The role of HR professionals in breaking the stigma of prostate cancer

Conversations about mental health in the workplace, its challenges, and its importance have become more prevalent than ever. But why is nobody talking about prostate cancer in the workplace?

That’s likely because of the stigma associated with prostate cancer, often driven by a lack of understanding of the disease, its severity, and how it impacts mental and physical wellbeing, productivity and motivation inside and outside the workplace.

In Australia, prostate cancer is the most diagnosed cancer in men, with more than 24,000 males diagnosed in 2022. One in six Australian men will be diagnosed with prostate cancer by the age of 85, making it the most common type of cancer.

Human Resources (HR) leaders can play a vital role in breaking the stigma and normalising the discussion of prostate cancer. Here are three ways leaders can break the barriers and create a culture of openness and support in the workplace.

1. Knowledge is power, start with education

Awareness backed by facts goes a long way. It’s important to take time and educate employees, colleagues, business leaders and chief executives (both men and women) about prostate cancer – including the signs, symptoms and how to normalise the discussion.  

HR leaders can do this by introducing and participating in educational campaigns such as September Prostate Cancer Awareness month and The Long Run by the Prostate Cancer Foundation of Australia and investing in internal workshops and educative sessions from experts. National campaigns and initiatives contribute to a business’s CSR programs but, more importantly, demonstrate commitment to men’s health in the workplace.

Don’t forget, women are also part of the conversation and play a vital role. They are the women behind the men with prostate cancer – the partners, family members, colleagues and/or friends who are the support system and will often be there to identify the signs and symptoms.

2. HR policies and arrangements

We hear the saying “suffering in silence” regularly. Men battling a health condition like prostate cancer often face challenges beyond the disease, which can conflict between work and health management. For example, the ability to maintain the same level of attendance in terms of coming in-person to the office, workplace hours and coordinating doctor’s appointments with work commitments. HR policies can play a vital role in introducing reduced-work load, job task modifications and extended sick leave.

Those in a leadership position can support the policies by offering flexibility to meet their work requirements with performance-based work hours and arrangements. These incentives demonstrate empathetic leadership, prioritising the needs of employees and building a supported environment and understood culture.

3. The trusted solutions

Leaders can obtain external resources and professional advice to pass on and educate employees about the trusted solutions available. This can be done on an internal database via a memo or EDM. There are a variety of trusted solutions to support the health of men Down Under. From devices and solutions like daily living aids, vacuum therapy devices, and prescription items through to external support programs and/or counselling from health professionals.

This is an opportunity for HR leaders and their businesses to stand out from the crowd creating a workplace of inclusivity, acceptance and openness. The time to take action is now.

Brad Butt is the founder and lead pharmacist at Mens Health Downunder with more than 15 years of experience in pharmacy.