Coping with cancer is a hard task for anyone to take on but HR managers can make that difficult journey a little easier for their employees, says one expert – they can even help with prevention and early detection.
According to Cancer Australia, the number of new cancer cases in Australia more than doubled between 1982 and 2010, with an estimated 149,990 cases expected to be diagnosed in 2020.
Dr Pixie McKenna, clinical adviser of general medical services at Check4Cancer, says HR professionals are reassuringly positive about providing support to staff:
- 95% of HR professionals polled said they were in favour of universal cancer checks provided by employers, with annual checking for all staff.
- 63% of HR professionals are actively planning to introduce cancer awareness programmes and/or early detection initiatives in their organisation.
But it’s not just about introducing cancer checks, says McKenna – “It’s about developing a complete anti-cancer strategy.”
Professor Gordon Wishart, a leading expert in the treatment of breast cancer, refers to the disease as an "epidemic" and in his new report Wishart proposes a five-point plan for HR professionals to follow.
- Have ready-made processes. Don't wait for cancer cases to become a people or management issue before devising a policy.
- Help with early detection.
- Build in flexibility. Employees living with cancer need to know they have the support of their organisation.
- Keep a focus on wellbeing. All health and wellbeing activities are important for avoiding cancer, and helping with recovery.
- Be patient with returners. People who survive cancer often return to their everyday lives with a wholly different perspective.
Wishart’s full report –
Cancer in the workplace: what does it mean for HR? – can be found
here.
