Supporting female cancer awareness in the workplace

Why gynaecological cancer awareness matters for employers

Gynaecological cancers affect thousands of individuals every year, with a significant impact on their personal and professional lives.

Businesses can play a crucial role in fostering awareness, supporting employee health and creating a workplace environment where conversations about health are normalised.

Promoting regular screenings, offering access to comprehensive health benefits and providing supportive pathways for those diagnosed not only support employees, but also contributes to reduced absenteeism, improved morale and heightened levels of employee retention.

Supporting employee health demonstrates a company’s commitment to corporate responsibility, fostering a culture of care and inclusivity.

By prioritising these efforts, businesses can play an important role in helping detect early signs of illness, supporting recovery and creating a workplace culture where employees feel valued and cared for.

Understanding gynaecological cancers

The five gynaecological cancers - womb, ovarian, cervical, vulval and vaginal - can affect all people with gynae organs.

Key statistics

22,050 individuals are diagnosed with gynaecological cancers annually in the UK.
21 people die daily from these cancers.
Awareness is low: 80% of individuals experiencing abnormal bleeding do not see a GP.

Understanding these statistics¹ equips those with HR or wellbeing responsibilities to advocate for early intervention through workplace campaigns and benefits, helping to normalise discussions and reduce stigma.

Fostering awareness and prevention

Host awareness sessions: Partner with an employee benefits provider such as Towergate Employee Benefits, a cancer specialist or charity, such as The Eve Appeal, to provide educational seminars or webinars. HR teams can invite employees or line managers to join these sessions to foster a culture of awareness and prevention.
Encourage body awareness: Provide literature or intranet resources that normalise conversations about symptoms and screenings. These resources should be easy to digest and easy to find when people need them. Tailor messaging based on demographics, such as HPV vaccinations for younger employees and cervical screenings for older ones.

Promote inclusivity

Ensure your messaging includes all individuals with gynae organs, including transgender and non-binary employees. Conduct anonymous surveys to understand employees’ awareness levels, identify barriers to accessing healthcare and explore ways to support individuals who may be impacted by a family member’s diagnosis, as this can significantly affect mental health.

Myth-busting campaigns

Dispel common misconceptions through newsletters, webinars or intranet resources. For example:

Myth: “Cancer only affects older individuals.”
Fact: Gynaecological cancers can occur at any age.

Myth: “A lack of family history means I’m not at risk.”
Fact: Most individuals diagnosed have no family history.

Providing regular updates on health campaigns or employee health initiatives can help sustain engagement and encourage proactive health management. Repeating these messages is essential, as you never know when a topic will become relevant or important to an employee. Incorporating case studies or lived experiences wherever possible can help individuals to feel they are not alone.

Signposting to support organisations

Employers can also provide employees with access to additional resources and support from trusted charities and organisations, such as:

Macmillan Cancer Support - Offers practical, emotional and financial support for those affected by cancer.
Cancer Support UK - Provides practical and emotional support to people living with and beyond cancer.
Cancer Research UK - Funds research into the prevention, diagnosis and treatment of cancer and offers information about cancer types and symptoms.

By sharing these resources, employers can empower employees with access to expert guidance and support beyond the workplace.

Prevention through benefits

Private Medical Insurance (PMI): A robust PMI policy can offer access to private cervical screenings, private consultations for symptoms, second opinions and comprehensive cancer care, including diagnosis and treatment pathways.
Health Cash Plans: These plans may include benefits to cover some of the costs of screenings, consultations and other healthcare services, providing additional financial support for employees.
Group Risk policies: Policies such as income protection or critical illness cover will often include specific pathways for those diagnosed with cancer.
Additional Cancer Support Services: Employers can supplement PMI with dedicated cancer support pathways, such as guidance on treatment options, access to genetic testing and specialist consultations. Flexible working arrangements and caregiving support are also invaluable for employees undergoing treatment or caring for loved ones. Specialist services, such as those provided by workplace cancer experts, can offer comprehensive, nurse-led assistance that support employees and their families throughout the entire cancer journey – from prevention and early diagnosis to treatment, recovery and post-treatment care. These services focus on providing holistic support tailored to the individual’s needs, ensuring employees feel supported both in and out of the workplace.

Recovery and support

Vocational rehabilitation and flexible working: Provide vocational rehabilitation services and flexible working arrangements to support employees returning to work after treatment. These measures can help employees balance health needs with their work responsibilities.
Employee Assistance Programmes (EAPs): EAPs offer vital support, including confidential counselling, emotional support and practical advice. They can also guide managers in supporting employees sensitively and effectively.
Group Risk: Critical illness policies can provide valuable financial support if someone is diagnosed with cancer, helping to alleviate the stress of managing treatment and associated costs. Group Income Protection, meanwhile, will ensure they continue to receive a proportion of their income if they are unable to work.
Encourage good work practices: Recognise that work can be beneficial for some individuals coping with a serious diagnosis such as cancer. Managers should be led by the individual’s preferences and capabilities, offering opportunities to continue working if desired. This might involve adjustments to responsibilities or hours to ensure work remains manageable and supportive.

Health screenings and vaccinations

Promote cervical screenings and HPV vaccinations through internal communications and benefits packages. Health screenings can be offered as a private or voluntary (employee-paid) benefit, often with discounted rates.

Highlight NHS eligibility for cervical screenings and encourage HPV vaccination uptake among younger employees as part of a preventative health strategy.

Building a culture of prevention

Healthy lifestyle initiatives

Launch workplace challenges to promote healthier habits like regular exercise and smoking cessation. Offer rewards for participation to boost engagement.
Provide nutritious options in the office and encourage employees to adopt balanced diets. Hosting cooking demonstrations or sharing recipes can make healthy eating more accessible.
Leverage wellbeing programmes offered alongside core insurance benefits, which incentivise healthier lifestyles through rewards and gamification. These programmes can encourage long-term engagement with health and wellbeing initiatives.

Peer-led initiatives and gamification

Encourage the creation of health champions within teams to promote screenings and healthy habits.
Use incentives or rewards for participation in lifestyle challenges or attendance at health awareness events.

How businesses can support employees diagnosed with cancer

Compliance with Employment Law: Employers should ensure compliance with the Equality Act 2010, which protects employees with serious health conditions such as cancer from discrimination. This includes making reasonable adjustments to the workplace or role to support the individual’s needs during and after their treatment.
Management training: Train managers to handle sensitive conversations, maintain confidentiality and provide support for employees with cancer. Equip them with resources to navigate discussions about flexible working, compassionate leave and available benefits, from EAPs to vocational rehabilitation.
Flexible working policies: Provide options for remote work or adjusted hours during treatment. Highlight these policies during onboarding to ensure employees are aware of the support available.
Compassionate leave: Ensure employees have access to paid leave for medical appointments or recovery.
Ongoing communication: Maintain open communication to understand employees’ needs and concerns. Check in regularly to provide updates on available resources or changes to their workload.

Key tools and digital resources

Businesses should leverage tools that can help streamline awareness campaigns and benefit delivery:

Vocational rehabilitation services: Assist employees returning to work after treatment.
Health apps: Promote apps that send reminders for screenings or track health habits. Apps can also provide access to educational content on women’s health.
Online training: Provide access to webinars or e-learning modules on women’s health. Tailor these resources to include practical advice for HR teams and managers.
Mentorship programs: Employees who have successfully returned to work after treatment can support others in similar situations.

Towergate Employee Benefits understands the challenges businesses face providing comprehensive support for employee wellbeing. Contact us to learn more about how our benefits solutions can support your workforce.