Read Again: Let’s Talk: Men’s Mental Health in the Workplace

Over the years, mental health has become a more prominent topic of conversation, especially in the workplace. However, despite significant progress, mental health issues among men often remain shrouded in secrecy due to fears of stigma

Mental wellbeing in the workplace is a topic that practice managers will be familiar with, as employers increasingly seek ways to foster better health and create more inclusive, supportive environments. While it is vital to support all employees, it is also important to recognise that mental health conditions present differently in men and women, therefore different approaches to support may be required.

In a survey of 1,000 men, 77% reported experiencing mental health symptoms, yet only 40% of them had sought help or spoken to someone about it. Alarmingly, nearly 30% cited concerns about stigma and embarrassment as the reason for not seeking help. The survey also revealed that working-aged men are the most at risk of developing harmful mental health symptoms.

Removing the stigma

One of the most crucial steps a business can take to support men’s mental health is to foster a culture of openness about the topic. It should not be assumed that just because someone works within a healthcare setting, that they will feel confident and empowered to talk about their own mental health – in fact, it may well be the opposite.

It is important to work to create opportunities for team members to seek support in ways that are comfortable for them. For men, access to online or app-based support can be particularly beneficial as it alleviates the pressure of face-to-face interactions. Managers should guide employees to various available mental health services. Additionally, it is advisable to review mental health policies to ensure they address the unique needs of both male and female employees, avoiding a one-size-fits-all approach.

Understanding the signs

Studies have shown that men experiencing mental health symptoms often resort to unhealthy coping mechanisms, such as poor diet, increased alcohol consumption, or sudden risk-taking behaviour. Managers should be aware that these can be warning signs of a mental health condition. However, it’s important to approach conversations about these issues with care to avoid appearing judgmental.

Early intervention and prevention are crucial. Managers should encourage employees to address concerns about workload, pressures and burnout before they escalate – in high pressure environments such as healthcare, these warning signs can be easy to miss, or misidentify. This can be as simple as incorporating an employee wellbeing check into one-on-one meetings.

Offering flexibility

Research shows that men are less likely to take time off work to address mental health issues and are also less likely to schedule appointments with health practitioners – this may be further impacted by concerns about their role and ability to deliver care during any periods of treatment.

Practice managers should empower employees to prioritise their mental health by allowing them the necessary time off for appointments, without worrying about project or task impacts. This might involve offering flexible working arrangements, shifting deadlines or reducing workloads to achieve a better work-life balance. Access to occupational health services can also provide men with essential support and resources to manage their mental health effectively at work.

By creating inclusive environments that recognise and cater to the diverse mental wellbeing needs of all genders, fostering open dialogue, providing accessible support channels, and promoting early intervention, practice managers can empower employees to prioritise their mental health effectively. This approach not only supports the employee, but ensures they are able to continue offering effective contributions to their team, patients and practice.