NHS figures show that one in two people will receive a cancer diagnosis in their lifetime, and the number of younger people being diagnosed is rising significantly. Therefore, it is more important than ever that people living with cancer have the opportunity to work, contribute and thrive in society.
Cancer is a profoundly challenging diagnosis, not just for the individuals concerned but also for those around them due to its significant physical, emotional and mental impact. This in turn impacts an individual’s workplace and colleagues.
Read more: How HR can help inform guidance to support employees who have cancer
From a lack of practical and relevant policies to a general lack of understanding, it is high time we address this. Training is one of the ways to do this.
The concerning lack of awareness
To make sure that any existing and future policies are practical and truly helpful, data is key. Right now, according to the Institute of Employment Studies (IES), a staggering 82% of organisations don’t collect data on employees diagnosed with cancer. The vast majority (96%) reported a lack of cancer-specific policies within their organisation.
This lack of awareness and accountability hampers employers’ ability to create tailored support plans for those who really need it.
Without a structured approach, rooted in best practice, many organisations rely on outdated policies that can lead to unpredictable outcomes for employees. And while HR teams may offer a range of benefits, the way these are communicated and accessed varies enormously. Given this, there is a clear need for consistent and comprehensive training for HR professionals and line managers.
The cost of silence
While the level and type of support needed will vary depending on individual circumstances, it is clear that everyone will need some sort of help. That has to start with the manager or HR talking about cancer and the support that the organisation provides.
As it stands, the IES found that 31% of HR managers doubted that their managers have the capacity to have these difficult but vital conversations. The absence of communication and training creates a culture of hesitation where managers fear causing offense or crossing a boundary, resulting in unnecessarily awkward interactions or worse, silence.
When managers and colleagues are unsure about how to communicate, the risk of misunderstandings and loss of trust increases exponentially. Over time, this can undermine not only the employee’s experience and motivation but also the overall morale of the wider team.
Why training matters
As many will know, the best way to overcome unintentional ignorance and inaction is through education and training. To equip managers, HR teams and employees with the skills, tools and confidence to handle sensitive situations with empathy and professionalism could be provided.
However, organisations must avoid this becoming a tick-box exercise. To build awareness and make training more engaging and impactful, businesses should focus on educating managers about the complexity of cancer, recovery and recurrence, and the resulting mental, physical, and emotional challenges faced by employees and their families. They should be clear what best practice support comprises.
Only once training has been done properly can HR managers and businesses build appropriate policies and processes. This involves establishing formal policies that address the unique needs of employees with cancer and the accommodations and benefits available, such as sick leave, a phased return to work and access to services such as coaching and counselling.
Read more: How to support employees in cancer remission
Real understanding, built from effective training, can lead to truly helpful strategies or interventions, like creating an in-house buddy system that provides a peer support network of care and guidance.
The case is clear. There is an urgent need for organisations to bridge the gaps in their approach to supporting employees with cancer. By prioritising training, developing fit-for-purpose policies, and encouraging open communication, organisations can create an environment where employees with cancer feel truly supported.
Barbara Wilson is founder and director of charity Working With Cancer
