Workplace Support for Employees with Cancer

Abstract

ObjectiveThe aim of the present study was to survey human resources personnel about how their northeastern Ontario workplaces assist employees with cancer.Study Design and Setting This cross-sectional study was conducted from December 2007 to April 2008. Surveys were sent to 255 workplaces in northeastern Ontario with 25 or more employees, and 101 workplaces responded (39.6% response rate). Logistic regression modelling was used to identify factors associated with more or less workplace support. More or less workplace support was defined by provision of paid time to employees with medical appointments and an offer of a return-to-work meeting and reduced hours for employees with cancer. Factors considered in the model included organization size, geographic location (urban, rural), and workplace type (private sector, public sector).ResultsMost of the human resources staff who completed the surveys were women (67.4%), and respondents ranged in age from 25 to 70 years (mean: 45.30 ± 8.10 years). Respondents reported working for organizations that ranged in size from 25 to more than 9000 employees. In the logistic regression model, large organization size [odds ratio (or): 6.97; 95% confidence interval (ci): 1.34 to 36.2] and public sector (or: 4.98; 95% ci: 1.16 to 21.3) were associated with employer assistance. Public sector employers provided assistance at a rate 5 times that of private sector employers, and large organizations (>50 employees) provided assistance at a rate 7 times that of smaller organizations.ConclusionsIn the population studied, employees with cancer benefit from working in larger and public sector organizations. The data suggest a need for further support for employees with cancer in some other organizations.

Work in cancer survivors: a model for practice and research

“…An example of the work environment influencing work outcomes would be an agreement between employee and employer over a change in duties or hours [40]. Another example of the involvement of the work environment is providing high levels of tangible workplace support (i.e., paid time for medical appointments, an offer of a return to work meeting, and reduced hours) for employees with cancer [41]. This can assist in the return to work transition.…”

Work adjustment of cancer survivors: An organisational support framework

“…Cancer survivors RTW because of the financial and psycho-social benefits that working holds for them (Messner & Vera, 2011;Steiner, Cavender, Main & Bradley, 2004;Stergiou-Kita et al, 2016). For the cancer survivor, working provides independence and purpose (Messner & Vera, 2011); it restores normality, routine, stability and social control (Clarke, 2015;Kennedy et al, 2007;Nowrouzi, Lightfoot, Cote & Watson, 2009); it enhances their sense of self-worth, identity and social connectedness; and it boosts their emotional well-being and self-esteem (Knott et al, 2014).…”

Theoretical perspectives upon the return to work of cancer patients: The difficult path of integration in the organization

“…Nowrouzi et al (2009, 18-20) described in their article the numerous barriers that may block the process of RTW or maintaining a job inside the organizations while dealing with a cancer illness throughout this time. Among these, the authors mention (Nowrouzi et al 2009): the incorrect perception of managers and also co-workers, in some cases, that employees diagnosed with cancer possess more significant limitations at work, than they do in reality; the incorrect perception that patients with cancer cannot manage their job duties simultaneously with illness management; the misperception that this category of subject can work harder than in reality. In this direction a study of Mak et al (2014, 272) sustained the idea that patients who RTW focus on achieving normality at work, a topic described also by Amir et al (2010).…”

“…In an article Tiedtke et al (2013, 399-409) (Nowrouzi et al 2009;Grunfeld, Low and Cooper 2010;Tiedtke et al 2013). …”

“…From this perspective, the patient diagnosed with cancer improves his or her chances for survival due to medical new treatments and discoveries; he or she finds better conditions for RTW due to employer attention and involvement; he or she gains more opportunities for hiring, maintaining a job and changing jobs due to employers, policy makers and stakeholders' active involvement in creating and developing social inclusion strategies and policies. Nowrouzi et al (2009) stated in their research paper that cancer has as well an individualistic image, as mentioned before, which makes it difficult to investigate and analyse; it is an illness that affects the multiple levels of the employee: the health status of the patient, the quality of subject's life, the social network, the support network, the health and safety 116 legislation, the employment and integration mechanisms and of course performance, motivation and productivity at work.…”