When I first uttered the words, “I’ve got cancer,” one of the most common responses I received was:
“How? You’re the fittest, healthiest person I know.”
It’s a reaction I understood. I was in my late 40s, tall, with a low BMI. I had always been active—some would even call me “sporty.” My diet was fairly balanced, I’ve never smoked, and I only had a few glasses of wine a week. On paper, I didn’t fit the stereotype of someone who might develop cancer. But here’s the truth: cancer doesn’t care about any of that.
The Reality of Cancer Risk
We often think of cancer as something that happens to other people—those who don’t take care of themselves, who don’t exercise or eat well. But cancer doesn’t work like that. It isn’t a punishment for lifestyle choices. While 38% of cancers are considered preventable*, the rest come down to factors beyond our control—genetics, environment, and, quite simply, bad luck.
As someone who has lived through cancer and now works to support others facing similar journeys, I know how important it is to challenge these myths. Misinformation and assumptions can create barriers to support, and that’s something we must change—especially in the workplace.
How Leaders Can Support Employees with and Beyond Cancer
If you’re a leader, the chances are high that someone in your team will be impacted by cancer—whether personally or through a loved one. It’s vital that organisations foster a culture where employees feel informed, supported, and empowered to take care of their health. Here’s how you can make a difference:
1. Educate and Raise Awareness
Knowledge is power. Ensure your team understands:
- What cancer is—and isn’t
- Common signs and symptoms to look out for
- The importance of early detection and screening
This doesn’t mean creating fear but rather fostering a workplace where conversations about health are open and encouraged.
2. Review and Communicate Workplace Policies
Is your organisation in the 4% that have a specific cancer policy?
Do you offer flexible time for screenings or medical appointments?
Do employees feel comfortable taking time off for health concerns?
Ensure your policies are not just in place but actively communicated, and have a specific cancer policy. Employees shouldn’t feel hesitant to prioritise their health.
3. Promote Wellbeing and Available Support
Cancer support isn’t just about treatment—it’s about the entire journey, from diagnosis to life beyond cancer. Make sure the support you offer is relevant, specific and your team knows:
- What resources are available through workplace wellbeing programs
- How they can access counselling, coaching, peer support, or employee assistance programs
- That they are not alone, and help is always available
Creating a Compassionate Workplace
You never know who in your organisation might hear the words, “It’s cancer.” But as a leader, you can make sure that when they do, they feel supported, understood, and cared for. The conversations you encourage today could make all the difference to someone tomorrow.
I help to build supportive workplace cultures that are compassionate, informed and prepared to support colleagues with and beyond cancer.
