see invisible care Dr Tamara Daly CIHR Research Chair in Gender Work amp Health Associate Professor School of Health Policy amp Management York University Toronto dalytyorkuca 1 ID: 448547
Download Presentation The PPT/PDF document "How can we" is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
Slide1
How can we see invisible care?
Dr. Tamara Daly,CIHR Research Chair in Gender, Work & HealthAssociate Professor, School of Health Policy & ManagementYork University, Torontodalyt@yorku.ca
1Slide2
How do we see invisible care?Invisible care work is provided by
students, relatives and friends, privately paid companions, volunteers, and finally by paid care workers who fill gaps in the care needs. We need more staff to provide good quality careHow do we see invisible care in the literature, policy and practice spaces?
How do we see the
tensions
and promise of a reliance on invisible care?
2Slide3
How do we see invisible care?
Literature: care work studies of facility care focus on paid workPolicy: with exceptions, invisible care work is unregulated, undocumented and not counted in comparison with paid workPraxis: although facilities rely on this invisible care, it is not recognized for its importance as an overarching work organization model
3Slide4
Teaching Model
Promise: youth and others looking for new work are exposed to and possibly attracted to work in LTCTensions: extra "hands" available to provide care is unlike the reality of work in LTC 4Slide5
Familial Model
Promise: strong family councils Tensions: staff feelings of surveillance; family members' feelings of burnout and stress 5Slide6
Paid Companions
Promise: residents get one-on-one attention, can attend some additional activities and go outside more oftenTensions: surveillance of staff; interruption of work flow 6Slide7
Volunteer Model
Promise: this model builds on community capacity; helpful where there are language and cultural specificitiesTensions: attracting, retaining and rewarding volunteers is full- time work 7Slide8
Staff "Volunteer" Model
Promise: ??Tensions: staff burnout and absenteeism 8Slide9
Concluding ThoughtsThe informal and often unpaid work performed by students, volunteers, relatives, paid companions and staff exists in different configurations in different homes irrespective of country.
By spending time in facilities it is increasingly clear that the invisible labour is essential to under-staffed facilitiesHomes adopt one main form of invisible labour to supplement their paid care work organization. Without higher staffing ... critical to care9Slide10
ReferencesArt from Gustav Vigeland, Erica McGilchrist, Franz Wilhelm SeiwertResearch supported by the Canadian Institute for Health Research and the Social Sciences and Humanities Research Council
10