Mr. Speaker, I am delighted to rise today to speak to the bill from my colleague from Sackville—Musquodoboit Valley—Eastern Shore, and I echo the compliments that have been given to him about his social conscience.
Tonight we are debating private member's Bill C-206 concerning EI benefits for persons who are caregivers for family members. There is no doubt that the issue of compassionate care and the need to find a way to provide support and job protection for workers who have to take time off to care for very ill or infirm family members is a key one for the House to consider. We know that everyone has a stake in workplace issues: employees and unions, employers and governments, and social commentators, for example. Virtually all have identified the need for some kind of compassionate leave program for Canadians who have to be away from work to provide needed care for family members.
We have a lot of evidence to look at. For example, almost one in four Canadian workers say that they or others in their households provide care to an elderly, disabled or seriously ill family member. We also know that almost half of Canadians feel moderate to high work/life stress. This is almost double the rate of a decade ago. We know that women are more than twice as likely to feel the stress of trying to blend work and personal responsibilities. Workers with dependant care responsibilities, such as children or elderly relatives, report even more conflicts between work and life than their fellow employees. The member raises an issue that is of great concern to Canadians and that is already high on the government's priority list.
There are numerous ways to look at this issue. To some it is an issue of work and life balance. To others it is an issue of workers' rights. More recently it was identified as a health care issue. For example, both Romanow and Kirby looked at it in the context of the health care system. Mr. Romanow told us that as much as 85% to 90% of home care is provided by family and friends. His report concludes that home care could not exist in Canada without the support of social networks and informal caregivers. Senator Kirby too recognized the fundamental role played by family caregivers in home care. His report specifically recommends that benefits be provided to employed Canadians who choose to take leave from work to provide palliative care.
The government appreciates the views presented in these reports and accepts that attention to the issue of support for family caregivers is an important element of the overall health care agenda, but we also see this as a key workplace issue, especially in the context of looming skill shortages in many Canadian workplaces.
We have some facts that illustrate the extent of this issue in Canadian workplaces. First, we know that 56% of family caregivers also work full time and another 12% work part time. We also know the following: 69% of women with children under 16 are part of the employed labour force; 75% of males and 62% of females who provide care to seniors are employed; and the proportion of employees caring for both elders and children is going up dramatically, in the past decade increasing by 9.5%, to 15%. One survey showed that 77% of Canadian workers who care for gravely ill family members have had to take some time off to provide compassionate care.
The need to balance caregiving and workplace responsibilities is one that has impacts on many individual Canadian workers and their workplaces and, given the demographics of our population, it seems safe to assume that the extent of the impact on individual workplaces will continue to grow.
The issue of being able to provide compassionate care and still stay attached to the workforce is one that has important implications for the labour market of this country. Our objective must be to make sure that the valuable skills and experience of employees continue to be available to the labour market. At the same time, we should try to support their need to meet vital caregiving responsibilities.
In other words, the government's response to this issue should meet workers' needs for temporary income support while they are away from work but at the same time should allow them to stay attached to the labour market. Governments are not alone in seeing this need. Employers too are recognizing the growing need to provide temporary leave to meet family responsibilities. For example, a survey of medium sized to large businesses showed that 59% offered some kind of family responsibility leave, although only about half had a formal policy. The survey also showed that typical employer workplace supports are largely unpaid, informal and very short term. In other words, there is growing recognition of the need for temporary workplace support for caregivers but not yet a systematic approach.
As we look at the issue from the perspective of the government, some key considerations emerge. First, although representatives of both employers and employees acknowledge the need for some kind of program to allow workers to balance their work and family responsibilities, no systematic response to the problem appears to be forthcoming from the private sector. Second, the typical need is for a temporary form of income support which will ensure that workers can retain their attachment to the labour force. Third, any solution must be affordable. Fourth, a program response from the federal government should involve both the public and the private sectors.
These are the key considerations that are guiding the government as an appropriate response is developed to meet the throne speech commitment to deal with this issue. I once again compliment the member for his work in the social field in raising this important subject for us to deal with in the House.