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Activate your commitment

Put your pledge into motion

Once your company has taken the pledge, it’s time to transform your words into actions that bring your pledge to life. We’ll help you follow through on your commitment with achievable actions that can make a big difference for your employees.

Featured Activation Toolkit

Empower employees to take time for their health

Cancer is easier to treat when caught early, but lots of people neglect regular screenings. As an employer, you have the power to change that by offering “Time to Screen”–a company-wide commitment to prioritizing early detection. We’ve compiled all the resources and materials you need to launch Time to Screen.

Listen and learn today to improve tomorrow

Assessing your company’s current offerings is a valuable step toward planning for the future, especially at global organizations where policies and programs may vary from one region to another.

Host a focus group with impacted employees

Talking with employees who have been impacted by a diagnosis lets you hear firsthand about the types of support they found helpful and any gaps they noticed. One of our expert partners can help facilitate these conversations.

Evaluate your current benefits and policies

Reviewing your current offerings is a useful way to uncover opportunities to introduce new, impactful programs. You can even lean on one of our expert partners to speed up the audit process or help you figure out what to look for.

Bring your pledge to life in your way

Every company takes a unique approach to activating their pledge, and there are no specific requirements for what you choose to do. Most actions map to the four pillars below, so we’ve gathered inspiration for each to build a more supportive culture at your company.

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Corporate Benefits & Policies

Reinforcing existing benefits or introducing new ones can help your employees impacted by cancer feel secure and confident taking the space they need for treatment and recovery.
  • Guarantee job, salary, and benefits for a period of time (e.g., one year) upon disclosure of a diagnosis.
  • Add new benefits like critical illness insurance to help cover medical expenses and treatment costs.
  • Support employees through end-of-life planning, such as providing access to legal assistance or clarity on the continuation or portability of current benefits.
  • Offer flexible working arrangements or role relocation to accommodate treatment and recovery.
  • Ensure access to world-class care, like second opinions and coordinated local care, with partners like MSK Direct.
  • Provide financial coverage for care-related travel that enables employees to confidently choose where they get care.

Sanofi’s new policy guarantees job security for up to a year post-diagnosis

In 2024, Sanofi guaranteed employees diagnosed with cancer job security, salary, and benefits for up to 12 months as part of their “Cancer & Work: Acting together” program. The program takes a 360° approach to support employees impacted by cancer and other critical illnesses, offering flexible leave options for caregivers; trained peer counselors who provide confidential, personalized guidance and best practices; and educational programs that encourage awareness, screening, and support at work. Providing colleagues, managers, and peers access to these resources contributes to a more supportive and compassionate environment for all.

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Community

Having a supportive community of peers can be incredibly important for employees impacted by cancer. Taking actions like these can create connection and foster a culture of empathy and understanding.
  • Host panel discussions with employees impacted by a diagnosis to create a deeper understanding of and empathy for their experiences across your organization.
  • Launch dedicated staff and manager trainings to ensure employees can confidently support their coworkers.
  • Create internal communities and host support groups to connect impacted employees throughout their journeys.
  • Organize a peer-to-peer mentorship program to connect employees, or use a partner like Imerman Angels to facilitate mentor matching.

Nestlé creates a community of support at work with THRIVE Ability Network

Established in 2019, Nestlé USA’s THRIVE Ability Network employee resource group fosters a supportive workplace community for employees, including those affected by cancer, by connecting them to others with similar experiences. The group’s mission is to enable empowerment and belonging at work as employees come together to share their stories and experiences, and build resilience. Today, the THRIVE network has expanded to include the disability community as well as mental wellness initiatives, and more than 1,000 Nestlé employees find support, peer-to-peer connections, and solidarity through THRIVE.

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Coaching

Offering qualified support in the form of personalized coaching or therapy can help your employees as they integrate work and treatment as well as foster resilience and post-traumatic growth.
  • Offer group or one-on-one coaching with a certified coach or trauma-informed volunteer. If you need help finding the right coach, you may be able to lean on partners like Merge Leadership or Cancer@Work.
  • Offer therapy services with licensed therapists to support impacted employees and their family members. Employee Assistance Programs (EAP) are one way to connect your employees with an expert.

Publicis Groupe encourages community coaching through Healing Spaces program

Through their Healing Spaces program, Publicis Groupe gives employees access to experienced coaches from the Merge Leadership coaching team. Employees can get support in intimate group settings or through individual coaching to explore how cancer has impacted their lives, their work, and their view of themselves. All coaching is offered virtually to enable employees worldwide access. With support from each other and the coach, they make sense of this experience and find resilience, post-traumatic growth and personal and professional fulfillment.

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Caregivers

Employees caring for a loved one often face substantial emotional stress and complex logistics. Supporting caregivers with practical tools and resources can help them balance work with their personal obligations.
  • Provide emotional and mental health support–like peer support groups and counseling services–for caregivers.
  • Offer flexible work arrangements or paid caregiving leave to help employees manage caregiving duties.
  • Facilitate role relocation opportunities to accommodate caregiving responsibilities.
  • Offer logistical and concierge support services to ease the burden on caregivers.
  • Implement training sessions for caregivers, creating on-demand resources focused on actionable advice that reduce the logistical burden.

Paramount offers support to employees caring for a loved one

Paramount understands that caregiving itself can be a full-time job, so the company offers 6 weeks of paid caregiving leave to support employees who are taking care of someone impacted by cancer. The policy gives eligible employees the ability to take time off to support a family member as they undergo treatment or recover from a procedure. Paramount also offers paid leave for bone marrow and organ donors, which can be useful for employees donating to a loved one as well as those donating to someone they don’t know.

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