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For cancer patients, employment is more than financial security and health benefits – it is a support system.
Four in ten people in the United States will be diagnosed with cancer at some point in their life, according to the National Cancer Institute. That number is only expected to grow; By 2040, the number of cancer survivors is projected to exceed 26 million – a 50% increase over the previous year.
“With cancer survivors growing in the workforce, and given the challenges these workers may face, employers need to better understand them and be prepared to support them,” said Candice Sherman, CEO of Northeast Business Group on Health, in a report by the organization.
To help employers address the unique challenges faced by workers battling cancer, the Northeast Business Group on Health has created guidelines that detail how recruiters can support the overall wellbeing of these workers.
“There are encouraging statistics that show an increase in the number of cancer survivors, but they often don’t show how the survivors are physically, psychologically, socially, or economically,” said Patricia Goldsmith, CEO of CancerCare – a nonprofit for cancer survivors . “Employers can play a key role in this experience. With more survivors active in the workforce now and in the future, it is important to understand and support the challenges and opportunities that arise from surviving cancer. “
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While cancer patients are protected from job loss by the Americans with Disabilities Act and other labor laws, companies need to check in and make sure these employees want to keep working while receiving treatment. Maintaining financial security and access to health insurance are the top reasons cancer patients keep working, according to the Northeast Business Group on Health’s guide.
“Some people cannot work because of the treatment or the effects of the treatment, but many can continue to work or return to work after a while,” said Sherman. “In fact, most cancer survivors are eager to work because it provides a coping mechanism, enables determination and motivation, builds confidence, promotes social support, and contributes to financial stability.”
The pandemic has only compounded the challenge for employees with cancer, Goldsmith said. If you take the time to highlight employee performance and programs designed specifically for cancer patients, you can dramatically improve their quality of life.
“The fear we all have of COVID-19 is greatly increased for cancer patients: fear of getting to doctor’s appointments, fear of public transport, fear of going to the supermarket to get supplies,” Goldsmith said.
Companies considering reopening their offices should consider allowing cancer patients to continue working from home to prevent an increased risk of contracting COVID-19, the guide said. Employers should also consider the mental health of their employees by referring them to an EAP and other mental health benefits to deal with feelings of loneliness.
“Cancer patients generally endure a sense of isolation, and COVID-19 has made it worse,” says Kristie Redfield, clinical social worker at Memorial Sloan Kettering Cancer Center. “When the offices reopen, cancer patients may have to stay home longer, but that in turn creates more isolation.”
Human resource managers should assess the mental health resources their health insurance companies can offer cancer patients. Many insurance companies contract with nonprofits that can connect patients with support groups. The non-profit organization Look Good Feel Better, for example, offers cancer patients free beauty courses to improve their self-esteem. Some insurance companies also cover wigs for those who have lost their hair due to chemotherapy.
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Employers should also ensure managers understand the need for flexibility with cancer patients who may need to take time off to attend doctor’s appointments. Maintaining open communication and being supportive can help make a difference.
“It is very important to open the door to discussion and show flexibility,” said Goldsmith. “Cancer patients who feel supported by their employer are repeatedly rewarded with loyalty and gratitude. The colleagues see this and notice that their employer is taking care of them. “
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