Supporting the Return to Work After Cancer in Romania: Exploring Employers’ Perspectives

Popa, Adela Elena; Morândău, Felicia; Popa, Radu-Ioan; Rusu, Mihai Stelian; Sidor, Alexandra

doi:10.1007/s10926-019-09846-1

Cited by 11 publications

(15 citation statements)

References 34 publications

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“…Although many participants had a good relationship with their employees, they knew little about the diagnosis, the effects of cancer and long-term treatment or the employee's abilities. The issue of diagnostic disclosure is also described in other studies of RTW [ 19 , 26 , 27 , 37 , 38 ].…”

Section: Discussionmentioning

confidence: 80%

“…The results of this study remind us that collaboration among all RTW stakeholders is essential (employee, employer, health professionals, insurers) to ensure a sustainable RTW. Like other studies, the employee’s commitment to her RTW was crucial for a sustainable return [ 19 , 26 , 29 ]; however, it was impossible to determine the contribution of health professionals to RTW, as managers had no contact with them. This means that crucial information such as the employees’ abilities is not passed on to the manager.…”

Section: Discussionmentioning

confidence: 99%

“…It is therefore not surprising that a widely reported issue by our participants was the need to be adequately equipped with information regarding the BCSs’ work abilities and the late effects of cancer. Indeed, limited access to information, resources, or training for managers has been a recurring theme over the past 10 years [ 11 , 26 , 27 , 30 ].…”

Section: Discussionmentioning

confidence: 99%

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Supporting the return to work of breast cancer survivors: perspectives from Canadian employer representatives

et al. 2023

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Pur pose A significant proportion of women with breast cancer want to RTW (return to work) after treatment. Employers play a key role in facilitating RTW for these employees who face distinct challenges. However, the portrait of these challenges remains to be documented from the perspective of employer representatives. The purpose of this article is to describe the perceptions of Canadian employer representatives regarding the management of the RTW of BCSs (breast cancer survivors). Methods Thirteen qualitative interviews were conducted with representatives from businesses of various sizes (< 100 employees, 100–500 employees, > 500 employees). Transcribed data were subjected to iterative data analysis. Results Three major themes emerged to describe employer representatives’ perceptions of managing RTW of BCS. These are (1) providing tailored support; (2) remaining ‘human’ while managing RTW; and (3) facing the challenges of RTW management after breast cancer. The first two themes were perceived as facilitating RTW. The challenges identified concern uncertainty, communication with the employee, maintaining a supernumerary work position, balancing employee and organizational interests, reconciling with colleagues’ complaints, and collaboration among stakeholders. Conclusions Employers can adopt a humanistic management style by offering flexibility and increased accommodation for BCS who RTW. They can also be more sensitive to this diagnosis, leading some to seek more information from those around them who have experienced it. Employers require increased awareness about diagnosis and side effects, be more confident to communicate, and improved collaboration between stakeholders to facilitate the RTW of BCS. Implications for cancer survivors Employers who focus on the individual needs of cancer survivors during RTW can facilitate creative and personalized solutions for a sustainable RTW and help survivors recover their lives after cancer.

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Section: Discussionmentioning

confidence: 80%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Supporting the return to work of breast cancer survivors: perspectives from Canadian employer representatives

et al. 2023

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“…Some should be regarded as overarching actions, such as “listen”, “tailor” and “collaborate”. Successful implementation of these managerial actions could lay a pre-requisite for a successful RTW support by the manager in the implementation of more practical managerial actions, such as “offer re-integration programs” and “support practically” [ 38 ]. It is therefore advisable to not regard the managerial actions as distinct actions to be taken independently of each other and solely by the line manager.…”

Section: Discussionmentioning

confidence: 99%

“…These differences, especially in terms of responsibilities, lead to a different involvement of managers in supporting cancer survivors' RTW [21,23]. Therefore, the legislative system of a specific country can serve as a brake or a lever for implementing managerial actions to support the RTW of cancer survivors [12,21,23,38,43].…”

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confidence: 99%

Identification of actions to be taken by managers to facilitate the return to work of cancer survivors: Consensus between managers and cancer survivors

et al. 2022

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Background Managers are considered to be main stakeholders in the return to work (RTW) of cancer survivors. However, the perspectives of cancer survivors and managers differ on what managerial actions should be taken during the RTW of cancer survivors. This difference might put effective collaboration and successful RTW at risk. Therefore, this study aims to reach consensus among managers and cancer survivors on the managerial actions to be taken during the four different RTW phases of cancer survivors (i.e., Disclosure, Treatment, RTW plan, Actual RTW). Methods The Technique for Research of Information by Animation of a Group of Experts (TRIAGE) was implemented with managers and cancer survivors (hereafter referred to as “experts”). An initial list of 24 actions was derived from a previous study. Firstly, for each action, fifteen experts were asked to indicate individually how important this action is per RTW phase (Likert scale from 1 – “Not important at all” to 6 – “Very important”). Consensus was reached when ≥ 80% (i.e., ≥ twelve experts) of the experts rated that action ≥5. Secondly, for each phase of the RTW process, the 15 actions with the highest percentage were discussed with eight experts during the collective consultation, except for the actions that already reached consensus. After discussion, the experts voted whether each action was important (“yes” / “no”) and consensus required ≥ 87.5% (i.e., ≥ seven experts) of the experts to consider an action as important. Results Twenty-five managerial actions were finally retained for at least one of the RTW phases, e.g., Disclosure: “respect privacy” and “radiate a positive attitude”, Treatment: “show appreciation” and “allow sufficient sick leave”, RTW Plan: “tailor” and “communicate”, and Actual RTW: “support practically” and “balance interest”. Conclusion Cancer survivors and managers reached consensus on the importance of 25 managerial actions, distributed into each phase of the RTW process. These actions should be considered an interplay of managerial actions by different stakeholders on the part of the employer (e.g., direct supervisor, HR-manager), and should be a responsibility that is shared by these stakeholders. The collective implementation of these actions within the company will help cancer survivors feel fully supported.

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The experiences and perceptions of employers on cancer survivors returning to work: a meta-synthesis of qualitative studies

Kuai,

Huang,

et al. 2024

Support Care Cancer

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Supporting the Return to Work After Cancer in Romania: Exploring Employers’ Perspectives

Cited by 11 publications

References 34 publications

Supporting the return to work of breast cancer survivors: perspectives from Canadian employer representatives

Supporting the return to work of breast cancer survivors: perspectives from Canadian employer representatives

Identification of actions to be taken by managers to facilitate the return to work of cancer survivors: Consensus between managers and cancer survivors

The experiences and perceptions of employers on cancer survivors returning to work: a meta-synthesis of qualitative studies

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