Supporting Employees With Cancer

Why forward-thinking companies are focusing on experience, outcomes and values

Today, self-funded employers cover approximately 150 million working Americans and their families, according to Kaiser Family Foundation, underscoring the importance of the best possible employee health care experiences. When it comes to employee health care coverage, Fortune 500 companies are upping the ante, providing more comprehensive health care packages that go beyond basic health plans — and for good reason. 

The American Cancer Society estimates 1.8 million new cancer diagnoses and more than 600,000 cancer deaths in the United States will be reported in 2020. When an employee or his or her family member is faced with a devastating cancer diagnosis, it’s crucial to provide access to the best possible care and support, and to ensure supportive benefits and programs are offered to employees dealing with a cancer diagnosis. 
 

That’s why forward-thinking companies — America’s largest, most successful, and most progressive organizations — are best-in-class for good reason. They view employees as critical to their companies’ success, have a clear vision and want their benefits to align with that vision. To them, employees are their most valuable asset. They know that investing in their health helps them achieve greater levels of productivity and job satisfaction while enhancing their overall well-being. 

Covid-19 Pandemic Delays Cancer Screenings, Diagnosis 

It is in the research: early detection saves lives. It can significantly improve patient survival rates and quality of life, as well as reduce the cost and complexity of cancer treatment. But in the Covid-19 era, fear of contracting the coronavirus has caused people to avoid screenings, diagnosis and even treatments. 

Recent reports estimate that appointments for cervical, colon and breast cancer screenings were down 86% to 94% in March, as organizations such as the National Comprehensive Cancer Network recommended postponing them, and institutions followed suit. While health care providers are continually balancing the risk of Covid-19 infection with that of waiting weeks, or perhaps even months, to perform routine screening or sometimes tests based on patient symptoms, delayed work-ups can allow cancer to transition from curable early-stage disease if detected early to a more advanced cancer ultimately diagnosed with a far less favorable prognosis. When faced with these challenges, leading-edge employers recognize an opportunity to provide impactful cancer care benefits for employees and loved ones who may face a cancer diagnosis. 

With health and safety top of mind for many employers, HR leaders are determining new ways of taking care of their most important asset: their people. Employees never have to switch doctors or travel outside of their own communities, keeping employees close to their local support systems during a critical time of need. In our current Covid-19 environment, this model is especially appealing to employers, who are focused on the quality of care, employee experience, affordability, and the value of care delivered. 

Inclusion and Equality – Going Beyond the Workplace

Covid-19 also has illuminated health disparities around the nation. Best-in-class HR leaders are diligently working to ensure the workplace is diverse and inclusive and are investing even more attention in these areas by extending their promise beyond the workplace environment. They are doing this by playing a greater role in creating more equal access to health care — including the brightest minds in cancer care — and they understand how an employee’s geographical location historically has played a big role in cancer treatment. 

In the last five years, we have seen progressive — and now significant — increases in the attention employers pay to cancer.  Now more than ever, employers are looking to see where they can help to bridge the gap or bring in others to help fulfill a critical need. 

Optimizing ROI and Company Culture

Lively’s 2019 Wellness & Wealth Report unveiled health care as one the most important deciding factors for employees when debating whether to switch jobs or stay with a current employer. When considering workplace benefits, 76% of workers rank health care in their top three priorities. 

From an employer perspective, benefits leaders are focused on implementing high-value initiatives designed to support employees and their families. When it comes to employer considerations in assessing the value of cancer care, health outcomes, quality of life, reduced absenteeism, enhanced productivity, employee satisfaction, the total cost of care, etc. — all are important components. 

According to a JAMA Oncology 2019 study, premature deaths from cancer cost the U.S. economy more than $94 billion in annual lost earnings. 

Attracting and Retaining Talent: Health Care Benefits Play a Role, Too 

Cancer, directly and indirectly, touches us all. Consider this: for every 100 employees, five percent will have a history of cancer, and more than 27 percent will be in treatment for cancer.
 
When it comes to attracting and retaining the best talent, employers are taking note. In the era of Covid-19, employers are focusing even greater attention on comprehensive benefits that focus on an employee’s entire well-being.

Forward-thinking employers are designing their health care packages with top-quality care as their primary objective, motivated both by the need to ensure their health care dollars are well spent as well as their desire for the best possible outcomes and quality of life for employees who have embarked on a cancer journey. 

World-class employers accept the opportunity to offer innovative and forward-thinking health care options because they recognize the benefits that come with partnering with like-minded organizations to deliver on the needs of their workforce now, and in the future.

Disclaimer: The views expressed in the above article are those of the author’s and do not necessarily represent or reflect the views of AccessHope. Unless otherwise noted, the author is writing in his personal capacity. The views within are not intended and should not be thought to represent official ideas, attitudes, or policies of any agency or institution.

Author Bio

Mark Stadler is CEO of AccessHope.   Visit www.myaccesshope.org   Connect Mark Stadler Follow @MarkLS54