Special Edition Marking the Completion of the Interreg

HE A LT H Y

SPECIAL EDITION MARKING THE COMPLETION OF THE INTERREG NSR 5B PROJECT IN FOR CARE 2016 – 2019 HEALTHY IN DRENTHE • FOREWORD • GIVE CAREGIVERS SOME ROOM - ALSO IN THEIR WORK ENVIRONMENT

Give caregivers some room - also in their work environment

The 2018 edition of the Healthy in in this way in step with market developments, organisations Drenthe magazine highlighted vari- can guarantee continuity and thus remain future-proof in ous projects dealing with happy and terms of employment in our region. healthy ageing in our province. One of these projects was the internation- This magazine provides an insight into the final phase of all al cooperation project In For Care. the pilots implemented in Drenthe during the course of In In For Care is a project within the For Care. We hope this provides you with a clear overview Interreg North Sea Programme in of all the valuable activities that have been designed and which ten partner regions from six expanded in relation to the theme of caregiving and informal countries work together, exchanging care. knowledge and experience. Drenthe is proud to be part of this collaboration. I wish you an inspiring read!

The project in Drenthe is focussed, among other things, on Henk Brink the sustainable employability of those who combine work Member of the Executive Board for the Province of Drenthe with informal care-giving tasks. The Province of Drenthe has (Economy) developed policy for all SMEs in the region to increase flexibility regarding inset for this group.

In Drenthe we are involved in such projects because we believe it’s important that our employees are able to actively and healthily work till a pensionable age. Personnel can grow

Scene from In For Care video

3 HEALTHY IN DRENTHE • THE VPB EMMEN EMPLOYERS’ ASSOCIATION: DEFENDING THE COMBINATION OF WORK AND INFORMAL CARE FOR OVER TEN YEARS

‘Attention to informal care. Just do it! Our motto is ‘leap before you look’ for a reason.’

Scene from In For Care video The website completes the VPB campaign, titled Duurzame inzetbaarheid; zó doen we dat in Drenthe (‘Sustainable employment, that’s how it’s done in Drenthe’). The launch took place at the VPB’s headquarters, in the presence of several employers and an international delegation of the In For Care Interreg project. The Province of Drenthe is a partner in this project which runs until the end of 2019. In September Dren- the hosted a conference for participants from the various North Sea countries.

Attention to informal care In 2010, Vereniging Parkmanagement VPB Director Herman Idema and project coordinator Arda Bedrijventerreinen (Employers’ association) van Dam gave the launch presentation. What was the re- VPB Emmen was the first Dutch sectoral sponse to the website? Arda van Dam: ‘Very positive. In the The VPB Emmen employers’ association: organisation to table the issue of working run-up to the launch, we conferred with many employers, who caregivers with companies. An issue that already make an effort when it comes to combining work and continues to be a hot item for the VPB informal care. The website targets companies that don’t pay a defending the combination today. In September, the VPB launched its lot of attention to informal care just yet, or that are reluctant online helpdesk www.mantelzorginfopunt. to do this.’ nl (informal care information point). Here of work and informal care for employers can quickly and easily find Herman Idema: ‘The message is very simple: Attention to information about the various challenges informal care. Just do it! There’s no need for endless discus- over ten years encountered by employers who want to sions, it’s not rocket science. Our motto is ‘Leap before you facilitate their caregiving employees. look’ for a reason.

Herman Idema, Director of VPB Emmen 5 GEZOND IN DRENTHE • NAAM ARTIKEL Arda van Dam launches the www.mantelzorginfopunt.nl website

The main thing, and research has proven this, is that a com- aimed at employees, which can be found at www.mantelzorg- ‘Approximately one out every pany’s management should take an interest in their employ- power.nl . It already has a good audience and will soon be three employees at Dokter is ees’ lives: a good corporate culture. In Drenthe, naoberschap developed in more detail. (‘good neighbourliness’) is a thing. It is interesting that the a caregiver. We like to provi- personal approach is almost taken for granted in many family Herman Idema: ‘Attention to caregivers who work, and sus- de the time and space for this. businesses. Companies with a policy that focuses on informal tainable employment on the whole, takes time. This is all part care are also better performers: their employee satisfaction of being a good employer. It means not just focussing on the Because it pays off.’ and labour productivity increases, while absenteeism figures company’s financial bottom line, but also and especially the drop. And don’t underestimate how important this is for their social impact of your company. We sometimes call this the image: these companies generally attract new employees Rhineland model, which stands for sustainable growth, while more easily.’ taking the interests of all the stakeholders into account. The Dokter Cleaning company opposite of this is the short-term Anglo-Saxon model, which Rhineland model focuses on just one thing: maximising your profit. But there’s still a lot of ground to cover, which is why this reconciles work and informal care website was launched. Arda van Dam: ‘True, which is why we are working on several levels. Another aspect of our campaign The VPB represents almost 300 companies in the region In 2012, the employers’ association VPB (Vereniging Parkmanagement Bedrijven) Emmen was Buzz on Tour: we visited several towns in the province around Emmen, a workforce of 18,000 FTEs. The notions of called on companies to participate in a pilot project aiming to find ways to facilitate the with an old American school bus, meeting up with employ- sustainability and safety are central to every activity that the combination of work and informal care. There was almost no response. Which is why Jelle ers and local politicians. Since then, several employers have VPB organises for its members. Dokter, who served as a board member with the VPB at the time, decided to enlist his own changed tack. We will definitely pursue this. We also con- company, Dokter Schoonmaakorganisatie (Dokter Cleaning Company). At Dokter, they have tributed to the development of the M-Power tool, a website always believed in giving employees the space to support others, alongside their work.

6 7 HEALTHY IN DRENTHE • DOKTER CLEANING COMPANY RECONCILES WORK AND INFORMAL CARE

and obviously we want to retain them. talk to each other, which is why we try De Groot Installatie Groep: At Dokter, our basic philosophy is to to limit digital contact if possible. The watch out for each other. In Drenthe, object supervisors, a group of 15-20 this is known as naoberschap, or good employees, regularly visit people on an informal care policy neighbourliness. This is the prevailing the job. While this takes time and costs culture in family businesses, where money, the return on our investment should be part of your DNA people know each other and know is mutual trust. Our company culture what they can expect from one anoth- is such that employees are not afraid er. There is mutual trust and as long as to articulate their desire or need take you’re doing your job, there is a lot of on caregiving tasks. The object super- margin for discussion. visor coordinates with the customer. Dokter Schoonmaakorganisatie started In most cases we manage to reconcile out in 1966 with two employees. The We mainly employ women, these are the needs of all parties. If this proves company’s headquarters are in Em- generally more inclined to take on in- impossible, we find another project for men, but it has operations throughout formal care duties. Approximately one this employee. the North Netherlands, and a work- out of every three employees at Dokter force of approximately 800 employees. is a caregiver (the national average is Our object supervisors also look at The majority of the employees are one in four). Our largest group of em- the sustainable employability of our women, who work part-time. In the ployees is the 45-55 age category. Many employees: who is the best match for early nineties, Dokter Schoonmaakor- of them have been with us for 12 to 15 a particular job? Say, someone has a ganisatie became a limited company, years. In 2012, we were the first com- known back problem, for whatever rea- and Jelle took over the helm from pany in the region to sign the Informal son. Then mopping floors will make it his father. Since then, Gert and Inge, Care Protocol, whereby companies worse. There are plenty of other clean- Jelle’s children, have also joined the commit to developing a policy that ing jobs that can be done instead. company. facilitates informal care. Our approach has paid off. The Social return Sustainable employability work-related absenteeism figures are Harald Vos, Head of Administration We have taken many steps since then. very low at Dokter, and we have a lot of and HRM (Human Resource Man- Our employees in the field are guided hard-working, loyal employees. People De Groot Installatie Groep was established in 1965. The company has a workforce of 700 agement) at Dokter, has also been by ‘object supervisors’. They are the enjoy working for us - they stay a long employees, with several branches around the Netherlands. Its core business is electrical on board since 2012: ‘We have a clear company’s middle management, form- time. In that sense our informal care engineering, mechanical engineering and fire security. De Groot is affiliated with the employers’ vision. The emphasis at Dokter is not ing the cornerstone of Dokter as they policy has enhanced Dokter’s image, association VPB (Vereniging Parkmanagement Bedrijventerreinen) Emmen, which launched just on maximizing profit. We believe are in close contact with both our cus- even though we don’t use it as a PR a project on work and informal care in 2012. Since De Groot profiles itself as a real family that the social return is also very im- tomers and our employees. We find it tool. We don’t need to either, because business, the VPB asked whether they were interested in leading by example. De Groot didn’t portant. Our people are our capital important that people see each other, it’s just part of who we are!’ hesitate for one minute.

8 Irma Timmer-de 9Groot HEALTHY IN DRENTHE • DE GROOT INSTALLATIE GROEP: AN INFORMAL CARE POLICY SHOULD BE PART OF YOUR DNA

‘At De Groot, informal care is an item in our annual discussions with all of our employees. That’s just how we work now.’

Scene from In For Care video

What prompted them to participate line measurement in early 2013. We this relates to the employee’s personal “Informal Care for Managers” training widely accepted in our company. But As part of the sustainable employabili- in this pilot project? Irma Timmer-de received 178 responses to our survey, situation. Our employees have wel- programme. This course deals with you have to draw attention to it contin- ty effort, there is currently a campaign Groot, one of the company’s four these included 35 caregivers. That’s 1 comed these changes. various matters, including how to uously, make sure it’s visible. Which is to tackle functional illiteracy. It’s quite executives and responsible for HRM out of 5 employees. We then devel- recognise a caregiver, how to organise why we focus on it in our newsletter, a hot item, for our company too. A use- (Human Resource Management): oped a plan, at the executive level, with Recognition as a company that facili- work in such a way that an employee’s on social media, and in our annual ful contact form has been designed: ‘Recent figures indicate that one in external input. tates informal care work and care duties don’t conflict discussions with employees. And you once the employer fills out the form, a four people in the Netherlands is a In November 2013, on ‘Informal Care with each other, and how to suggest need to develop made-to- measure number of measures are automatically caregiver. Many of these people com- In mid-2013, we launched a training Day’, we sent a small gift and a per- adequate solutions when a caregiver solutions: every caregiver is different, implemented. This might also work for bine work with their care duties. As an programme for managers, took out a sonal message to those caregivers we runs into difficulties. This course clear- and requires a specific approach. If, as informal care. employer, our challenge both then and magazine subscription for “Mantel- know of in our compan. Ultimately, we ly catered a need. Since then, we have a company, you can evolve in step, you now is to ensure that our employees zorg Actueel” (‘Informal Care Today’), were awarded recognition as an ‘Infor- organised it several times for various stand to earn a lot of trust and loyalty. We want to contribute to a better soci- can be sustainably employed. A policy added an item about informal care mal Care-Friendly Employer’ for our groups of managers. It’s also a way of ety, based on our CSR mission (Corpo- that facilitates informal care plays an in our HY newsletter and sent a bro- efforts from the Landelijke Stichting ensuring that the issue continues to We still lack effective referrals for car- rate Social Responsibility). Ultimately, important role in this. chure to all of our employees asking Werk & Mantelzorg (National Founda- be an important topic. Informal care egivers who find it difficult to reconcile we are a company first and foremost. them to inform us, using a dedicated tion for Work & Informal Care). should be carved in your company’s their duties. This can relate to all man- Informal care is not our core business.’ Where to start e-mail address, whether they were a DNA. ner of things, depending on their in- At the time, we discussed this issue caregiver. Since then, informal care We continued to implement this policy formal care situation. We don’t always at length with the management team has become a fixed topic in our annual in 2014, expanding it where possible. Sustainable employability know which institution to contact, and the workers’ council. We then chats with our employees. We have In addition to the annual talks with What is the current status quo in which is a real pity. An informal care organised a presentation for the entire purposefully chosen not to call this our workers, which includes informal terms of informal care? Irma Tim- broker, who can mediate and advise, company, along with taking a base- a performance assessment, because care is an item, we also organised an mer-de Groot: ‘Informal care is now would be great.

10 11 HEALTHY IN DRENTHE • CONSIDERATION FOR INFORMAL CARE SHOULD BE STANDARD AT EVERY COMPANY Trainer and advisor aren’t doing anything at all on this ‘Employers that invest in their care-giving staff by Albert Nieuwenhuis: subject. Or they’re worried that employees might misuse the provisions showing flexibility will be rewarded.’ on offer. Employers also see this topic ‘Consideration for too much as an exclusively personal amongst the staff and investigate sations with individual employees or issue, while there’s actually a mutual further. This gives you a picture of how with groups. You need to be able to informal care should interest. Absence owing to overload / many employees are also caregivers. It read the employee’s situation, as it informal care is now among the top 5 allows informal care to become part of were, even if they themselves are not be standard at every causes of staff absenteeism. And this the organisation’s culture. This alone very open about it. And in the final is predicted to increase, as the number will lead to employees being much less phase, embedding, a caregiver-friendly of employees who are also caregivers likely to call in sick.’ standard policy should be established Albert Nieuwenhuis (left), course leader: “There are four steps company’ regarding caregiving: talk, describe, teach and secure.” is growing. As an employer, it’s best to Leon: ‘I’ve experienced this myself as within the organisation. In this regard, anticipate for this and allow the issue a manager. By talking about this with we also like to point people towards of informal care the space it deserves your staff, you can add an extra dimen- the online helpdesk for employers, More and more employees in the Netherlands are also caregivers. On average, one in four in every organisation. That’s what we sion to your relationship. That bond which has just become operational via employees are now combining work with informal care, and this is set to rise to one in three in wanted to get across with the course.’ becomes closer.’ the VPB Emmen (www.mantelzorgin- the coming years. This often leads to situations where people are overburdened, with absence fopunt.nl).’ from work as a result. Many employers are insufficiently aware of their employees’ balancing Course aims: discussion and description In the second phase, description, you act, which sometimes goes on for years. They also don’t always see the negative consequences The four-part course has been held need to be well-informed of the leg- Leon: ‘From the perspective of our of this. despite the fact that things could easily be different. This was reason enough for the three times in total during 2019, with islation and regulations, and to know public service for businesses, Ik ben Province of Drenthe to offer a course aimed at employers. almost twenty employers participating. about the channels relating to informal Drents ondernemer, we see that many Each session, lasting 120 mins. focuses care and sustainable employability. By small-scale entrepreneurs also want to Trainer and advisor Albert Nieuwenhu- what’s going on with their staff, but see a noticeable change. Absence on a single phase that employers with channels, we mean the official bodies do something about informal care, but is has developed and implemented a this is by no means always the case. In goes down, staff turnover reduces, a positive attitude towards informal and facilities that caregivers generally a course like this is too broad for them. course for employers - Aandacht voor terms of informal care, 50% of employ- productivity goes up, and job satisfac- care will have to deal with. What are call upon: GPs, social workers and - That’s why, through Albert, we’re now mantelzorg in Drenthe (‘Consideration ees don’t tell their boss that they’re tion and enjoyment increase. In short, those four phases? Albert: ‘We denote within companies - personnel officers. also offering a workshop of just under for informal care in Drenthe’). Leon also a caregiver. Employees often think performance improves across the them as the four themes around infor- This information gathered is written an hour, which provides an outline of van Nisselroy, from Ik ben Drents on- this is private, that it’s nothing to do board, as does the company’s image mal care that must be considered by down and communicated to the staff. the four phases. Up to now, around dernemer - a public service for Drenthe with their boss, they don’t want to be and the loyalty to the employer.’ every company/institution: discussion, You need to be able to refer to this and twenty business managers have entrepreneurship - contributes actively pestered with it. This means employ- description, education and embed- fall back on it.’ attended the workshop, and their re- on behalf of the Province. ees also need to start making more Mutual interest ding. You recognize informal care as sponses are enthusiastic. We’re already conscious efforts to let people know It seems like there are only advantages point for discussion by first putting it Education and embedding getting phone calls from people who’d Better reporting figures they are also an informal caregiver. to a working environment that is car- on the agenda at management level And phases three and four? Albert: like to join the next one.’ Albert: ‘First a few figures: employers Leon: ‘When employers really allow egiver-friendly. So why is a course like and then deciding on a structured ap- ‘In the third phase, you must be sure often believe they have a good idea of working caregivers some space, you this needed? Albert: ‘Many employers proach. Then you introduce the topic to educate yourself in having conver-

12 13 GEZOND IN DRENTHE • NAAM ARTIKEL HEALTHY IN DRENTHE • GROLLOO CARES: THE AIM IS TO CREATE A MINI SOCIETY

International exchange during the IFC partners’ visit (left) and Roelof Dilling (photo right) presents.

The survey was organised in early 2018 by Grolloo Zorgt The response was high, a whopping 75%. The score for living (‘Grolloo Cares’). The driving force of this project group is in Grolloo was 8.3. The respondents expressed their wishes Roelof Dilling, an active volunteer in the community. Why the with regard to housing for the elderly. We have a plan for that: survey? Roelof: ‘Sportdorp Grolloo (‘Grolloo Sports Village’) we intend to build an apartment block suitable for the elderly had previously organised a fitness survey among the villagers. right next to the village hall. There is already a lot of interest We asked about the importance of exercise, lifestyle, challeng- in this project. es and their experience of good neighbourliness. One of the results showed clearly that many of the inhabitants wanted to Call for suggestions stay in the village. What really touched me was the fact that we had added a call for suggestions at the end of the survey, giving villagers the Grolloo Cares: the aim is The Grolloo Zorgt project group opportunity to indicate how they could actively contribute to To map this better, we met with eleven other active commu- a healthy and pleasant living climate. We received so many to create a mini society nity volunteers, all with an affinity for care. This became the heart-warming offers: 160 people gave specific suggestions Grolloo Zorgt project group. Together we compiled a survey for helping their neighbours. These included doing odd jobs on the themes of living, well-being (good neighbourliness) around the house or garden, taxi services, shopping, compa- Grolloo is a well-known place in the Netherlands. This quaint village in Drenthe will always be and care. We carefully defined the various steps we needed ny, computer assistance and so on. We were gob-smacked. famous thanks to Harry Muskee, the frontman of Cuby and the Blizzards - the best Dutch blues to take for the survey. It was distributed, we organised an band ever. A recent survey among the 800 inhabitants of Grolloo revealed that a large majority information session in our community hall, and people who But this immediately raised the question of how to organise would love to stay in their village and, health permitting, grow old there. Harry would have de- needed help to fill it out could contact us. all this. We needed someone who would be the main contact finitely agreed with that. Here’s to retirement in Grolloo! It’s also notable that many of the res- point for assistance and care in the village and who could pondents indicated that they wanted to actively contribute to this. match the requests with the offers from volunteers. A profes-

14 15 ‘We’re trying to create a mini In Hoogeveen informal care society, a community in which we try together to is a fundamental issue - make things work as best we even in times of cutbacks can for as long as possible.’

In For Care partners are introduced to the Grollo Zorgt concept. sional who was trusted by the village actually live in Grolloo but speak the Another example is a 91-year old lady. but had enough distance from it. local dialect makes my work more Her children live far away, and she We then met with the Municipality effective. I cycle through the village wasn’t getting many visitors. A volun- of Aa and Hunze, where Grolloo falls on my red bike every day, talking to teer now pops in regularly, takes her under. They were very enthusiastic a lot of people. With the help of 160 out for the day or goes for a cup of tea about our initiative and the response. volunteers we’re trying to create a mini with her. It’s a win-win for everyone.’ In a relatively short time we were able society. And my job is to guide every- to arrange that Grolloo would get a one in the right direction - like a traffic Total care chain paid village coordinator to assist with warden – which is just brilliant! We’ll Roelof: ‘In many rural areas care ser- the implementation of our plans. And keep this going together for as long as vices are increasingly less accessible. Informal caregiving in Hoogeveen has a strong network, Aurthur Overgoor explains. that’s how we found Siny. Siny works we can, and we’re really making some To a certain extent, we are offering for Impuls, a welfare organisation, and headway. For instance, we organise help an alternative. Our village hall, which The Municipality of Hoogeveen prides itself on implement- is now at the service of Grolloo.’ and support for informal carers. This is a central meeting point, plays an ing an active informal care policy. The town has an excellent elderly gentleman, for example, whose important role. But we also need to network of care professionals, caregivers, care volunteers A mini society health is not what it was, can no longer ensure that the distinction between and their representatives. Coordinated discussions are held Siny Vink: ‘I know the area well, I live live independently, so moved in with formal care and the informal care we regularly, on various levels, regarding the ins and outs of in- nearby in Gees. The fact that I don’t his daughter. She does a great deal for offer is less sharply defined. The total formal care policy. The Municipality’s role is to stimulate and him. However, she also works and has care chain must be more integrated, facilitate, within an established financial framework. In recent a young family, so understandably it and we want to be a part of that. Now years, more funding was available than before, partially due can all be a little too much sometimes. it’s often compartmentalised, while we to the In For Care (IFC) project and the Interreg North Sea But she feels comforted by the fact that really should all be working together. Programme. While cuts will have to be made in the future, the Young informal caregivers also take the stage. her dad, who has a wearable personal Care will then become much more essence of what has been developed in Hoogeveen will defi- alarm, can always rely on other villagers affordable, and that benefits us all.’ nitely be maintained. if he has a problem while she’s at work or happens to be elsewhere.

16 17 This is the firm conviction of Arthur Overgoor, Social Policy Challenge from 2020 onwards Advisor for the Municipality of Hoogeveen. In 2015, Overgoor As of 2020, however, we are in for a major challenge. We’ll was one of the co-authors of the municipal memorandum on have to make drastic cuts across social services as a whole. informal care, which laid the foundation for current policy: This is largely due to the costing structure of youth care and ‘There were already plenty of support services for caregivers WMO (the Social Support Act), which was transferred from at the time. But these were not being used enough, relatively the national to the municipal level, and which will have a ma- speaking. Caregivers were not inclined to ask for support or jor impact. In our case, the subsidy from In For Care is also did it too late, with sometimes disastrous consequences. ending. We relied partly on this to pay the informal care con- Our main objective was to identify overburdened caregiv- sultants in the doctors’ surgeries. ers, actively guide them towards support services, and offer them respite care. We appointed a number of informal care An evaluation by TGO (a research institute) has also shown consultants, through Stichting Welzijnswerk Hoogeveen (Hoo- that our approach works. So, it’s only natural that we contin- geveen Social Services, SWW), in close consultation with ue what we’re doing. We are now examining possible solu- Contactpunt Mantelzorg (Informal Care Contact Point). These tions together with all the stakeholders, including Stichting consultants spent a few hours every week working within the Welzijnswerk Hoogeveen (SWW, Hoogeveen Welfare Services) multidisciplinary teams of primary healthcare professionals. and Contactpunt Mantelzorg (Informal Care Contact Point). Initially we partnered with five of the twelve doctor’s surgeries We’re taking a creative and critical approach. There is a will- in Hoogeveen, but this soon increased to eight. ingness to shift budgets to our advantage. I’m convinced that Another idea we developed together was the establishment we’ll find a way out of this. In joint consultation, we managed Edo Staudt, of Mantelzorg-Vitaal (Vital Informal Care). This organisation to reduce the budget for Vital Informal Care by 30,000 euros. Chairman of Contactpunt Mantelzorg Hoogeveen (CPM): offers an easily accessible range of leisure activities and meet- While nobody likes this, there’s not much choice. We are ing opportunities for caregivers.’ working together here, everyone is very aware of the common interest’. Informal care is high on Conclusion after four years of implementation ‘ What is the conclusion today, four years after implementation of this informal care policy? Are caregivers in Hoogeveen our agenda, and it’s here better off now than they were four years ago? Arthur Over- goor: ‘Most definitely. All the parties involved, and especially ‘Our informal care approach to stay!’ the caregivers, feel that policy-makers are paying more atten- is effective and we tion to informal caregivers and to the fact that they are often Hoogeveen is doing well when it comes to caregivers, which is due in part to the collaboration be- overburdened. People respond and are referred faster, and definitely intend to continue tween the Contactpunt Mantelzorg Hoogeveen (‘Hoogeveen Informal Care Contact Point’, CPM), caregivers can unload earlier and more easily. We’re genuinely implementing it.’ the Municipality and the Stichting Welzijnswerk (‘Welfare Work Foundation’, SWW). The CPM, succeeding in engaging with (overextended) caregivers at an active since 2002, is an independent voluntary organisation for and on behalf of caregivers in the earlier stage and relieving their pressure by offering emotion- al and practical support, as well as diversion. Hoogeveen region. It is closely involved in all policy developments regarding informal care.

18 19 HEALTHY IN DRENTHE • INFORMAL CARE IS HIGH ON OUR AGENDA, AND IT’S HERE TO STAY!

caregivers, largely those who are over- way, we’re also in touch with Human- consulted with the ChristenUnie (Chris- burdened. That’s a good start, but itas, women’s organisations and the tian Union) and the PvdA (Social Dem- there’s still plenty more work to do. senior citizens’ associations. ocratic Party), for example. Advocacy is ‘Informal care has Having less funds won’t make things always the primary goal here, but these strong foundations in any easier.’ Advocacy and network meetings are also useful for maintain- Hoogeveen but we As an advocate, we’re active first and ing and extending your network. Information foremost in Hoogeveen. We take part have to watch out for What does the CPM Hoogeveen main- in the Informal Care working group, Companionship any shifts or cracks.’ ly do? Edo: ‘We have four core tasks: which revolves around the implemen- The CPM also organises its own ac- we provide information about informal tation of policy. But we also organise tivities: we have a social evening for care, advocate the interests of caregiv- working meetings to bring both profes- caregivers ever