Are Caregivers the Missing Demographic in DEI?

Unseen and Unheard: Are Caregivers the Forgotten Demographic in DEI?

“If we don’t address the real issues our workforce is facing, then gender and age equality is doomed.”

That’s the warning from Stephanie Leung, co-founder and CEO of KareHero, who believes organisations are facing a growing adult care crisis that many workplaces still overlook. Today, diversity, equity and inclusion (DEI) initiatives are expanding across organisations. But one large and rapidly growing group of employees is still largely invisible in many DEI strategies: caregivers. As workforces age and more employees balance jobs with caring responsibilities, the need to include caregivers in DEI conversations is becoming urgent.

Nearly half of women over 40 are juggling work while caring for a loved one, yet the workplace support needed to keep them in employment often isn’t there.

Why Caregivers Should Be Included in DEI

Many organisations still view caregiving as a personal issue rather than a workplace inclusion priority. However, caregiving cuts across:

• gender
• age
• socio-economic background
• job level
• industry

According to Stephanie: “DEI should include carers if we’re serious about creating a truly inclusive workplace. It’s not a niche issue - it’s part of the human experience.”

When organisations recognise caregiving as an identity and not just a temporary situation, they can build more inclusive and sustainable workplaces.

The Scale of Caregiving in the Workforce

The number of employees balancing work and care responsibilities is far larger than many employers realise. Research from Carers UK shows:

• 10.6 million unpaid carers in the UK
• 7.7 million carers are also in employment
• 1 in 5 employees is now a caregiver
• 2.1 million people become carers each year

In fact, there are now more people caring for adult dependants than children. Despite this shift, workplace support structures are still largely focused on childcare rather than adult caregiving.

The Hidden Nature of Caregiving at Work

One of the biggest challenges is that caregiving often goes unnoticed. Many employees do not disclose their caregiving responsibilities because they worry it could affect:

• career progression
• job security
• perceptions of commitment

As Stephanie explains, caregiving can be an isolating experience: “It’s a quiet journey. People don’t talk about it around the water cooler.”

In many organisations, family-focused employee resource groups (ERGs) are dominated by new parents, leaving employees caring for ageing relatives without a relevant support community. This lack of visibility means caregivers often struggle without tailored workplace support.

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The Business Cost of Ignoring Caregivers

Failing to support caregivers isn’t just a wellbeing issue - it has measurable economic consequences for organisations. Research from Carers UK estimates caregiving costs UK businesses £8.1 billion per year through:

• absenteeism
• employee turnover
• reduced productivity

Caregiving also significantly impacts employee health and wellbeing:

• 60% of carers report a long-term health condition or disability
• 29% often or always feel lonely
• Many experience burnout, stress or depression

For employers in industries with long-tenured employees - such as utilities, engineering, and transport - losing experienced workers due to caregiving responsibilities can be particularly costly.

Caregiving Is Also a Gender Equality Issue

Caregiving responsibilities disproportionately affect women, making it a key DEI challenge. According to McKinsey & Company research on workplace progression:

• Women remain underrepresented at every leadership level
• Promotion gaps widen as careers progress

Caregiving plays a major role in this inequality. Census data shows:

• 59% of unpaid carers are women
• Women are far more likely to reduce hours or leave work due to caregiving

Leadership representation reflects this imbalance. As of 2024, there were only 10 female CEOs in the FTSE 100, highlighting how structural barriers - including caregiving responsibilities - continue to limit career progression. Recognising caregiving in DEI policies can help organisations address hidden barriers affecting women’s advancement.

Age Diversity and the Rise of the Caregiving Workforce

Caregiving is also closely linked to age diversity in the workplace. The workforce is ageing, and caregiving responsibilities tend to peak during mid-career stages. Data from Centre for Ageing Better shows:

• Over half of adults over 50 have experienced age discrimination
• Many report it happening in the workplace

The peak age group for unpaid carers in the UK is 55–59 years old. At the same time:

• pension ages are rising
• employees are working longer
• experienced workers are increasingly balancing work and care

For employers, failing to support caregivers risks losing highly skilled and experienced talent.

New UK Workplace Laws Are Changing Caregiver Support

Recent UK legislation is beginning to recognise caregiving as a workplace issue. One key development is the Carer’s Leave Act 2023, which came into force in April 2024 and gives employees the right to take unpaid leave to care for dependants. Other policy developments include:

• expanded flexible working rights
• stronger employee protections
• ongoing discussion around caregiving as a protected characteristic

However, legislation alone is not enough. Many organisations still need to translate these policies into real workplace support.

How Employers Can Better Support Caregivers

Organisations looking to strengthen their DEI strategy should consider practical steps to identify and support caregivers in their workforce.

1. Recognise Caregiving as a DEI Priority

Caregiving is not temporary for many employees - it becomes part of their identity and daily life.

2. Identify Caregivers in Your Workforce

Run surveys or diagnostics to understand how many employees are supporting loved ones.

Many employees may not identify themselves as “carers,” even if they regularly provide care.

3. Create Dedicated Caregiver Networks

Employee resource groups specifically for caregivers can provide:

• Peer support
• Shared experiences
• Practical advice
• Reduced stigma

4. Train Managers to Spot the Signs

Managers often miss early indicators of caregiving stress.

Training helps leaders recognise when employees may need support.

5. Improve Awareness of Existing Policies

Many organisations already have policies in place, but employees may not know they exist.

Clear communication is essential.

6. Introduce Caregiver Allies

Similar to mental health first aiders, caregiver allies can help employees feel more comfortable discussing care responsibilities.

7. Provide Specialist Support

Comprehensive support services - such as care navigation, funding guidance and assessments - can make a major difference in helping employees stay in work.

Why Supporting Caregivers Improves Business Performance

Organisations that integrate caregiving into DEI strategies often see measurable benefits:

• higher retention
• improved employee engagement
• stronger workplace inclusion
• increased productivity
• reduced recruitment costs

As Stephanie explains: “Supporting carers in the workplace is good for business. It improves inclusion and helps unlock productivity.”

Key Takeaways for HR Leaders

• Caregivers represent one of the fastest-growing demographics in the workforce.
• One in five employees now balances work and caregiving.
• Caregiving disproportionately affects women and mid-career professionals.
• Organisations risk losing experienced talent without proper support.
• Including caregivers in DEI strategies improves retention, productivity and equity.

FAQs

Why should caregivers be included in DEI strategies?
Caregivers face unique workplace challenges that affect career progression, wellbeing and retention. Including them in DEI ensures workplaces are equitable and inclusive for employees with care responsibilities.

How many employees are caregivers in the UK workforce?
Around one in five employees in the UK is a caregiver, according to research from Carers UK.

How does caregiving affect gender equality at work?
Women are more likely to take on caregiving responsibilities, which can lead to reduced working hours, slower career progression and leadership gaps.

What can companies do to support working carers?
Companies can provide flexible working, caregiver leave policies, manager training, support networks and specialist caregiving resources.