More than half (55%) of employee respondents feel that their line manager supports their mental health, according to research by Mind.
Its survey of 15,000 employees across 30 organisations, including 1,763 employees who are currently experiencing poor mental health and 5,207 line managers, also found that 32% of male employee respondents attribute their poor mental health to their job, compared to 19% of female employee respondents.
The research also found:
- 38% of female employee respondents believe the culture in their organisation allows them to speak openly about their mental health problems, compared to 31% of male employee respondents.
- 43% of female employee respondents have taken time off for poor mental health at some point in their career, compared to 29% of male employee respondents.
- 58% of female employee respondents feel that their line manager regularly checks in on how they are feeling, compared to 49% of male employee respondents.
- 74% of line manager respondents are confident in supporting a team member with mental health problems.
- 60% of male line manager respondents believe they have a good understanding of how to promote the mental wellbeing of staff, compared to 74% of female line manager respondents.
- 50% of employee respondents think their organisation supports their mental health, compared to 33% respondents who disagree.
- 30% of employee respondents do not feel that their line manager supports their mental health.
Emma Mamo (pictured), head of workplace wellbeing at Mind, said: “Our research shows that work is the main factor causing men poor mental health, above problems outside of work. Many men work in industries where a macho culture prevails or where a competitive environment may exist which prevents them from feeling able to be open.
"It is concerning that so many men find themselves unable to speak to their bosses about the impact that work is having on their wellbeing and even more worrying that they are then not asking to take time off when they need it. Our research shows that the majority of managers feel confident in supporting employees with mental health problems, but they can only offer extra support if they’re aware there is a problem.
“In the last few years, we’ve seen employers come on leaps and bounds when it comes to tackling stress and supporting the mental wellbeing of their staff, including those with a diagnosed mental health problem. However, there is more to do and employers do need to recognise the different approaches they may need to adopt in how they address mental health in the workplace.”
