Though comprising just 5% of the global cancer burden, adolescent and young adult (AYA) cancer rates—diagnosed between the ages of 15 and 39—are on the rise. For AYA Cancer Awareness Week (April 6-12), help mitigate the impact of cancer on young people’s lives by creating a safe and supportive workplace for young employees facing cancer.
It was the week after graduation, and Stacey Carter, MPH, was eager to embark on a tour of France, Monaco, and Italy with friends before starting her new role as a health policy analyst at RTI International in the fall. It was an exciting time all-around in Stacey’s life. She and her long-time boyfriend had just closed on a charming townhouse in Durham, NC, and had spent their weekends leading up to graduation meticulously scanning the aisles of every thrift store in Chapel hill for vintage finds to furnish their new home.
As to be expected, Stacey was brimming with an eager anxiety for the future, excited to uncover what awaited her at her new job, her new home, and her new life in Durham. What she did not account for, however, was the anxiety she would soon face over what awaited her at the end of a five-month treatment course for thyroid cancer, which she was diagnosed with mere weeks after graduation.
Suddenly, the bubbling anxiety over whether she would thrive in her new role, make new friends in her new city, and be able to care for a new dog she and her partner were eager to get now that they had the space, turned into a pervading worry over whether her anticipated career trajectory would still look the same after treatment, whether she would have time and energy left to balance a busy professional and social life with her health and wellbeing, and whether she would be able to keep up with monthly payments—let alone the cost of a pet.
Stacey’s story is not an uncommon one, but in fact reflects a growing dilemma facing young adults worldwide—the only demographic whose rates of cancer increased between 1995 and 2020. Coming at a time already marked by major transition in a person’s life, such incidents of early-onset cancer can cause tremendous emotional distress for these young patients, as they face heightened uncertainty over what their futures might have in store.
As a guiding light in these burgeoning professionals’ lives, employers play a significant role in helping young cancer survivors mitigate the varied effects of cancer, restore their sense of balance, direction, and identity, and resume their path to happiness and prosperity. To do so, employers must commit to creating a safe and supportive work environment that enables survivors’ holistic recovery and successful return to work. Not only that, but they must also commit to fostering a cancer-aware and supportive workplace that empowers younger employees to monitor their cancer risk and take proactive care of their health to sustain long-term wellbeing.
Supporting Young Adults with Cancer in the Workplace: What Employers Need to Know
Cancer is a profoundly distressing experience for anyone, at any age—but it can be especially overwhelming for younger adults who least expect it and are often least prepared for it. Compared with the majority of patients (80 percent) who face cancer later in life—when their professional, familial, financial, and social lives are already mapped out—younger patients must navigate pronounced disruptions to their future planning and educational, professional, financial, and social prospects.
Concerns about being able to complete their degree on time, successfully competing in a contentious job market to secure the roles and careers they’ve worked hard to attain, worries about fertility and their ability to one day start a family, and anxiety about how soon they will be able to return to their busy, youthful, and “carefree” lives are just some of the challenges that younger patients face in addition to acute concerns about their health. Financial woes, too, are another burden often felt, as younger patients often lack the savings older adults typically have to fall back on during times of prolonged illness, or the insurance coverage needed to offset exorbitant medical costs.
As a result of these added pressures, research shows that younger patients (ages 15-39) experience greater psychological distress than their older counterparts (over 40 years of age), and require specialized care to support their long-term recovery. Such care not only includes holistic interventions following cancer treatment, but preventative measures as well—as research suggests that young adults’ preparedness for the possibility of an early cancer diagnosis is crucial to minimizing psychological distress and facilitating survivors’ timely recovery.
To that end, employers must adopt a holistic approach to cancer support in the workplace—leveraging both preventative and rehabilitative initiatives to support employees’ wellbeing before, during, and after a potential cancer diagnosis. To put this into action, the following are [#] steps leaders can take to build a genuinely supportive work environment for younger employees facing cancer.
From Prevention to Recovery: 5 Steps to Supporting Young Adults Facing Cancer
1. Encourage employees to adopt a healthy and health-conscious lifestyle.
While the reasons behind the rising rates of cancer in young adults remain unclear, one factor that can significantly influence both their cancer risk and prognosis is how well they look after their health. Factors such as malnutrition, poor weight management, physical inactivity, and infrequent doctor visits can all contribute to an increased risk of cancer and a higher likelihood of an advanced-stage diagnosis.
Coming at a time in life when one is least likely to have a primary care physician and least likely to attend routine medical appointments, cases of AYA cancer often go undiagnosed at their earliest—and most treatable—stages. Stigma among even medical professionals only exacerbates these delays, as young adults who do show up with telltale symptoms often face dismissal or misdiagnosis.
To combat these concerns, employers can train and educate managers to empower their teams to stay on top of their appointments and to be on the lookout for warning signs that can be easily misread as something less serious. Educating employees about the importance of understanding their family history, undergoing regular screenings (such as cervical cancer screenings starting at age 21), receiving preventive vaccines (e.g., HPV and Hepatitis B), and advocating for themselves in healthcare settings can make a crucial difference in ensuring they receive a timely—and manageable—diagnosis.
Furthermore, educating staff about the transformative impact of a nutritious diet, an active lifestyle, balanced weight, and the avoidance of drugs and excessive alcohol consumption can inspire young employees to pay more attention to their health—especially during a time when they are most vulnerable to the self-sacrificing pressures of hustle culture. As a principal figure of authority in their transition into adulthood, managers have the unique opportunity to reassure younger employees that it is not only okay but imperative to balance their careers with their health and wellbeing. In doing so, managers can not only help reduce younger employees’ risk of cancer but ensure they are better equipped to manage the physical and psychological effects of cancer in the event of a diagnosis—ultimately facilitating a smoother recovery.
2. Cultivate a culture rooted in trust, flexibility, and psychological safety.
Not only is it employers’ responsibility to ensure employees are well-informed about matters related to their health and wellbeing, but that they feel empowered to act on what they know. Especially at a time when many are fiercely striving to climb the corporate ladder and achieve their dream careers, many young professionals often feel reluctant to prioritize their health, fearing that prioritizing self-care could be perceived as a weakness or result in professional ramifications.
To rectify this, employers must do more than offer a few words of wisdom but commit to creating a culture that facilitates strong health maintenance while inspiring trust and confidence in one’s leaders, managers, and peers.
By offering the flexibility needed to attend screenings or medical appointments during the workday, for example—or the freedom to take breaks to go for a walk, meal prep, or meditate—employers can demonstrate that their commitment to employee wellbeing goes beyond mere platitudes and is instead manifested in the organization’s daily practices. Likewise, granting employees increased autonomy over how, when, and where they get their work done can further motivate them to incorporate wellness practices into their everyday lives whilst further promoting their overall wellbeing by helping them feel seen, heard, and valued by their organizations.
Most importantly, however, by cultivating the psychological safety employees—especially those affected by cancer—need to raise concerns about workloads, processes, or dynamics that are detrimental to their performance and wellbeing without fear of consequences, employers can foster an environment where younger employees feel comfortable disclosing their diagnosis (something many are currently reluctant to do), reaching out for support, and seeking the accommodations they need to thrive—cementing both theirs and their organizations’ long-term success and vitality.
3. Monitor occupational hazards and psychosocial risk to minimize stress.
While stress is not considered a direct cause of cancer, it can contribute to young adults’ cancer risk in several ways. Chronic stress is known to cause inflammation, disrupt hormonal and immune system regulation, and increase individuals’ vulnerability to harmful coping mechanisms like drinking, smoking, and binge eating in an effort to cope—all of which are linked to an increased risk of developing cancer all the time.
Minimizing stress is therefore essential to any meaningful effort to create a safe and supportive workplace for a demographic already facing a heightened cancer risk. For those battling or recovering from the disease, reducing stress becomes even more crucial, as it can help them better manage the physical and psychological effects of cancer and its treatment—supporting a faster, more holistic recovery.
To do this, employers can leverage tools like WPO’s Psychosocial Risk Screener as well as findings from the latest Psychological Safety Study to determine what stressors might be present in the workplace for them to target and successfully mitigate. Investing in the help of expert consultants who can speak to the common issues workers run into by industry and location is another way in which leaders can effectively monitor for hazards or risks that can exacerbate stress and undermine employees’ health or cancer recovery.
4. Build a strong network of peer support.
During times of illness, it is natural to lean on one’s community for practical and emotional support. Friends, family, and peers play a crucial role in helping individuals meet their basic needs when they cannot do so themselves. Just as importantly, they offer connection and reassurance at a time marked by fear, uncertainty, and isolation.
Yet young adults with cancer often struggle with heightened isolation and lack of peer support compared with their older counterparts. Many have yet to start a family or enter into a serious, long-term relationship, leaving them without the built-in support systems that older adults often have. Additionally, the relative rarity of cancer in this age group—combined with their peers’ limited awareness or understanding of serious health issues—can make it difficult to find others who can truly relate to or empathize with their experience.
To make matters worse, the taxing nature of cancer treatment can often drive a wedge between younger patients and their friends, as many admit they are simply too tired or sore to go out with friends after treatment, while others withdraw intentionally—fearing they won’t be understood or accepted.
With that in mind, fostering peer support in the workplace becomes essential to ensuring young adults with cancer have the social connections needed to maintain their wellbeing—helping them meet their basic needs, navigate the emotional toll of their diagnosis, find joy, have fun, and stay engaged in their personal and professional lives.
Leaders can achieve this in a number of ways, such as by establishing employee resource groups (ERGs) that encourage cancer survivors to meet and connect over shared experiences—or, if possible, that allow young survivors to bond over the unique experience of being diagnosed at such an early age. Wellbeing ambassador programs are another effective way for leaders to drive up peer support, equipping exemplary individuals to serve as compassionate wellbeing champions who support and advocate for their peers’ health and wellbeing.
Lastly, through initiatives like shared learning, coaching, or counseling experiences, leaders can cultivate a culture of togetherness and solidarity—helping young survivors feel less alone in the face of cancer’s challenges.
5. Facilitate a smooth reintegration and recovery with Cancer Care Compass: A comprehensive and compassionate return-to-work solution for cancer survivors.
Especially compared to their older, well-established counterparts, the psychosocial impact of cancer on young adults can be particularly challenging. Beyond the physical and psychological tolls of cancer and its treatment, young adults must contend with an array of financial, social, professional, familial, and spiritual challenges—often to a much greater extent. These challenges include mounting medical expenses at a time when they are already burdened with debt, as well as the overwhelming task of juggling professional, academic, and personal obligations while striving to maintain financial and career stability.
On top of these pressures, young adults with cancer must also navigate the complexities of dating, building new relationships, and confronting difficult decisions around family planning and fertility preservation. Research indicates that up to a quarter of young cancer patients have critical informational needs regarding family, fertility, pregnancy, intimacy, and sexuality. These concerns are further compounded by deep-rooted issues surrounding body image, self-esteem, and the anxiety that comes with an uncertain future—fueled by persistent fears of recurrence and the daunting possibility of being unable to realize their life goals or fully achieve their dreams.
To address these challenges, leaders must invest in holistic support solutions that can comprehensively address the full spectrum of survivors’ physical, psychological, and practical needs. With Cancer Care Compass, the first global, inclusive program designed to provide unparalleled support to survivors and their managers during the reintegration process, employers can empower young survivors with the tools and guidance they need to make a confident return to work while restoring their health and overall wellbeing.
Comprising emotional support, reintegration coaching, work-life support, and daily living assistance, Cancer Care Compass helps young survivors confidently tackle an array of challenges—from body image concerns and life planning to managing emotional and physical discomfort and finding meaning and fulfillment in the face of a potentially life-limiting disease. With the help of personalized recovery plans developed in partnership with the Coordinators of Occupational Reintegration and Adaptation (CORAT), survivors are empowered to set and achieve realistic goals across various life domains—restoring their sense of agency and purpose so they may thrive once again.
To further ensure their successful reintegration and long-term recovery, the CORAT may also conduct ongoing consultations with managers to help them optimize the return-to-work process—offering best practices on reaching team agreements, adapting job positions, recognizing and responding to signs of distress, and fostering a supportive environment. Managers also receive a specialized toolkit designed to help them implement these strategies effectively, ensuring the transition back to work is as smooth and empowering for young survivors as possible.
At WPO, we understand that the effects of cancer extend far beyond the acute phase of illness. A loss of self-identity, self-esteem, and self-efficacy; lingering anxiety, fear, and uncertainty; and persistent fatigue, pain, and cognitive difficulties are just some of the challenges that permeate life after cancer. Especially for vulnerable demographics like young adults, these challenges are intensified by feelings of shame, isolation, and anxiety—all of which can further erode their self-efficacy and hinder their personal and professional recovery.
But with the right support and a steadfast commitment from employers to help young survivors reclaim their lives, these battles, too, may be overcome. Over 90 percent of survivors say the support they receive at work is integral to their health and recovery. This is especially true for young survivors, who already look to their employers for guidance and stability during their transition into adulthood. By prioritizing their seamless reintegration and full recovery, employers can cultivate an environment that not only recognizes the unique challenges young survivors face, but that actively fosters their growth, success, and sustained wellbeing—unburdening them from the enduring effects of the disease so that they may thrive and unlock their full potential.
Ready to make yours a safe and more supportive workplace for AYA cancer survivors? Contact us today to learn more about our scope of services and how Return to Work: Cancer Care Compass facilitates survivors’ seamless return to work and puts them on the path to healing and balance, so they can thrive.
Disclaimer: Some details in this article have been fictionalized for storytelling purposes but are based on real events.
