Title: Creating%20a%20Culture%20of%20Care%20and%20Support
1Creating a Culture of Care and Support May 11,
2011
Maria Guyette, SVP Human Resources American
Cancer Society Eastern Division
2The American Cancer Society
The largest funder of cancer research outside of
the federal government - over 4 billion to
date 44 Nobel prize winners 30 Hope Lodges and
counting 24-hour call center - 150 languages
supported 6,000 employees nationwide
3The Eastern Division NY NJ
21 regional offices, 530 employees, thousands of
volunteers 3 Hope Lodges Buffalo, Rochester and
Manhattan 250 Patient Navigators in 90 health
systems On track to reach 60,000 unique
constituents in 2011 100 M raised to fund our
mission
4You Know us As
5But, can you..
6Cancer is our Core Business
- Its personal.
- Most staff members (and volunteers) have a
personal cancer experience - We think about it, talk about it, and witness it
every day
7Cancer is our Core Business
8A Culture of Care and Support
- Our goal is to be as flexible as possible, as
often as possible, in as many cases as possible - Balance legality, productivity, and fiscal
stewardship - Seek solutions that are repeatable, printable and
defensible
9A Culture of Care and Support
- Policies benefits leave policies
- Practices flexibility performance
- People - managers peers
- Perceptions fairness consistency
10Policies Benefits Leave
- Medical plans meet the Cancer Gold Standard
- Health Advocate our insurance concierge
- Employee Assistance Program
- Combine FMLA/ Disability, PTO/accrued leave,
flexible work arrangements to maximize paid leave
11Practices Flexibility
- Alternate work arrangements
- Work from home, telecommute
- Flex time, flex schedules, flex roles
- Flexibility is encouraged, earned (not entitled),
and evaluated
12People Managers Peers
- Managers must be comfortable differentiating
decisions and owning messages - Consistent does not mean cookie cutter
- Culture of communication - C4 conversations
- Care must extend to co-workers too
13Perceptions (and precedents)
- Managing perceptions, maintaining confidentiality
- No trust, no chance !
- Beware halos and horns biases are we
establishing a precedent we are committed to
following in like cases going forward? -
14Case Study 1
- Long term employee with history of chronic cancer
hospitalization followed by extended
recuperation . - Extended leave beyond 3 months
- Allowed gradual, PT return to work post STD
period full pay via SCB days - Flexibility, WFH, to manage good days, bad days
- Employee dictated workload, skilled manager
guided expectations
15Case Study 2
- Employees child faced a 5-year battle with
terminal cancer. - Loaned laptop and cell phone to enable work from
out of town treatment center as possible thus
stretching FMLA and PTO - Flexible schedule, assignments, WFH, to care for
child - Co-workers donated PTO when EE had exhausted own
time
16Case Study 3
- Employees child has serious health condition.
- Maximum flexibility enabling EE to work from
hospital when feasible - Interim appointment of hi-potential direct report
extended leave time (while meeting business
needs) - RTW in a different role between leave periods
- Co-workers donated PTO when EE had exhausted own
time (2 consecutive years)
17Resources to Help
- For you and your managers 1.800.227.2345 and
www.cancer.org - What should I say to my co-worker who has cancer?
- What about confidentiality?
- A list of dos and donts
- What resources are available to help?
- When treatment begins, what should I expect?
- How can I make it easier for my employee to cope?
18ACS and Quest Diagnostics
- Surya Mohapatra, Ph.D, co-chair of American
Cancer Society CEOs Against Cancer NJ - ACS Quest members of CEO Cancer Roundtable
- Achieved Cancer Gold Standard accreditation
- CPS-3 on site participation in six locations
- ACS selected by Quest employees as national
charity for 3-year term
19Creating a Culture of Care and Support
Thank you!
Maria Guyette,SVP Human Resources American
Cancer Society Eastern Division