Societal norms often discourage men from expressing vulnerability or seeking help for emotional problems. Traditional notions of masculinity emphasise strength, stoicism and self-reliance, which can create barriers to acknowledging and addressing mental health challenges.

The cultural backdrop of attitudes toward men’s mental health contributes to several troubling statistics:

• 52% of men would be concerned about taking time off work, whilst 46% would be embarrassed or ashamed to tell their employer (Men’s Health Forum).
• Suicide is the leading cause of death for men under the age of 50 in the UK (Calm Zone).
• 75% of deaths by suicide are males and men are 3 times more likely to die by suicide than women (Mental Health UK).
• Men who are less well-off and living in the most deprived areas are up to 10 times more likely to die by suicide than more well-off men in affluent areas (Samaritans).
• 40% of men have never spoken to anyone about their mental health (Priory Group).
• 300,000 people with mental health problems lose their jobs each year (DWP).

So how can we normalise conversations about men’s mental health? Let’s look at how employers can play a leading role in supporting the wellbeing of their employees.

Promoting a supportive workplace

Each day we walk into our workplaces, and whether we realise it or not, our mental health issues follow us through the door. The repercussions of untreated mental health problems can be profound and can impact both the individual and those around them. To tackle the issue of men’s mental health effectively, it is crucial to create a workplace culture that encourages openness, support and access to resources. Here are some strategies that companies can implement:

1. Raise awareness and educate

Educational initiatives are fundamental in breaking down the stigma associated with mental health. Workshops, seminars and training sessions can help employees understand the importance of mental health, recognise signs of distress and learn how to seek help. Tailoring these programs to address men’s specific concerns and experiences can make them more effective.

2. Provide accessible resources

Employers can make mental health resources readily accessible to all employees. This includes providing information about mental health services, such as counselling and therapy, and ensuring that an occupational health provider is available to cover these services. Employee Assistance Programs (EAPs) can make it easier for employees to seek help without fear of judgment.

3. Encourage open communication

Creating a culture of open communication can significantly reduce the stigma surrounding mental health. Encouraging employees to talk about their mental health and share their experiences can help normalise conversations about mental health. Leadership plays a crucial role here, when managers and executives speak openly about mental health, it sets a positive example and creates a more accepting environment.

4. Promote work-life balance

Workplace stress is a significant contributor to mental health issues. Employers can promote wellbeing by allowing employees to have a say in where they work and how they work. Flexible working hours and remote work options are commonplace in many industries and are a fantastic way of helping employees cope with stress. It’s also important that employees take regular breaks and holidays to help reduce the risk of burnout.

5. Implement mental health policies

Having formal mental health policies in place demonstrates a commitment to supporting employees. These policies should outline the company’s approach to mental health, including procedures for addressing mental health issues, accommodations for employees experiencing mental health problems, and guidelines for managers on how to support their teams. Policies can also include a requirement for mental health first aid provision on site.

6. Create support networks

Peer support networks can be incredibly effective in promoting mental health. Establishing support groups or buddy systems can provide employees with a safe space to share their experiences and offer mutual support. These networks can be particularly beneficial for men, who may feel more comfortable discussing their issues with other men who understand their challenges.

Final thoughts

By breaking the silence we can remove the barriers that prevent men to seek out support for their mental health. At MOHS we believe that employers can take a leading role in supporting their worker’s psychological wellbeing. That’s why we deliver counselling and talking therapies to organisations across the West Midlands. To find out more reach out to us today at info@mohs.co.uk

If you or someone you know is at immediate risk of harm, please call 999 immediately.