World Cancer Day has re-emphasised the role of the workplace in helping people’s awareness and management of this disease. It has also brought to light how some HR functions and health and benefits arrangements for employees are not sufficient to meet concerns around this illness.
According to health and security risk company International SOS, workplace-related cancers are a growing concern globally, with the incidence in Central Europe and parts of Asia approaching levels seen in Western Europe, Australia, and New Zealand. Despite this, organisations seem unprepared in the UK, for example, 96% of organisations lack cancer-specific policies while 77% of employees with or affected by cancer find their benefits are insufficient for their needs.
“This gap in support underscores the urgent need for comprehensive cancer strategies within workplace wellbeing programmes,” said Dr Kate O’Reilly, Medical Director at International SOS. “Educating employees about cancer risks, promoting healthy lifestyle choices and facilitating early detection are crucial measures to mitigate the risks of cancer and ensure employees receive the support they need throughout their health journey.”
Meanwhile figures from the industry body for the group risk protection sector GRiD illustrate the worry and anxiety caused by cancer. Their research has found 27% of employers cite living with serious ill-health, including cancer, as a concern for their Baby-boomer staff, 23% of employers have the same concern for Gen X staff, 13% for Millennial employees, and 11% for their Gen Z workforce.
GRiD also found 71% of people working whilst having cancer said they felt their HR team wasn’t sufficiently prepared to help them through their health crisis, and 35% said they were left feeling isolated at work during their cancer experience.
“No matter how long an employee has had their worries or been going through tests, being given a formal cancer diagnosis is completely blindsiding,” said Katharine Moxham, spokesperson for GRiD. “Therefore, employee cancer support needs to be both flexible and comprehensive to help the individual, and to also support their employer in helping staff, acting sensitively and making appropriate adjustments.”
Organisations are advised to enable access to specialist cancer care pathways, oncologists, second medical opinion services and virtual GPs. They can also help facilitate preparation for consultations and navigating the NHS. They can also provide a fiscal safety net and aid with the mental stress of a diagnosis.
“It is essential for organisations to foster an environment where employees feel comfortable discussing their health concerns and seeking the help they need,” adds Dr O’Reilly. “Ultimately, a proactive and inclusive approach to cancer care in the workplace not only benefits the individual but also enhances overall organisational resilience and productivity.”
