Early-onset dementia is on the rise, according to the Alzheimer Society of Canada
Alzheimer's and dementia are no longer conditions that only affect retirees, according to recent findings from the Alzheimer Society of Canada.
In honour of Alzheimer’s Awareness Month, Michelle Lewis pointed to recent statistics from the Alzheimer Society of Canada’s Landmark Study that show the impact dementia will have in Canada, ultimately extending into the workforce.
"The numbers of dementia are on the rise,” the CEO of the Alzheimer Society of Brant, Haldimand Norfolk and Hamilton Halton areas, said. “By 2050, 1.7 million Canadians will be living with dementia," she said, highlighting that’s nearly triple the previous figure from 2020.
“This is not a future thing; it’s happening here and now. The trajectory is there and it's just going to continue to grow from where we are today,” added Lewis.
What’s more sobering is the rise in early-onset dementia, which affects those under 65. These are people who are still working, managing mortgages, and supporting dependents. In Ontario alone, early-onset cases are projected to increase by 59 per cent by 2050. Meanwhile, cases in Alberta are projected to increase by 107 per cent.
These statistics serve as a warning to employers. They must prepare now for a future where employees will undoubtedly face this progressive condition.
While Lewis noted more research is needed for early-onset cases, Canada has an aging population. By default, age is the number one risk factor for dementia.
“The older you get, the higher your risks are of being diagnosed with dementia,” Lewis said.
But there's other risks that increase risk for dementia like diabetes and strokes. Lewis noted we can mitigate such risks with healthy brain and physical activity.
“What's good for the heart and body is good for the brain,” she said. “We think of mental health, but we don't think of brain health and concussion protocols are huge. However, we don't know enough to be able to put our finger on what's causing the increase.”
So how can employers prepare for a dementia-friendly workforce? One of the first steps is breaking the stigma around dementia.
“Just because there’s a diagnosis doesn’t mean the person can’t work now,” Lewis explained. “It just means they’re going to need some help along the way until the point where they’re no longer able to work.”
Lewis asserted building a workplace culture that is dementia-aware is critical, as it encourages open communication and makes employees feel safe to disclose a diagnosis.
Pointing to her own experience, Lewis highlighted collaborating with people living with dementia on a co-design project.
“I was absolutely blown away by the people I worked with,” she said. Despite their diagnosis, participants, who included professionals like a nonprofit executive director and a registered nurse, provided valuable insights.
“Maybe they took a little bit longer to process the question or communicate their message, but the quality of their contributions was brilliant,” she said. “They have so much more to contribute. They have brilliant minds, and they just want a chance to be able to communicate it.”
Because dementia is a progressive disease, accommodations will need to be put in place as things progress, Lewis said. She suggested measures like providing calendars and reminders, maintaining consistent routines, and reducing distractions in the workplace.
Flexible schedules can also make a difference, whether to accommodate medical appointments or to allow employees to work from home when needed.
In some cases, modifying roles may also be necessary. Consequently, Lewis noted that employers should focus on the strengths and expertise employees bring to their work. Other accommodations might include assistive technology, a buddy system, or structured mentoring.
She also emphasized the importance of proactive conversations.
“Employers can only accommodate so much if the person’s not sharing what they need or what’s going on,” she said, while also advising employers to help their employees with dementia familiarize themselves with their workplace policies, benefits, and employee assistance programs.
Lewis pointed to the Alzheimer’s Society program called “dementia-friendly communities”, aimed to reduce the stigma and build awareness and compassion at a community level.
“Being a part of the dementia-friendly communities work. Employees know the signs to look for, and people feel safe to disclose a diagnosis as well. By creating that culture and that dementia- friendly space, it encourages folks to say, ‘This is what's going on, and here's the help that I need,’” said Lewis.
Having these kinds of programs in place also encourage more proactive conversations “when things are getting more difficult, rather than leaving the employer blindsided with performance issues,” she said.
“Be really aware of what you can offer, and know it upfront,” asserted Lewis. “The number one thing is a supportive workplace culture and being dementia aware before you have to be. Work with them and give them the opportunities to share it.”
“We can’t be afraid. I learned more from those people than I have in other areas of my career,” Lewis added.
