Breast cancer is the most common cancer affecting women worldwide, presenting significant challenges in both personal and professional spheres. For women employees diagnosed with breast cancer, navigating treatment while maintaining their careers can be overwhelming. Employers play a crucial role in ensuring that affected employees receive adequate support to maintain their well-being and productivity.
This blog post explores the key challenges breast cancer patients face in the workplace and provides evidence-based strategies for companies to create a supportive work environment, referencing the insights from the Women’s Report 2024: Paper 4 (Barnard, 2024).
The prevalence and impact of breast cancer in the workplace
Breast cancer accounts for 20-25% of all new cancer diagnoses in South African women annually, with over 9,000 new cases recorded in 2020 alone (National Institute of Communicable Diseases, 2020). The economic impact of breast cancer on organizations is substantial, as affected employees may require extended leave, reduced workloads, and emotional support to manage their condition.
More than half of women in full-time employment transition to part-time work following a breast cancer diagnosis, and between 62% and 67% continue working up to eight years post-diagnosis (Hamood et al., 2019). However, patients undergoing chemotherapy face double the odds of losing their jobs compared to those receiving alternative treatments (Blinder & Gany, 2020). Given these statistics, it is imperative that organizations implement inclusive policies that support employees battling breast cancer.
Challenges faced by women with breast cancer in the workplace
- Physical and emotional impact: Women undergoing breast cancer treatment experience a wide range of physical side effects, including fatigue, nausea, and cognitive impairment, which can hinder work performance (Smit et al., 2019). Psychological distress is also prevalent, with anxiety, depression, and body image concerns affecting their confidence and self-esteem (Fortin et al., 2021).
- Financial strain: Medical expenses associated with breast cancer treatment can be overwhelming. Patients often face employment instability, reduced income, and increased out-of-pocket costs for treatment, transportation, and specialized care (Gharzai et al., 2021). The financial burden may lead some employees to forgo treatment, worsening their health outcomes.
- Workplace discrimination and stigma: Despite legal protections, many women diagnosed with breast cancer experience workplace discrimination. This includes unfair demotions, exclusion from promotional opportunities, and pressure to resign (Maimela, 2019). Misconceptions about their ability to perform job duties contribute to workplace bias, making it difficult for them to reintegrate post-treatment.
Strategies for employers to support women with breast cancer
- Implementing supportive workplace policies Employers must establish policies that accommodate flexible work arrangements, reasonable leave provisions, and phased return-to-work programs. This includes:
- Allowing remote work or hybrid models to accommodate treatment schedules.
- Offering extended paid sick leave and medical benefits.
- Implementing structured return-to-work programs that include gradual workload adjustments (Greidanus et al., 2020).
- Fostering an inclusive and supportive work culture A compassionate workplace culture ensures that employees feel valued and supported during their recovery. Employers can:
- Encourage open communication by creating safe spaces where employees feel comfortable discussing their health concerns.
- Promote awareness campaigns to educate colleagues about breast cancer, reducing stigma and fostering empathy (Tiedtke et al., 2017).
- Train managers and HR professionals on best practices for supporting employees with chronic illnesses.
- Providing Employee Assistance Programs (EAPs) EAPs offer holistic support for employees dealing with cancer. These programs should include:
- Access to mental health counseling and support groups.
- Financial planning assistance to help employees navigate medical expenses and insurance claims.
- Workplace wellness programs focused on preventive healthcare and stress management (Schouw et al., 2020).
- Ensuring legal compliance and protection Employers must uphold labor laws that protect employees with cancer from discrimination. In South Africa, the Employment Equity Act prohibits unfair treatment based on disability or health conditions (Maimela, 2021). Companies should:
- Review and update workplace policies to align with legal standards.
- Ensure fair performance evaluations that consider employees’ medical conditions.
- Provide reasonable workplace accommodations, such as ergonomic modifications and flexible job responsibilities.
- Offering financial and vocational support Employers should assist employees in accessing financial resources, such as:
- Disability benefits and compensation through the Unemployment Insurance Fund (UIF).
- Flexible benefits that include income protection and medical insurance coverage.
- Vocational rehabilitation programs to facilitate skill development and job retention post-treatment (Hamood et al., 2019).
The role of employers in empowering women
Supporting women employees with breast cancer requires a comprehensive approach that integrates medical, emotional, and financial assistance. By implementing inclusive workplace policies, promoting awareness, and ensuring legal protections, employers can create an environment where affected employees feel secure and valued.
Employers must recognize that investing in employee well-being leads to long-term benefits, including increased job retention, improved productivity, and a positive workplace culture. As more organizations adopt these strategies, the workforce will become more inclusive and resilient, ensuring that women battling breast cancer receive the support they deserve.
References:
- Barnard, M. (2024). Supporting Woman Employees with Breast Cancer. In A. Bosch (Ed.), Women’s Report 2024: Women’s Workplace Health. Retrieved from www.womensreport.africa
- Blinder, V. S., & Gany, F. M. (2020). Impact of cancer on employment. Journal of Clinical Oncology, 38(4), 302-309.
- Fortin, J., Leblanc, M., Elgbeili, G., Cordova, M. J., Marin, M. F., & Brunet, A. (2021). The mental health impacts of receiving a breast cancer diagnosis: A meta-analysis. British Journal of Cancer, 125(11), 1582-1592.
- Greidanus, M. A., De Boer, A. G. E. M., Tiedtke, C. M., Frings-Dresen, M. H. W., De Rijk, A. E., & Tamminga, S. J. (2020). Supporting employers to enhance the return to work of cancer survivors. Journal of Cancer Survivorship, 14(2), 200-210.
- Hamood, R., Hamood, H., Merhasin, I., & Keinan-Boker, L. (2019). Work transitions in breast cancer survivors and effects on quality of life. Journal of Occupational Rehabilitation, 29(2), 336-349.
- National Institute of Communicable Diseases. (2020). Summary statistics of cancer diagnosed histologically in 2020. Retrieved from https://www.nicd.ac.za
- Tiedtke, C. M., Dierckx de Casterlé, B., Frings-Dresen, M. H. W., De Boer, A. G. E. M., Greidanus, M. A., Tamminga, S. J., & De Rijk, A. E. (2017). Employers’ experience of employees with cancer. Journal of Cancer Survivorship, 11(5), 562-577.