Cancer and the workplace: what to do and what not to do
If you’re living with cancer yourself or a colleague is on that journey, this is how we change the conversation around handling these challenges in the workplace, says Debbie Hindle, volunteer for Working with Cancer
You may know that one in two of us will get cancer in our lifetime. But did you also know that the number of under 50-year-olds being diagnosed with cancer has increased by 80% in the past three decades, and that improvements in treatment mean that people are living longer with cancer?
That means there are many more people in the workforce either with cancer, or caring for someone who has it. But, shockingly, research has shown that a third of people with cancer don’t have a conversation with their line manager, and half don’t speak to their HR department on their return to work after treatment.
Receiving a cancer diagnosis is life-changing, but for most people, work remains an important element in their recovery and future life. Companies around the world are recognising this and signing a new pledge to tackle cancer in the workplace, including travel groups like Hotelplan.
So, what can you do if you are affected by cancer, or if you want advice about how to look after your staff? According to the social enterprise Working with Cancer, which coaches both staff and employees, the most important thing a manager can do is listen, and for the person affected to communicate their needs. Each individual’s illness and treatment will affect them in different ways and there simply isn’t a one-size-fits-all approach.
DOS – TIPS FROM WORKING WITH CANCER INCLUDE:
Be aware of employment rights: In the UK, everyone with a cancer diagnosis is classed as disabled under the Equality Act 2010 (or in Northern Ireland, the Disability Discrimination Act 1995 (DDA) as amended) and protected against discrimination in the workplace because of cancer.
Be responsible: Employers are required to make “reasonable adjustments” (also called “workplace adjustments”) to the workplace and working practices to support an employee’s return to work with or after cancer. Work with your employee to find the optimum working arrangements.
Be understanding and informed: Line managers can set the tone and lay the foundations for a successful return to work. There are both physical and emotional side effects of cancer and its treatment, which can be long-lasting and often not visible.
Be supportive: Be empathetic and sensitive to the anxieties, stress and pressure your employee is encountering.
Keep in touch: Talk to your employee about their cancer and their progress. Give them the opportunity to tell you how they are feeling. Recovery is never a straight, linear line.
Be inclusive: Cancer impacts everyone, not just those with the diagnosis. So, if the employee is happy with it, engage the employee’s team by giving them regular updates and include them in supporting their colleague’s return.
Protect confidentiality: Ensure you respect the employee’s right to keep their cancer diagnosis confidential if that is their preference.
AND DON’TS:
Don’t think of a successful return to work as one event: This is a process, not an event – a process that can take as long as 12-18 months. Arrange regular check-ins and progress reviews with your employee.
Don’t make assumptions: Don’t make assumptions about the employee’s longer-term career goals and directions, or that everyone’s cancer experience is the same.
Don’t be fixed about return plans: Be as flexible as possible and be prepared to consider a staged return to work plan of at least 12 weeks depending on the person’s individual circumstances.
Working with Cancer can coach and advise employees with cancer and their line managers, and help organisations to set policies.
Sign the cancer pledge
The Cancer Pledge is the world’s first cross-industry coalition to erase the stigma of cancer in the workplace, initiated by Publicis and partnered in the UK by Working with Cancer and Macmillan Cancer Support. Disney, Marriott and Barclays are three of the 200 companies to have signed so far.
For the pledge, organisations need the name, title and headshot of the executive taking it and a description of concrete actions they will be taking to support cancer patients at work. Once signed, the coalition also shares information and advice to members. Hotelplan UK has signed the pledge and is collaborating with Working with Cancer.
Hotelplan UK Group HR director Nicky Lyle commented: “Whatever the prognosis, receiving a cancer diagnosis is life-changing. It’s really important to us that we remove any uncertainty or anxiety our team members might feel about how it will impact their work, so they can focus their energies on treatment and recovery. We’ve signed this pledge so that anyone in our team dealing with cancer knows we’re on their side, and here to support them in whatever way they might need.”
For more, see workingwithcancer.co.uk/working-with-cancer-pledge and travel companies urged to provide better support to employees with cancer
'Dealing with my cancer diagnosis'
When Jae Hopkins, marketing director at Explore Worldwide heard her breast cancer diagnosis she made a “big instant decision” that she wanted to be completely open about it to make it easier for everyone she cared for to handle the news.
After advising her board, she arranged that she would sit down with her 15-strong team, so they heard about it directly from her. She also posted news about her diagnosis on Linked In and Facebook with tips about what she did want, (for example, news about what box sets to watch) and tips about what she didn’t want to hear (for example. information about other people’s cancer).
“It made such a difference, because I didn’t want people to feel awkward about what to say to me,” she said “Being that open meant that the people I knew at work and friends felt included and they were incredibly supportive and kind.”
As Working With Cancer advises, returning to work is a process not an event and Jae will have more surgery this year and hormone therapies for the next five years. Changing medical advice about her treatment options left Jae feeling unsettled and concerned. A worried call to her Group HR manager Nicky Lyle elicited the gentle question: “Have you spoken to anyone about this?”
Nicky suggested that Jae could try counselling and confirmed the company would cover the costs. “I wouldn’t have considered it myself,” said Jae. “But I had three of six sessions offered and that gave me what I needed and I really feel valued and supported at work.”
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