Men’s Mental Health Awareness Month: Action-driven solutions to support your staff

Men's Mental Health Awareness Month: Action-driven solutions to support your staff

November is Men's Mental Health Awareness Month – a time to shine a light on the mental health challenges facing men in the workplace and to take action to address them.

Men are significantly less likely than women to seek help for mental health issues. According to the Mental Health Foundation, men are three times more likely to die by suicide than women, and workplace stress is a significant contributing factor. In male-dominated industries like construction, manufacturing, and logistics – sectors that are closely aligned with the builders' merchant sector – the issue is particularly acute.

Understanding the barriers

The barriers to men seeking help for mental health issues are well documented. They include:

• Stigma and social norms around masculinity and 'toughness'
• Fear of being seen as weak or incapable
• Concern about the impact on job security or career progression
• Lack of awareness of available support
• Previous negative experiences of seeking help

Action-driven solutions for employers

Raising awareness is important, but it is not enough on its own. Employers need to take practical steps to support the mental health of their male employees:

1. Train mental health first aiders

Mental Health First Aid (MHFA) training equips employees with the skills to recognise the signs of mental health issues and to provide initial support to colleagues who are struggling. Having trained MHFA officers in your workplace sends a clear signal that mental health is taken seriously.

2. Review your Employee Assistance Programme

An Employee Assistance Programme (EAP) provides employees with confidential access to counselling, financial advice, and other support services. Review whether your EAP is actively promoted to employees and whether it includes support that is specifically relevant to men's mental health.

3. Train line managers

Line managers are often the first to notice when an employee is struggling. Training managers to have supportive, non-judgmental conversations about mental health is a critical investment. Look for training that specifically addresses the barriers men face in seeking support.

4. Foster an open culture

Creating a culture where it is acceptable to talk about mental health is essential. This requires visible leadership support – when senior leaders share their own experiences of mental health challenges, it can have a powerful impact on the wider culture.

5. Conduct a wellbeing survey

Understanding the specific mental health challenges your employees are facing is an important starting point. An anonymous wellbeing survey can provide valuable insights and help to prioritise your wellbeing initiatives.

6. Review workload and working patterns

Excessive workload, long hours, and unpredictable working patterns are significant risk factors for work-related stress. Reviewing your approach to workload management and flexible working can make a real difference to employee wellbeing.

If you would like support developing a mental health strategy for your business, our HR and occupational health teams are here to help. Get in touch today.