Keeping up conversations among staff with cancer

Keeping up conversations among staff with cancer

Around 890,000 people of working age in the UK are currently living with cancer. The ‘Window to the Workplace’ survey found that 25% of employees didn’t feel heard or listened to during their period of ill-health. 21% were unhappy with the level of communication with their line manager.

At the same time, 82% of line managers involved with the survey confirmed they believed in regular ‘check-in’ conversations with staff with long-term health conditions.

Using data to be proactive

With both increased numbers of cases of cancer diagnoses and higher survival rates, conditions such as cancer are affecting far more worker’s lives. More employees are dealing with periods of ill-health, regular medical appointments and treatments — and then returning to work. But in the meantime, relationships with line managers and colleagues have changed. Just 36% of employees, in particular, were satisfied with the mental health support being offered (and under 25% among the 55+ age group).

Only around half of the managers involved believed they had the resources and training to support a colleague with a long-term health condition.

“Open communication is crucial; employees need to be heard and line managers need to have the skills and the tools in place to both listen and act with confidence,” said report author Dr Julie Denning, managing director at Working To Wellbeing.

Prevention cycle

EAPA UK chair, Karl Bennett said: “Conversations about cancer and other forms of serious ill-health are difficult, sensitive and highly personal. The reality is that the majority of line managers are uncomfortable, they don’t have the specialist skills needed — especially when illness leads to issues around mental wellbeing. And for both the employer and the employee dealing with ill-health, there are dangers around the implications of those conversations, and basic lack of real communication. Loss of engagement and the potential for employees not to want to come back when their health recovers.

“It’s when employees are out of the workplace, at home, and perhaps feeling disconnected from work that communications with line managers are so important. EAPs become a critical form of independent advice and support, acting as a practical and sympathetic bridge with the workplace.”