Dementia in the Workplace: What Support is Available?

Dementia is increasingly being diagnosed at younger ages, meaning in people who are still in their working lives. What does the disease mean for the situation in the workplace? What support is available from employers? A research team from Great Britain has focused on this topic.

Between 2 and 10 percent of all dementia cases are diagnosed before the age of 65, thus often affecting people in the workforce, write Valerie Egdell of Northumbria University and her colleagues. Signs of the illness are often noticed at the workplace first. The authors therefore see employers and companies as responsible for supporting those affected – for legal and human rights reasons. However, many employers do not consider making workplace adjustments to best utilize and preserve the abilities of employees with dementia.

Noise reduction, “buddy” system, and refresher training

Ein Leitfaden der gemeinnützigen Organisationen Age Scotland und Alzheimer’s Society enthält Empfehlungen für solche Anpassungen, darunter Lärmreduzierung, persönliche Begleitung (“Buddy-System”) und Auffrischungsschulungen. Zudem betont er, wie wichtig stetige Kommunikation und Unterstützung sowie ein würdiger Ausstieg aus dem Berufsleben sind. Mit ihrer Studie wollten die Forschende herausfinden, ob Unternehmen ihrer Verantwortung nachkommen und Mitarbeitende mit Demenz unterstützen.

To achieve this, they conducted two types of surveys in Scotland. They sent an online survey via email to over 4,500 employers. Ultimately, 331 of them participated, representing both small and medium-sized as well as large companies. Additionally, the researchers conducted in-depth interviews with 30 company representatives, including HR managers and managing directors. The analysis revealed three thematic areas:

1. Dementia as a topic in the workplaceFor most respondents, the topic of dementia did not play a significant role in their companies. They also had no guidelines for dealing with affected individuals. This may have been partly due to the young age profile of some companies. “Dementia wasn't on the ‘radar’ for those with a younger workforce,” the authors stated. Nevertheless, employers were apparently familiar with the illness: nearly 80 percent rated themselves as well-informed about possible symptoms, usually due to personal experience.
2. Support for employees with dementia: Aus Sicht der befragten Arbeitgeber kann eine Demenzerkrankung bei Beschäftigten etwa die Genauigkeit, die kommunikativen Fähigkeiten, die Belastbarkeit und den Umgang mit Technologien beeinträchtigen. Die Mehrheit stimmte zu, dass Unternehmen “angemessene Anpassungen” vornehmen sollten, um Betroffene zu unterstützen. Dazu zählten der Wechsel von Verantwortlichkeiten, die Bereitstellung zusätzlicher Unterstützung (personell oder technisch), flexibles Arbeiten und Versetzungen. Wenn es jedoch um die finanziellen Auswirkungen solcher Maßnahmen ging, zeigte eine beträchtliche Anzahl der Befragten Vorbehalte.
3. Policy Development The employers surveyed largely considered dementia-specific policies unnecessary, as they could lead to a “wild proliferation” of watered-down policies. Instead, they believed that general company health measures were sufficient.

The results show from the authors' perspective that while awareness of dementia exists in companies, it is not applied to concrete employment situations. There were few indications that the rights of employees with dementia were consistently protected. Therefore, the researchers recommend corresponding training for employers. They emphasize the importance of supporting the ongoing opportunities and abilities of employees with dementia and recognizing the legal rights of those affected.

Here is the link to the study:
Dementia in the workplace: are employers supporting employees living with dementia? September 2019