Shatter the stigma: How employers can support men’s mental health needs

Mental health is a silent illness, and men disproportionately suffer quietly. However, this does not have to be a personal, isolating struggle. Employers can play a vital role in destigmatizing mental health challenges and opening doors to proper care.

While June’s Men’s Mental Health Month calls attention to the issue, year-round consideration and action is required. Why? Males are 30% less likely to seek treatment than females and mental illness costs the U.S. $282 billion annually. Reversing the trend and convincing male employees to seek help requires a multi-faceted effort that reduces traditional barriers to care and overcomes stereotypes that encourage “manning up.”

Mental health benefit strategies are most potent when reinforced by an environment that honors privacy, fosters empathy, and provides support. To evaluate or craft your company’s approach to men’s (or general) mental health, the following outlines steps and actions that can inform your efforts, build the proper infrastructure and resources, and ensure a healthy, productive workplace.

Taking a mental health pulse

Since men are less likely to disclose mental health concerns and are four times more likely to die by suicide, it is important to proactively set up multiple touchpoints that collect data and reveal warning signs.

One method is employee surveys. Gauging overall wellbeing, regular polls and questionnaires (as frequent as monthly to as limited as annually) can gather comprehensive insights about your employees’ stress levels, challenges at home, and other mental health triggers or indicators. In addition, since employees may be apprehensive about sharing this type of personal information, employers can tap external consultants to collect and analyze the feedback to ensure confidentiality and elicit more honest responses.

Another consideration is the makeup of your male workforce. For example, men in their 20s may be dealing with fertility and family planning issues that are causing stress, while men in their 60s could be part of the loneliness epidemic due to being a divorcee or widower. Understanding these life factors can help shape your mental health approach.

Connecting on a human level

While surveys can be useful, they rely on respondents’ openness to deliver optimal value. Supplementing this effort, companies can encourage managers to have informal check-ins that cover similar topics.

Because of a supervisor’s personal relationships with their team, interactions – whether an actual meeting or off-site activity that promotes physical wellness – can be a more comfortable environment for employees to share information about their workload or other concerns. Managers also understand someone’s normal behavior and can notice subtle changes that may indicate an underlying issue that would not be picked up in a survey.

However, to utilize this tactic most effectively, companies should offer mental health training for managers. In these sessions, participants can learn how to recognize signs of stress or burnout; support someone developing a mental health problem or experiencing a crisis through mental health first aid; and offer resources such as Employee Assistance Programs (EAP) and flexible working hours to provide counseling or temporary relief.

Creating a culture of openness, change, and support

Asking your employees about their mental health starts the dialogue. However, sparking real impact lies in shifting men’s perceptions of mental health and demonstrating your company’s commitment to their physical and mental wellbeing.

Traditionally championing the “strong, silent type,” masculinity norms are rooted in not showing emotion or weakness. This results in men ignoring or downplaying physical and mental health warning signs or only showing duress through outbursts. For employers to create the right culture, they should start by nurturing an environment in which sharing emotions and showing vulnerability is not seen as an obstacle to promotion or shameful, but rather in seeking help, men can unlock greater career growth and not be judged by their peers.

Related: Workplace mental health: Focusing on the cause rather than remedies

One way to reinforce this is by promoting positive role models and highlighting stories of men who have successfully sought mental health treatment and are thriving. Vocal proponents of therapy, such as Tom Brady or Michael Phelps, can help normalize mental health care. Organization leaders can also lead by example, openly discussing their own challenges and modeling behaviors that demonstrate empathy and acceptance.

Backing this culture, employers need to have a robust array of tangible benefits supporting men’s mental health. In addition to improving navigation, accessibility, and affordability to mental health care, examples of other relevant offerings include yoga, meditation, and mindfulness programs that promote overall wellbeing; mental health days that can be taken without question; and the creation of peer support groups where men can share their experiences in a safe environment such as sports clubs or community centers.

By prioritizing men’s mental health, employers can see greater productivity, and individuals and their families can experience profound short-term and long-term benefits, leading to healthier and more fulfilling lives.

Joel Axler MD, FAPA, National Behavioral Health Leader, Brown & Brown