As Movember kicks off, a growing conversation centres on what workplaces can do to support men’s wellbeing. UK statistics show that 75% of suicides are male, yet only 36% of NHS mental health referrals are men.
Movember’s research reveals that men die an average of 4.5 years earlier than women due to largely preventable reasons, signalling the need for proactive support in the workplace.
Vicky Walker, Group Director of People at Westfield Health, reflects on the need for tangible workplace initiatives. “These figures highlight the importance of not only raising awareness but also implementing support to protect and support men,” Walker states. Studies indicate that men in their twenties to forties seek medical help half as often as women of the same age, reinforcing the need for ongoing employer support for male mental health.
In light of this, it becomes essential for employers to assess how workplace culture and health policies can promote mental wellbeing among men. Men, on average, work over 1,500 hours annually, either in the office, remotely, or on-site. However, Walker highlights a significant issue: “Presenteeism is yet another barrier affecting men in the workplace. Our research shows that only 15% of men have taken time off due to mental health, compared to 40% for physical illness. Employers need to acknowledge that men do not just suffer from societal stigma but also self-stigma when it comes to discussing their health and emotions.”
Building Supportive Workplace Cultures
Creating a supportive environment can make a measurable difference in the lives of male employees. According to recent studies, 61% of men reported that their employers do not offer mental health support as a workplace benefit. Establishing such benefits is crucial for fostering empathy and support across teams.
Walker stresses the role of leadership in setting the tone: “Creating an open workplace culture involves not only leadership but the entire workforce. Establishing regular forums or discussions where mental health is openly addressed can break down barriers.” By having senior managers and people leaders speak about their own mental and physical wellbeing, organisations can set the example that discussing personal struggles is encouraged rather than stigmatised. This approach can help to normalise mental health discussions, allowing male employees to seek help without feeling isolated.
Practical Health Initiatives and Mental Health Resources
To support men’s mental health, organisations can offer practical initiatives such as confidential health screenings, which allow employees to take preventive health measures without the wait time of GP appointments. Additional initiatives could include hosting workshops or webinars on resilience, stress management, and coping mechanisms. Access to resources such as online mental health assessments or counselling services can further empower male employees to proactively address their wellbeing.
Mental Health First Aid training provides another valuable avenue for organisations looking to implement more structured support systems. This training allows certified mental health champions within the company to engage with colleagues regularly, offering a safe space to discuss mental health issues. “Designate individuals within the organisation as mental health champions and ensure they receive continuous training to stay updated on the latest practices,” advises Walker. This proactive approach can reduce stigma around mental health and encourage early intervention.
Physical health also plays a critical role in overall wellbeing, and employers can support this through various initiatives. Gym membership discounts, cycle-to-work schemes, and even providing workout spaces in the office are straightforward ways to promote a healthy lifestyle among employees. Offering group activities like walking meetings, yoga, or team sports can encourage employees to stay active, contributing to both mental and physical wellbeing.
Flexible Working and its Impact on Wellbeing
Flexible working arrangements can be instrumental in supporting men’s health, particularly for those managing chronic health conditions or mental health issues. Flexible hours, remote working options, and compressed work weeks offer employees the opportunity to maintain productivity while reducing stress and presenteeism. Walker underscores the importance of a supportive approach: “If feasible within your business, flexible working patterns should be designed to accommodate diverse needs. Communicate clearly that taking advantage of these options will not impact career progression or opportunities.” Educating managers on effective remote team management and outcome-based performance assessments can reinforce an inclusive work environment that prioritises employee wellbeing.
Business health cash plans and employee assistance programmes (EAPs) offering access to counselling and talking therapies can signal to employees that the workplace values their mental and emotional health. Organisations that invest in EAPs are better equipped to create an environment that fosters emotional support, ultimately contributing to a happier and more productive workforce.
A workplace culture that encourages open dialogue, offers practical health initiatives, and integrates mental health resources helps to build a supportive environment where men feel comfortable seeking assistance. For many men in the UK, such a cultural shift represents an essential first step in addressing mental health challenges.
