Mental health has been a growing concern and addressing the challenges that men may face in the workplace is essential to fostering a supportive and inclusive environment for everyone. Now is a great opportunity for HR professionals to revisit how they can help support men’s mental health in the workplace.

Men often encounter societal pressures to appear strong, self-reliant, and unemotional, which can make it difficult for them to seek help or discuss mental health challenges. As HR professionals, recognizing these barriers and implementing targeted strategies to support men’s mental health can improve employee well-being, engagement, and productivity.

Stigma Around Vulnerability

Societal norms often discourage men from expressing emotions or seeking help, leading them to suppress their struggles. This stigma makes it harder for men to address mental health concerns openly in the workplace.

Stress and Burnout

Men often experience high levels of work-related stress due to demanding workloads, long hours, and the pressure to meet expectations. This can lead to burnout, which results in emotional exhaustion, reduced productivity, and disengagement.

Depression and Anxiety

Men may experience workplace-induced depression or anxiety, often stemming from job insecurity, conflicts with co-workers, or feelings of inadequacy. These conditions can go unnoticed due to the tendency to hide symptoms.

Isolation

Men in predominantly competitive or hierarchical work environments may feel isolated, particularly if they lack close relationships with colleagues or mentors. Isolation can exacerbate feelings of loneliness and affect mental well-being.

Work-Life Imbalance

Many men struggle to balance work responsibilities with personal or family commitments. This imbalance can lead to guilt, stress, and a sense of failure in both professional and personal spheres.

Pressure To Perform

The pressure to excel in their role, provide financially, or climb the corporate ladder can create immense psychological strain. This can manifest as chronic stress or feelings of inadequacy, especially in high-pressure industries.

Fear of Job Loss or Perception of Weakness

Men may avoid addressing their mental health challenges out of fear that doing so could jeopardize their jobs or make them appear weak to colleagues or supervisors.

While HR should be promoting everyone’s mental health across the board, human resources may also need to at times focus on a specific group because workplace stressors can impact different types of people in different ways. It’s important to offer a range of options because different people in different stages of life may have different needs. For example, parents with children may benefit from a better work-life balance while younger employees may benefit more from workshops on avoiding burnout.

Normalize Discussions of Mental Health in the Workplace

Foster a workplace culture where discussing mental health is normalized. HR can lead by example, encouraging leadership and co-workers to openly discuss mental well-being and share personal stories to reduce stigma.

Offer Employee Assistance Programs (EAPs)

Provide access to confidential Employee Assistance Programs that offer counseling, mental health resources, and support. Make sure that employees know these resources are available and emphasize their confidentiality.

Implement Targeted Awareness Campaigns

Organize workshops, webinars, or social media campaigns focused on men’s mental health. Highlight topics like stress management, work-life balance, and self-care to make these conversations more accessible.

Train Managers To Recognize Signs of Struggle

Equip managers with the skills to identify signs of mental health challenges, such as increased absenteeism, changes in behavior, or decreased performance. Encourage them to approach employees with empathy and provide guidance on available resources.

Promote Work-Life Balance

Encourage men to take breaks, use mental health days, and prioritize personal time. Flexible work schedules and PTO policies that support balance can help reduce stress and prevent burnout.

Provide Access to Mental Health Education

Offer training programs and resources to help employees understand mental health, recognize symptoms, and know when to seek help. Providing materials tailored to men’s mental health challenges can make the information more relatable.

Address Barriers to Seeking Help

Address potential barriers, such as concerns about confidentiality or fear of judgment, that might prevent men from using mental health resources. Communicate clearly about the company’s commitment to privacy and support.

Introduce Peer Support Groups

Facilitate peer-to-peer support networks or mentorship programs where employees can discuss challenges in a safe, non-judgmental setting. These groups can help normalize conversations about mental health among men.

Your organization should offer a wide range of benefits so that there are options for variety of needs. There are certain benefits that men tend to make more use of than women, but that doesn’t mean male employees won’t make use of the benefits more frequently utilized by their female counterparts. In some cases, there may be some stigma against men making use of the “feminine” workplace benefits, so HR should make sure to foster a culture that encourages everyone to take advantage of all available benefits.

The following benefits tend to be more frequently used by men:

• Financial incentives
• Career growth opportunities
• Fitness and wellness programs
• Competitions in the workplace
• Recognition
• Technology and equipment
• Adventure-based team-building activities
• Financial wellness programs

The following benefits are more often aligned with women:

• Flexible work arrangements
• Family and parental benefits
• Health and wellness programs
• Comprehensive health benefits
• Professional development
• Networking opportunities

This isn’t to say that the stereotypically female benefits aren’t also frequently also used by men. Many men have families, for example, and share caregiving responsibilities with their spouses and would therefore benefit from flexible work arrangements as well. Who uses which benefits depends entirely on their life and circumstances. 

HR should therefore not assume based on gender or other characteristics that employees may or may not be interested in certain benefits. When in doubt, HR professionals can ask employees directly which benefits and perks they’re more interested in using.

HR professionals can measure improvements in men’s mental health in the workplace by using a combination of quantitative and qualitative methods. These tools and strategies can help assess the effectiveness of mental health initiatives, identify ongoing challenges, and track progress over time.

Employee Feedback and Surveys

Anonymous surveys and pulse checks reveal how male employees perceive their mental health and the workplace. Increased positive feedback and engagement with these tools suggest progress in reducing stress and improving well-being.

Manager and Peer Feedback

Positive observations from managers and co-workers about male employees’ morale, focus, and engagement suggest that mental health initiatives are effective.

Utilization of Mental Health Resources

Tracking the use of Employee Assistance Programs (EAPs), therapy, and mental health days shows if male employees are engaging with resources. Higher usage rates indicate greater awareness and reduced stigma.

Participation in Wellness Programs

Increased attendance and engagement in mental health programs, such as workshops or support groups, show that initiatives are resonating and meeting employee needs.

Retention and Turnover Rates

Higher retention and lower turnover among male employees reflect the success of mental health initiatives. Positive exit interviews with fewer mental health-related reasons for leaving are strong indicators of improvement.

Absenteeism and Presenteeism Metrics

Reduced unplanned absences and increased focus during work suggest improved mental well-being. A drop in presenteeism indicates that employees are more engaged and less stressed.

Workplace Performance Metrics

Improved productivity, collaboration, and teamwork among male employees point to reduced stress and better mental health. These metrics are strong indicators of overall program success.

Qualitative Indicators

Stories and testimonials from male employees about how mental health programs helped them provide valuable insights into the personal impact of these efforts.

Long-Term Trends

Year-over-year improvements in retention, engagement, and resource utilization demonstrate the lasting impact of mental health initiatives, especially when benchmarked against industry standards.