Breaking the Stigma: How Companies Can Create a Truly Mentally Healthy Culture for Men
Mental health in the UK has improved in visibility in recent years, yet stigma remains a formidable barrier especially for men. While awareness campaigns are doing important work, many men still feel trapped by expectations of stoicism, hesitation to be vulnerable, or fear of professional consequences. Companies that want to build high-performing, healthy workplaces cannot afford to ignore this. Firm action is needed to reshape culture, reduce stigma, and support men’s wellbeing.
The Current State: UK Men & Workplace Mental Health
Roughly 50% of men in the UK report having experienced mental health difficulties at some point, yet fewer than half have sought medical advice.
According to the Mental Health Foundation, about 12.5% of men have a common mental health disorder such as anxiety or depression at any given time.
Men account for approximately three-quarters of all suicides in the UK and suicide is the leading cause of death for men under 50.
In the workplace, work-related stress, depression or anxiety affects ~828,000 employees in England alone annually, causing millions of lost work-days.
These statistics show that men’s mental health isn’t a marginal problem it’s a core business issue, affecting productivity, retention, and organisational culture.
How Traditional Norms Keep Stigma Alive
Expectations that men “shouldn’t show weakness” or that emotional vulnerability is a flaw lead many men to suppress distress. Many report that they feel embarrassed to express mental health needs at work.
From surveys, ~46% of men in the UK say they would feel embarrassed to tell their employer about a mental health issue. More than half are concerned about taking time off for mental health.
Among boys and young men (14–21), nearly half would not ask for help even if depression or anxiety is affecting them deeply; shame, fear of being judged, or feeling “weak” are cited as reasons.
What Companies Can Do to Create a Mentally Healthy Culture for Men
Here are practical strategies organisations can adopt:
1. Leadership buy-in and visible vulnerability
Leaders sharing their own mental health struggles (appropriately) helps normalise conversations.
Senior executives can lead campaigns, join training, and model taking mental health days.
2. Comprehensive policy and support structures
Ensure policies include mental health leave, flexible working, and employee assistance programmes (EAPs) that are accessible and anonymous.
Train managers to recognise signs of distress and handle conversations sensitively.
3. Targeted education and awareness programmes
Workshops specifically aimed at men’s mental health, discussing masculinity norms, stigma, and resources.
Peer support networks or men’s circles within the organisation can provide safe space for sharing.
4. Safe communication channels
Encourage open dialogue: suggestion boxes, anonymous surveys, regular check-ins.
Foster safe spaces where men can speak without repercussion or judgment.
5. Normalize help-seeking
Provide information about where and how to access mental health services.
Incentivise use of mental health resources; celebrate stories of recovery or seeking help.
Measuring Success & Tracking Progress
To build a truly mentally healthy culture, companies should measure and monitor:
Employee engagement surveys that include questions on mental wellness and stigma.
Rates of “presenteeism” and absence due to mental health conditions.
Uptake of EAPs, counselling services, and support groups.
Qualitative feedback: focus groups, interviews with male staff.
Conclusion
Creating a mentally healthy work culture specifically supportive for men is not just compassion it’s smart business. Companies that break down stigma see improved retention, more trust, better performance, and reduced cost from sickness absence and turnover.