FEATURE
“NOTHING INCREASES THE CHANCES OF SUCCESSFUL CANCER TREATMENT AS MUCH AS EARLY DETECTION”
Offering cancer screening is also a way of demonstrating an employer’s understanding and commitment to the health and wellbeing of staff. A survey of wellbeing benefits being offered by employers at the end of 2014 showed the largest growth was in health screening, and the largest gap between what employees wanted and what was actually being offered was also in health screening (31.4% vs. 5.7% actually offering the benefit).
Third, be flexible. Employees living with cancer need to know they have the support of their organisation. This might be as simple as having flexibility in working hours, or a room where they can be alone or have private conversations, but it is important that HR acknowledges and agrees what can be offered realistically for every case that arises, and that means planning and preparation, and getting buy-in from managers.
Fourth, maintain a constant focus on wellbeing. One common criticism of health services is that they only see the cancer diagnosis on a patient’s notes and pay little attention to their health in general. All health and wellbeing activities are important for both avoiding cancer and helping with recovery. Awareness campaigns and initiatives to encourage exercise, better eating habits and helping people to stop smoking are all useful.
Finally, be patient with returners. People who survive cancer often return to their everyday lives with a wholly different perspective, and employers need to be prepared for changes in attitude.
Perhaps the biggest change in attitude is the one we ourselves must undergo. Since 2010 cancer has been legally classed as a disability, with all the obligations that this implies. More people will be living with it and surviving it. We hope this report helps to make their lot better – and encourages employers to save lives wherever they can.
www.check4cancer.com
www.tomorrowshs.com
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Photo credit Christiana Care / Modern Furniture / CC BY-NC-SA
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