By Paul T. Ayres
Cancer. Few words carry such a weight of fear, uncertainty, and emotional gravity. For the millions of Americans diagnosed with cancer each year, it’s not just a medical condition—it’s a life-altering reality that touches every part of their existence, from their families and friendships to their professional lives. This persists for the survivor. Cancer has a way of recurring, so for many survivors the burden never really goes away. Yet cancer’s impact extends well beyond the individual. It ripples outward, affecting entire networks of relationships, reshaping lives, and altering the dynamics of workplaces and personal circles alike.
Despite the prevalence of cancer, an invisible barrier exists when it comes to discussing it. Often sharing one’s struggle with this tyrant is like discussing the sun is going to burn out in five billion years. To the person receiving the news of yet another cancer illness, it may seem like, ‘who cares’ and ‘it’s inevitable’ and ‘it’s a long way off.’ None of these reactions are grounded in insensitivity, but rather in resisting the reality of the burden of carrying such knowledge. So our intentions also in not telling can be to protect. Knowing another’s status might imply expectation or obligation. Or it might not. Of course, this likely depends on the status of your relationship. Yet even for new acquaintances, the intensity of the situation can be stressful.
What drives the significant reach if cancer’s impact?
Why is it so hard to hear about and discuss?
Why don’t we have more natural social intelligence to nail the appropriateness of our delivery of such news and its timing; as well as our reaction once told?
Should we or shouldn’t we share? Inquire?
Have you felt awkward in a cancer discussion before? Not much changes whether at work or at home.
This article delves into the wide-reaching Impacts of Cancer on the Workplace:
Why it remains such a difficult topic for so many, and how we can provide meaningful support to those affected.
Why it remains such a difficult topic for so many, and how we can provide meaningful support to those affected.
We’ll also explore cancer’s vast impact on your life beyond the workplace.
Uncover why it’s so difficult to talk about, and
Offer practical ways employers, friends, and family can provide meaningful support.
The Ripple Effect: A Broad Look at Cancer’s Reach
In 2024, an estimated 20 million people in the United States are living with cancer, either as survivors or newly diagnosed patients. While this number is significant, it only scratches the surface of cancer’s impact. For every person diagnosed, there is a network of family members, friends, and colleagues whose lives are also affected. But just how many people are touched by a single diagnosis? Let’s break it down.
Breaking Down the Numbers
Cancer’s reach can be quantified by examining three key groups: Immediate family members, close friends, and first-degree relatives.
Immediate Family Members
Breast Cancer Gene Testing
According to U.S. Census Bureau data, the average family size is 3.15 people. Subtracting the patient leaves an average of 2.15 immediate family members directly impacted by a cancer diagnosis. Multiplying this by 20 million patients gives approximately 43 million immediate family members who experience caregiving responsibilities, emotional strain, and financial challenges.
2. Close Friends
Research shows the average American has about four close friends. These individuals often play crucial roles in emotional and logistical support during a loved one’s illness. Applying this figure to 20 million patients adds another 80 million close friends affected by cancer.
3. First-Degree Relatives
First-degree relatives—including parents, siblings, and children—number about five per person on average. For cancer patients, this translates to 100 million relatives who may take on caregiving responsibilities or experience emotional and financial strain.
Granted that we are likely to have some overlap of these groups and the liberties taken in my assumptions on these calculations, we should consider these an estimate of the maximum impact. Still, as illustrated, the potential impact is far-reaching and significant. A good rule of thumb is ten people are impacted in a significant way by every diagnosis.
Other Populations Affected:
Children and Adolescents - Nearly 25% of children with a parent undergoing cancer treatment experience significant emotional challenges, including anxiety and depression. These effects can lead to disruptions in school performance and long-term emotional scars.
Elderly Caregivers - Approximately 11% of caregivers for cancer patients are over the age of 65. Many face their own health challenges while managing the demands of caregiving, leading to physical exhaustion and emotional strain.
Yet what do we do? Not much. It just isn’t clear what to do. Especially when you’re new to cancer’s impact. Suddenly, it’s you, your wife, or your close friend. Some beat cancer, and we revel in those stories. Others ‘last’ a long time providing inspiration. Still others, we tragically lose well before their time. No wonder this is so hard to know what to do. We want to help!
The impact of hearing about the tragedy that surrounds cancer is like getting hit with a 2x4 on the side of the head. You’re dazed. You don’t know what to say. And the emotional rot starts. We must find a way to reverse this, or minimally reduce it. It’s amazing that anyone can concentrate at work with this burden, especially those immediately in cancer’s crosshairs. Americans are tough. We keep to ourselves and ‘buck up.’ But should we?
Cancer’s Impact on the Workplace
Cancer affects far more than physical health; it disrupts careers, finances, and emotional well-being. Its impact on the workplace is multi-faceted, touching employees diagnosed with cancer, their caregivers, and their colleagues. Organizational productivity can falter.
Focus becomes difficult. For employees diagnosed with cancer, the workplace becomes a battleground for managing their health, professional responsibilities, and financial stability. This includes the potential for productivity drop beyond the patient, coworkers, and family members. Even close friends experience a cancer diagnosis impact. We’ll discuss non-work impact later in this article.
Absenteeism and Productivity Loss
Cancer treatment often necessitates extended absences for surgery, chemotherapy, and recovery. Caregiving duties compound this challenge, with family members frequently taking time off to accompany loved ones to appointments or manage household responsibilities. On average, employees with cancer miss 22 workdays annually. Family members providing care also miss work to accompany their loved ones or manage household responsibilities missing approximately 18 days. As an estimate of this financial impact, if we use only the 2 million annual new cancer diagnoses in the USA and assume one caregiver at these days lost; applying the average annual compensation (about 62k) this costs companies 13.5 billion USD for just this particular impact.
Presenteeism
The emotional toll of cancer can manifest in workplace presenteeism, where employees are physically present but unable to perform at their best due to stress or anxiety. Likely the top impact of the mental health aspect of this issue, a 2023 review in Cancers emphasizes that addressing mental health challenges is critical for improving workplace productivity and employee well-being.
It’s estimated this costs U.S. employers an estimated $1,500 to $3,000 per employee annually. This aspect of cancer’s impact is roughly 301 billion USD. (134 million workers potentially impacted by cancer x 2250, the middle of this range). Wow. My personal experience suggests this could be missing a couple of zeros or two. There is a difference between coping to just meet requirements and meeting the potential to create sustained or new value for the organization. I’ve personally experienced difficulty in finding focus to be productive. The routine seems more doable, but the creative and innovative parts of the job are particularly hard. Minimally, innovation slows. Hard to put a number on that, but it’s big.
Financial Strain for Employers
For both patients and caregivers, balancing work with cancer-related responsibilities can result in reduced hours or even job loss. A study in the Oncology Nursing Forum highlights the financial toll on caregivers, many of whom make significant career sacrifices to support their loved ones. Patients, meanwhile, may fear job insecurity or being passed over for promotions due to perceived limitations.
Cancer is one of the costliest medical conditions to treat. Corporate annual healthcare expenses for patients average $16,000 to $20,000 per person, and indirect costs are significant, besides previously mentioned absenteeism, turnover also exacerbates the economic toll. Industries reliant on physical labor, like healthcare and manufacturing, are particularly affected due to the difficulty of filling critical roles.
Examples from Industry:
A study of nurses who are also caregivers for cancer patients found that 42% experienced burnout, leading to staffing shortages.
The tech company Cisco, by contrast, implemented a "Cancer Care" initiative that provides paid leave and peer mentoring, reducing employee stress and improving retention rates.
Why It's So Hard to Talk About Cancer at Work
Despite the prevalence of cancer, discussing it in the workplace often feels like navigating a minefield. Many employees remain silent about their diagnosis or caregiving responsibilities, and colleagues may avoid the topic altogether. Why is this the case?
Several interwoven factors contribute to the discomfort:
1. Stigma and Misconceptions
Cancer is still associated with fear and weakness. Employees may worry that sharing their diagnosis will lead to perceptions of reduced capability or questions about their career trajectory. Research in the Journal of Cancer Survivorship found that 38% of cancer survivors reported experiencing subtle workplace discrimination. The good news is that 62% did not.
2. Privacy Concerns
Health is deeply personal, and many people feel uncomfortable sharing sensitive details about their diagnosis. The fear of being pitied or judged often leads employees to avoid the topic altogether. The Cancer Council notes that maintaining privacy can feel like a way to retain control during a vulnerable time.
3. Fear of Discrimination
Even with legal protections like the Americans with Disabilities Act (ADA), the fear of being sidelined or excluded from opportunities is very real for many employees. Studies show that subtle discrimination, such as being passed over for projects, remains a significant concern.
4. Emotional Labor
Discussing cancer requires emotional vulnerability—not just for the person disclosing, but also for those hearing the news. Colleagues may worry about reacting the “right” way, leading to awkward interactions or avoidance.
My experience supports ‘emotional labor’ as one of the toughest; at least in the top three, of all of these communication friction points. It is on top of the list for me. People care and that 2x4 hits them hard and they are dazed and confused. They feel awkward and don’t know what to say. After all, what can you do about an incurable disease? And the impact of some of the suggested remedies and approaches following in this article pretty much move a small part of that unpleasant weight over to your shoulders; that is the person receiving the news. People can only take so much. Of course, this isn’t the only issue. This issue tends to be overcome when relationships are grounded more deeply.
Examples of Positive Change
Tech companies like Google and Cisco are breaking these barriers. Google’s internal employee resource group for cancer patients and caregivers provides a safe space to discuss challenges, fostering openness, and reducing stigma.
Cisco's Cancer Support Initiatives
Cisco established the Cancer Support Network (CSN) in 2008, initiated by a senior director battling the disease. The CSN provides a safe and inclusive space for Cisco employees and their families to share experiences, learn from each other, and access relevant information, regardless of geographic location.
The network has grown to include hundreds of volunteers who host multiple events throughout the year, offering global support to over 800 members.
In addition to the CSN, Cisco offers robust benefits and a commitment to employee well-being. This includes programs that support employees through various life stages, ensuring they have access to necessary resources during challenging times
Google's Employee Support Programs
Google provides extensive support to employees impacted by cancer through its comprehensive health and wellness programs. While specific details about cancer-specific support groups are not publicly disclosed, Google offers Employee Resource Groups (ERGs) that focus on various aspects of employee well-being, including health-related issues.
These ERGs provide a platform for employees to connect, share experiences, and access support resources.
Of course, smaller companies with less resources may need to be more creative and are more dependent on their existing workforce. Even modest research resulting in training and communication programs, publications, or policy can positively impact culture with respect to support for those in the cancer battle.
Why It’s So Hard to Talk About Cancer Outside of Work
The discomfort surrounding cancer conversations isn’t limited to the workplace. Friends and family members can also struggle to respond when they hear about a loved one’s diagnosis. Why is this?
It is quite likely you have experienced this given the reality of the ‘reach’ of cancer to so many. All parties are struggling with this. The unlucky one with the diagnosis is exhausted from a round of chemotherapy, feeling obligated to respond to the next 45 text messages; but can’t. Can’t emotionally and can’t physically. The concerned friend feels awful and so wants to correspond and support, but not a clue how. The family member or friend who is a cancer survivor who found inspiration and healing; they so want to help - almost forcing their experience onto you creating a reaction in you bordering on annoyance; yet you know they care and are trying to help.
We want to be physically, emotionally, spiritually, and mentally tough. All of us, the patient or not. Again, why is this so difficult?
a. Fear of Saying the Wrong Thing
Many people hesitate to reach out because they’re afraid of causing more harm than good. A survey by the American Cancer Society found that 52% of friends of cancer patients avoided the subject out of fear of saying something insensitive. This avoidance can make patients feel isolated and unsupported.
b. Lack of Knowledge
Without understanding the specifics of cancer treatments or their effects, people may feel ill-equipped to offer meaningful help. This gap can lead to awkward interactions or silence. Without knowing what to say or do, they may retreat rather than risk making a mistake.
c. Personal Discomfort with Illness
Confronting a loved one’s illness often brings up personal fears about mortality and health, making the situation emotionally charged. The Cancer Council highlights that these anxieties can make it difficult for people to engage fully and empathetically.
d. Generational Differences
Older generations, raised in a culture that viewed health issues as private, may struggle more with discussing cancer openly. Younger generations, by contrast, often turn to social media to share their experiences, creating a generational divide in communication styles.
In particular, young people, including young professionals, often struggle more with the subject and discussion of cancer including these reasons:
1. Perception of Invulnerability:
Many young people believe they are less susceptible to serious illnesses like cancer, leading to a lack of engagement in conversations about the disease. This perception can result in delayed medical consultations and a reluctance to discuss potential symptoms.
2. Fear and Anxiety:
The prospect of cancer evokes significant fear and anxiety, which can deter young individuals from initiating discussions about the topic. This avoidance is a coping mechanism to manage the emotional distress associated with the disease.
3. Social Stigma:
Cancer is often associated with older age groups, and young people diagnosed with the disease may feel isolated or stigmatized. This social stigma can discourage open discussions about their experiences and challenges.
4. Lack of Awareness:
There is a general lack of awareness among young people regarding the prevalence and risk factors of cancer in their age group. This knowledge gap contributes to the perception that cancer is not relevant to them, reducing the likelihood of discussions on the subject.
5. Desire to Maintain Normalcy:
Young individuals may avoid discussing cancer to preserve a sense of normalcy in their lives. They might fear that talking about the disease will lead to unwanted attention or pity, disrupting their social interactions and daily routines.
Addressing these barriers requires targeted education and awareness campaigns that resonate with younger demographics, fostering an environment where open discussions about cancer are normalized and encouraged.
Examples of Effective Support Outside of Work
Organizations like 'Cancer Survivors Network’ of the American Cancer Society offer free online resources that teach friends and family how to navigate difficult conversations and provide practical help. These programs have been widely praised for bridging the gap between intention and action. Spending some time online can produce some good alternatives. Cancer is personal and different for everyone. Take some time to explore and find the road to additional healing or support resources, there are many.
We Know Support is Hard
Support for individuals diagnosed with cancer often diminishes in frequency and intensity over time, a phenomenon observed across various relationships, including family members, coworkers, and friends.
Several studies and discussions have explored this trend:
Initial Surge of Support: Following a cancer diagnosis, patients typically experience an immediate outpouring of assistance from their social networks. This initial support includes emotional encouragement, practical help, and frequent communication. However, as time progresses, the intensity and frequency of this support often wane.
Caregiver Fatigue: Family members and close friends who assume caregiving roles may experience physical and emotional exhaustion over time. This fatigue can lead to a gradual reduction in the support they provide, as sustaining high levels of care becomes challenging.
Return to Routine: As the initial shock of the diagnosis subsides, supporters may resume their regular routines and responsibilities. This shift can result in less frequent check-ins and a decrease in the practical assistance offered to the patient.
And this drift in initial support is where organizations are presented with a unique opportunity. Through for-profit and other organizations therein lies the ability to create policy and procedure plus assign responsibility. Surely HR departments are not having an epiphany here. However, the majority of businesses are small businesses and likely don’t have significant resources.
What Employers Can Do: Economic and Empathetic Solutions
Employers have a critical role to play in mitigating cancer’s impact on their workforce. By implementing thoughtful policies, they can support both employees diagnosed with cancer and those affected indirectly.
Expand Employee Assistance Programs (EAPs): Providing access to counseling, mental health support, and financial planning resources can significantly reduce stress for employees. Companies with robust EAPs report 20% higher retention rates.
Implement Flexible Work Policies: Allowing remote work or compressed schedules enables employees to manage treatment or caregiving responsibilities. A case study from Deloitte showed that employees using flexible policies were 30% less likely to experience burnout.
Manager Awareness Training: Educating managers on how to support employees dealing with cancer fosters a more compassionate workplace. Training can include recognizing signs of distress, offering accommodation, and understanding legal protections.
Provide Paid Leave Options: Paid leave for treatment or caregiving ensures employees don’t have to choose between their health and financial stability. Programs like these have been shown to improve both employee satisfaction and loyalty.
Creating a Culture of Empathy: Encouraging open conversations about health issues reduces stigma and helps employees feel supported and valued. Understanding along this road the difference between empathy and sympathy. More patients than not really want to get well. An empathetic approach facilitates progress.
Expense is a real issue, especially for small companies. The impact of cancer’s reach on people is no different for large or small companies. The help offered above can be done with minimal out-of-pocket cash and make a huge difference in all impacted by cancer.
What Non-Work Relationships Can Do
Supporting a loved one with cancer can feel overwhelming. Here are three practical ways to make a meaningful impact:
1. Offer Specific Help
Instead of saying, “Let me know if you need anything,” offer specific assistance, such as running errands, preparing meals, or helping with childcare. Assist with daily tasks like cooking, cleaning, or taking care of pets. These small acts can ease the burden on patients, caregivers, and their families, allowing them to focus on treatment and recovery.
2. Be a Compassionate Listener
Sometimes, the best support is simply being present. Listen without judgment or unsolicited advice, allowing your loved one to express their feelings freely. Along the way, gentle nudging to the positive helps prevent the downward spiral of ‘venting’ which typically leads to emotional waste and negative attitudes.
The power of being a present and positive listener is highly impactful. Work to point out the positive ‘purpose’ and be empathic of the substantial reality. Empathy works better with a call to action. Sympathy can have a tendency to wallow in the mud. The mind is powerful. Collective minds are more powerful. Be positive!
3. Educate Yourself
Understanding the type of cancer and its treatment can help you provide informed support and avoid unintentional missteps. Resources like the National Cancer Institute’s website are excellent starting points. If you have access to ChatGPT or equivalent, this is useful, just be sure to ask for sources.
Moving Forward: A Shared Responsibility
Cancer touches more lives than most of us realize. With close to two-thirds of the U.S. population affected either directly or indirectly, the need for compassion, understanding, and action has never been more critical.
Our current 2024 workforce in the US is estimated at 161.94 million by www.statista.com. If this is true, our estimate of 134M workers at least indirectly impacted by cancer is 82.7% or roughly 8 of 10 workers have cancer or know someone, very close to them fighting cancer! Given the estimate methodology which may overstate the 8/10 result; even cut in half is still a whopping huge percentage. Bottom line, it’s a really big number. And it’s an issue many professional organizations are not addressing.
Talk about the elephant in the middle of the room. Could it be the awkwardness of discussing cancer partially has to do with its not only being so personal but also so prevalent? It’s hard to believe. I for one think 8 out of 10 is not far off. I hear of many cancers out there. Maybe it’s because I’m 63 as I write this and have more family, friends, and coworkers over 50 years old.
I believe it’s better to try something and to share. Of course, oversharing can and does happen. My recent personal experience, being one of eight in ten definitely drives awkwardness. Some of this is on me. I work hard to be an excellent communicator and to read the room, but frankly, this is a lifelong pursuit for me. I need to always be working on communication and socialization skills. Don’t we all? Almost without exception, discussing cancer is an awkward and emotionally charged experience for everyone. Except for those that are the closest to you and me. For me, I find solace, understanding, and support with those close; patient or caregiver, friend or family, it works out. For the person stricken fighting cancer, there is acceptance of my conveyed heartfelt concern for their well-being, my support through action, listening, and being a positive caregiver. Still, the gap is large jumping from those closest to me to even just a degree of freedom away. Is this familiar to your experience?
Just this week, I stopped in one of my plants to chat with the guys. They’ll be the first to tell you I don’t do this enough. Regardless, it’s good to see and chat with the pillars of the production line! The good news is many of the guys I chatted with were comfortable enough to convey empathy and best wishes to my particular circumstance. A big part of our culture is we work for those around us (besides all the other more common stakeholders, those next to us have a better chance in their particular version of the pursuit of happiness because of their teammates’ efforts. I’m pleased our team maintains this healthy element of our culture – and for generations – We’ve worked with this element of purpose for all 107 years).
These were operators, drivers, and included staffers at HQ. This is inspiring to me. The things I learned about their struggles and the way they overcame them were fantastic. The strength. The mental toughness. The character is displayed in the support of those they love. All shared in a way that was far from boastful or self-aggrandizing. The reliance, and the cases I heard of, by those caregiving warriors and the families they supported, were impressive. And none of them missed the average of 18 days previously cited in the research for this article. I was proud of them at that moment, and I still am. Yet, what I learned about me and my organization is that we have work to do on communication. These employees' tough times had passed. They had prevailed on their own. Other organizational members including me, missed the chance to at least offer a supportive ear. Is this similar for you and your organization? If not, good for you, if so, it's time to look at some changes that offer more support for your team.
In my chat with my employee, the mutual uplifting experience was not based on ‘first-degree’ family or friend networks. It was simply two working people sharing in order to support. In all cases, we listened to each other, understood, and knew the world was going to keep turning. Is it that simple? I think not. The dark underbelly of my experience was the immense frustration of not knowing when this was going on. Therein lies room for improvement and knowledge communication and support can improve. It seems to me this is very positive.
“Of course, cancer has a way of recurring, so I may still get that opportunity to be there in a better way. Point being, we must act and not compartmentalize that spot of pain the sharing party lays on our shoulders.” – Paul Ayres
Yet even with this positive and real tale, it doesn’t always go this way. A particular professional group I’m a member of didn’t recover from the whack with the 2x4 on the news I shared. My share seemed like too much, too soon, in the wrong context, with horrible timing. Likely all true? I found myself caught somewhere among various emotional dimensions pulling in multiple directions; including the sense I have an obligation to share to maintain being a trusted group member, my emerging and unfamiliar need for emotional support, my desire to not say a word, and the invitation to reciprocate any and all kindnesses or actions conveyed, boom! Awkward. And not just awkward for me, but also, so awkward for the group! I felt bad and definitely wished I wouldn’t have shared. On the other hand, the share showed my trust and respect for those relationships. Again, in these moments, I’ve learned I must be sensitive to the emotional load ‘sharing’ puts on others. They may not be ready. They may not even want the burden.
My perception caused by the reciprocal whack on the side of my head by the non-verbal 2x4 seems clear. I thought, ‘It was a mistake to share.’ This was powerful enough for me I didn’t sleep well and I decided to do something about ‘me.’ Don’t ruminate. Don’t be negative. Rather, seek out some assemblance of what’s appropriate and normal. And share it so others can have more of the former story and less of the latter.
Everyone will be appreciative. This experience was the catalyst for this article.
In closing, I encourage all of the readers, regardless of ‘role’ in the cancer battle to act. You are human and you will simply not get it all right. Just be determined to incorporate from what you learn into the next opportunity. Both at work and at home, source your action in your heart. Know that when you share, this is you conveying trust to the person receiving the news. It serves us to think about our word choice. If you need someone to listen, then say that. If you need someone to help with dinner, say that. If you have a work obligation you cannot make, say that. You cannot control other’s reactions and likely cannot anticipate what those might be.
Support and prayer are foundational in creating the chance for a full recovery. Your sharing may sometimes annoy, or even push people away. More often than not your sharing will pry loose some brilliant jewel you can use to be part of the healing process. Forget about those interactions that don’t seem productive or welcomed and move on. We must respect the signals of those not interested or able to shoulder the burden of support. And those who share know firsthand they most often are not after support per se.
At work, owners, managers, and coworkers can consider changes and additions to policies and programs that support, facilitate, and assist employees in the cancer impact battle. Of course, affordability is a consideration as well as keeping the net organization generating margin. There can be tough decisions on what to do and not do within the reality of budget constraints. Regardless, people’s perspectives and mindsets can be influenced affordably. Most companies can take the time to offer conversation and action around supporting those fighting cancer affordably. We can make it part of our day to seek out and find opportunities that support while respecting the privacy of those keen to keep to themselves.
“Work to remember when someone chooses to share their or a loved one’s cancer diagnosis they are conveying a trust to you. It is the same at work or outside work.” – Paul Ayres
My hope is this article has minimally given you some food for thought about how you plan to prepare for your reaction to the next cancer story in a way that shows compassion, empathy, and true support. If you’re one of the lucky ones who haven’t been impacted by cancer as outlined herein, that’s great. However, know that cancers' reach is beyond physical and it's best we all be proactive and become prepared, both personally and at our workplace.
Paul T. Ayres
Business, Executive, Leadership & Life Coach
Email: paul@thefitprofessional1.com
Website: www.thefitprofessional1.com
Or, Connect with me on socials!
Instagram: https://www.instagram.com/fitpro1coach/
Edited by Nova Salvador
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