How HR Can Support Breast Cancer Awareness

October marks Breast Cancer Awareness Month, a time to shine a spotlight on a disease that impacts thousands of lives each year. In Ireland alone, more than 3,507 breast cancer cases are diagnosed annually. Statistically, 1 in 7 Irish women will develop breast cancer during their lifetime, with many diagnoses occurring after the age of 50. While breast cancer affects women, it's important to note that men are also at risk, with approximately 16 men being diagnosed each year in Ireland. Given the prevalence of this disease, organisations must play their part in promoting awareness and offering support. Human Resources departments can be a key driver in fostering a supportive, informed, and inclusive workplace culture. 

Here are several ways HR can contribute to breast cancer awareness during October, and beyond. 

 

HR teams are well-placed to lead education initiatives on breast cancer. Promoting awareness of the risks, symptoms, and importance of early detection can make a significant difference. Many people may not realise that breast cancer can affect anyone, regardless of age, lifestyle, or gender. By sharing information HR can help break down misconceptions. 

If possible, it can be extremely worthwhile for HR departments to organise workshops or webinars featuring healthcare professionals who can offer guidance on breast health, the signs and symptoms of breast cancer, and the importance of regular check-ups. Distributing educational materials, whether via email or printed brochures, can ensure that all employees have access to the necessary information. Most of which is readily available online from many charities and support groups.  

 

Breast cancer not only impacts those diagnosed but also their families and loved ones. HR should ensure that company policies are compassionate and flexible for employees who may be undergoing treatment or supporting someone with cancer. 

Flexible working hours, remote work options, and extended leave for medical treatment or care can alleviate stress for employees dealing with cancer. By promoting a work environment that values health and well-being, companies can make employees feel supported during tough times. 

 

Early detection of breast cancer significantly increases the chances of successful treatment. HR can play a key role in encouraging employees to prioritise their health by promoting regular screenings and self-examinations. Offering comprehensive health benefits can empower employees to take proactive steps in monitoring their well-being. 

HR teams can also remind employees about the national Breast Screening programme in Ireland, which offers free mammograms every 2 years to women who are 50-69. Additionally, HR can partner with healthcare providers for on-site screening services or offer time off for health check-ups. Ensuring employees are informed about their benefits and available screenings helps foster a proactive approach to health. 

 

For many employees, the fear of disclosing a cancer diagnosis or sharing their health concerns can be daunting. HR has a crucial role in fostering a workplace culture where open communication is encouraged, and employees feel comfortable discussing their health needs without fear of stigma or discrimination. 

Managers should receive training on how to support employees dealing with breast cancer, ensuring that conversations are handled with sensitivity and understanding. A compassionate approach from leadership can create an environment where employees feel valued and supported throughout their health journey. Putting steps in place for this training to occur this month would be an excellent way to mark this important month. 

 

Breast Cancer Awareness Month is an opportunity for companies to contribute to the broader cause through fundraising initiatives and community engagement. HR can spearhead charity events, such as pink-themed days, sponsored walks, or bake sales, with proceeds going to breast cancer research and support organisations. These initiatives not only raise funds but also foster a sense of solidarity and community within the workplace. 

Encouraging employees to volunteer or participate in local breast cancer awareness events, such as the Irish Cancer Society’s Breast Cancer Awareness Walks, or the Play in Pink Days by the National Breast Cancer Research Institute, can further strengthen the connection between the organisation and the cause.  

 

Returning to work after cancer treatment can be challenging, both physically and emotionally. HR departments should ensure that appropriate support mechanisms are in place to help employees reintegrate into the workplace at a pace that suits their recovery. 

Offering phased return-to-work plans, flexible hours, or the option to work part-time can ease the transition back to work. Additionally, HR should encourage ongoing communication between the employee, their manager, and the occupational health team to assess any necessary adjustments in workload or duties. 

 Breast cancer touches the lives of many, and as an employer, it’s important to recognise the role HR can play in supporting awareness and providing practical assistance. By promoting education, offering flexibility, fostering a culture of openness, and engaging in community initiatives, HR can make a significant impact. While Breast Cancer Awareness Month is a key moment to focus on this issue, the principles of care, understanding, and support should be embedded in workplace policies all year round.