Bowel Cancer Awareness Month is celebrated in April. It’s one of several dedicated months aimed at raising awareness of cancer. This type of cancer is of growing concern, with 2024 research showing bowel cancer diagnoses rise among younger people under 50 years old, in 27 out of 50 countries, with England among those experiencing the steepest increases.
Bowel Cancer Awareness Month represents a larger issue. According to an analysis by Cancer Research , in the UK the number of cancer diagnoses will increase by an astounding one-third between 2023-2040.
As cancer rates rise among people in their working years, HR must prioritize cancer support at work. It’s not only about enhanced sick leave as some might think. People are more likely to want to work during or after treatment because of improved treatments. This calls for more nuanced and personalised planning, as well as individualized support mechanisms.
Cancer diagnoses are on the rise, but organisations are not prepared to handle this.
In 2024, a href=”https://workingwithcancer.co.uk/2024/10/23/uk-workplaces-falling short-in supporting employees affected by cancer/#::text=Working%20with%20Cancer%20,UK%20Workplaces%20Falling%20Short%20in%20Supporting%20Employees%20Affected%20by%20Cancer,health%20issues%20in%20 In 2024, Working with Cancer carried out research with the Institute for Employment Studies and found that HR managers are ill-equipped to navigate the complexities of cancer and long-term health issues in the workplace.
- 96% of respondents said that their company does not have cancer-specific policy.
- Only 18% of companies reported that they collected data on how many employees had been diagnosed with cancer.
- 78% of respondents said that their managers have not been trained on how to help employees with cancer.
- Around half of respondents expressed concern that line managers might say the wrong thing.
- Third, they lacked faith in their managers’ ability to hold difficult conversations.
- Only 50% of respondents knew about UK Government’s Access to Work Scheme.
Our research indicates that most organisations fail to consider the needs of cancer-affected employees. Many employers are not providing enough information, training, and support to HR and line managers. It is not hard to do, but you need leadership and willpower to get it done.
Leading HR professionals need to address this issue year-round.
What is the best HR practice for cancer support?
Open communication is the key to effective HR support as cancer diagnoses increase. There is no “one-size-fits all” approach to cancer because each employee’s experience is unique. Listening to employees and providing tailored support is the best thing that a manager can provide.
Working With Cancer recommends 12 best practices for preventing and treating cancer.
Establish a dedicated cancer policy. Make sure that all employees are aware of the support available to them or their colleagues if they have been diagnosed with cancer.
Know your employment rights. Cancer is a disability in the UK under the Equality Act 2010 or the Disability Discrimination Act, 1995 (in Northern Ireland). This protection is lifelong and applies to all employment types, regardless of whether the cancer patient has been in remission or not. It also covers recruitment, employment and references after employment.
Use data responsibly. Collect data on the workforce while maintaining confidentiality in order to develop appropriate policies and processes.
Respect your privacy. The employee has the right to remain anonymous if they so choose.
Make reasonable accommodations. Legally, employers are required to provide workplace accommodations to facilitate a successful return. Some examples of workplace accommodations include: flexible hours, remote work, phased returns to work, reduced loads, rest breaks and physical adjustments.
Provide line managers with training. Many managers are unable to provide the support needed by employees who have cancer. Training helps them navigate the emotional and physical challenges.
Encourage open dialogue. Regular check-ins can help employees feel supported, and allow for a well-managed gradual return to work.
Provide a flexible plan for return to work and a reasonable return phase. A return to work phased over four weeks is not always enough. To allow for a successful reintegration, organisations should give employees a minimum of 12 weeks.
Promote inclusivity. Keeping the team informed about an employee’s comfort level can create a supportive atmosphere.
Recognize advanced cancer at work. Many employees with advanced disease want to work but have difficulty doing so. Listen to them and don’t make assumptions about their abilities or career goals.
Create support networks within your organization. A cancer support group at work can create a sense community and understanding.
Investing in cancer and work coaching. Supporting employees with cancer and their managers one-on-one will improve outcomes for everyone.
Beyond cancer awareness campaigns
Bowel Cancer Awareness Month is a great way to highlight the rising number of cancer diagnoses. However, it’s a problem that HR professionals need to address all year round.
By preparing now, businesses can provide employees with the support they need. They will also foster a culture of compassion that keeps its promises. You will be remembered for taking care of your employees during a time like this.
Working With Cancer provides free webinars about managing staff who are affected by cancer. Visit their website to see upcoming events.
