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abstract (Toronto)
Purpose
Stigma
and workplace discrimination have been identified as prominent
challenges to employment following cancer. However, there has been
limited examination of how stigma develops in work contexts and how it
influences cancer survivors’ return to work process and their disclosure
decisions.
Methods
In
the broader study from which this paper emerges, we used an exploratory
qualitative design to examine the return to work process (including
workplace supports and accommodations) of cancer survivors. We conducted
40 semi-structured interviews with (i) cancer survivors (n = 16), (ii) health care/vocational service providers (n = 16), and (iii) employer representatives (n = 8).
We used thematic analysis methods to analyze the data. In this paper,
we present data related specifically to workplace stigma,
discrimination, and disclosure.
Results
Contrasting
perspectives were identified among our stakeholder groups regarding the
existence and impact of stigma in the workplace. While most provider
and employer representatives believed survivors were not likely to be
stigmatized, cancer survivors themselves perceived cancer as a highly
stigmatized illness in the workplace. Two inter-related elements were
implicated in the development of workplace stigma following cancer: (1)
ongoing misconceptions and fears associating cancer with death and (2)
misperceptions regarding impacts on the workplace, including survivors’
work abilities, productivity, reliability, the costs associated with
their continued employment (e.g., workplace accommodations), and future
impacts on the workplace related to cancer re-occurrence. Discriminatory
behaviors, such as hiring discrimination, bullying, harassment, refusal
of workplace accommodations, and limited career advancement
opportunities, were also discussed. A supportive workplace, a desire to
be open with co-workers, and a need to request supports and manage
expectations were reasons provided for disclosure. Conversely, an
unsupportive workplace, fear of discrimination, and a minimal need for
assistance were reasons provided for not disclosing their cancer.
Conclusions
Stigma
and workplace discrimination are significant concerns for cancer
survivors. Anti-stigma programs should target ongoing myths regarding
cancer and survivors’ right to work, work abilities and productivity,
and incorporate survivors’ voices to enhance understanding. Survivors,
health care providers, vocational service providers, and employers
should become familiar with anti-discrimination legislation and
recognize stigma and discriminatory behaviors when they occur.
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