the workforce altogether.
Why should employers start treating caregiving as a workplace crisis, and what might that look like in action?
Caregiving is a crisis because it disrupts an employee’s life in ways that ripple through their work and mental health. Employers need to respond with urgency, just as they would for any other major disruption. In practice, this means training managers to recognize signs of struggle and approach conversations with empathy. It also involves immediate steps like flexible schedules or reduced workloads to ease the pressure, and ensuring fast access to mental health resources. The goal is to act swiftly so caregivers feel supported before they hit a breaking point.
Beyond basic leave policies, how can employers address the long-term wellbeing and financial security of caregivers?
Leave policies are a start, but they’re often not enough, especially unpaid ones that hit lower-income workers hardest. Employers can go further by offering workshops on financial planning—things like drafting wills or understanding powers of attorney. Partnering with local experts or carer organizations to provide these sessions can be a game-changer. Additionally, embedding legal and financial support into benefits packages as a preventative measure helps caregivers plan ahead, reducing stress before a crisis escalates.
How can employers identify ‘hidden carers’ in their workforce without overstepping personal boundaries?
It’s all about creating a safe space for disclosure. Employers can use anonymous surveys with gentle, open-ended questions like, “Do you provide regular support to someone due to their health or daily needs?” This approach avoids putting anyone on the spot while still gathering useful data. From there, it’s about signposting—sharing information on available resources like counseling or peer groups in a way that feels supportive, not intrusive. The key is to normalize these conversations so caregivers feel comfortable coming forward.
What value do you see in building a sense of community for caregivers within the workplace?
Community is incredibly powerful. Peer-led caregiver networks offer a space where employees can share experiences, swap practical tips, and just feel understood. That emotional validation can be a lifeline for someone who’s feeling isolated in their struggles. Employers can support these networks by providing a budget, a meeting space, or even just public endorsement, but the real magic happens when caregivers themselves take the lead. It builds connection and resilience in a way that top-down policies alone can’t achieve.
What is your forecast for how workplaces will address caregiving challenges in the coming years?
I’m optimistic that we’ll see a growing recognition of caregiving as a core workplace issue, especially as populations age and more employees take on these roles. I expect more organizations will integrate caregiver support into their diversity and inclusion strategies, with tailored benefits and proactive training becoming standard. Technology might also play a bigger role—think apps for emergency care coordination or virtual support groups. But the real shift will come when empathy drives policy, creating workplaces where caregivers aren’t just accommodated, but truly valued for their resilience and dedication.
