Addressing men’s mental health in the workplace isn’t just about improving individual well-being—it elevates workplace performance and morale, creating a healthier environment for everyone. Employers have a unique opportunity and responsibility to tackle this issue, reduce stigma and drive positive societal change.
Despite growing conversations around mental health, men’s mental health has reached a critical state, with rising rates of depression, anxiety and suicide. Research shows that 35 per cent of working men contemplate suicide or self-harm at least a few times a week, and that one in four men experience severe psychological pain at work. This silent crisis is particularly alarming as the workplace is where most adult men spend the majority of their waking hours—about a third of their lives.
The impacts of suicide and poor mental health reverberate across all aspects of society. So, how can employers play a more active role in supporting men’s mental health? The first challenge is overcoming the same deeply ingrained societal expectations of masculinity. While men account for a staggering 75 per cent of suicides, only 30 per cent of people using mental health services are men. Traditional norms that equate emotional expression with weakness and embarrassment have left many men suffering in silence and feeling isolated when it comes to asking for help.
Employers can help begin to dismantle this harmful stigma by introducing discussions around mental health and creating a safe space for men, and all employees, to acknowledge their struggles without fear of judgment. Making mental health a routine topic in team meetings, workshops and everyday conversations is the first step in changing workplace culture. Sharing statistics and personal stories can help illustrate the commonality of these struggles, encouraging men to speak openly.
The benefits of supporting men’s mental health extend far beyond the individual and the workplace. By creating an environment where men feel empowered to seek help, we build healthier coping mechanisms, relationships and communities. Normalizing mental health conversations helps dismantle harmful societal norms, such as aggression and emotional suppression, which disproportionately affect women and other vulnerable groups. In this way, healthier men lead to healthier societies.
Employers must promote resources like employee assistance programs, which provide confidential counselling and support. Normalizing mental health days—just as we do for physical sick days—is another critical step toward destigmatizing mental health care. It’s essential that employees not only know about these resources, but also feel comfortable accessing them. When leaders and peers openly discuss mental health and make use of these resources, they send a strong message: Seeking help is acceptable and encouraged.
By mandating mental health training for their people managers, people leaders are equipped with the skill to recognize mental health stress and provide support to those in need. A manager trained in mental health is better positioned to proactively identify when an employee is disengaged or detached due to mental health struggles—and proactively address it. They’ll also learn how and when to step in to help and where to hand over to mental health professionals.
While the silence is perpetuating the mental health crisis we see in men, now is the time for employers to step up and speak out. This initiative is not about prioritizing one group over another; but recognizing that we all benefit when mental health is taken seriously. By reducing the shame men so often feel about their mental health, and by providing accessible resources and leading by example, employers can break down the barriers that prevent men from seeking life-saving help. In doing so, businesses will not only improve workplace culture but also contribute to a more compassionate and equitable society.
Kirsten I’Anson is vice-president of people and culture at Community Savings Credit Union.
