Men’s mental health awareness: What can you do to support your employees?
Men’s mental health and wellbeing is at a critical juncture. With almost 50% of working men calling for better workplace support, we ask what employers should be doing.
The latest Bupa Wellbeing Index is being described as a ‘call to action’. Carlos Jaureguizar (CEO of Bupa Global, India & UK) cites the ‘specific health challenges’ faced by men with a focus on the invaluable contribution employers can make.
Declining mental health and wellbeing has a real-world impact on employers; for instance, it’s a leading cause of long-term workplace absence. Employers should already know that improved awareness around mental health and wellbeing in the workplace results in increased attendance and retention. But meaningful change could make a radical difference for male workers, including those making it into work (albeit just about).
What can managers do to support?
Bupa’s Wellbeing Index speaks of the societal change needed. That is, to tackle a worrying trend of declining mental health and wellbeing amongst male workers who’d prefer to keep it to themselves.
ACAS guidance emphasises the important role managers can play in empowering male workers to speak up. Managers are advised to foster an environment where male workers can speak openly about mental health and wellbeing – a safe space without judgement.
Those managers should be armed with all skills, knowledge and, importantly, confidence to discuss and manage poor mental health and wellbeing.
Managers should be able to:
- Recognise signs and symptoms
- Feel confident about having conversations
- Identify and address issues earlier
- Support positive worker wellbeing, both remotely and in person
Importantly, male workers must feel that their individual and specific experiences are heard. They should also be able to expect that due time, and consideration will be afforded to them.
This isn’t easy – especially where the person who needs to talk could remain tempted to bottle it up. Employers should consider the adeptness of managers and deliver training where confidence is lacking.
Why do mental health issues disproportionately effect men?
Any steps taken by employers must appreciate the experiences faced by men. Harder still for an employer, Bupa’s research found that 37% of male workers would admit to hiding their struggles around mental health and wellbeing from their partner. The often-cited term ‘man up’ is referenced.
Of those questioned, most male workers cited stigma as a barrier, with some saying this had only worsened in recent years. In England and Wales alone, deaths registered by reason of suicide continues to increase. Of those, the rate for males in 2023 was 17.4 deaths per 100,000, up from 16.4 deaths per 100,000 in 2022 (compared with 5.7 deaths per 100,000 in 2023 amongst females, up from 5.4 deaths per 100,000 in 2022).
Whilst men typically avoid a discussion around their emotions and feelings, Dr Naveen Puri (Medical Director, Bupa UK) reminds us that this ‘doesn’t mean they aren’t struggling’.
How can I make a difference in the workplace?
Managers should ensure that conversations around mental health and wellbeing remain confidential and in line with an employer’s policy in this area. Some male workers will be confident that their manager is someone they can freely confide in. But some will not. Aside from the workplace environment, access to external confidential support could be critical.
Businesses can provide access to mental health first aiders and/or an Employee Assistance Program (EAP) at relatively low cost. But if too costly, workers should be signposted to free telephone and online support available through organisations such as Mind and the Samaritans.
Jaureguizar – referencing a ‘barrier’ of outdated male stereotypes – flags the potential of a simple conversation and of anonymised support, the benefits of which could be hugely impactful. Meaningful change is likely to deliver better, more positive outcomes for male employees – and it could make all the difference.
