Workplace Policies Research Articles

Social processes, practical issues, and COVID-19 vaccination among hesitant adults

IntroductionThe purpose of this study is to examine relationships between COVID-19 vaccination, social processes, and the practical issues of healthcare coverage and workplace requirements. We examine these relationships among individuals who expressed some degree of hesitancy towards receiving the vaccine. Assessing relationships between COVID-19 vaccination, social processes, and practical issues among vaccine-hesitant individuals has implications for public health policy and intervention. MethodsWe analyzed weighted data from a random sample phone survey of Arkansas adults (N = 2,201) between March 1st and March 28th, 2022 and constrained our analytical sample to those who had reported some degree of vaccine hesitancy (N = 1,251). Statistical analyses included weighted and unweighted descriptive statistics, weighted bivariate logistic regressions, and a weighted multivariate logistic regression to obtain adjusted odds ratios for COVID-19 vaccination. ResultsMore than two-thirds (62.5 %) of respondents were vaccinated, despite their hesitancy. Adjusted odds of COVID-19 vaccination were greater among Black (OR = 2.55; 95 % CI[1.63, 3.97]) and Hispanic respondents (OR = 2.46; 95 % CI[1.53, 3.95]), respondents whose healthcare provider recommended vaccination (OR = 2.50; 95 % CI[1.66, 3.77]), and as perceptions of vaccination coverage (OR = 2.04; 95 % CI[1.71, 2.43]) and subjective social status increased (OR = 1.10; 95 % CI[1.01, 1.19]). Adjusted odds of COVID-19 vaccination were greater among respondents with a workplace that recommended (OR = 1.96; 95 % CI[1.03, 3.72]) or required vaccination (OR = 12.62; 95 % CI[4.76, 33.45]) and among respondents who were not employed (OR = 1.82; 95 % CI[1.10, 3.01]) compared to those whose workplace did not recommend or require COVID-19 vaccination. ConclusionsSome hesitant individuals become vaccinated despite their hesitancy—a group we refer to as “hesitant adopters.” Social processes and practical issues are important correlates of vaccination among those who are hesitant. Workplace requirements appear to be of particular importance for vaccination among hesitant individuals. Provider recommendations, norms, social status, and workplace policies may be effective points of intervention among those who express vaccine hesitancy.

Making the employment interview work for a neurodiverse workforce: Perspectives of individuals on the autism spectrum, employers, and service providers

BACKGROUND: The traditional job interview process can pose numerous barriers which may disadvantage job seekers on the autism spectrum. Further research is needed to understand the specific dynamics of the interview process that pose the most significant challenges to hiring success and possible ways to remediate these challenges. OBJECTIVE: This qualitative research examined the barriers to, and facilitators of, successful employment interviews from the perspectives of three stakeholder groups: people on the autism spectrum, employers, and service providers. METHODS: We used qualitative content analysis to derive themes from interviews with 23 participants, including individuals on the autism spectrum with job interview experience, employers with experience in interviewing job candidates on the autism spectrum, and service providers who provide employment support to people on the autism spectrum. RESULTS: Five themes emerged across stakeholder groups: (1) navigating unpredictability, (2) introducing flexibility and modifications, (3) relationship-building strategies, (4) importance of self-awareness and self-advocacy, and (5) nuances of Self-disclosure. Across the themes, participants described how to modify the interview process to be more inclusive of neurodiversity. CONCLUSION: We conclude with how rehabilitation service providers can more effectively provide direct services to individuals on the autism spectrum and consult with employers on workplace policies and practices to enhance neurodiversity inclusion.

The Right to Disconnect in Australia: Creating Space for a New Term Implied by Law

A French labour law commenced in 2017 attempting to preserve a ‘right to disconnect’, requiring companies with 50 employees or more to negotiate policies about work-related communications with employees outside work. This legislation points to a universal problem, equally affecting Australian employees. The expectation to stay connected out-of-hours is making employees miserable, leading to burnout, poor performance, and high turnover. While a right to disconnect has not yet been widely recognised in Australia, this article explores the several forms it could take. Some employers have begun implementing equivalent changes to their workplace policies and enterprise agreements. The right could be formulated as an express contractual term. Modern awards and the National Employment Standards could be varied to include it. However, these options depend on direct intervention at the workplace level, or by Parliament. Instead, the common law could be instrumental in recognising it as a term implied by law.

Applying the Worker Well-Being Framework to Identify Factors that Impact Turnover Among Long-Haul Truck Drivers.

Drivers in the long-haul trucking industry have chronic health conditions, engage in unhealthy behaviors, and leave the industry at high rates. Previous work has not considered the health and safety outcomes resulting from the conditions of work in the trucking industry and their role in turnover. The goal of this study was to understand the expectations of an incoming workforce, explore how work conditions impact their well-being, and identify strategies for retention. Semi-structured interviews were conducted among current long-haul drivers and supervisors at trucking companies, and students and instructors at trucking schools (n = 33). Participants were asked about why they decided to enter the industry, their health challenges related to being in the trucking industry and whether these challenges were related to turnover, and strategies for retention. Health conditions, differences in job expectations, and work demands were associated with leaving the industry. Workplace policies and culture (e.g., lack of supervisor support, schedules that limited home time, company size, and lack of benefits) were associated with workers' intention to leave an organization. Strategies identified to improve retention included integrating health and wellness into onboarding, creating realistic job expectations for those entering the industry, establishing relationships with drivers and dispatchers, and developing policies to limit time away from family. Turnover in the trucking industry is a persistent problem and leads to a shortage of skilled workers, increases the workload, and reduces productivity. Understanding the relationship between the conditions of work and well-being provides a more holistic approach to address the health, safety, and well-being of long-haul truck drivers. Health conditions, differences in job expectations, and work demands were associated with leaving the industry. Workplace policies and culture (e.g., supervisor support, schedules that limited home time, lack of benefits) were associated with workers' intention to leave an organization. These conditions provide an opportunity for occupational health interventions to promote the physical as well as psychological health of long-haul truck drivers.

Skin Cancer Prevention across the G7, Australia and New Zealand: A Review of Legislation and Guidelines.

Incidence rates of melanoma and keratinocyte skin cancers have been on the rise globally in recent decades. While there has been a select focus on personal sun protection awareness, to our knowledge, there is a paucity of legislation in place to help support citizens' efforts to protect themselves from the harmful effects of ultraviolet radiation (UVR). Given this, we conducted a comprehensive review of legislation and guidelines pertaining to a variety of sun protection-related topics in countries of the Group of Seven (G7), Australia and New Zealand. Australia was the only country to have banned tanning beds for individuals of all ages, while other select countries have instituted bans for minors. In workplace policy, there is very little recognition of the danger of occupational UVR exposure in outdoor workers, and thus very few protective measures are in place. With regard to sports and recreation, certain dermatological/professional associations have put forward recommendations, but no legislation was brought forward by government bodies outside of Australia and New Zealand. With regard to youth, while there are various guidelines and frameworks in place across several countries, adherence remains difficult in the absence of concrete legislation and standardization of procedures. Finally, only Australia and a few select jurisdictions in the United States have implemented sales tax exemptions for sunscreen products. In light of our findings, we have made several recommendations, which we anticipate will help reduce the rates of melanoma and keratinocyte cancers in years to come. However, minimizing UVR exposure is not without risk, and we, therefore, suggest the promotion of vitamin D supplementation in conjunction with sun protective practices to limit potential harm.

O-170 The true impact of fertility problems: insights from the Fertility Network UK and Middlesex University survey

Abstract Fertility Network UK’s survey of approaching 1,300 fertility patients in the UK reveals the devastating toll infertility wreaks on people’s mental health, relationships, finances and career. Released at the start of National Fertility Awareness Week 2022, the findings highlight the emotional and financial impact, as well as the lack of information provided by GPs and the limited support options, such as counselling services. Background Fertility challenges and the use of assisted conception are increasing. Yet access to funded treatment and associated supports, such as counselling, is often limited, so the financial and emotional impacts of treatment are problematic for many people. In order to examine the impact of fertility challenges and treatment, Fertility Network UK commissioned Middlesex University to conduct a survey to examine the impacts of fertility challenges and treatment in order to update the survey conducted in 2016. The online survey was conducted between April and July 2022 to examine the psychological, emotional and relationship impacts of treatment, funding and support issues, and experiences of combining treatment and work. Specifically, Fertility Network UK gathered information on: - Emotional and psychological impacts of experiencing fertility challenges and of treatment - How it affects relationships with partner, friends, family and colleagues - How it impacts work and career, and how supportive employers are - Access to counselling and other supports - Access to NHS-funded fertility treatment. Fertility Network UK wished the survey to be applicable to a broad range of individuals including those who have fertility challenges but are not having treatment, those who have received or are currently having treatment or who are planning or awaiting treatment, and those who have completed their fertility journey, whether it has been successful or they have had to accept involuntary childlessness. Key Findings Mental health • 4 out of 10 respondents experienced suicidal feelings. • Approaching half (47%) of respondents experienced feelings of depression often or all the time, while the vast majority (83%) felt sad, frustrated and worried often or all the time. Finances • Two-thirds of patients (63%) had to pay for their own medical treatment. • The average cost of investigations and treatment was £13,750. • Around 1 in 10 couples (12%) spent more than £30,000 and a few (0.5%) spent over £100,000. Career • 15% either reduced their hours or left their job. • Over a third (36%) of respondents felt their career was damaged as a result of fertility treatment, and the majority (58%) felt concerned that fertility treatment would affect their career prospects. • Only a quarter (25%) reported the existence of a supportive workplace policy • Less than half (45%) of respondents felt they received really good support from their employer. Relationships • The majority of respondents (59%) reported some detrimental impact of fertility problems and/or treatment on their relationship with their partner. Information & Support • Approaching half (44%) of respondents sought help from Fertility Network UK, the nation’s leading fertility charity. • Three-quarters of respondents (75%) felt their GP did not provide sufficient information about fertility problems and treatment and 7% were not sure. Less than one-fifth (18%) were satisfied with the information GPs provided. • The majority of respondents (78%) would have liked to have counselling if it was free. Half of respondents (51%) did have counselling, but most of these (59%) had to fund some of it themselves. Trial registration number XXXX

Mixed Messages and COVID-19 Prevention: Why Information Is Not Always Enough to Protect Meat Processing Workers

The objective of this project was to investigate U.S. meat and poultry processing workers' knowledge of COVID-19, perceived ability to protect themselves from infection, and perspectives on COVID-19 vaccines to inform COVID-19 prevention efforts within this linguistically, racially, and ethnically diverse workforce. Qualitative semi-structured in-depth interviews were conducted with Mexican, Central American, Congolese refugee, and Black or African American meat/poultry processing workers from Mississippi, Minnesota, Virginia, and Kentucky (N=40). Data were collected from December 5, 2020, to January 28, 2021. Interview audio was transcribed, and rapid qualitative data analysis was used to analyze transcripts. Most participants expressed receiving mixed messages about COVID-19 protection measures: they were told how to protect themselves (n=38), but workplace policies (such as lack of paid sick leave) often undermined their efforts. Participants who were asked about COVID-19 vaccines (n=31) were aware there were one or more vaccines available to protect them from COVID-19; one-third were eager to get vaccinated. Community-based efforts may consider supplementing large scale unified information campaigns in order to prevent mixed messages, address worker needs to accurately gauge the threat of illness to their families and communities and empower them to prevent infection.

The Spread of Digital Intimate Partner Violence: Ethical Challenges for Business, Workplaces, Employers and Management

In recent decades, huge technological changes have opened up possibilities and potentials for new socio-technological forms of violence, violation and abuse, themselves intersectionally gendered, that form part of and extend offline intimate partner violence (IPV). Digital IPV (DIPV)—the use of digital technologies in and for IPV—takes many forms, including: cyberstalking, internet-based abuse, non-consensual intimate imagery, and reputation abuse. IPV is thus now in part digital, and digital and non-digital violence may merge and reinforce each other. At the same time, technological and other developments have wrought significant changes in the nature of work, such as the blurring of work/life boundaries and routine use of digital technologies. Building on feminist theory and research on violence, and previous research on the ethics of digitalisation, this paper examines the ethical challenges raised for business, workplaces, employers and management by digital IPV. This includes the ethical challenges arising from the complexity and variability of DIPV across work contexts, its harmful impacts on employees, productivity, and security, and the prospects for proactive ethical responses in workplace policy and practice for victim/survivors, perpetrators, colleagues, managers, and stakeholders. The paper concludes with contributions made and key issues for the future research agenda.

IMR – 7th INDAM CONFERENCE PAPER: Future of workplace design from a socio-technical perspective

Post-COVID-19, there is an ongoing discussion worldwide on the future of workplaces across organisations. This is a socio-technical system in transition, and we use a multi-level perspective (MLP) to identify the changing elements. We perform discourse analysis on the social media platform to gather stakeholders’ perspectives on the workplace to identify (a) changing dimensions of the workplace; (b) emerging challenges; (c) the necessity for adoption of new technologies; and (d) learnings from the pandemic with respect to the workplace. We propose a conceptual model through theories of socio-technical perspectives that shall inform practice on the design of workplace policy.

Challenges of Continuation of Exclusive Breast Feeding up to 6 Months in a Setting with High Exclusive Breast Feeding Rates Reported. Experience from Eastern Province of Sri Lanka.

According to the World Breastfeeding Trends Initiative, Sri Lanka ranked as number one and only country to achieve green status. Exclusive breastfeeding (EBF) for six months is current practice with a rate of 75.5% among 0-5months. Identify factors contributing early cessation of breastfeeding in a single centre of Eastern province Sri Lanka. A descriptive cross-sectional study conducted in Sammanthurai Medical officer of Health area. Consecutive mother-infant days with the infant ageing < 6months were included from 25 public health midwife areas using an interviewer administered questionnaire. Missing values imputed using 'missForest' algorithm. The mean age of the sample was 28.4(SD ± 5.6). Of the 257 mothers recruited, 15(5.8%) were teenagers and 42(16.3%) > 35years. 251(97.6%) had children 1-5 and 86(33.5%) were first born. 140 (54.5%) had tertiary education, 28 (10.9%).31(12.1%) were employed. EBF rates 0-6months was 79.8% (n = 205). 239(93.0%) started breastfeeding within an hour. EBF was not associated with maternal age, birth order or income. 18 employed mothers and 186 unemployed mothers continued EBF. Regarding the factors associated with EBF, having a tertiary education (p < .001), being employed (p = .004) and having less than 3 children (p = .03) were associated with non-exclusive breastfeeding. Tertiary education was the significant predictor of non-exclusive breastfeeding in this population with an odds ratio of 4.50 (95% CI 1.331-15.215). Employment identified as a risk factor for early cessation of EBF needs well planned further research to overcome this practical issue. Also might need revision of workplace policies, establishment of lactation areas in office premises to overcome some of these issues.

Fragile belonging: professional Polish women’s belonging at work

ABSTRACT Research continues to emerge on the role of Brexit on migrants’ belonging in Britain, and this article contributes to the scholarship in related ways. The article draws on belonging as an analytical frame to examine how Polish migrant women in professional occupations challenge and negotiate their belonging at work. The article uses qualitative narrative interviews collected pre-Brexit (2015/2016) with Polish women living in Greater Manchester to examine their belonging strategies. Despite these migrant women’s shared whiteness, Europeanness, and professional status, these signifiers do not prevent them from encountering non-belonging. Nonetheless, the women’s narratives show they use various active and complex strategies (ethnicised, classed, and individualized) in their workplaces to conceal, recast and uplift their position to forge belonging. The findings enhance our understanding of workplace belonging processes, including Polish professional women’s strategies during a challenging period. Additionally, they contribute to the development of future workplace policy on belonging research.

Employment and leave while parenting children with medical complexity.

Children with medical complexity (CMC) require frequent medical care and are at risk of recurrent hospitalizations. The Family Medical Leave Act (FMLA) allows some workers to take unpaid leave from work to care for family members. This study examines caregiving obligations of parents of CMC, the availability and appropriateness of FMLA in facilitating their roles as caregivers and employees, and how these challenges affect employment and financial security. Parents of CMC were recruited from a primary care pediatric care management program for semistructured interviews. An integrated approach, using both deductive and inductive codes, was used to conduct a thematic analysis. All 16 respondents were female, with half working full-time, five working part-time, and three not employed at the time of participation. On average, their CMC experienced 1.8 hospitalizations in the prior 12 months. Parents described that caring for CMC required ongoing and unpredictable time commitments that conflicted with job duties and schedules. This conflict led to frequent employment changes that negatively impacted parents' eligibility for FMLA, their financial health, and their own well-being. Parents often described not having access to FMLA due to exhausting the allotted time, part-time status, insufficient tenure at their job, or the inability to take unpaid leave. Parents depended on informal workplace policies and relationships with supervisors to maintain employment, as well as personal and formal supports to care for CMC and their families' financial stability. Parents want and need to work in order to support their families and pay for the added expenses related to care for their CMC. Remaining active in the workforce requires that they have flexible schedules that accommodate their unpredictable and ongoing caregiving responsibilities. The eligibility criteria and unpaid nature of FMLA, however, make employment and financial stability elusive for caregivers of CMC. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Investigating factors related to social workers’ job satisfaction: Government and private hospitals in Tehran and Karaj Provinces

The job takes up more of an individual’s time than any other activity and gives meaning to people. Various factors interact with each other to make someone satisfied or dissatisfied with the job. This study aims to identify the factors related to social workers’ job satisfaction based on Herzberg's motivation-hygiene theory. The target population includes a total of hospitals located in Tehran and Karaj Provinces, Iran. 108 hospital social workers participated in the study, and the data were gathered through a job satisfaction questionnaire. As a result of this research, the overall level of social workers’ job satisfaction is average. A significant positive correlation was identified between motivational and hygiene factors, and job satisfaction. Among the variables of motivational factors, recognition, achievement, growth, and responsibility, and among the components of hygiene factors, supervision, workplace policy, and interpersonal relationships correlated significantly and positively with job satisfaction. In addition, a statistically significantly greater role of motivational factors in explaining social workers’ job satisfaction compared to hygiene factors has been proved.

Service Quality Assessment of Retail Pharmacies in Balingasag, Misamis Oriental Based on Hybrid AHP-RSQ Model

The number of retail pharmacies in Balingasag, Misamis Oriental have increased due to the promising economic development of the municipality. Despite customers having wide alternative options to choose, service quality-implementation by respective pharmacies have perhaps executed inconsistently leading to a poor outlook of the stores service. The main objective of this study is to assess the service quality and performance efficiency of pharmacies surrounding the central area of the municipality of Balingasag using Analytical Hierarchy Process (AHP). We discuss in this paper the analysis of criterion prioritization through expert judgments, identify retail pharmacies with high and low performance efficiency of service quality. Criteria considered in formulating the AHP architecture is based on the retail service quality scale of Dabholkar et al. (1996) including workplace hygiene, understanding, accessibility, reliability, guidance, policy, and problem – solving. Based on experts’ judgments using pairwise comparison, different performance indicators have been evaluated: the most prioritized criterion among the seven (7) criteria is ‘problem-solving’ with a criterion weight of 0.22 while the least prioritized criterion is ‘accessibility’ with a criterion weight of 0.05. Empirical evaluation integrated with the obtained criterion weights showed that among ten (10) retail pharmacies; nine (9) pharmacies have good performance quality, while the remaining pharmacy have an acceptable performance in service quality implementation. The result of this study gives emphasis that ‘problem-solving’ criterion in the implementation of service quality should be strengthened by retail pharmacies to subsequently improve its service quality performance and competitive positioning.

The UK Pay Transparency Regulations: apparent transparency without accountability?

AbstractThe UK enacted its first legal measure to address gender pay inequity, the Equal Pay Act 1970, more than 50 years ago. Yet, in 2021, the gender pay gap (GPG) still stood at 15.4%. Departing from the remedial and individual approach that characterises equal pay legislation, the 2017 Gender Pay Gap Information Regulations (the Regulations) require private and voluntary sector organisations with 250+ employees to annually publish pay data broken down by gender. The long-term aspiration of the Regulations is to contribute to closing the GPG within a generation. It is also hoped that they will encourage the public disclosure of pay data and changes in workplace policies to reduce organisational GPGs (immediate aims) and improve employers’ accountability (underlying aim). This paper considers whether the Regulations have what it takes to meet those immediate and underlying aims. Our assessment framework is built on the premise that for public disclosure to be useful and for employers to tackle the causes of the GPG, the information reported must be of sufficient quality, meaningful and relevant. The paper draws on both doctrinal analysis and empirical data reported by FTSE 100 Index companies to assess the Regulations and determine whether they hold the potential to meet those aims.

Hot topic: Examining discursive representations of menopause and work in the British media

AbstractThis study builds on Goffman's idea of stigma to examine how mainstream print media in the UK have framed menopause over the past decade, especially concerning work. We used a computational corpus‐assisted discourse analysis (CADS) approach to analyze 2993 articles on menopause. The results indicate increased attention to menopause and, more recently, to menopause and work. However, the narrative consistently foregrounds negative aspects associated with dysfunction, decline, and unpredictable behavior, especially around litigation. These discursive representations reinforce the stigma around menopause by constructing women at this stage of life as the dangerous other, affected by physical and mental abnormalities. For women not to be disadvantaged at work, menopause representations must be more balanced by including more positive stories. Our study offers insights that can be of relevance to emerging workplace policies and assist the media in communicating the issues of menopause and work. We also make a methodological contribution by taking the CADS approach to explore empirically and systematically the dominant discourses around menopause in the UK mainstream media just over the last decade.

Advancing menopause care in Australia: barriers and opportunities.

Advancing menopause care in Australia: barriers and opportunities.

"They Don't Really Consider Us Essential, But We Are": a Qualitative Investigation of Vaccine Acceptance and Perceived Workplace Safety Among Black Transit Workers During the COVID-19 Pandemic.

Black Americans face a higher risk of coronavirus disease 2019 (COVID-19) morbidity and mortality due to adverse social determinants of health, including their overrepresentation in the frontline workforce. Despite these inequities, increasing vaccine acceptance among this subpopulation has been challenging. We conducted semi-structured qualitative focus groups with Black public transit workers living in the USA to explore behavioral intentions regarding COVID-19 vaccine uptake, occupational health challenges, and the perceived impact of racism on workplace health and safety during the pandemic. A thematic analysis approach was used to analyze the final transcripts. We completed three focus groups (n=10 participants) in October and November of 2021. Enabling factors for vaccination included opportunities for vaccination in the workplace, flexible hours of operation, and walk-in vaccine clinics. Disabling factors included excessive wait times. Some participants also cited lack of cleanliness, inconsistent enforcement of COVID-19 safety protocols, and unclear workplace policies regarding sick and hazard pay as major safety barriers. Perceptions regarding the role of racism in their experiences with COVID-19 as transit workers were mixed. Though occupational health and safety concerns were high, there are opportunities for transit agencies and government officials to improve both vaccine uptake and working conditions for Black transit workers.

Using Dass-21 to Measure the Psychological Stress of Malaysians during Covid-19

The Movement Control Order (MCO) was imposed in Malaysia in March 2021 due to the Covid-19 pandemic. This six-month control led to a substantial psychological impact among Malaysians. Using a quantitative survey based on the DASS-21 instrument, 400 Malaysians answered a questionnaire to examine whether demographic factors, risk perception, individual behaviour, mental health and media usage affected the psychological impact of Malaysians during COVID-19. Findings indicate that COVID-19 did impact Malaysians more due to the movement constraint. Besides contributing to the body of knowledge, this study shows that workplace policies that affect quality of life need immediate attention.

A comparative analysis of carer-employees in Canada over time: a cross-sectional analysis of Canada’s General Social Survey, 2012 and 2018

ObjectivesThe aims of the study are to identify trends in the socio-demographic, health, and work profiles of Canadian carer-employees (CEs) over time, as well as the gender difference in the intensity of caring.MethodsCross-sectional data from cycles 26 and 32, collected in 2012 and 2018 respectively, of the Canadian General Social Survey (GSS) were used. Logistic, multinomial logistic, and linear regressions were used to estimate how caregiving is associated with caregivers’ health, well-being, and work in both cycles. Regressions from both cycles were then compared with chi-square tests for significant differences over time.ResultsThe proportion of male CEs grew between 2012 and 2018, and women were no longer more likely to be a CE. The intensity of care for female CEs was significantly increased from 2012 to 2018 as compared with their male counterparts. General health (2018: OR = 0.25[0.11, 0.61] vs. 2012: OR = 0.33[0.15, 0.72]) and life satisfaction (beta = -0.42[0.54, -0.30] vs. beta = -0.22[-0.30, -0.14]) were significantly worsened with respect to the role of CEs from 2012 to 2018.ConclusionOur study provides the evidence that CEs’ health and well-being have worsened over time, especially for female CEs, indicating that the needs of CEs are growing at a faster rate than the supports available. The results are meaningful in informing and justifying the provision of CE supports at work in order to sustain CEs in the workplace, such as the carer-friendly workplace policies.