Helping Cancer Survivors Return to Work and why Flexibility is Key
Barbara Wilson, Founder and Director at Working With Cancer
As Breast Cancer Awareness Month approaches, it serves as a poignant reminder of the continuing challenges faced by those navigating life after, or during, cancer treatment. While much attention is given (quite rightly) to the treatment of cancer, the need to support individuals closely while they make their transition back to work, for those that choose to, is often overlooked or undervalued.
Offering personalised support to those working during treatment, or those returning to work, is vital, especially considering the widening skills gap in the workplace. Businesses simply cannot afford to lose quality talent. By 2030, the number of working-age individuals living with cancer is projected to rise to 1,150,000. This represents a significant portion of the workforce, making it essential for businesses to ensure their reintegration is as smooth as possible. Not only does this benefit employees’ personal well-being, but it also ensures a skilled and diverse talent pool within organisations.
Addressing the Cancer Stigma
One major barrier to a successful integration back into the workforce is often the stigma associated with disclosing a cancer diagnosis. In fact, 71% of employees with cancer reported that they were fearful of telling their colleagues about their diagnosis. This can lead to isolation causing additional stress and making it even more difficult for individuals to seek the support that they so need.
To tackle this, organisations must build and encourage a culture of openness and support at all levels. Employers need to be educated about the realities of cancer and its long-term impacts. And employees need to feel safe disclosing their cancer diagnosis without fear of judgment. Both are crucial for a successful integration back to work.
The importance of personalised support
One of the key ways to truly support people with cancer is by offering tailored support during their return to work. This must take into account that treatment can leave lasting physical, mental, and emotional side effects. For example, more than 80% of people with cancer experience fatigue while receiving treatment leaving many struggling to find a balance between their energy levels and the demands of their job.
Despite a growing need for this through the increase in survival rates, many businesses and their HR departments have yet to develop robust policies to assist employees who are undergoing or have completed their treatment. The lack of a structured, empathetic and personalised approach often leads to those with cancer facing significant challenges as they try to reintegrate into the workplace.
So, what counts as best practice and how can employers best help those with cancer return to work?
Supporting Employees with Cancer in the Workplace
Cancer impacts individuals in diverse ways, and a uniform approach from employers often falls short of meeting these varied needs. As part of this, understanding that recovery is a dynamic and fluctuating process rather than a straightforward path is crucial. HR departments need to develop a flexible and thoughtful strategy that creates a supportive work environment, while also addressing the specific challenges faced by employees recovering from cancer.
Clear policies are essential. Transparent guidelines on employment status, sick leave, flexible working options and time off help employees know exactly where they stand after their diagnosis. And providing phased return-to-work plans along with workplace adjustments can ease the transition and allow individuals to navigate their recovery while managing their professional responsibilities.
Key areas of focus should include establishing support groups and a buddy system, so those returning can feel supported and integrate more smoothly into their roles. Furthermore, implementing training programs for both managers and business leaders on how to support colleagues with cancer can help ensure that these individuals receive the necessary one-on-one coaching to navigate the complexities of their health and work.
As the number of people of working-age continues to grow, its vital for businesses to adopt a more personalised and empathetic approach. Breaking the stigma around cancer, offering clear flexible policies, and providing tailored support can make a huge difference in helping employees reintegrate into the workplace. By cultivating a culture of openness and understanding, organisations not only enhance the well-being of their employees but also ensure they retain a skilled, diverse, and resilient workforce.
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