Raising awareness of male cancer: seven practical steps to support employees

Cancer affects thousands of people in the UK every year – and male cancers are no exception.

While some, such as prostate and testicular cancer, are becoming better known, others such as lung, bowel and oral cancer often go under the radar until they are at an advanced stage. Yet, raising awareness of these cancers, especially in the workplace, can help save lives.

For employers, supporting male cancer awareness isn’t just about individual health, it’s also about creating a safer, more supportive workplace culture where employees feel comfortable speaking up, taking action and accessing the help they need.

Encouraging proactive health checks, promoting healthy lifestyles and fostering open conversations can all make a significant difference.

Here, we explore seven practical ways to raise awareness of male cancers, promote early detection and provide meaningful support.

1. Start the conversation – normalise male cancer awareness

For many men, discussing health concerns doesn’t come easy.

Stigma, embarrassment and fear can all prevent them from seeking help, sometimes until it’s too late. That’s why opening up the conversation around male cancers is so important.

Employers have an opportunity to normalise these discussions through awareness campaigns, employee newsletters or informal discussions during team meetings.

Whether during national awareness events such as Movember or Bowel Cancer Awareness Month, or through year-round initiatives, sharing factual information on common male cancers can break down barriers.

By focusing on clear, practical messages, such as the importance of early detection or how survival rates improve with early action, employers can help remove the fear factor and empower men to take control of their health.

2. Make screening and self-checks easier to understand and access

Routine screenings and self-examinations are among the most effective ways to detect cancer early. Yet, many men delay or avoid them altogether.

For example, men over 50 are not routinely offered prostate cancer screening on the NHS but have the right to request checks from their GP. This may begin with a PSA blood test and sometimes a physical examination.

Bowel cancer screening, on the other hand, is increasingly part of NHS health checks for over-50s, with at-home testing kits posted to eligible individuals.

Employers can help by sharing clear information on what employees are entitled to and by encouraging them to speak to their GP if they are unsure.

Additionally, private screening options are increasingly accessible. Services such as Check4Cancer offer at-home cancer check kits that can be arranged via the employer – either as a funded benefit or self-pay option – making it easier for employees to take proactive steps. Some providers also offer digital skin check services, where employees can upload a photo of a mole or area of concern to be reviewed by a clinician.

Organisations may choose to partner with health providers to offer screening clinics or allow flexible working to attend health appointments.

In smaller businesses, simply encouraging employees to take the time they need – and making it clear that health matters – can make a significant difference.

3. Help employees recognise warning signs

When it comes to cancer, knowing the symptoms can be lifesaving. Unfortunately, some male cancers present with subtle or easily ignored signs.

Lung cancer is often associated with smoking, but it can affect non-smokers too. Persistent coughs, breathlessness and chest pain are among the symptoms that people frequently dismiss as minor or seasonal issues.

Oral cancer – one of the fastest-rising cancers in the UK – often goes unnoticed in its early stages. Symptoms such as mouth ulcers that don’t heal, lumps or white or red patches inside the mouth can all signal potential problems.

Employers can help by routinely sharing symptom guides in internal communications or wellbeing resources.

The goal isn’t to alarm people, but to ensure they feel informed, aware and ready to act if something doesn’t seem right.

4. Build a workplace culture where talking about health feels safe

Raising awareness is only effective if employees also feel comfortable asking for help when they need it.

Psychological safety – the ability to speak freely without fear of judgment – is key.

When senior leaders or managers demonstrate openness and empathy about health issues, it sends a powerful message throughout the business.

Encouraging open dialogue doesn’t require formal health training. Simple steps, such as managers regularly checking in on wellbeing, or sharing personal health stories where appropriate, can encourage others to speak up.

Language also plays an important role. Supportive phrases such as “How can we help?” or “What would be most useful for you?” create a far more positive, constructive environment than closed or dismissive responses.

5. Offer flexible, compassionate support for employees affected by cancer

A cancer diagnosis is life-changing and employees facing treatment may need significant flexibility and understanding.

Employers should aim to provide clear, compassionate support tailored to each individual’s situation.

This might mean allowing time off for treatment and medical appointments, adjusting working patterns or responsibilities during recovery or offering emotional support through Employee Assistance Programmes (EAPs) or counselling services.

It’s also worth reviewing existing employee benefits. Many workplace policies include cancer-related support – for example, critical illness cover that provides a lump sum after diagnosis, group income protection that helps replace lost salary during long-term absence or private medical insurance that could accelerate access to treatment depending on the terms of the policy.

The most important thing is to take an individual approach. Open conversations, handled with sensitivity, will help you understand what an employee needs and how best to support them.

6. Encourage healthier lifestyles to reduce cancer risk

Many risk factors linked to male cancers, such as smoking, poor diet, alcohol consumption and low physical activity, can be addressed with positive lifestyle changes.

Employers have a unique opportunity to promote healthier habits that benefit both physical and mental wellbeing. Initiatives could include encouraging active commuting, supporting stop smoking campaigns, or promoting walking groups or fitness challenges.

Creating peer support opportunities can also make a difference. Some businesses have introduced men’s groups or informal chats where employees can talk about their health experiences and concerns in a safe, non-judgemental setting.

Employers can also signpost to external charities and organisations such as Prostate Cancer UK, Macmillan Cancer Support, Cancer Research UK or Orchid – all of which offer practical resources and emotional support for those affected by male cancers.

Even small nudges, such as sharing healthy recipes or wellbeing tips, can gradually help employees make changes that reduce their cancer risk over time.

7. Keep the message alive all year round

While national awareness campaigns are valuable, male cancer prevention shouldn’t be limited to a single month or event.

Keeping health and cancer awareness on the agenda throughout the year helps to embed it within your workplace culture.

This could mean including cancer awareness in onboarding packs, sharing reminders about screening programmes during health-related communications or revisiting the topic during regular wellbeing initiatives.

Sharing stories from employees or public figures, where appropriate, can also keep the conversation going, helping employees feel less alone and more motivated to take action.

Checklist: Is your workplace male cancer aware?

Use this checklist to review your organisation’s current approach:

Leadership & workplace culture

Do senior leaders and managers help normalise conversations around health and cancer awareness?
Is there a culture of psychological safety, where employees feel comfortable raising health concerns?
Are line managers supported to have sensitive, empathetic conversations with their teams?

Awareness & education

Do you mark awareness events like Movember or Men’s Health Week with internal campaigns or information sharing?
Is information about male cancers – including symptoms, screening and self-checks – shared in accessible ways?
Are lesser-known cancers such as oral or lung cancer included in your wellbeing communications?

Support & flexibility

Do employees know where to find help if they or a family member are affected by cancer?
Is support available through an Employee Assistance Programme or other benefits?
Are flexible working arrangements offered to support medical appointments, treatment or recovery?
Are benefits such as critical illness, income protection or private healthcare clearly communicated?

Health promotion & prevention

Do your wellbeing initiatives encourage healthy lifestyle habits that can help reduce cancer risk?
Are private cancer screening or digital health services available or promoted?
Are peer support opportunities or men’s groups available to encourage open conversation?

Ongoing engagement

Is male cancer awareness embedded in your year-round health and wellbeing strategy, not just during awareness months?
Are employees given regular prompts or reminders to look after their physical health?

Final thoughts: Small actions can save lives

Supporting male cancer awareness in the workplace isn’t just about formal policies or benefits. It’s about fostering a culture where health conversations feel safe and where early detection and prevention are openly encouraged.

The most important thing to remember? Every conversation counts. The more we normalise discussions about male cancers, the more lives we can help protect.

ENDS EB21-1-0825