- 18 per cent of managers don’t feel ready to manage an employee with cancer.
- Over a fifth have not considered whether they would like more training for themselves and their colleagues to support staff affected by cancer.
- One in ten admit they would let news of a cancer diagnosis influence their decision to hire someone.
UK businesses are sending out mixed messages to employees with potential cancer symptoms or who are suffering from the disease. The survey of 1000 managers who work for larger sized employers (250+ employees), commissioned by AXA PPP healthcare, found that, despite 68 per cent of respondents either having been diagnosed themselves or had a close relative diagnosed with the disease, over a third (34 per cent) said the experience has not changed their attitude towards how they would treat or do treat a member of staff with cancer.
It’s a stance that also applies to some extent to managers’ attitudes towards supporting employees awaiting a potential cancer diagnosis. While half of the bosses questioned say they would encourage employees to take as much time off as they needed for appointments, 9 per cent said they would encourage them not to let the potential diagnosis interfere with their responsibility to get their work done. Surprisingly, 12 per cent of managers expect employees who attend an appointment regarding a potential cancer diagnosis during work hours to be contactable by phone or email.
Thirteen per cent of bosses would not want to get involved in discussions with an employee who told them they were worried about a potential cancer diagnosis, however, as they feel that, at this stage, this is a personal issue. Moreover, 10 per cent of managers said being told of a cancer diagnosis would definitely influence their decision to appoint someone to a new position while 24 per cent said that it might do so. Seventeen per cent indicated that their decision would depend on the type of cancer the prospective appointee had.
AXA PPP healthcare’s Head of Clinical Services, Sharon Lidstone, commented: “Cancer is on track to affect one in two people in their lifetime** so managers need to be prepared for employees coming to them with news of a suspected or an actual cancer diagnosis and, for the latter, the treatment this entails. Employers need to be thinking about having policies in place to help guide managers on how best to support employees affected by such a potentially life changing event in a way the individuals are comfortable with. Moreover, HR professionals should ensure that managers in their organisations are aware of and adhere to the requirements of disability discrimination laws that protect employees and prospective employees and, if in doubt, they should consult with their legal advisers.”
Managers acknowledged the need for further training to support staff affected by cancer, with 31 per cent of respondents wanting to know more about their rights as an employer as well as those of their employees. Eighteen per cent said they don’t feel ready to manage a member of staff with cancer. On the other hand, over a fifth (22 per cent) said they had not even considered whether they would like more training for themselves and their colleagues to support staff affected by cancer.
Lidstone continued: “Managers are in a difficult situation as it is hard to know exactly how to best support an employee awaiting investigation or diagnosis of a potential cancer symptom or who is actually being treated for the disease. HR professionals and senior management need to communicate best practice to line managers within their business to help them to deal effectively with these situations. We would encourage line managers to speak candidly with employees affected by cancer and, where practicable, try to tailor their support to accommodate their needs. Everyone faced by cancer needs support and employers can play a crucial role in helping employees to cope with the challenges that it poses.”
Managers were keen for their companies to provide services that could speed up access to healthcare and provide extra flexibility for employees, reflecting the importance people put on early investigation and diagnosis. Over half would like access to faster diagnosis for staff with suspected cancer, 42 per cent said they would like employees in their company to be able to access to appointments that fit around work and nearly two fifths (39 per cent) said they would like to be offered access to a 24/7 cancer nurse helpline.
*One Poll survey undertaken October 2015 of 1000 managers in larger sized employers (251+ employees).
**Cancer Research UK (2015). 1 in 2 people in the UK will get cancer:
http://www.cancerresearchuk.org/about-us/cancer-news/press-release/2015-...
