Cancer in the Workplace – Maggie's Newcastle upon Tyne - Marian G-C

On Friday 4th February, which happened to be World Cancer Awareness Day, I attended a seminar at Maggie's Cancer Charity Newcastle, a beautiful space located in the grounds of the Freeman Hospital. The aim was to learn how to better support colleagues affected by cancer. While the content was aimed at Human Resource and line managers, there were several members of Wellbeing Teams from different companies present, including myself.

We learned that there are currently half a million people with cancer in the workplace and that by 2030, there could be over 1 million people with cancer working. While working can play a vital role, it has challenges. It is essential that barriers are removed by providing the right support.

There are many different types of cancer, with many different prognoses and expected outcomes. There are also different types of conventional treatments, such as radiotherapy, chemotherapy, surgery, and immunotherapy and target treatments. All of these have side effects, some more severe than others. Some side effects are physical, like nausea, fatigue and hair loss – others have a psychological impact including sadness, resentment, anxiety and loss of identity. But all side effects vary and can be long term or short term. Knowing the side effects can help us support our colleagues and make appropriate adjustments while they are undergoing treatment. This is understandably a very difcult time, and sensitivity is needed.

Communication, we learned, is key to support our colleagues at work. Before treatment starts, the line manager should meet with the employee to discuss next steps. Keeping in touch during treatment will help to work out with the employee what their individual needs are. It is important to let the person having the treatment decide how much contact it required. Some employees may want little contact at all with work and colleagues, keeping communication to a minimum. Others may want contact with colleagues as a bit of a distraction or light relief. Let your employee guide you.

Sometimes, employees may want to work through their treatment, so interventions such as exible working, reduced hours, alternate days, home working, and reduced targets are ways to support them. Supporting staff and colleagues will lead to positive and sustainable long term results with regards to returning to work after treatment.

Once the employee has returned to work, provide support that is appropriate, timely, and ongoing. The line manager can nd out whether the employee wants to discuss their diagnosis and recovery and brief the team beforehand. An example of a supportive environment that was given is, where an employee had returned to work and said that she doesn't mind discussing her diagnosis and treatment. She came up with a signal where they could identify a “non-cancer” day by hanging a red scarf on the back of the chair, indicating that on those days, she would prefer not to talk about it.

You can discuss any further support that is required and be exible in your approach. You may nd creative ways to support your employee; effective communication and support for staff leads to sustainable long-term results. With the right action plan and a clear understanding of how it can work, it can be a comfortable process for all involved.

The team at Maggie's Newcastle includes three nurses, a benets advisor and two psychologists. They provide support and a space for people to talk about anything ranging from their diagnosis and treatment, through to the physical and emotional impact and practical considerations, such as nancial support if they have to stop work.

Marian Godwin-Clifford