With cost of living pressures, extreme weather events, and geopolitical tensions continuing globally, many employees feel a mental health strain.
The International SOS Risk Outlook Report 2024 reveals that 80% of respondents believe their employees will be affected by stress and burnout over the next 12 months. It is important that organisations continue to prioritize measures that will address mental health issues. This task is often left to HR managers, who are key players in addressing mental illness.
While we as a collective have improved in recent years at discussing mental health openly, there is still a stigma associated with men’s struggles. Men face unique obstacles when they seek help. This can lead to silent struggles which impact on individual wellbeing and productivity. Alarming statistics highlight the mental health problems of men, such as depression, alcoholism, and specific phobias. Men are twice as likely to commit suicide as women.
Men are often held back by societal stigmas and workplace dynamics, which makes it important for HR professionals create environments that encourage openness, support and resilience.
Breaking down the Barriers: Understanding The Challenge
Men are often discouraged from acknowledging their mental health issues by social expectations and cultural norms. Many men suppress their emotions out of fear of judgement, the expectation of stoicism and the discomfort of showing vulnerability. In the workplace, overwork, lack of control and inadequate recognition can compound these issues. Stress and burnout are a result.
HR professionals are crucial in tackling these stigmas, and they play an important role in creating a culture of mental health and well-being. Employers can help individuals seek support without judgement by challenging the stigma associated with men and encouraging an open dialogue. Encourage male leaders to discuss their mental health issues openly can help normalise the conversation, and create an environment in which seeking help is seen not as a weakness, but rather a strength.
Fostering a supportive work environment
To promote mental wellbeing, HR departments should support initiatives that integrate mental health topics and discussions into the workplace culture. The key is to celebrate awareness days such as International Men’s Day and stress management workshops. Launching wellness programmes and launching stress management workshops are also important. Encourage work-life integration through flexible working hours, wellness leave and other policies.
To reduce stigma, it is important to normalise discussions about mental illness. Employees can be encouraged to talk about their experiences by creating safe spaces, such as peer-support groups, informal check ins or mental health seminars for teams.
Equip leaders with the right tools
Leaders and managers are often the first to reach out to employees who may be experiencing difficulties. Mental health literacy training helps managers and leaders identify early warning signals, address sensitive topics with compassion, and connect with employees to appropriate resources. Leaders can recognise stress and burnout symptoms by receiving mental health first-aid training, especially in men, who may display withdrawal, irritability or physical complaints.
Leaders can practice asking questions such as “How are things going?” If there is anything I can do to help, I will take action such as offering flexible work schedules or connecting employees with resources. Leaders can be empowered to address these issues with empathy by using workshops and materials that are tailored to the mental health challenges of men. Guidebooks tailored for men’s mental challenges can help leaders deal with societal pressures which often discourage men from seeking assistance.
Mental health resources must also be accessible and confidential. Employee Assistance Programmes, on-site counseling or virtual consultations by licensed therapists can help employees feel secure when they seek assistance. Employees who are hesitant to seek help due to stigma can be reassured by clearly communicating these resources, and stressing their confidentiality. Men’s Mental Health Circles, for example, can create a sense camaraderie. Self-help tools, such as phone-accessible applications, can be used by those who want a private solution.
Commit to continuous improvement
Employee feedback should be used to continue evolving mental health initiatives. HR teams can gauge the effectiveness and unmet needs of existing programmes by using anonymous feedback channels, focus groups and surveys. Data-driven approaches help align organisational strategy with changing mental health priorities.
Mental health is important for the wellbeing of employees and organisations. Employees who feel supported are more engaged, productive and loyal. The foundation for a successful workforce is laid by removing barriers to dialogue, recognizing the unique challenges that men face, and promoting a systemic change. HR professionals have a unique opportunity to drive this transformation. By prioritizing mental health on every level of the organisation, they can eliminate stigmas that keep men from seeking assistance. Managers should also set an example by openly sharing their strategies for managing their stress and attending wellness events.
Regular campaigns like mental health week, which occur more than once a year can highlight male advocates who are willing to share their mental journeys and break the stigma. Mental health is a complex issue that has become more complicated. However, organisations can have a positive impact on the global landscape by focusing on prevention and offering robust support.
Take Action: The Bigger Picture
Men’s mental illness is more than just compliance with policies. It’s about creating a culture that cares and understands. From awareness campaigns to proactive management, every initiative contributes to a workplace where employees feel heard, seen and supported.
In a time when business resilience is paramount investing in men’s health is not only a moral imperative, but also a strategic edge. Recognising these challenges and addressing them can help organisations create a more productive, inclusive and mentally healthy work environment.
For more resources on workplace mental health, visit www.internationalsos.com – a global leader in health and security risk services. International SOS has over 30 years of experience in providing tailored solutions that empower and protect workforces around the world.
