October is Breast Cancer Awareness Month | Four-Step Plan for Employer Action
Population Health & Well-Being
October is Breast Cancer Awareness Month | Four-Step Plan for Employer Action
October is breast cancer awareness month. Breast cancer is the second most common cancer for women, after skin cancer. Every year, 1 in 8 women (13%) develop breast cancer.1 This rate is predicted to continue climbing in coming years, in part driven by a rise in breast cancer diagnoses in women under 50.2
The earlier breast cancer is detected, the better the survival rate and the lower the cost of treatment.3 Females of average risk should get mammograms every other year, starting at age 40. Those at higher risk should consult their physician about when to start mammograms.
It’s important to remember that while women are the most common demographic to get breast cancer, any gender can be impacted, including men (although it is far less common).
October presents an opportunity for employers to focus on their benefits, helping to enable employees with easy access to preventive care, early detection, navigation and support specific to breast cancer.
Why Employers Should Be Concerned About Breast Cancer
In a recent Business Group on Health survey, 1 in 2 employers identified cancer as the top healthcare cost driver.4 The previously mentioned rise in cancer diagnoses directly correlates to increased costs to employers. Breast cancer has the highest treatment cost of any cancer. In 2020, the treatment cost for breast cancer was three times that of lung cancer, the second most expensive cancer.5 Employers shoulder a large portion of the direct and indirect medical costs, including absenteeism, presentism and disability.
Employers trying to improve outcomes related to breast cancer and address increasing costs may consider these four steps:
1. Promote PREVENTION
Less than 10%1 of breast cancers are entirely genetic, meaning they result directly from gene mutations passed on from a parent. The majority of breast cancers stem from genetics, race, ethnicity, environmental and lifestyle factors (e.g., smoking, obesity, excessive alcohol consumption). Adopting risk-reducing behaviors can lower the potential of developing breast cancer.
Employers can play a role in prevention by:
- Encouraging employees to talk to their doctor about their family history of breast cancer and create a personalized plan
- Educating employees about breast cancer risks, signs and symptoms
- Supporting healthy lifestyles and behaviors with programs like weight management, tobacco cessation and health coaching
2. Support DETECTION
In addition to better outcomes, early detection decreases the cost of care. The cost of care for a stage I breast cancer diagnosis is an average of $76,000 less than a stage IV diagnosis in the first six months of treatment.6
Employers can help support early detection by:
- Educating employees and their spouses/dependents on the importance of early detection of breast cancer and encouraging monthly breast self-exams and yearly breast exams with a physician
- Decreasing financial barriers to mammography by educating employees on the cost-share of preventive mammography screenings (most health plans cover mammography without a copay or deductible) and offering paid time away from work for breast cancer screening appointments
- Improving access to mammography, including arranging mobile mammography events at the workplace
3. Enhance NAVIGATION
Navigating a breast cancer diagnosis can be overwhelming, emotional and confusing. Patients face a complex healthcare system, new medical terms, varying treatment options, medical plan coverages and difficult care decisions. This challenge comes on top of juggling everyday work and life demands.
Employers can enhance breast cancer navigation for employees by:
- Evaluating and optimizing cancer care management programs, including those offered by medical carriers and third party entities, and considering concierge navigation and advocacy programs for cancer
- Offering a second medical opinion program to support treatment decisions
- Pursuing a Center of Excellence Strategy for cancer to improve outcomes and cost
4. SUPPORT Employees
Employees will likely need additional support and work accommodations during their breast cancer journey, and many other employees may be a caregiver to someone with breast cancer.
Employers can provide holistic support to employees affected by breast cancer by:
- Offering caregiver and lifestyle support (e.g., caregivers in the home, childcare and work-from-home arrangements, scheduling flexibility, intermittent leave policies and return-to-work programs)
- Integrating behavioral health resources, and Employee Assistance Program offerings with medical benefits and cancer programs
- Creating employee support groups for those affected by cancer, including survivors and caregivers, and covering items such as durable medical equipment, wigs, etc.
October is an opportune time to review current benefits and take action to address breast cancer. Building a broader cancer strategy and programming with a long-term plan to support employees’ needs and manage health care spend requires ongoing effort and evaluation.
Additional Resources
Below are some breast cancer resources to share with employees throughout the year:
1. https://www.cancer.org/cancer/types/breast-cancer.html
2. https://news.harvard.edu/gazette/story/2022/09/researchers-report-dramatic-rise-in-early-onset-cancers/
3. https://www.komen.org/breast-cancer/facts-statistics/breast-cancer-statistics/survival-rates/
4.https://www.businessgrouphealth.org/en/newsroom/news%20and%20press%20releases/press%20releases/2024%20lehcss#:~:text=One%20in%20two%20
5. https://www.psu.edu/news/research/story/cancer-costs-us-more-156-billion-drugs-leading-expense/
6. McGarvey et al. BMC Health Services Research (2022) 22:1155https://doi.org/10.1186/s12913-022-08457-6
Emma Collins
Population Health and Well-Being Consultant
Kelly Polinski, MPH, CPH, CWPM
National Population Health & Well-Being Consultant
Louise Short, MD, MSc, FACOEM
National Clinical Leader