“I felt like I had let my family down.” 

“I felt like less of a man.” 

“I felt ashamed, like it was somehow my fault—a result of some failure on my end to live up to the strong, invincible man I’m supposed to be.” 

These are just some of the many confessions men have shared in the aftermath of prostate cancer (PCa), a common yet heavily stigmatized disease that impacts one in every eight men at some point in their lives. 

Each year, more than 55,000 men are diagnosed with prostate cancer across the UK—with over 150 men receiving this life-changing news every single day. 

Fortunately, advancements in treatment and preventive screenings have greatly improved the prognosis, raising the 5-year survival rate of early-stage cases to nearly 100 percent—allowing more men to live with and beyond the disease. Many challenges remain, however, and as incidence rates continue to rise—as they are expected to for quite some time—more men will have to contend with the varied difficulties of living with prostate cancer. 

“I felt completely detached from myself. The person I thought I was—the person I’d spent my whole life trying to be—vanished the moment I heard those three words: ‘You have cancer.’”  

William, 52, was a Senior Director of Operations at an international energy corporation when he was diagnosed with stage I prostate cancer. “It knocked the wind out of me,” he admits, recalling the interminable drive home as he tried to gather his wits about what he might say to his wife. 

“Just that fall my wife had lost her dad, and then her brother to an overdose. It was one of those times where it was just one bad thing after another, and it was my job to be there for her, and then this happens.” 

“Right away, there was definitely a lot of guilt.”  

William’s dilemma is not an anomaly. His experience reflects that of nearly two in five men diagnosed with the disease, who feel compelled to ‘stay strong’ in the face of cancer—wary not to ‘burden’ their loved ones with their concerns. New survey data reveals that up to one in six prostate cancer patients feels ‘embarrassed’ by their diagnosis, while one in eight reports feeling ‘guilty’—underscoring the widespread stigma that persists that men ought to be tough, invulnerable, and dependable.  

“I just felt so ashamed putting that on her,” William confesses. “Like, ‘I’m supposed to be her rock. I’m supposed to be the one that’s cool, calm, and collected while she works through her own challenges. She shouldn’t have to help me with mine.’” 

This pressure to remain self-reliant extends far beyond the home for PCa patients. Findings show more than a third (38 percent) feel uncomfortable or embarrassed even with talking to their doctor about the emotional and physical challenges they face throughout their cancer journey. Meanwhile, it’s estimated that most men keep their diagnosis a secret from their peers and managers at work, out of fear of being judged or ‘seen as a burden.’ 

Such repression comes at a considerable cost to their overall wellbeing, with 40 percent considered at heightened risk of mental health challenges such as depression, anxiety, and even suicidality. Research suggests that roughly one in six will also battle clinical depression in addition to their oncological illness. Yet while 15% of patients will go on psychiatric medications soon after receiving their diagnosis, only 6 percent will seek help from mental health services, with many citing the belief that such support “isn’t for men” as a leading reason for their avoidance.  

What to do?  

With up to 85,000 annual cases projected by 2038, suppressed suffering is not a fate that a growing share of the population should be resigned to. 

As “wellness” and “wellbeing” become catchwords throughout the working world, it’s time to put employers’ pledged commitment to the test and put in the work to create safe and supportive environments that promote men’s holistic wellbeing—especially when it comes to unspoken yet pressing men’s health issues. 

As a key arena where beliefs and attitudes take shape, the workplace offers a vital opportunity to raise awareness about the realities of prostate cancer and challenge the stigma that prevents so many men not just from opening up about their experiences but even from seeking out a diagnosis.  

According to one recent study on the barriers preventing men from even assessing their prostate cancer risk, researchers found that the stigma surrounding digital rectal exams—which nearly half the participants (41 percent) falsely believed was required to determine risk—is largely responsible for why the majority of the men studied (76 percent) had not yet checked their PCa risk. Even when told that a DRE was not required, only a simple blood test, most men remained hesitant to get tested, citing beliefs that prostate cancer is a ‘punishment’—attributing risk to moral aptitude rather than genetic or environmental factors.  

Such findings are heartbreaking, if not frustrating—especially considering how effective early screenings are at catching prostate cancer in its earliest stage, making it easy to treat. Why men are so consumed by the fear of cancer that they would try to avoid diagnosis altogether isn’t hard to fathom, however. In a society that places monumental pressure on men to be physically/mentally/emotionally/financially/sexually/socially dominant, the possibility of losing one’s status in every single one of those domains is understandably frightening, especially when asking for—or even simply needing—help is largely seen as effeminate.  

As one of the few figures of authority in men’s lives, leaders possess the precious ability to dispel such notions once and for all. By creating a workplace that defines strength as authenticity, vulnerability, and adaptability, leaders can empower male staff to shed their convictions of strength as invincibility and demonstrate true valor by living honestly and openly. 

Shattering the Stigma at Work: 6 Steps for Employers 

When it comes to creating such an environment, there are six steps employers can take: 

1. Organize health and wellness events dedicated to the topics of men’s health, prostate cancer, etc.

The most effective way to challenge men’s internalized stigma regarding their own health concerns is by introducing them to local experts who can provide the right information, tools, and encouragement they need to adequately address and protect their health and wellbeing.  

While there are currently no endorsed modifiable risk factors that men can address to prevent the disease, there are still contributing factors that men can bear in mind to monitor their risk and protect themselves from advanced illness. These include age, race, and family history—factors that no man can alter, dismantling the stigma that prostate cancer is somehow the result of moral inferiority.  

By connecting men with experienced, qualified, and sympathetic individuals in their community who can help shape their informed, objective understanding of prostate cancer, employers can encourage men to adopt a healthier attitude toward the disease, take proactive measures, and feel more comfortable discussing their health with other men, their peers, friends and family, and—most importantly—with health professionals. 

By learning about the risk factors, warning signs, and recommended actions associated with prostate cancer, men may be inspired to stay up to date on screenings, promptly raise concerns with their doctors if symptoms arise, and follow through with treatment in the event of diagnosis—including treatment for their mental health and emotional wellbeing.

2. Invest in comprehensive learning solutions that empower men to take care of their health and wellbeing.

In addition to community support, another effective way to weaken stigma’s power over men’s health behavior is by providing access to training and other educational resources that highlight the importance of self-care and health maintenance for men.  

With training sessions like WPO’s “Men’s Health Matters” course that aims to redress common challenges like some men’s delay in seeking care or their neglect toward their mental wellbeing, male staff may be taught to appreciate the importance of preventative care, help-seeking, and the mind-body connection—encouraging them to forge a healthier relationship with their mind and body, take action when something seems off, and to not be afraid to ask questions or ask for help.  

Additionally, through sessions such as WPO’s “Mental Health – Recognize and Respond” course, male colleagues may learn to appreciate the importance of men’s mental health; learn about common mental health conditions and their warning signs, symptoms, and causes; and become better equipped to support their male peers and encourage them to speak up or seek help when needed—effectively dismantling the presence of external stigma in the workplace surrounding men’s health, mental health services, and help-seeking.  

3. Appoint wellbeing ambassadors.

To further drive peer support for prostate cancer survivors in the workplace, employers may turn to ambassadorship programs that designate exemplary peers as certified wellbeing ambassadors equipped to identify and support distressed peers, intervene appropriately, and connect them to the right resources for ongoing assistance.  

This provides those affected by prostate cancer with a more relaxed opportunity to confide in someone at work about their diagnosis and struggles without fear of it affecting their role or standing in the workplace. By witnessing peers proudly advocating for theirs and their teammates’ health and wellbeing, survivors may feel inspired to speak up about their diagnosis or related health concerns and join them in taking better care of their health both in and outside of work.  

4. Establish an employee resource group (ERG).

When applicable, employee resource groups are yet another great way to bolster employees’ sense of community in the workplace and shatter stigmas born in isolation. 

While not all workplaces may have a prostate cancer survivor in their midst—let alone any—with cancer rates rising at the pace that they are, it is likely that most organizations will encounter cancer on a number of occasions in the years ahead. Given this, creating an ERG for survivors of all types of cancer could be an effective way to connect individuals with peers who share similar backgrounds or experiences, whom they can lean on for support, advice, and referrals to helpful resources—all the while helping them come to terms with their diagnosis and move forward with confidence, acceptance, and hope.  

5. Train all people managers on how they can best support employees in the face of life’s challenges.

While peers play a central role in shaping the basis and power of stigma, leaders and managers, especially, are the ones who set the tone for what behaviors and attitudes are accepted in the workplace, and which are scorned. In this regard, managers must be trained on how they can demonstrate not just tolerance but support for employees prioritizing their health at work, and how they might help employees take better care of their health, locate the right support, and overcome whatever challenges they face. 

With training sessions like WPO’s “Mental Health – Recognize and Respond” designed specifically for managers, leaders can learn how to identify signs of concern, approach employees with empathy and understanding, and provide the right support.  

Such support is crucial for issues like prostate cancer, as it reassures those impacted that it does not make them less of a man, less of an employee, less of a colleague, or less of a friend; that it does not take away from their value at home, at work, or within the larger society; and that there is nothing to feel ashamed or guilty about.  

6. Provide the flexibility needed to achieve a healthy, balanced life.

Lastly, while training peers and managers on how they can contribute to a safe and supportive workplace for colleagues affected by prostate cancer is essential for successfully creating such an environment, without policies in place that allow individuals to effectively balance their health and career needs—specifically, by being able to attend medical appointments, work from home when needed, reduce hours or workloads, or go on extended leave—such efforts will all be for naught.  

To that point, employers must adopt a flexible, inclusive, and equitable approach to work. Only when employees understand that their health challenges do not have to conflict with their careers will they come to accept their needs as they are and take appropriate action to address them.  

Rewrite the Script: Help Survivors Step into a Bright and Promising New Chapter with Return to Work: Cancer Care Compass 

Given prostate cancer’s rising prevalence across the UK, it’s inevitable that employers will, at some point, be confronted with its presence in the workplace. But thanks to advancements in treatment and preventive screenings, around two-thirds of PCa survivors will make the return to work. 

As these individuals embark on their return and recovery journeys, it’s on employers to ensure they have the support they need not only to survive but to thrive at work—regaining their psychological, physical, and professional wellbeing. To that end, employers can turn to the Cancer Care Compass program for support.   

Fulfilling the growing demand for specialized, holistic support for cancer survivors in the workplace, Return to Work: Cancer Care Compass is the first global, inclusive program designed to provide unparalleled support to survivors and their managers as, together, they navigate the transition back to work. Tailored to address the practical, physical, and emotional challenges that arise throughout the return-to-work process, the program ensures survivors’ seamless reintegration while facilitating their holistic recovery. 

At the heart of the program, the Coordinators of Occupational Reintegration and Adaption (CORAT) provide ongoing reintegration coaching and emotional support to help employees set and achieve realistic goals related to their return and recovery, while conducting ongoing manager consultations to oversee the development of collaborative and effective transition plans. 

All told, key features of the Cancer Care Compass program include:  

• Personalized recovery plans: The CORAT collaborates with employees to create a customized program tailored to their individual return and recovery, providing holistic support for their physical, psychological, and professional wellbeing.   

• Fortified emotional and professional resilience for employees: Emotional support fosters stress resilience, positive coping strategies, and adaptability in returning employees.   

• Comprehensive resources and support for managers: Managers receive a specialized toolkit and expert consultations offering guidance and best practices for return-to-work processes such as reaching a team agreement, adapting a job position, and creating an effective reintegration plan.   

• Enhanced organizational commitment to employee wellbeing: Program participation reflects employers’ dedication to supporting employees’ holistic wellbeing and promoting an inclusive workplace.     

At WPO, we understand that the effects of cancer extend far beyond the acute phase of illness. A loss of self-identity, self-esteem, and self-efficacy; lingering anxiety, fear, and uncertainty; and persistent fatigue, pain, and cognitive difficulties are just some of the challenges that permeate life after cancer. For survivors of stigmatized diseases like prostate cancer, feelings of shame and isolation can further erode self-efficacy and undermine both their return to daily life and long-term recovery. 

“Cancer on its own is already a heavily stigmatized topic in the workplace,” admits Christian Mainguy, Senior Global Consultant for Sales at Workplace Options. “The nature of certain cancers like prostate cancer—combined with the stigma surrounding men’s mental health—only makes it that much harder for those diagnosed with PCa to seek the support they need to truly heal.” 

But with the right support and a steadfast commitment from employers to help survivors reclaim their personal and professional lives, these battles, too, may be overcome. Over 90 percent of survivors say the support they receive at work is integral to their health and recovery. By investing in their seamless return—in addition to prioritizing preventative measures—employers can strive to create a safe and nurturing environment where survivors are enabled to truly thrive, unburdened by the enduring effects of cancer. 

“With the comprehensive support offered by Cancer Care Compass,” Mainguy argues, “employers can ensure prostate cancer survivors receive the help they need to restore their confidence, reclaim their lives, and recover their psychological, physical, and professional wellbeing.” 

Ready to make yours a safe and more supportive workplace for those diagnosed with prostate cancer? Contact us today to learn more about our scope of services and how Return to Work: Cancer Care Compass facilitates survivors’ seamless return to work and puts them on the path to healing and balance, so they can thrive.     

Disclaimer: Some details in this article have been fictionalized for storytelling purposes but are based on real events.