Supportive Workplace Culture Research Articles

HOW DOES TEACHER EMOTIONAL BURNOUT SYNDROME AFFECT TEACHERS’ DEVELOPMENT?

In this article, we explore the phenomenon of teacher emotional burnout syndrome (EBS), a critical issue affecting educators worldwide. EBS arises due to prolonged stress, high emotional demands, and inadequate support in the teaching environment, leading to mental, emotional, and physical exhaustion. The study examines the underlying causes of EBS, including excessive workload, lack of autonomy, and insufficient resources, which contribute to feelings of frustration and helplessness among teachers. Key symptoms of emotional burnout, such as chronic fatigue, irritability, emotional detachment, and reduced personal accomplishment, are identified as warning signs that need immediate attention. Additionally, the article emphasizes the importance of early detection and intervention, providing a comprehensive overview of preventive measures. These include strategies like promoting work-life balance, encouraging peer support networks, implementing mindfulness techniques, and offering professional development on stress management. Practical recommendations for educational institutions, such as reducing administrative burdens and fostering a supportive workplace culture, are also discussed to create a healthier teaching environment. By addressing both the personal and organizational factors contributing to emotional burnout, this article aims to enhance teachers' well-being and protect them from the long-term impacts of EBS.

ASSESSMENT OF PREVALENCE AND IMPACTS OF WORK-RELATED MUSCULOSKELETAL DISORDERS AMONG NURSES AT INTERMEDIATE HOSPITALS IN NAMIBIA

Introduction: Work-related musculoskeletal disorders (WRMSDs) have been ranked as the major cause of disability globally. Namibian intermediate hospital (IH) nurses are overworked and susceptible to musculoskeletal diseases. The study aimed to determine the 12-month prevalence, and impacts of WRMSDs among nurses at IHs Katutura, Onandjokwe, Oshakati, and Rundu in Namibia. Methods: A self-administered Standardised Nordic Musculoskeletal Questionnaire was used as a data collection instrument for a cross-sectional study involving 808 randomly selected nurses at IHs Katutura, Onandjokwe, Oshakati, and Rundu. SPSS version 26 was used for descriptive statistical analysis. Results: Results revealed a high 12-month prevalence of WRMSDs in any body part (76%), (73%), (69%), and (65%) at IHs Katutura, Oshakati, Rundu, and Onandjokwe, respectively. The lower back was the most prevalent body part affected by the 12-month WRMSDs (74%), (72%), (71%), and (69%) at IHs Katutura, Onandjokwe, Rundu, and Oshakati, respectively. The WRMSDs are impacting nurses’ work and daily lives. There is unnecessary money spent on medical consultations, and nurses might contribute poorly to the hospital’s output since they have to pursue medical attention instead of attending to patients. Conclusion: WRMSDs are prevalent and impacting nurses' lives at IHs. Collaborative efforts between healthcare institutions, policymakers, and professional bodies are essential to creating a supportive workplace culture that prioritizes nurses' physical and psychosocial well-being and mitigates the effects of WRMSDs. Further research needs to be conducted to determine risk factors contributing to WRMSDs among nurses at IHs in Namibia.

Clinician Experiences of and Responses to the Challenges of Working with Patients in the Australian Compensation Setting.

Previous research indicates that the compensation process is stressful for people with a compensable injury, contributing to poorer recovery. However, little is known about the challenges faced by clinicians who work in this setting. This study aims to qualitatively explore the experiences of clinicians delivering care to patients with compensable injuries in Australia. Semi-structured interviews were conducted with 26 experienced clinicians providing care to compensable patients in Australia. The interviews were transcribed, and data were analysed using reflective thematic analysis. Participants described their work as challenging due to factors such as high patient distress, poor clinical outcomes, and high administrative load. However, they responded to these challenges in varying ways. While some reported feelings of vicarious injustice, emotional exhaustion, and self-doubt, others derived a sense of meaning, purpose, and mastery from these challenges. Clinician responses to the challenge of working with people with a compensation claim were associated with access to mentoring, continuous education and training, and a supportive workplace culture. Clinicians reported both positive and negative responses to the challenges of working with people with a compensable injury. Coping strategies that were associated with more positive reactions included seeking further education, mentoring, peer support. Prioritising these support systems is important for clinician wellbeing and patient outcomes.

Enhancing Nursing Competence in China: The Interplay of Resilience, Mindfulness and Social Support

ObjectivesTo address the nursing crisis, it is imperative to comprehend the factors that influence nursing competencies, which are crucial for the delivery of quality patient care. BackgroundFacing demographic shifts and increasingly complex healthcare demands, China's nursing sector struggles with workforce shortages and the need to enhance core competencies. This research explores the interplay of social support, psychological resilience, mindfulness and nursing competencies in various hospital environments in China. MethodsThrough a cross-sectional survey, 941 nurses across tertiary, secondary and private healthcare settings completed self-assessment questionnaires. The analysis included multiple linear regression and comparative methods to assess how psychological resilience, mindfulness and social support have an impact on nursing competencies. ResultsFindings revealed a strong relationship between psychological resilience and nursing competencies, with resilience being a key predictor. Mindfulness and social support also significantly contributed to competency levels. Nurses in tertiary hospitals showed greater competencies than those in secondary or private facilities. ConclusionEnhancing nursing competencies requires targeted interventions focusing on professional development and supportive workplace cultures. Incorporating psychological resilience, social support and mindfulness into nurse training is crucial for improving practice and policy.

Informing inclusive and affirmative hospital pharmacy services for 2SLGBTQ+ patients.

In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. Two-spirit, lesbian, gay, bisexual, transgender, and queer (2SLGBTQ+) people disproportionally experience health disparities, and hospital pharmacists, given their accessibility and expertise in medication management, are ideally positioned to provide care to this vulnerable population. This study investigated the barriers and facilitators faced by hospital pharmacists when providing care to 2SLGBTQ+ patients, with the goal of informing enhancement of quality care provided to these patients. A mixed-methods triangulation design was utilized, comprising an online survey and qualitative interviews with Canadian hospital pharmacists. The survey used the lens of systemic oppression as a framework and assessed pharmacists' perceptions and knowledge. Survey data were analyzed using descriptive statistics, and interviews were analyzed using thematic analysis. A total of 129 individuals participated in the survey, and 15 participants were interviewed. Eleven themes were identified, and findings revealed a complex web of individual, interpersonal, and systemic barriers and facilitators. Pharmacists expressed a lack of proficiency and confidence in discussing 2SLGBTQ+ health topics, further compounded by an apprehension to engage and a fear of causing harm. Pharmacists desired support from their leadership teams and organizations in the form of access to resources, time to engage in training, and workplace environments that encourage discussions about 2SLGBTQ+ health. Hospital pharmacists in Canada are willing to provide inclusive care to 2SLGBTQ+ patients but face significant barriers. These findings highlight the need for comprehensive education, supportive workplace cultures, and accessible resources to address health disparities and improve care for 2SLGBTQ+ individuals.

Mindsets at Work: Understanding the Positive Impact of Growth Mindsets on Workplace Coaching

Understanding mindsets is crucial to understanding coaching behavior. Recent research has demonstrated that growth mindsets have both positive (i.e., increased outcome expectancy) and negative (i.e., increased blame attributions) effects on prosocial behavior. However, little is known about the role of these two opposing effects in work settings, especially when considering the history of competence- and morality-related failure of people receiving coaching. To address this gap, we conducted four experiments (N = 2,295), which consistently revealed that a growth mindset (mediated through outcome expectancy) was positively related to willingness to coach. However, there was no evidence of detrimental effects via blame attributions, regardless of the recipient’s failure history. Therefore, promoting growth mindsets in organizations likely contributes to a supportive workplace culture.

The relationship between organizational justice and bullying behaviors among nurses: the role of nurse managers’ caring behaviors

BackgroundOrganizational justice is pivotal in fostering a fair and supportive workplace culture, which strengthens the connections between managers and nurses, among nurses themselves, and ultimately, between nurses and their patients. Assessing the perceived levels of organizational justice and managerial behaviors can identify key areas for improving nurses’ commitment and loyalty, while simultaneously reducing incidents of workplace bullying.PurposeThis study aims to investigate how bedside nurses perceive organizational justice, nurse managers’ caring behaviors, and their exposure to workplace bullying. Additionally, it seeks to explore the relationship between organizational justice, nurse managers’ caring behaviors, and nurses’ perceived exposure to workplace bullying.MethodsA descriptive-correlational study was conducted in the inpatient care unit of a Saudi hospital. A convenience sample of 256 nurses participated, completing the Organizational Justice Questionnaire (OJQ), the Caring Factor Survey: Caring of the Manager (CFS-CM), and the Negative Acts Questionnaire-Revised (NAQ-R). The collected data were analyzed using descriptive statistics and regression analysis.ResultsDescriptive statistics revealed moderate levels of perceived organizational justice and managerial caring behaviors among nurses, alongside low reported exposure to workplace bullying. Significant correlations were found among the studied variables, indicating that higher perceived organizational justice was associated with higher managerial caring and lower workplace bullying (p < 0.05). Mediation analysis demonstrated a significant indirect effect of organizational justice on workplace bullying through the mediating role of nurse managers’ caring behaviors (a×b = -0.0652, p < 0.001). Furthermore, the direct effect of organizational justice on workplace bullying remained significant even when accounting for the mediator (c = -0.5509, p < 0.001).ConclusionThis study highlights the vital role of organizational justice and managerial caring in cultivating a positive work environment and mitigating workplace bullying. Implementing clear policies and procedures while promoting fairness and equality in resource allocation, decision-making processes, and interactions are essential strategies for fostering positive attitudes and work behaviors among nurses.

The Impact of Remote Work Policies, Employee Mental Health Support, and Agile Project Management on Organizational Resilience

This study examines the impact of remote work policies, employee mental health support, and agile project management on organizational resilience. The primary objective is to qualitatively analyze the literature to understand how these practices contribute to building and sustaining resilience within organizations. The research employs a qualitative literature review methodology, synthesizing findings from academic articles, industry reports, case studies, and empirical studies to provide a comprehensive understanding of the relationship between these factors and organizational resilience. The literature review methodology involves systematically collecting and analyzing scholarly sources that explore various aspects of remote work policies, employee mental health support, and agile project management. The study categorizes the literature into key themes, such as the benefits and challenges of remote work, the importance of mental health initiatives for employee well-being, and the effectiveness of agile methodologies in project management. Thematic analysis is used to identify patterns and trends in how these practices interact to enhance organizational resilience. The findings reveal that remote work policies, when effectively implemented, offer flexibility, improve work-life balance, and maintain productivity during disruptions. Employee mental health support, including counseling services, stress management programs, and fostering a supportive workplace culture, significantly enhances employee well-being and reduces burnout, contributing to overall organizational stability. Agile project management, characterized by its flexibility, iterative approach, and emphasis on collaboration, enables organizations to quickly adapt to changes and efficiently manage projects under varying conditions.

Factors of Growing Mental Health Issues of Employees at Workplace in Service Based Industries

The multifaceted factors leading to the increasing prevalence of mental health challenges among employees within service-based industries. Amidst the dynamic landscape of modern workplaces, employees face an array of stressors, ranging from demanding workloads and tight deadlines to interpersonal conflicts and job insecurity. The paper delves into the unique stressors inherent to service-based industries, where the pressure to meet client expectations, maintain service quality, and navigate unpredictable customer interactions can significantly impact employee well-being. Furthermore, organizational factors such as inadequate support systems, lack of mental health resources, and stigma surrounding mental health issues exacerbate the problem. Drawing on existing literature and empirical evidence, this abstract aims to shed light on the complex interplay of individual, organizational, and environmental factors contributing to the escalating mental health concerns among employees in service-based industries. Understanding these factors is crucial for developing targeted interventions and fostering a supportive workplace culture conducive to employee mental health and overall well-being.

Essential Factors and How they Affect Demographic Variables in the Corporate Environment to Maintain Work-Life Balance

Work-life balance (WLB) remains a significant concern for industries, with research highlighting the consequences of imbalance between work and family life. In today's competitive global landscape, companies supporting WLB practices gain a competitive edge. This study aims to explore the impact of demographic variables on WLB factors in Haryana, India. A sample of 300 employees from various private and public banking and insurance branches was analyzed using one-way ANOVA. The study finds that technological advancements have facilitated the implementation of WLB practices, blurring the boundaries between work and personal life. However, despite family-friendly policies, many employees still perceive negative consequences. Normative attitudes and values continue to influence gender roles, affecting women's career prospects. Supervisors' awareness of WLB practices varies, influencing their ability to support employees. Organizations are increasingly focused on fostering a supportive workplace culture to accommodate employees' expectations regarding both family and professional life

Consensus-Driven Recommendations to Support Physician Pregnancy, Adoption, Surrogacy, Parental Leave, and Lactation in Emergency Medicine

The emergency department clinical environment is unique and guidelines for promoting supportive and equitable workplace cultures ensure success and longevity for pregnant persons and parents in emergency medicine (EM). There is paucity, variability, and dissatisfaction with current parental (historically referred to as maternity and paternity) leave policies. This paper describes the development of consensus derived recommendations to serve as a framework for emergency departments across the country for incorporating family friendly policies. Policies that foster a family inclusive workplace by allowing for professional advancement without sacrificing personal values regardless of sex, gender, and gender identity are critical for EM recruitment and retention.

THE RELEVANCE OF HUMAN RESOURCES AUDITING AND CULTURE ON EMPLOYEES' PERFORMANCE AND ORGANIZATIONAL GROWTH

In order to shape employee performance and propel corporate progress, this essay examines the significance of organizational culture and human resources (HR) audits. The dynamic and competitive business climate of today has made the efficient management of human resources even more important. The purpose of HR auditing is to guarantee compliance, efficacy, and efficiency by thoroughly examining and assessing HR policies, practices, and procedures. Employee attitudes and actions are shaped by the common values, beliefs, and behaviors that make up the organizational culture. According to the article, HR audits are essential for improving worker performance and overall company development. Organizations can pinpoint areas for enhancement, appraise adherence to legal and regulatory mandates, and appraise the efficacy of their HR procedures by regularly undertaking audits. Finding gaps, dangers, and chances to optimize HR activities, rules, and practices is made easier with the aid of this careful review. Additionally, the essay highlights how important organizational culture is in shaping workers' productivity and the development of the company. Higher performance and productivity are the outcomes of a strong and supportive workplace culture that encourages employee motivation, engagement, and dedication. On the other hand, poor employee performance and inhibited organizational growth might result from a toxic or dysfunctional culture. A positive company culture can be shaped and reinforced by auditing methods, as demonstrated by the interaction between HR auditing and the culture that is examined. A culture that supports workers' performance and fosters organizational growth can be developed with the help of HR audits, which can show whether components of the organization's culture are in line with its objectives and core values. The article concludes that employees' performance and organizational success can be greatly impacted by a strategic approach to HR auditing in conjunction with a positive company culture. Organizations can maximize their human capital, improve employee happiness and retention, and achieve long-term sustainable growth by conducting frequent evaluations of HR procedures and cultivating a good culture.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0787/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Unveil the Transformative Effects of Employee Welfare and Leadership Initiatives

This paper explores the transformative impact of employee welfare initiatives on leadership practices within organizations. Employee welfare encompasses various aspects, including health benefits, work-life balance programs, professional development opportunities, and supportive workplace cultures. Furthermore, this paper discusses the potential challenges and barriers to implementing comprehensive employee welfare programs and the corresponding implications for leadership. It highlights the importance of alignment between leadership values and organizational policies to ensure the successful integration and sustainability of employee welfare initiatives. This paper offers valuable insights for organizational leaders, HR practitioners, and scholars aiming to understand the dynamic relationship between employee welfare and leadership initiatives. By recognizing the transformative potential of prioritizing employee welfare, organizations can cultivate a culture of inclusivity, innovation, and excellence, ultimately driving sustainable growth and competitive advantage in today's dynamic business environment. Keywords: Employee benefits, Leadership skills, Promotes employee well-being and Team collaboration.

A Study on Customer Satisfaction in Homefirst Finance

This research work titled “A study on Customer Satisfaction in HomeFirst Finance”, was done with the main objective to study on Factors influencing the Customer Satisfaction and to know the customer needs and preferences inorder to assess the customer satisfaction levels. To provide the suggestion for the organization in Customer Satisfaction at HomeFirst Finance. It is descriptive research design. The Primary data has been used to collect data with the help of Questionnaire. The sample size is 120. Tools used in this study is Correlation and Chi square. The major findings are the majority 75% of the respondents are the current customers of the HomeFirst Finance company. The majority 52.5% of the customers are very satisfied with the company services. The suggestions for the betterment of the company is provide the customer feedback collection to create new customer and to retain the existing customers from the competitors. Providing a positive experience for customers can lead to long-term relationships and increased business success for lenders in the competitive home loan market. Create a supportive and inclusive workplace culture where everyone feels valued. Keywords: Factors Influencing customer satisfaction, customer loyalty, retention, growth opportunities, working environment, customer service.

A Study on the Effectiveness of Staffing in E-Recruitment with Special Reference to Careernet Technologies

This research work titled “A study on the Effectiveness of Staffing in E-Recruitment with special reference to Careernet Technologies”, was done with the main objective to study on Factors influencing staffing process in E-recruitment and to know the candidates needs and preferences inorder to assess their satisfaction levels. To provide the suggestion for the organization in evaluation of the effectiveness in E-Recruitment in terms of time &amp; cost efficiency comparison to staffing methods. It is descriptive research design. The Primary data has been used to collect data with the help of Questionnaire. The sample size is 120. Tools used in this study is Correlation and Chi square. The major findings are the majority 56.7% of the respondents are Post Graduates. The majority 54.2% of the respondents enrolled that staffing helps to fill the vacant positions with appropriate candidates. The suggestions for the betterment of the company is provide the candidate feedback collection to create new candidates and to retain the existing candidates from the competitors. The company should go for campus selection as it helps to get fresh candidates who contribute new and innovative ideas which increase the organization effectiveness. Providing a positive experience for candidates can lead to long-term relationships and increased business success for lenders in the competitive recruitment industry. Create a supportive and inclusive workplace culture where everyone feels valued. Keywords: Factors Influencing Staffing process, E-Recruitment, Retention, Growth opportunities, Working environment, Candidate management, Employee engagement.

A Study on Factors Influencing the Employee Engagement in MetroFlex Mattress Pvt Ltd

This research work titled “A study on Factors Influencing the Employee Engagement in Metroflex Mattress Pvt Ltd”, was done with the main objective to study on Factors influencing the Employee Engagement in Metroflex Mattress Pvt Ltd. To know the influence of Company Management on their engagement and job satisfaction in the Metroflex Mattress Pvt Ltd. To provide the suggestion for the organization in Employee Engagement at Metroflex Mattress Pvt Ltd, Karur. It is descriptive research design. The Primary data has been used to collect data with the help of Questionnaire. The sample size is 120. Tools used in this study Correlation ANOVA and the major findings are the majority 79.2% of the respondents are of the gender male. The majority 55.8% of the respondents are Production Department. The suggestions for the betterment of the company is provide the competitive compensation along with attractive benefits packages. Offer flexible schedules or remote work to help employees balance work and personal life. Provide training to help employees grow in their roles and careers. Regularly review salaries to ensure they're competitive and fair. Create a supportive and inclusive workplace culture where everyone feels valued. Keywords –Compensation, Job satisfaction, Employee growth opportunities, Working environment.

The Impact of Gender Stereotypes on the Participation of Women in STEM Fields in Iran

This paper delves into the critical examination of how gender stereotypes impede the participation of women in the STEM (Science, Technology, Engineering, and Mathematics) fields within the socio-cultural context of Iran. Despite significant strides toward achieving gender equality, the remnants of traditional societal and cultural expectations persistently influence the educational pursuits and career choices of Iranian women, particularly in fields traditionally dominated by men. This study seeks to uncover the depth and breadth of gender stereotypes’ impact on women’s engagement with STEM disciplines, a crucial step toward formulating strategies for a more inclusive and equitable STEM environment. The research specifically aims to quantify the prevalence of gender stereotypes and to explore their multifaceted effects on women’s decisions to pursue careers in STEM fields. It further investigates how these stereotypes influence women’s perseverance and success within these disciplines once they have chosen to embark on a STEM career path. By mapping the landscape of gender stereotypes and their tangible impacts on women’s participation in STEM in Iran, this study contributes valuable insights into the barriers women face and proposes targeted interventions to dismantle these obstacles. The findings of this research hold significant implications for policymakers, educators, and STEM industry leaders in Iran and potentially in other similar contexts. By addressing the specific challenges related to gender stereotypes in STEM, this paper paves the way for the development of more supportive educational policies, curricula, and workplace cultures that encourage and sustain women’s participation and advancement in STEM fields.

NEXUS BETWEEN INTERNAL MARKETING AND ORGANIZATIONAL COMMITMENT: A STUDY ON THE PRIVATE COMMERCIAL BANK EMPLOYEES OF CHITTAGONG, BANGLADESH

In the dynamic terrain of today's business world, the intricate relationship between internal marketing strategies and organizational commitment has emerged as a pivotal area of exploration, as exemplified by this study's investigation into the private commercial banks of Chittagong, Bangladesh. This study investigates whether there are any statistically significant gender differences in internal marketing and organizational commitment and how internal marketing practices influence organizational commitment among employees. Five dimensions are selected for internal marketing, namely communication, supervision, intangible benefits, compensation, and intermediaries. The information obtained from a total of about 130 respondents with a well-structured questionnaire and different kinds of statistical and econometrical tests is used to analyze the data. The result of the Mann-Whitney U test suggests there is no statistically significant difference in internal marketing and organizational commitment between male and female employees. The Spearman correlation test’s outcomes depict that except for supervision, the rest of the internal marketing factors have a positive correlation with organizational commitment. The outcomes of ordinal regression analysis indicate that compensation, intangible benefits, intermediaries, and communication positively influence organizational commitment. Although the effects of compensation, intermediaries, and communication on organizational commitment are significant, the effect of intangible benefits is not. Compensation fosters employee appreciation, motivation, and a supportive workplace culture. Intangible rewards and open communication foster loyalty and dedication. Intermediaries play a pivotal role in bridging communication gaps between supervisors, managers, and employees, impacting employee commitment in organizations. On the other hand, supervision has negative and significant effect on organizational commitment. Overbearing supervision can negatively impact organizational dedication, reducing job satisfaction, trust erosion, and burnout.

Diversity, Equity, Inclusion, and Belonging Is Not a One-Time Fix: An Enduring Program Requires Ongoing Efforts By Nurse Leaders in the Workplace

Anti-diversity, equity, inclusion, and belonging (DEIB) sentiment has been on the rise over the past couple of years. Unfortunately, this negativism, referred to as the “anti-woke” movement by some states, has sustained and expanded these feelings. With the escalation of global migration, it is imperative that nurse leaders build awareness of the importance of diversity, equity, inclusion, and belonging in their workplaces if they are to maintain a workforce that mirrors the communities they serve. A supportive and inclusive workplace culture can improve team engagement if robust training initiatives that address unconscious bias are ongoing, and changes to policies that address underrepresented groups are addressed. Cultural humility and responsiveness matters at all levels in the health care workplace and must be supported by senior management and nurse leaders from the bedside to the boardroom if a sustainable culture of diversity is possible.

A COMMUNITY-DRIVEN INITIATIVE TO ENGAGE EMPLOYERS AS ADVOCATES TO SUPPORT WORKING CAREGIVERS

Abstract Approximately 62% of family caregivers to older adults living with a chronic illness or disability are employed. Nearly 6 in 10 caregivers report that caregiving has affected their employment in the last year, such as by requiring them to turn down a promotion, reduce work hours, or leave the workforce. Loss of employment income affects caregivers’ immediate and long-term financial well-being. To help family caregivers balance employment and caregiving and promote their long-term financial security, in 2021, the Successfully Living and Aging in San Antonio Caregiver/Socialization Workgroup developed a 5-part discussion series to encourage local employers to consider how to better support employees who are caregivers. The series was attended by 75 individuals representing 34 organizations. During initial discussions, attendees identified the importance of institutional culture in affecting workplace policies around caregiving. To help promote supportive workplace cultures, in the third discussion session, participants used a modified nominal group technique to co-develop a 10-point pledge that employers can use support employees who are caregivers. In this presentation, the authors will describe the development of the pledge. Further, we contextualize this initiative in terms of the Shilton Model of Policy Advocacy. By integrating employers into discussions about supporting employees who are caregivers, this local initiative provides an example of how communities can incorporate employers as stakeholder advocates to support policies to help family caregivers remain in the workplace. This work is particularly valuable to advance policy recommendations to promote caregiver financial well-being within the 2022 National Strategy to Support Family Caregivers.