Balancing work and caregiving responsibilities can be challenging. Many&nbsp;<a href="https://www.caregiver.org/caregiver-statistics-work-and-caregiving" rel="noopener" target="_blank">informal caregivers</a>&nbsp;find themselves juggling doctor&rsquo;s appointments; supporting daily living activities such as bathing, dressing, and medications or organizing bills and other needs, while striving to maintain a career.
According to the&nbsp;<a href="https://www.caregiving.org/wp-content/uploads/2020/05/2015_CaregivingintheUS_Final-Report-June-4_WEB.pdf" rel="noopener" target="_blank">National Alliance for Caregiving and AARP</a>, approximately 43.5 million caregivers provide unpaid care to an adult or child within a 12-month period. As Baby Boomers continue to age and as the cost of senior living and in-home care grows, the need for informal caregivers will continue to increase.
Informal caregivers who are employed outside of their caregiving responsibilities have schedules, deadlines, and demands that can place unexpected strain on their emotions, focus, and energy.
Here are some helpful tips to help balance your career when you&rsquo;re a caregiver:
1. Prioritize your Physical and Emotional Health&nbsp;&ndash; Caregivers often don&rsquo;t realize they are susceptible to health-related issues, including high-blood pressure, anxiety, depression, and addiction. It is important to keep up with personal doctor&rsquo;s appointments and remain aware of any changes in physical feeling, in mood or overall mental health. You should not only make necessary appointments to maintain good physical health, but also reach out to mental heath professionals to care for your emotional wellbeing.
Supporting your emotional health can also include connecting with others who can empathize with your feelings. This can be done through community&nbsp;<a href="https://www.caregiver.org/support-groups" rel="noopener" target="_blank">support programs</a>&nbsp;or online caregiver groups and forums. These provide opportunities to exchange ideas and get support at any time of day.
2. Practice Self-Care&nbsp;&ndash; A caregiver&rsquo;s general tendency is to make sure everyone else is taken care of first. However, it&rsquo;s important to practice self-care to ensure you have the energy and mindset to function well at work and continue to care for others. Self-care includes maintaining a healthy diet, getting adequate rest, and doing some form of physical activity or exercise. It can also mean taking a lunch break or free moment to go outside for a walk or read a book.
3. Maintain Relationships/Support Network&nbsp;&ndash; Many working caregivers tend to neglect social activity or relationships, and even spend less time with other family members. Connecting with those you value and love helps you manage stress and responsibilities better. Additionally, some friends and family members may be willing to assist with caregiving tasks or household chores. This could even include stopping by to sit with your loved one while you complete other tasks or rest.
4. Talk to Your Employer&nbsp;&ndash; Having a direct conversation with your employer about your circumstances can be helpful for managing both work and home responsibilities. By sharing information about your needs, your employer is likely to be more understanding if/when unexpected circumstances arise that may cause you to arrive late or miss a deadline. They also may be able to help you consider support resources that you were not aware of. Ultimately, it is important to make sure your employer knows that work is still one of your main priorities. This will help them support you as needed.
5. Review Employer Benefits/FMLA&nbsp;&ndash; Many employers offer benefits packages that include a variety of resources and services to support caregivers. These include&nbsp;<a href="https://www.opm.gov/faqs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&amp;pid=2c2b1e5b-6ff1-4940-b478-34039a1e1174" rel="noopener" target="_blank">Employee Assistance Programs (EAPs)</a>&nbsp;that provide counseling, eldercare referral services, and more. Some employers have flexible leave policies that allow employees to use sick leave to care for others or to share leave, which allows employees to donate unused leave time to other employees.
The&nbsp;<a href="https://www.dol.gov/agencies/whd/fmla" rel="noopener" target="_blank">Family and Medical Leave Act (FMLA)</a>&nbsp;provides another option for caregivers to consider, as it gives eligible employees 12 weeks per year of unpaid leave. This can be used to care for a sick family member.
6. Consider Flexible Work Options&nbsp;&ndash; Many employers are embracing flexible work options as an effective means of productivity for all employees. These can be especially helpful for informal caregivers, as flexible work options can include having flexible work or telework hours. For example, a caregiver may request to work from 10 a.m. to 6 p.m. to be available for early morning doctor&rsquo;s appointments, or from 7 a.m. to 3 p.m. to be home in time to prepare for evening needs.
<a href="https://www.opm.gov/FAQs/QA.aspx?fid=b48bf83b-440c-4f1e-a88c-3cdc9d802ac8&amp;pid=75346675-3b92-4aec-831d-58cf5b0e86d2" rel="noopener" target="_blank">Teleworking</a>&nbsp;is also an effective way to balance work with caregiving responsibilities. By working from home or your loved one&rsquo;s home, you have greater ability to use break times or time that would be spent commuting to care for your loved one.
Other flexible work options include swapping shifts with other employees, coming in on traditional &ldquo;off-days,&rdquo; or working shorter hours on specific days.
7. Research Community Resources&nbsp;&ndash; In addition to gaining resource guidance from an employer, caregivers can also reach out to local agencies that can share a variety of ideas on programs and services to support you and your loved one. For example,&nbsp;<a href="https://eldercare.acl.gov/Public/Index.aspx" rel="noopener" target="_blank">local agencies on aging</a>&nbsp;can provide details on adult day centers, transportation options, and respite programs.&nbsp;<a href="https://ncdj.org/resources/organizations/" rel="noopener" target="_blank">Disability organizations</a>, such as local&nbsp;<a href="https://www.ilru.org/projects/cil-net/cil-center-and-association-directory" rel="noopener" target="_blank">Centers for Independent Living (CILs)</a>&nbsp;can provide information on local activities, support groups, funding initiatives, accessible housing options, and much more.
8. Know Your Limits&nbsp;&ndash; It&rsquo;s very important for caregivers to identify their needs and set physical and emotional boundaries to help manage responsibilities and prioritize self-care. This includes determining what personal space and time you consistently need, the type of communication and interactions you have with others (including co-workers), and any other needs that will help you function at your best. From there, communicate these needs to others so that they can be supportive.
For more ideas on services, programs, and resources to support your needs as a caregiver, visit the&nbsp;<a href="https://www.caregiver.org/" rel="noopener" target="_blank">Family Caregiver Alliance</a>.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Balancing work and caregiving can be tough. Discover tips to manage both effectively and maintain your well-being.

Balancing Your Career When You're a Caregiver

The&nbsp;Assistive Technology Act of 2004&nbsp;defines assistive technology (AT) as &ldquo;any item, piece of equipment, or product system, whether acquired commercially, modified, or customized, that is used to increase, maintain, or improve functional capabilities of individuals with disabilities.&rdquo; Ultimately, AT can bridge the gaps between people&rsquo;s abilities and their job requirements.
Assistive technology can take on many forms, including low-tech devices such as canes and lever doorknobs, or high-tech devices, such hearing aids or motorized wheelchairs. Additionally, computer hardware and software, such as alternative keyboards, screen readers and voice recognition software, serve as forms of AT.
In many cases, while a device may not be considered AT by the mainstream public, it can often be considered so by people with disabilities. For a person with limited mobility, a simple back scratcher can become a reacher/grabber. For a person who is blind or low-vision, a cell phone loaded with appropriate apps can provide access to email, social media, transportation, public venues, and so much more.
Which AT solutions are designed for specific disabilities?
AT is not prescriptive, meaning not every tool will work for every person with the same disability. It is less about accommodating a specific disability, but more about accommodating the specific functional needs of a person with a disability. In many cases, one form of AT can accommodate many forms of disability. For example, voice recognition software can be a significant help for people with limited hand use, but can also be just as helpful for people who are blind/low-vision.
Is AT the same as an accommodation?
While AT can serve as a form of accommodation, it is not the same. Some accommodations, such as alternative work schedules, telecommuting, and&nbsp;<a href="https://www.dol.gov/odep/topics/personalassistanceservices.htm" rel="noopener" target="_blank">personal assistance services (PAS)</a>&nbsp;are examples of non-AT accommodations.
How do I find the right AT for my needs?
Finding the best AT can often be a process of trial-and-error. If you&rsquo;re seeking AT to assist you at work, the first step is to let your employer know about your disability (if you haven&rsquo;t already done so) and that you need AT to effectively do your job.
If you or your employer don&rsquo;t already have an idea about the best AT to meet your needs, it&rsquo;s best to connect to professionals that are either familiar with specific forms of AT or that are trained to match AT to specific needs. This can often include doctors, occupational therapists, rehabilitation professionals, speech-language pathologists, and other AT specialists. Additionally, many states and universities house AT lending libraries, which allow people to try out and borrow devices for various periods of time in order to determine its compatibility for specific needs.
After doing research or consulting with a professional, here are a few questions you can ask to determine whether a specific AT tool will meet your needs, either at work or elsewhere:
<ul>
<li>Does the tool address your specific needs and challenges?</li>
<li>Does it maximize your strengths?</li>
<li>Is there a simpler tool that would work as effectively?</li>
<li>Will it be easy to incorporate into your work?</li>
<li>How easy is it to learn to use the tool?</li>
<li>Will you receive support or training on how to use it?</li>
<li>Is the tool compatible with the existing technology you use? (For example, will it work on your existing computer or mobile device?)</li>
<li>How reliable is the device?</li>
<li>What technical support is available?</li>
</ul>
The above list was modified from Understood.org,&nbsp;<a href="https://www.understood.org/en/school-learning/assistive-technology/finding-an-assistive-technology/checklist-what-to-consider-when-looking-at-assistive-technology" rel="noopener" target="_blank">Checklist: What to Consider When Looking at Assistive Technology</a>.
Who pays for AT in the workplace?
If you identify as a person with a disability, according to the Americans with Disabilities Act (ADA), AT can serve as a reasonable accommodation that your employer can provide to help you perform the essential functions of your job.
If tasks are non-essential functions to do your job, your employer does not have to provide AT. Keep in mind that your employer doesn&rsquo;t have to purchase the latest or most expensive version of a specific device or AT.&nbsp;Additionally, if they find another way to meet your needs without purchasing AT, they can do so.
The&nbsp;<a href="https://askjan.org/index.cfm" rel="noopener" target="_blank">Job Accommodation Network (JAN)</a>&nbsp;provides worksite accommodations solutions, among other services to increase employability of people with disabilities, and has proven that most accommodations cost less than $500. Ultimately, your employer cannot simply say they will do nothing because they can&rsquo;t afford to, unless they have explored all alternatives and can justify that the cost of the AT would cause undue hardship. When all options are eliminated, the next step would be to explore funding the AT yourself.
To learn more about AT funding sources, check out the Assistive Technology Industry Association&rsquo;s (ATIA)&nbsp;<a href="https://www.atia.org/at-resources/what-is-at/resources-funding-guide/" rel="noopener" target="_blank">Funding Resource Guide</a>.
Where do I go to learn more?
Assistive technology continues to increase access to employment for people with disabilities. However, it&rsquo;s important to consider individual needs to determine which AT tools will be best to ensure long-term success. To learn more about assistive technology in the workplace,&nbsp;contact the CareerCircle team.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Assistive technology bridges gaps between abilities and job requirements, enhancing functional capabilities for individuals with disabilities.

What is Assistive Technology?

Four Women with Disabilities from History You May Have Overlooked&nbsp; Women with disabilities are powerful, complex, and accomplished people with valuable insights. Unfortunately, many famous women from history have had their disability identity erased from their legacy in the historical record. By highlighting women with disabilities from history, we honor these women&rsquo;s legacies and send a message to today&rsquo;s women with disabilities that they have the power to be tomorrow&rsquo;s leaders. 
With that in mind, here are four women with disabilities from history you may have overlooked:
&nbsp;
Harriet Tubman. Most famous for being a conductor on the Underground Railroad, Harriet Tubman was an escaped enslaved woman who dedicated her life to assisting other enslaved people escape to freedom. She acquired <a href="https://msmagazine.com/2022/02/10/harriet-tubman-disability-democracy/">several disabilities</a> <a href="http://www.harriet-tubman.org/early-life/">as a direct result of her enslavement</a> and had frequent headaches, narcolepsy, and seizures throughout her life. More recently, <a href="https://muse.jhu.edu/article/730157">academics are beginning to highlight</a> the role her disabilities played in her prominence as a freedom fighter.

Frida Kahlo.&nbsp;Frida Kahlo was a famous Mexican painter whose work centered around themes of pain, self-image, and beauty. While most people know Frida Kahlo&rsquo;s imagery and bold self-portraits, her <a href="https://deyoung.famsf.org/kahlo-identity">experience with chronic pain</a> is consistently erased from accounts of her life. After a childhood experience with polio and a severe bus accident, Frida Kahlo often used a wheelchair and many times painted from her bed. Some <a href="https://newhistories.group.shef.ac.uk/disabled-impressionism-art-through-the-eyes-of-frida-kahlo/">critics believe</a> that it is this experience that makes her work so powerful.
&nbsp;
Fannie Lou Hamer. Born into a poor sharecropper family in rural Mississippi, Fannie Lou Hamer found her calling as <a href="https://www.smithsonianmag.com/history/fannie-lou-hamers-dauntless-fight-for-black-americans-right-vote-180975610/">a voter&rsquo;s rights activist</a> when she was in her mid 40s. Hamer also had polio as a child, the effects of which were exacerbated by a later brutal altercation with police in a Mississippi jail. This experience <a href="https://www.penguinrandomhouse.com/books/676267/until-i-am-free-by-keisha-n-blain/">adds a new dimension</a> to Hamer&rsquo;s most famous quote, &ldquo;I&rsquo;m sick and tired of being sick and tired.&rdquo; 
&nbsp;
Kitty Cone. A fierce leader in the Independent Living Movement, Kitty Cone was a white lesbian disability rights activist and credited for being <a href="https://www.nytimes.com/2021/03/26/obituaries/kitty-cone-overlooked.html">the &ldquo;organizational brains&rdquo; behind the Section 504</a> Sit-In protest in 1977. The sit-in is widely recognized as the longest non-violent occupation of a government building in United States history. In <a href="https://oac.cdlib.org/view?docId=kt1w1001mt&amp;brand=oac4&amp;doc.view=entire_text">her oral history of Section 504</a>, Cone notably states &ldquo;I am thankful for my disability. I feel like the constraints and the choices that it has given me have made me who I am. And, you know, I like who I am.&rdquo;

&nbsp;

Discover four women with disabilities from history who made significant contributions and left lasting legacies.

Four Historic Women with Disabilities

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147 Articles

Balancing Your Career When You're a Caregiver

What is Assistive Technology?

Four Historic Women with Disabilities

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