Men Too May Need Mental Health Support: How Workplaces Can Make A Difference

International Men’s Day: Men face unique mental health challenges due to societal stigma. Employers can foster supportive workplaces by prioritising mental health and promoting open conversations.

Dr Vikram Vora

Men often face unique challenges with mental health due to societal expectations and stigma around vulnerability. This stigma often causes men to struggle in silence, reeling under the pressure of appearing strong and unaffected and hence, avoid seeking help. It’s essential to recognise these barriers and act.

Organisations employing men can lead the way by fostering an environment where mental health is openly discussed and prioritised. Providing resources like counselling, mental health training for managers, and peer support programmes can make a difference. Encouraging male employees to have conversations about emotions and normalising help-seeking behaviours are crucial steps.

Leaders must be vocal about their own vulnerabilities to create a ripple effect among the workforces. By addressing stigma and creating a supportive culture, companies can empower male employees to prioritize their mental wellbeing, leading to healthier, stronger and more resilient organisations.

What Employers Can Do To Help Build A Supportive Workplace

1. Create a supportive work environment: Foster a workplace culture that prioritises mental wellbeing by encouraging work-life balance and recognising the importance of mental health. This can include initiatives like having awareness days dedicated to mental health, stress management workshops and wellness programmes.

2. Promote open conversations: Encourage open dialogue about mental health by creating safe spaces where employees feel comfortable sharing their experiences. Regularly host workshops, seminars or informal discussions to normalise conversations around mental health.

3. Train managers and leaders: Equip managers and leaders with the skills to recognise signs of mental health issues and provide appropriate support. Training should include how to approach sensitive conversations, offer support and refer employees to professional help when needed.

4. Provide confidential access to mental health professionals: Ensure that employees have confidential access to mental health professionals, such as therapists and counsellors, through Employee Assistance Programmes (EAPs) or partnerships with mental health organisations. Additionally, consider offering on-site counselling sessions or virtual consultations with strict confidentiality protocols to ensure employees feel safe and secure when seeking help.

5. Regularly assess and improve: Continuously evaluate the effectiveness of your mental health initiatives through employee feedback and regular assessments. Use surveys, focus groups, and anonymous feedback channels to understand your workforce's needs and concerns. 

Dr Vikram Vora, Medical Director and Chief Health Officer (Indian Subcontinent) at International SOS.

[Disclaimer: The information provided in the article, including treatment suggestions shared by doctors, is intended for general informational purposes only. It is not a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified healthcare provider with any questions you may have regarding a medical condition.]