The Identity Shift: Who Am I at Work After a Cancer Diagnosis?
- Elevation Occ Psy
- Jul 30
- 3 min read
When someone hears the words “You have cancer,” their life changes instantly. There’s the physical reality, treatments, side effects, uncertainty. But there’s also an invisible, deeply personal struggle: Who am I now?
For many, work isn’t just about earning a living. It’s a cornerstone of identity. It shapes how we see ourselves and how others see us. It gives structure, purpose, and community. But a cancer diagnosis shakes that foundation, often creating a profound identity disruption that few workplaces acknowledge.
Why Does Work Identity Matter So Much?
Work identity refers to the part of our self-concept that comes from our roles, relationships, and experiences at work. According to Self-Concept Theory, our identity is a mosaic of multiple roles, parent, friend, leader, team member. When one of those roles is disrupted, the entire sense of self can feel unstable.
Before cancer, you might have proudly said: "I’m a manager. I’m the person people rely on. I’m a high performer."
After diagnosis, the story might shift: "I’m exhausted. I can’t meet deadlines. I don’t feel like myself anymore."
This disconnect between past and present identity is more than uncomfortable, it can lead to role strain, loss of self-esteem, and even withdrawal from work, not because of incapability, but because of a mismatch between who you were and who you feel you are now.
The Collision of Roles: Enter Role Conflict
Cancer introduces new roles: patient, survivor, advocate, fighter. These roles often clash with professional expectations. Psychologists call this role conflict, when demands from two roles compete for the same limited resources, like time, energy, and emotional bandwidth.
Example:
Your treatment schedule overlaps with critical project deadlines.
Fatigue makes it impossible to maintain your old pace.
You want to appear “normal” to colleagues, while managing invisible struggles.
The result? Guilt, anxiety, and often silence, because disclosing vulnerability at work still carries stigma in many cultures.
Identity Reconstruction: The Hidden Work of Illness
The journey doesn’t end with disruption. Over time, many people engage in identity reconstruction, the process of redefining themselves in light of their new reality.
This can look like:
Cognitive reframing: “I’m no longer the fastest, but I’m the most thoughtful contributor.”
Task renegotiation: Choosing responsibilities that align with current energy levels.
Purpose re-alignment: Seeing work not just as performance, but as connection and meaning during an uncertain time.
Occupational psychology research shows that when individuals successfully reconstruct identity, they report greater resilience, engagement, and wellbeing, even in the face of chronic illness (Dutton & Roberts, 2010).
What Can Workplaces Do?
Here’s the truth: Identity reconstruction isn’t just an individual challenge. It’s shaped by the social and organisational environment. Workplaces can either support or sabotage this process.
1. Normalise Flexibility as Trust, Not Weakness
Flexibility shouldn’t feel like a special favour; it should feel like a legitimate, valued way of working. Remote options, flexible hours, and task redistribution help employees maintain their professional identity without sacrificing health.
2. Create Psychological Safety for Disclosure
People fear that sharing a diagnosis will lead to bias or reduced opportunities. Leaders must model empathy and confidentiality, signaling that health realities don’t negate worth.
3. Value Evolving Contributions
Capabilities post-diagnosis may look different, but different doesn’t mean diminished. Recognise and celebrate new strengths, strategic thinking, mentoring, problem-solving, that emerge when speed or stamina shifts.
The Big Question: Can I Still Be Me at Work?
Cancer forces people to renegotiate not just roles but meaning. For some, work remains a source of identity and normalcy; for others, it becomes a secondary priority. Neither choice is wrong. What matters is that employees have the autonomyand support to craft their work identity in ways that feel authentic and sustainable.
The real challenge, and opportunity, for organisations? Building cultures where identity shifts aren’t treated as derailments but as part of the human experience at work.
Why This Conversation Matters Beyond Cancer
While this post focuses on cancer, the insights apply broadly. Illness, caregiving, parenthood, aging, life events constantly reshape our identities. Workplaces that embrace this fluidity don’t just support individuals; they future-proof themselves for a world where adaptability is the ultimate competitive edge.
💬 Your Turn: Have you ever experienced an identity shift at work, through illness, caregiving, or another life event? How did your workplace help (or hinder) that transition?
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