When an employee is diagnosed with cancer, it affects not only the individual but also a network of people across the organisation. In practical terms, there are a host of people management challenges to address. So it is vital that businesses understand the impact of cancer on the workplace and take the right approach to managing it. The Cancer in the workplace: what does it mean for HR report, published by Check4Cancer in xx 2015, outlined recommendations for a five-point workplace cancer strategy. Here are just some ways that working in partnership with a healthcare plan provider can help employers proactively address these five strategic points.
- Ready-made processes
2. Help with early detection
A focus on awareness and early detection can help identify a significant number of cancer cases at an early stage. Some providers are now taking action to address the issue of delayed referrals for cancer diagnostics.
For example, one provider has launched customer-focused pathways to introduce self-referral for breast cancer and skin cancer diagnostics. In line with current best practice, healthcare plan members who present symptoms are offered fast access to local cancer specialists for diagnostics. This includes same-day results for those with an ‘all-clear’ result for breast cancer.
When cancer is detected early, it nearly always results in better treatment outcomes, higher cure rates and improved survival. Enabling fast access to diagnostics is not only good news for employees, it also mitigates the employer’s risk of a large claim and a longer period of absence at a later date.
3. Build in flexibility
Employees living with cancer need to know they have the support of their employer. When an individual is diagnosed with cancer, they will have special requirements that need to be met and questions that need to be answered. Employees who are offered private healthcare plans through their employer will have access to dedicated cancer nurses who can work with them and their cancer specialists to arrange the best treatment plan. This may involve treatment in the private sector, the NHS, specialist oncology care or domestic help at home.
4. Keep a focus on wellbeing
Health and wellbeing programmes are an important part of promoting a healthy lifestyle, which, in turn, may improve chances of preventing a cancer diagnosis or aiding recovery. There are now many online tools and resources available, which are designed to support employees at every stage of their health journey.
Health and wellbeing portals can provide tips for healthy living, information on how to manage living with certain health conditions and offer access to websites for additional support. It is important to encourage employees to make the most of their healthcare plan and access resources that support their wellbeing.
5. Be patient with employees returning to work
More people are living with and surviving cancer than ever before. Organisations should understand employee needs and agree to a tailored adjustment plan for the months ahead. One example may include physical adjustments to an employee’s working environment. Healthcare providers can help support this transition for members through on-going nurse and healthy living support.
The potential exists for employers to reduce cancer diagnoses by up to two-thirds within their workforce by encouraging healthy living and early detection.
xx is xx at Cigna
