On the occasion of World Cancer Day, the Spanish Association of Human Resources Directors (AEDRH) wants to highlight the existence and relevance of the Action Protocol in Companies for Chronic Diseases (Cancer and Others), presented last November by its Health and Wellbeing Community, as a key tool to accompany people who are going through a long-term illness or one that has an impact on their work life.
In a day dedicated to awareness, prevention and support for people with cancer, AEDRH emphasizes that companies cannot remain oblivious to these realities and that health care must be part of the people management strategy, not only as a care measure, but as a key element of responsible leadership.
The protocol, developed with the collaboration of experts in occupational health, organizational well-being and talent management, was born with a clear objective: to promote more empathetic, flexible and sustainable work environments, in which support, confidentiality and respect are inalienable principles.
«Cancer is also a social and work challenge. From the Association, and with our Chronic Diseases Protocol, we defend the fundamental role of companies as allies to offer accompaniment, flexibility and support to people who live with this pathology, thus contributing to a better quality of life and a more sustainable and humane return to work,” says Dr. Daniela Silva Silva, E-Health Medical Manager of Cigna Healthcare Spain and member of the AEDRH Health and Wellbeing Community.
The document establishes a general framework for action in situations of chronic or serious illness – such as cancer, diabetes, multiple sclerosis or cardiac pathologies -, guaranteeing confidentiality, equity and respect for the affected person at all times.
The protocol is divided into three fundamental phases:
- Communication and initial assessmentwhen the employee decides to share their diagnosis and the company activates the protocol confidentially, identifying needs and support resources.
- Accompaniment during sick leave or treatmentencouraging respectful follow-up that avoids emotional disengagement and preserves the bond with the team.
- Reintegration and adaptationthrough a personalized plan that facilitates the return to work, contemplating adaptations, flexibility or relocations when necessary.
Likewise, the protocol includes specific measures for family members or caregivers, recognizing their essential role and offering options such as flexible hours, teleworking or exceptional permits.
Human Resources, driving force of care and inclusion
AEDRH highlights the key role of the Human Resources departments as guarantors of support, confidentiality and coordination between the different areas involved. The protocol defines the roles and responsibilities of senior management, middle management, medical services, occupational risk prevention and external suppliers.
The training of managers acquires special relevance, as it is the first line of contact with people in vulnerable situations, as well as the creation of monitoring committees that ensure a coherent application and continuous improvement of well-being measures.
A culture of care that is also sustainable
In a context in which more and more professionals live with chronic or serious illnesses, AEDRH remembers that the implementation of protocols like this not only improves people’s quality of life, but also reinforces team cohesion, reduces absenteeism and improves the work environment.
