How Workplace Leaders Can Support Employees Through Difficult Diagnoses

A breast cancer diagnosis has the power to shake worlds, not just for the patient but for all those around them as well. This is something I know well. Four years ago this month, I sat in my doctor’s office and tried to absorb the words one in eight American women will someday hear: “You have breast cancer.” 

About 2.3 percent—or 1 in 43—of those with the disease succumb to it. I ended up being one of the lucky 42 who pulled through. My doctors caught the cancer early, and its impact on my daily life was minimal. The psychological impact, on the other hand, was significant. 

It wasn’t just the fear of medical treatments or the potentially grim prognosis that occupied my mind in those days. Just as present and pressing was the feeling that my very being had turned on me. I am an athlete, a leader, a mother, and it was my own body that now threatened to stop me in my tracks. In that moment, I felt unmoored and profoundly alone. 

Healing with help 

The truth is I wasn’t. I was surrounded by people who cared about and for me, and I enjoyed and still enjoy a life of relative professional and financial stability. I had insurance, a supportive family, and an employer that put my well-being first. That’s a luxury most people facing a difficult diagnosis do not get.  

As hard as this time was, I weathered it from a place of privilege. Even so, I was unable to free myself from the stress of “what ifs.” I can’t imagine what it’s like for patients without those comforts. I vowed that, when I returned to work, I would do what I could to extend that privilege to others. This Breast Cancer Awareness Month, I invite workplace leaders and executives to join me in that mission by acting to support employees affected by difficult diagnoses. 

Committing to flexible work arrangements

Being sick is scary, but it’s also inconvenient. When the fear subsides, patients often find themselves staring down a calendar filled with checkups, treatments, and tests. Making flexible hours and in-office or work-from-home options standard within your operations can help workers get the care they need without worrying about the repercussions of stepping away for the afternoon. 

Investing in employee assistance programs (EAPs)

While it may not be appropriate for managers or co-workers to inquire about employees’ private affairs, there are ways to offer more substantial support without prying. EAPs provide a wide range of services and resources, like short-term counseling and referrals, to workers without requiring them to disclose their circumstances to their employer. Providing access to an EAP can ensure that employees have a trusted first stop when dealing with difficult news. 

Championing employee resource groups (ERGs) 

Along similar lines, ERGs can help provide in-office support to workers who may be feeling alienated and isolated after learning of a medical issue. Establishing a strong network of employee-led groups encourages workers to find and open up to like-minded peers, which can help them feel like they have allies should they face a serious illness. 

Modeling balance  

The way leadership acts and talks inform how employees view themselves within the company, how comfortable they are in their roles, and how they prioritize their work and home lives. Demonstrating that the company understands that work comes second to health can help foster a sense of confidence that care needs won’t impact their growth or standing within the organization. 

Communicating proactively and openly

Cancer and other diagnoses tend to come with an overwhelming number of unknowns. Don’t add to them. Something as simple as clearly outlining leave policies, accommodation request processes, and available resources to all workers can make all the difference when someone has just gotten difficult news. 

Resources for resilience 

It’d be easy to attribute my perseverance in the face of my diagnosis to the internal resilience I’ve come to view as a lifeline. However, the truth is that my strength came as much from the support of others as it did from within. Convincing myself that there were other people who could share the load was the first step to healing.

My friends and family rallied around, committed to doing what they could to ease the path forward. The same happened in my workplace, with co-workers and leadership offering to help in any way they could. They assured me that my health was what mattered. The work would be there when I was ready.  

For that, I am lucky. Not everyone has a village in place that’s ready to rally around them, and stability amid medical challenges is not the norm for far too many. Together we can change that, one workplace at a time.