Cancer affects millions of people worldwide intersecting deeply with everyday life, including work. Despite medical progress and improved survival rates, the social and professional challenges of living with cancer remain significant, particularly in the workplace.
In this context, the Working with Cancer initiative, launched by Publicis in 2023 and supported by a global coalition of around 5,000 companies and institutions, seeks to transform workplace cultures and eliminate the stigma around cancer and other serious critical illnesses. The movement encourages organizations to build supportive, open, and flexible environments where people can both pursue their careers and prioritize their health. This approach is supported by a recent review from Memorial Sloan Kettering and Mayo Clinic Cancer Centers in the US, which highlights evidence of a link between sustained employment, or return to work, after a cancer diagnosis and improved health outcomes.
For women, who represent a significant portion of cancer diagnoses during their prime working years, these challenges intersect with broader gendered realities in the workplace, from health issues unique to women, such as menopause, to balancing professional responsibilities with household duties while undergoing treatment. It is also worth noting that caregivers, who are statistically 80% women, often face difficulties in their professional lives, sometimes even having to quit their jobs to care for sick family members.
In this interview, and at the occasion of the International Day of Action for Women's Health, we speak with Nannette Lafond-Dufour, who holds a dual role within Publicis Groupe as Chief Impact Officer and President of the Women’s Forum for the Economy & Society. Bridging corporate impact and global dialogue on social change, she has played a key role in supporting the Working With Cancer initiative alongside CEO Arthur Sadoun, reflecting Publicis Groupe’s commitments to advancing social Equity and health awareness.
- Nannette, could you share some insights on the current impact of cancer on women, particularly those in their prime working years, and how caregiving responsibilities can also affect their professional lives?
NLD: Sadly, about one in every two people will be diagnosed with cancer in their lifetime, highlighting the widespread impact of the disease on individuals, families, and communities.
Many employees hesitate to disclose their condition at work or ask for support. In fact, half of people diagnosed with cancer are afraid to disclose their condition to their employer, despite 75% reporting that workplace support positively impacted their health and recovery (2024 Cancer and Careers/Harris Poll Survey).
Looking at women at work, the situation is particularly complex. Because they carry most of the unpaid labor at home, they are already under significant pressure. The Deloitte Global Women @ Work 2025 study demonstrates that the majority of household responsibilities still fall on women — from childcare and caring for other adults to managing daily logistics and finances. This remains true even among the 36% who are the primary earners in their households. When a cancer diagnosis occurs, this burden becomes even more profound. Women are more likely than men to worry about their ability to continue working: according to Harris Poll research, 46% of women express concern, compared with 36% of men.
Overall, the data shows that women experience cancer in the workplace differently : compared with men, women navigating cancer at work report more stigma concerns, lower confidence in employer support, greater concern about being able to keep working, and more difficulty accessing disability—paired with a stronger call for flexible structures like location flexibility, part-time options, and frequent breaks.
- Working with Cancer has grown into a global movement with campaigns reaching millions. How does the current campaign, including the new film and international media efforts, aim to change perceptions of cancer in the workplace?
NLD: The film was born out of a study — an analysis conducted by Memorial Sloan Kettering drawing on research from around the world over the past 20 years. It clearly showed a link between continued employment after a diagnosis and improved health outcomes.
What we wanted to do was bring that insight to life, in a way that connects directly to our Working with Cancer initiative, now signed by more than 5,000 companies worldwide, protecting over million people. We spoke with employees from some of these companies about their experiences of working during or after treatment, and about what work meant to them. It is a powerful testament to what work can bring.
Being able to continue working — if people choose to — really matters. The goal is not to push anyone to work if they are not well enough or do not want to. But for those who do, we know it can be extremely beneficial.
This also means that companies have a responsibility: if employees choose to stay engaged in their work, organizations need to think carefully about the accommodations they provide during or after treatment.
This connects to broader workplace dynamics as well. As highlighted in the Deloitte study, one of the key levers for attracting and retaining women is flexible working, particularly given responsibilities outside of work. Yet fewer than four in ten employees say their workplace offers paid carer’s leave or flexibility for unexpected caregiving needs — something that becomes even more critical when someone is diagnosed.
Ultimately, our mission is to destigmatize cancer in the workplace. That starts by talking about it openly and bringing visibility to the reality people face — which is exactly what Working with Cancer aims to do. But we also know that many managers simply do not know how to respond.
When someone shares a diagnosis, the instinctive reaction — “focus on your health, don’t worry about work” — comes from a place of care. Yet for many people, this is not the most helpful response.
Work can provide structure, social connection, and a sense of identity. As some people told us, “At work, I am not a sick person — I am simply who I am.” That can make a meaningful difference during treatment.
- The initiative recently introduced an AI coach to help companies turn health policies into concrete, personalized support for employees affected by cancer. How can this tool address the challenges that women face in their careers as well?
NLD: The idea behind the AI coach is to provide people with clear, reliable guidance. Very often, when someone is diagnosed, not only the individual but also their managers, and colleagues do not know how to navigate the situation. The coach was designed to offer a confidential and discreet way to access accurate information.
Many people instinctively turn to the internet, but what they find can be overwhelming, inaccurate, or simply not relevant. That is why we partnered with experts to build a trusted knowledge base that the coach relies on.
The tool provides credible information while ensuring complete confidentiality. It does not store personal data or track users in any way, which makes it a safe space to ask difficult, sensitive questions. For example, someone who has just been diagnosed might ask, “I’m freaking out—what do I do?” The coach will ask a few questions to understand the situation and provide guidance tailored to that person’s circumstances — including the type of cancer, workplace policies, and professional context. It can also take into account factors such as the individual’s relationship with their manager, their role, or their work environment. In that sense, it truly functions like a coach, offering practical and human guidance.
Importantly, it is not only designed for people who have been diagnosed. Colleagues, managers or friends can also use it to navigate complex situations — for instance, how to support a team member while managing workload or addressing team dynamics. For example, a manager might ask: “Someone on my team has been diagnosed. I do not know what to say. How do I navigate this? How do I address it with the rest of the team?” It is really a guide designed to help people navigate difficult questions.
Ultimately, it helps people ask the questions they might otherwise avoid, and provides actionable, relevant answers in moments of uncertainty.
This is particularly meaningful for women, who are often more concerned about stigma and how they may be perceived at work. By offering a secure and discreet space, the AI coach helps address these concerns and supports more confident, informed decision-making.
- As President of the Women’s Forum, what has been your role in guiding and amplifying Working with Cancer, and why is female leadership important in shaping inclusive workplace health policies?
NLD: At the Women’s Forum, in addition to technology and financial independence, one of the key priorities we consistently highlight is women’s health. When you look at the factors shaping women’s experience at work, two stand out clearly: a lack of flexibility and the lack of support around women’s health (menopause, endometriosis, etc).. If these dimensions are not properly addressed, both workplaces and society risk evolving without fully reflecting women’s realities.
This is why it is so important to develop initiatives that bring visibility to these issues and translate them into concrete action. They are not peripheral topics — they are central to the future of work.
We also know from the data that organizations with more diverse leadership teams tend to perform better. One area where this is particularly evident is women’s health. When women are in leadership positions, they bring not only strategic perspective but also lived experience — and are often more likely to champion initiatives that address these challenges.
Without that representation, there is a real risk that these issues remain under-prioritized or misunderstood. Ensuring that women are part of decision-making is therefore essential — whether we are talking about health, technology, or the broader transformations shaping the workplace.
- Publicis uniquely hosts both Working with Cancer and the Women’s Forum. Why is it valuable, in your view, to have these two complementary initiatives working together to support women and fight stigma in professional life?
NLD: Publicis is committed to creating a workplace that allows everyone to have opportunities—whether we are talking about women, people living with chronic health conditions, or people with other accessibility or disability-related needs. The idea of “Viva la différence” is real, and it is part of our culture. It shapes how we think about the environment we create, and therefore the opportunities we create, for everyone. This philosophy also helps us deliver better, more impactful work for clients. The Women’s Forum and Working with Cancer are both part of this broader commitment, alongside other initiatives designed to foster inclusion and ensure equal opportunities for all.