August 2024

Cognitive impairment in the workplace: A hidden but growing concern

The U.S. population is aging and people are working longer, whether motivated by financial concerns or longer lifespans that extend careers past the traditional retirement age. As we continue to study these trends and their impact on the workplace, there is one issue that often goes unrecognized and is rarely discussed—the increased risk that an aging workforce could be facing mild cognitive impairment (MCI) and the onset of dementia.

Workplace Insights recently sat down with Cynthia Hutchins, director of financial gerontology, Bank of America Workplace Benefits™, to discuss growing concerns around dementia in the workplace, the impact of MCI on employees and employers, and how to take a compassionate approach to protecting and supporting both your workforce and business.

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Workplace Insights (WI): Would you start by explaining what dementia is and how to recognize symptoms in the workplace?

Cynthia Hutchins (CH): Dementia affects memory, language, thinking, completion of everyday activities, mood, behavior and mobility. Personality changes can also occur with dementia, such as rigid thinking, impulsivity, irritability, anxiety and depressed mood. Symptoms are progressive and can ebb and flow depending on the time of day, stress, fatigue and the progression of the illness. Symptoms may begin gradually, can develop slowly and tend to worsen over time.

The workplace is often a discovery point of cognitive decline, because responsibilities tend to be clearly defined at work. For instance, it may be more noticeable that an employee is experiencing increased difficulty remembering meetings and appointments, following instructions, multi-tasking, maintaining previous work output, remembering the faces and names of co-workers, making decisions and executive functioning.

However, performance declines can sometimes be wrongly blamed on depression, substance use, stress or other issues. In addition, most people living with dementia don’t tell their employer of their cognitive concerns due to stigma or fear of losing their job. Both of these factors can contribute to dementia going undiagnosed. Education and training can help HR personnel and supervisors to identify warning signs of dementia and ways to support employees with disabilities.

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WI: What’s the potential impact of dementia in the workplace?

CH: Symptoms of dementia can impact job performance and the cohesiveness and effectiveness of work teams. They may even lead to demotion or job loss with potentially serious financial and legal implications for both the company and the employee. But raising awareness of this complex and sensitive issue can help to engage both employees and employers in creating a dementia-friendly work environment that can benefit all.

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WI: What are the benefits of fostering a dementia-friendly work environment?

CH: With a dementia-friendly work culture, employees may be more comfortable coming forward to share their observations or a diagnosis of dementia. And this can help open the door to critical conversations, necessary accommodations and access to treatments, therapies and resources.

With employer support, there are many ways employees with MCI can continue to work efficiently and effectively. Employees benefit from maintaining a healthy sense of identity, purpose and productivity and can continue to thrive from opportunities for socialization and mental stimulation. They also benefit from continuation of their salary and health insurance, which is especially important at a time when they may have significant medical costs and are working toward their retirement income goals.

Helping employees with MCI who wish to remain active contributors in the workplace can also benefit employers. Companies can retain the valuable historical knowledge and experience held by these employees and can engage them in transitioning their skills to others. A dementia-friendly work environment can also help demonstrate a caring company culture, which can help foster greater employee loyalty and retention.

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WI: How can employers cultivate this environment?

CH: Examples of ways employers can help cultivate a dementia-friendly workplace include:

• Simplify the work setting and routine: Reduce distractions, such as noise, to help with concentration. You can also help reduce stress by maintaining familiar and consistent routines and adjusting job responsibilities to align with shifting capabilities.
• Allow for flexibility: Provide work from home or a hybrid work options. Consider shortening the workday for employees with cognitive disabilities and letting them choose the times of day when they function best.
• Offer support: Create a “buddy” or peer support system that can provide assistance with more complicated tasks and check in on how well accommodations are working.
• Assess your workplace benefits offering: A comprehensive program including benefits such as Health Savings Accounts, long-term care, disability insurance and Employee Assistance Programs can provide people living with dementia valuable assistance.

Corporate America can play an important role in fostering dementia-friendly workplaces and communities that can help people living with dementia devote their remaining years to activities that give their life meaning and joy, whether that’s continuing to work or making a dignified exit from the workplace. I encourage you to read the full white paper for more insights, resources and suggested next steps to help you address this important issue.

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