Macmillan
professionals
Our
colleagues
Macmillan health and social care professionals are
experts in providing cancer care. Based in hospitals,
doctor's surgeries and in the community, they listen
to people living with cancer to understand what
they need and deliver the right care at the right
time.
There are currently over 10,500 Macmillan
professional posts across the UK. We provide
a comprehensive support offer to Macmillan
professionals which includes learning and
development resources, networking opportunities
and access to information and support for them
and their patients. You can find out more about
our support offer on page 23.
We know that the best way to support people living
with cancer is to have a healthy, happy, diverse and
engaged workforce.
There are a number of opportunities available
to support colleague wellbeing. These are
especially important as we navigate through
our transformation and people change in 2024.
These include access to Wellbeing Champions,
Mental Health First Aiders, an Employee Assistance
Programme, employee networks and support
groups, Our Voice colleague representatives and
the Safeguarding and Welfare team.
To support Disabled colleagues, as well as the
wellbeing initiatives mentioned previously, our
Wellbeing at Macmillan toolkit makes it easier
for everyone at Macmillan to request workplace
requirements including equipment, adjustments or
other support they need to do their job. Colleagues
can also request support via the Colleague Support
team.
To support colleagues sadly leaving Macmillan
through redundancy in 2024, we offered
outplacement support, provided by a third-party
provider - Penna. They provide a career transition
service including coaching on career development
and planning, learning events and access to their
career resource network.
Representation at Macmillan
As an organisation, we need to be reflective and
representative of the broad range of people across
the UK who are diagnosed with cancer, so that we
feel relevant to them and that they come to us for
support, should they need it.
We set out targets around our representation of
Disabled and Ethnically Diverse colleagues when we
launched our Equity, Diversity and Inclusion Strategy
in 2021, and we have a range of interventions in
place to help us meet these, such as introducing a
partially anonymised recruitment process, creating
a new toolkit for hiring managers and a range
of programmes to support career progression
amongst marginalised groups.
We rely on colleagues choosing to complete our
equality monitoring data forms to measure how
representative we are. At the end of December
2023, we had a completion rate of 89.3% rising from
78% in December 2022. 20% of colleagues identified
themselves as Disabled, Neurodivergent or have, or
have previously had, a cancer diagnosis (compared
to 13.1% in December 2022). 13.4% of colleagues
identified as Ethnically Diverse (compared to 10% in
December 2022).
Whilst this marks an increase on 2022, both in terms
of people sharing the information we need to carry
out this analysis, as well as in our representation of
colleagues, we recognise that there is more work to
be done to reach our targets and nurture a culture
of inclusion and trust within Macmillan. This focus
will continue to be a priority to ensure that we
create a diverse and inclusive culture, where all of
our colleagues are empowered to deliver their best
work for people living with cancer.
A Macmillan nurse at the
Brighton Horizon Centre
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