How to boost engagement with men’s health support

Every November, the Movember Foundation raises awareness of men’s health issues, such as prostate and testicular cancer, and mental health problems, by encouraging the growing of moustaches. As a result, more conversations take place about the topic to increase engagement with it. The foundation’s July 2024 report, The real face of men’s health, revealed that 64% of men wait more than seven days with symptoms before visiting a doctor, resulting in two in five male deaths being earlier than the average age of 79.2 years, as found by the Office for National Statistics in October 2024.

This suggests there is a need for more open conversations about all aspects of men’s health to increase awareness and engagement, while also raising the question of what role employers can play in this.

Health issues

Physical and mental health concerns for men can include prostate and testicular cancer, alcohol and substance misuse, and stress, anxiety and depression.

While preventive care and early intervention have become more mainstream, with more attention on work-life balance and stress management, mental health has also become a big part of the men’s health conversation, says Paul Bulos, executive leadership and wellbeing coach at Wellness Cloud. “The focus has shifted in recent years; it’s no longer just about physical fitness,” he explains. ”The issue is that men are still far less likely to seek help for mental health issues compared to women, even though they are statistically at greater risk of suicide, the biggest killer of men under the age of 50.”

Supportive benefits

Flexibility to allow male employees time to manage their health can be a good way for employers to offer support, along with offering regular health screening and access to external resources from charitable organisations such as Mind and Samaritans.

Confidential counselling is also an effective way to reach men in the workplace, says Lou Campbell, employee counsellor, wellbeing coach and programmes director of Wellbeing Partners. “Having a dedicated counselling team that provides confidential and easily accessible support for burnout, relationship issues, substance misuse, insomnia, as well as mental health issues such as anxiety and depression, ensures a greater take up of individualised care for each male employee who requires it,” she adds.

Another way to support male employees is to encourage them to seek help and utilise existing support, such as health screening benefits or employee assistance programmes. Offering incentives for healthy behaviours and seeking feedback on health initiatives can also be useful.

Nick McMenemy, partner and digital, strategy and markets leader at Mercer Marsh Benefits, says: “Implementing fitness programmes, flexible work arrangements and creating a dedicated section on the organisation intranet for health resources, can further promote a culture of health and wellbeing.”

For conditions such as prostate and testicular cancer, employers can offer a home prostate-specific antigen level testing service and private medical insurance that includes coverage for cancer screening and diagnostic tests. Regular conversations about these benefits, whether in-person or online, can boost engagement among male staff. 

Men’s health engagement

Employers could encourage men to engage with health and wellbeing initiatives by having male role models in the workplace, who are willing to open up about their own health experiences. This can help to normalise the topic and break down any barriers that might prevent them from engaging with available health support.

“Men tend to respond better to messages that emphasise strength, resilience and performance, so reframing mental health as mental fitness, or focusing on productivity and stress management, can make it feel more practical and relevant,” explains Bulos. “Men often respond well to competition, so setting up challenges, leader boards and rewards can help make it feel more engaging. It’s about showing how looking after their health can benefit both their personal and professional lives, and improve performance, productivity and stress.”

Organisations can also address issues through awareness campaigns about key health concerns affecting men, and offer targeted male mental health wellbeing workshops in person and online. Having a clear route to enable staff to access appropriate treatment and signposted resources, is key, along with regular employer check-ins.

Rachel Western, health and risk principal at Aon, says: “A key focus is an open, honest workforce that supports individuals with health concerns, as one of the issues facing male employees is the inability to seek help. It is important to understand that men’s health issues can also apply to transgender and non-binary employees, not just those who were born male.”

Encouraging workplace conversations

As societal stigmas remain an obstacle to men seeking support, organisations must foster an environment that encourages open discussions about health. Education, training and awareness for both employees and employers can help identify signs and symptoms and enable them to have supportive conversations.

Men’s community health groups or peer support networks where they can have conversations with other male colleagues can be a useful tool, creating safe and inclusive spaces where they can share in a non-judgemental environment.

“Some men might not feel comfortable talking about their health straight away, so giving them the option to converse through anonymous surveys, digital tools, or online forums can help get the ball rolling,” says Bulos. “Making sure support is accessible outside work hours, or through external providers, can remove some of the pressure and make it easier.”

Addressing barriers through education, open dialogue and supportive environments is crucial for improving men’s health and wellbeing and encouraging them to take the first step to helping themselves.