Supporting men in the workplace

Sunday 19th November is International Men’s Day. It’s a chance to highlight the positive contributions and value men bring to our lives and to the workplace. We want to use this blog to highlight the shocking statistics around male mental health and wellbeing, and share some of the ways organisations like yours can take action to support male employees.

Please note, this post discusses suicide. If you are affected by any of the issues raised, there are details of where to find help toward the bottom of the page.

International Men’s Day 2023

The theme for this year’s International Men’s Day campaign is Zero Male Suicide. According to UK government data, suicide in England and Wales is three times more common among men than women, with rates at their highest in the 40-54 age bracket. Male suicide rates are also falling at a much slower pace than among females.

It’s clear that we can, and should, all be doing more to support the men in our lives, at home, in our communities, and in the workplace. Now is as good a time as any to raise awareness of the mental health and wellbeing support available to employees. Taking the time to ask a colleague if they are okay could prevent them ending their own life.

No matter what size your organisation, there is something you can do to recognise and celebrate the contributions of male employees. Don’t let the fact that International Men’s Day falls on a Sunday prevent you from getting colleagues involved. You can host your own events, competitions, highlight stories, and raise awareness all week in the run up to the day. Visit the International Men’s Day website to search for ideas and inspiration.

Ways to support men in the workplace

Paternity, adoption and fostering leave

Since statutory paternity leave became UK law in 2003, fathers have been able to take up to two weeks of paid leave when their child is born to bond with their newborn.

It’s also become common for parents to share parental leave and divide childcare responsibilities. Under current guidelines partners can share up to 50 weeks of leave and up to 37 weeks of pay between them.

Every organisation should have a policy around paternity, adoption and fostering leave to ensure they meet the needs and expectations of new fathers. If you would like guidance on wording and content, please get in touch.

Training and development needs

Due to societal expectations and traditional gender stereotypes, men may be reluctant to ask for help. They may have been raised to believe that a man asking for help is a sign of weakness and instead try to fathom out a solution on their own. Their determination to solve a problem individually could mean male employees are less likely to request training or guidance at work

Taking a balanced approach to workplace training and development should enable every employee to have access to the same opportunities. However, this is not always the case. It falls to line managers to encourage every team member to seek out personal development, and to HR teams to monitor and oversee the fair distribution of support.

Creating a supportive framework for men in the workplace

In addition to policy and training, there are several elements organisations can work on to improve the male workplace experience and support their health and wellbeing.

Line manager training

Equip people managers with the skills and know-how to spot when someone might be struggling and give them the confidence to start what could be a life-changing conversation.

Positive role models

Think about the positive male role models you could profile to highlight the character and behaviours you value in your organisation. Celebrate their achievements and successes. This will set an example and encourage others to behave in a similar way.

Create an open, supportive listening culture

NHS Digital data shows men are less likely to access psychological therapies than women. Just over a third of referrals to NHS talking therapies are for men. Men may be less likely to talk about their problems with a professional, however they could be more willing to share with a supportive manager or colleague. Creating an open and supportive culture at work is vital so male employees know there is always someone they can turn to.

Mental health first aiders and Employee Assistance Programmes (EAP)

Wellbeing support comes in many forms, from the appointment of health and wellbeing champions, to mental health first aiders and online or telephone helplines. Whatever support you choose to offer, it’s important to communicate what’s available and how to access it. Every employee should understand the wellbeing benefits they are entitled to. There’s no point investing in a service if nobody knows it’s there or how to use it.

Wellbeing education

Men are less likely to speak out about something that is troubling them than women. One way to encourage conversations around men’s health and wellbeing is to offer seminars or webinars to educate and inform. Online events are accessible and individuals can ask questions anonymously, if preferred.

Never be afraid to speak up or ask someone if they’re okay

Finally, and perhaps most importantly, create a company culture in which employees have the courage to speak up and start conversations. If you’re going through a bad time, tell a friend or your manager. If you notice a colleague is out of sorts, stop and take the time to ask them if they are okay. Finding the courage to take action could be the best decision you make, for your own life or for someone else’s.

Useful contacts

If you have been affected by any of the issues raised in this post, please reach out for help. Here are some useful numbers:

Samaritans helpline - call free on 116 123

CALM - call free on 0800 58 58 58

Further reading

To explore more on the subject of health and wellbeing, download our free ebook Physical and Mental Health in the Workplace, take a look at this recent blog on Financial Wellbeing and this insight into Female menopause and fertility trends.

How we can help

If you’d like to discuss any of the themes raised in this blog, get in touch with us today on 0161 941 2426. We’re here to help.