In 1995 my youngest daughter was diagnosed with Hodgkins disease. This is a curable cancer but she needed extensive radiotherapy and chemotherapy resulting in her losing approximately two years of her life.  Fast forward to 2015 and after having a beautiful baby girl in January, in April she was diagnosed with breast cancer.  

She had to stop breast feeding, which was heart-breaking and then go regularly to the hospital for chemotherapy resulting in long absences from her new baby daughter. Then she had to endure an operation to remove both her breasts and then have reconstruction meaning loss of confidence, acute tiredness and even more time away from her family.  It is unbelievably hard to watch someone you love dearly go through cancer, not once but twice. You feel helpless and even though you are doing as much as you can it always tears your heart out when you see how hard your loved one is trying to put on a brave face, despite the debilitating treatment and after effects.  

Her maternity leave turned into cancer, chemo and crisis leave. For a considerable time after treatment, there is inevitable fatigue, loss of patience, motivation and a greater reliance on others. The cancer patient’s former identity has been threatened, they were flung onto another path not of their choosing and there is a real fear of not keeping up with their peers in the workplace.  However, when support is available cancer can often be the catalyst for greater purpose and achievement. Survivors can be guided to re-prioritise and to move towards what is really important.  The shock of diagnosis, debilitating treatment and loss of control generally shocks people into redressing their lives – to live well and in a way they may not have had confidence to do before.

So what happens when cancer patients return to work after a long period of exhausting treatment and subsequent absence. Are they the same as before? Can they manage in the same way, with the same amount of self-esteem and positivity? What about the psychological impact of having cancer? How do survivors cope with the inevitable questions and often insensitive comments? Being able to talk to their colleagues about their experience is incredibly difficult as each person has a unique experience of cancer and reacts in their own way to the treatment and after effects. For one survivor it was “why not retire?” (She was 35, angry at being blown off course, yet full of life and wanting to return to work!!)

So how do organisations deal with employees returning after surviving cancer?  In our members experience they are very rarely able to understand the needs of cancer survivors and that is why we have set up a new initiative. The Cancer Coaching Community are a group of qualified coaches who have had first-hand experience of cancer.  We aim to support those returning to life and work after cancer in a way that is right for them.  Listening to their needs and requirements with no judgement or pre-conceived ideas.  Creating a safe explorative space where survivors can reflect on their experience with an informed professional. We are launching this initiative at a special event in Spring 2017. It is essential that organisations step up to providing the right support for cancer survivors to return to work with confidence.  With one in two people now diagnosed with cancer every year we can no longer ignore this essential support and understanding. 

What can organisations do to make a start?
Have a 1-2-1 open and honest conversation without judgement about the needs of each individual (no two will be the same and have the same requirements). Support the individual to return to work gradually and understand that fatigue and feelings of vulnerability will be inevitable. Listen to the specific requirements of each member of staff and be flexible in approach. Understand that priorities may have changed and encourage survivors to work in a way that takes account of their energy levels. Be aware that the shock of coming through cancer may have given the employee a new focus and strengthened their resolve to work smarter. Continue to listen and collaborate with cancer survivors in a way that is beneficial to all stakeholders.

Hold an open non-judgemental discussion with the employee about what they feel they can manage based on their previous role and how this meets the criteria of their current role. Discuss what options they have to amend or change their role to suit both their current abilities and formulate a joint strategy to expand this over a recommended and appropriate level of time. Be aware that there may be different goals for both employee and employer? Be open about employer concerns around the current role and how effective the strategy will be both for the employee and the organisation? Consider how to retain the role for the cancer survivor while they’re on sick leave, phasing in on return if requested. When the employee returns, ask what else has changed eg/ company ethos / roles / teams and then discuss openly how this affects the employee directly, involving other team members who may be affected.