Although we’ve made incremental steps, the stigma surrounding mental health remains pervasive – especially when it comes to men’s mental health. It’s no secret that men are less likely to seek help for mental health challenges than women, with the issue being even more  pronounced in the workplace as many men feel unable to express their struggles through fear of judgement and repercussions.

Yet addressing the stigma is critical: last year, suicide rates in England and Wales reached their highest level since 1999, and three-quarters of the deaths were males. 

As we mark Men’s Health Awareness Month, it’s an important time to spotlight the need for change on men’s mental health; specifically how employers can create the space needed so all employees feel safe to access the support they may desperately need.

Why it’s crucial to break the stigma

The reluctance among many men about expressing their emotions often stems from societal expectations and unconscious masculine ideals – men are frequently conditioned to appear stoic, unemotional, self-reliant and stable, both emotionally and financially. Oftentimes, this pressure can reduce a man’s capacity to acknowledge and recognise their own sadness – and when they do, it may lead them to feel shame and embarrassment. 

This shame often leads to a reluctance to confide in family and friends, or seek professional help from a GP or mental health services – despite suicide being the highest cause of death among men, only 36% of referrals to NHS talking therapies are for men.

Breaking the stigma around mental health is vital not only to prevent tragic outcomes but also because mental health significantly affects work performance, and vice versa. Poor mental health can lead to reduced productivity, motivation, and increased absenteeism, while high-pressure or toxic work environments can worsen existing mental health issues. 

Six steps to reduce the stigma around men’s mental health

Reducing stigma requires more than just words – it involves practical actions and a commitment to long-term cultural change. Employers have the power to lead this change by implementing specific strategies that promote men’s mental health and ensure a more inclusive, supportive and safe workplace.

1. Change the language used around men’s mental health

The extent to which stigma has permeated the language we use around mental health, but particularly men’s mental health, is astonishing. Words really matter when it comes to mental health, no less than in a situation where we are trying to break down the stigma associated with it. Employers should encourage the use of inclusive language that emphasises positive wellbeing and growth, rather than judgement and failure. 

It’s incredibly important to avoid use of phrases that perpetuate negative stereotypes about masculinity, such as “man up”, “toughen up” or “be a man about it”, which stigmatise support seeking and discourage a culture where vulnerability is accepted.

2. Champion positive role models 

When leaders and senior employees speak openly about their own experiences, or advocate for better mental health awareness, they send a powerful message that it is safe for others to do the same. Employers could encourage senior employees to act as mental health champions who share stories and lead by example. Men in leadership positions who show vulnerability and prioritise wellbeing help to dismantle the outdated notions of masculinity that prevent so many from seeking help.

3. Foster a culture that values mental health and wellbeing

Breaking the stigma around men’s mental health goes beyond isolated actions; it requires a shift in organisational culture. Employers need to foster an environment where mental health and wellbeing are prioritised and integrated into a company’s values. By embedding these values into company policies and day-to-day practices, employers can create a culture where all employees feel valued and supported.

4. Regularly review and update mental health training

Providing all employees with mental health training that specifically looks at the issues surrounding men’s mental health, can help to build awareness and reduce stigma across the organisation. These sessions can include practical tools for managing stress, workshops on how to maintain work-life balance and education on how to support colleagues who may be struggling. 

Whilst the initial sessions are necessary, employers must regularly review and update training to ensure employees are equipped with the latest knowledge and strategies, and that the learnings remain fresh and front-of-mind.

Managers play a central role in an individual’s experience in the workplace and shaping workplace culture. Equipping them with the tools to support employee mental wellbeing – including how to spot the signs of mental health issues, how to approach sensitive conversations and which resources to direct employees too – is essential.

5. Create a psychologically safe work environment for all

Psychological safety is a key component for any healthy workplace. When employees feel safe to express themselves without fear of negative consequences, they are more likely to reach out for support when they need it. 

Policies that protect employees who disclose mental health concerns – such as non-discrimination clauses and support plans – can help to reinforce a sense of safety. Providing access to confidential mental health services, such as employee assistance programmes (EAPs), can further show all employees that their wellbeing is a priority.

6. Always ask twice

Asking twice if an employee is OK is important because it can help them to open up about emotions or worries that might not be shared on the first ask. People often respond with “I’m fine” or “I’m okay” out of habit or because they may not feel comfortable sharing immediately. However, asking a second time shows genuine concern and signals that you are truly interested in their wellbeing. It creates an opportunity for the person to feel safe and understood, which may encourage them to share their feelings more honestly.

This approach is particularly important for men’s mental health, as many tend to hide their struggles, either out of fear of being a burden or due to stigma. By asking twice, you create space for a deeper conversation, allowing someone who might be struggling in silence to open up and seek the support they need.

Signs that a male colleague may be struggling with mental health

It can be challenging to know if an employee or colleague is struggling with their mental health – particularly if they have been taught to conceal their emotions. Plus, every employee is unique and there is no blanket set of symptoms for mental health. 

However, there are a number of signs that may indicate that someone is struggling with their mental health at work, which may include:

• Becoming unusually frustrated or agitated
• Finding it hard to accept negative feedback
• Turning up to work late or leaving early
• Having difficulty making decisions 
• Avoiding social activities with colleagues
• Getting upset or becoming aggressive
• Appearing overly fatigued or tired
• Drinking more alcohol than usual.

Investing in men’s mental health is not only crucial for individual wellbeing, but also for the overall health and success of the business. When employees feel supported and valued, they are more likely to be engaged, motivated and productive. Needless to say, a workplace culture that promotes mental health not only helps to reduce absenteeism, lower turnover rates, and enhance overall performance, but it can also help to save lives.

Employers have an opportunity to lead this change by creating a work environment where men’s mental health is not just accepted, but prioritised. It’s time to break the stigma and build a culture that truly supports the wellbeing of all employees.