How can employers better support men’s health?

It probably won’t surprise you to hear that men are often more reluctant to talk openly about their health, yet the consequences of ignoring those initial signs and symptoms can be extremely serious indeed.

Just look at the statistics. One in five men die before the age of 65, with suicide being the biggest cause of male death under 35 years old. In addition, 75% of premature deaths from coronary heart disease are male, while men have a 37% higher risk of dying from cancer.

“Men are the single biggest at-risk group in any workforce,” remarks Paul Bannister, CEO and founder of ManHealth. “With an ageing workforce and increasing recruitment costs, it is imperative that employers address health and wellbeing, which ensures employees are fit and healthy and remain in employment.”

Hannah Pearsall, head of wellbeing at Hays UK&I, adds that, as men are less likely to talk openly or seek help for their health than women, it’s important for employers to take ownership in making sure men’s health is discussed in the workplace.

“There’s a real impact to business if men’s health and wellbeing isn’t supported – employers are risking presenteeism and the overall wellbeing of the workforce declining.”

Lack of awareness

So, in the face of such worrying statistics, are employers doing enough to improve and address men’s health and wellbeing?

“The simple answer is no,” comments Bannister. “There is a real lack of empathy towards men and the poor health outcomes. There is also a real lack of awareness about these issues.”

Jo Waterworth, head of employer services at Working Families, believes there are some very supportive employers out there. “Working Families has the privilege of working with some of the UK’s most progressive organisations. They are proof that employers can really step up to support men’s health and wellbeing by thinking innovatively and tackling issues head-on. Some of the best practices we’ve seen include training a network of mental health first aiders to be a first point of call in the workplace, giving employees access to an employee assistance programme that might include counselling or financial advice, access to GP appointments and gym memberships, as well as equipping managers with the right training and tools to ensure mental health and wellbeing is at the fore of everyone’s minds.”

Bernadette Kilbane, lead men’s health practitioner at Peppy, has also worked with many employers who are committed to promoting the health and wellbeing of their workforce. However, she believes there is still so much work to do in this area.

“We know both within organisations and the NHS, many men do not access the health screening tests they have access to. We know men are at a higher risk of premature preventable deaths versus women so there is obviously work that can be done regarding promoting and educating individuals about this. So, whether the organisation is big or small, I believe the most important factor is to start a conversation about health and wellbeing and involve male members of staff which can only help with wider engagement.”

Workplace health checks

Earlier this year, former health minister Maria Caulfield suggested that workplace health checks could be the way forward in improving men’s health, following a pilot scheme to provide cardiovascular checks in male-dominated workplaces such as construction sites.

“Encouraging open conversation is crucial – especially in male-dominated industries – and normalising seeking help and support,” says Pearsall. “In these industries where professionals often work on-site, it’s making sure physical signs and posters are available indicating where staff can go to speak to someone.”

Offering health checks at work could also be particularly beneficial at a time when it seems to be harder than ever to see a GP. And employers can play their part in encouraging men to open up about their health issues and seek medical advice.

“Creating a safe peer-to-peer space where men can meet virtually, or in person depending on company size, is one of the best ways to encourage staff to open up,” comments Pearsall. “Holding regular drop-in sessions on certain topics works well, and even inviting guest speakers who specialise in certain areas. In a safe space, men often feel able to think about whether they need to access medical advice – but it’s essential that employers point staff in the right direction as much as they can.”

An open culture

It’s one thing having the right kind of policies in place, but to make an impact employers should be actively encouraging and facilitating a more open culture, adds Waterworth, saying: “Senior level role models – for example, a father who has taken extended paternity leave or who works flexibly for caring or other reasons – can be effective in raising awareness and normalising those conversations. Celebrating diversity through events and marking awareness days, using language sensitively to reflect diversity, enabling peer support sessions, setting up a buddy system or formal network, and building conversations around wellbeing into review processes, all help to foster a culture where men feel able to open up. And the more we talk about it, the easier it becomes for people to seek the support they need.”

Kilbane warns that it’s not enough to just make something available to men – employers must also convey the benefits of accessing information and support.

“Sometimes we can see a disconnect there. The men in the workforce need to know it’s relevant to them and that they can access support that remains confidential even if it is something they access as an employee benefit.”

Stigma is another huge hurdle to overcome amongst men, who may find it challenging to discuss more personal problems or deal with mental health issues.

“It’s getting the message out there that symptoms and feelings are not unusual, but we need to take notice of them,” says Kilbane. “Simple things like signs on the back of the loo door or on a noticeboard can help encourage a man to take the first step. Including information with wage slips, whether they’re electronic or paper, or promoting self-checks such as regular testicular examinations as a way of empowering men in their own health.

“I would say it’s important in these environments that the focus should also be on health promotion and not just on problems,” she adds. “Historically, we know men’s health is lagging behind – there is no men’s health strategy and men typically have less touchpoints with healthcare providers, therefore it’s so important for employers to create the right culture and invest in the health and wellbeing of their male employees.”

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