In honour of Mental Health Awareness Week this year, we at Affinity Health at Work are turning our focus to men's mental health. Around 12% of men are experiencing a common mental health problem such as anxiety or depression at any given time (Mind, 2024). Stress is a major contributing factor. The most recent study on the topic found that 67% of men felt so stressed at some point in the previous year that they were unable to cope (Mental Health Foundation, 2018). Even more worryingly, around a third reported having suicidal thoughts as a result. This is especially concerning given that men account for 75% of suicides.

Mental health is a core pillar of our overall wellbeing. According to the World Health Organization, positive mental health allows us to realise our potential, work productively, and contribute to our communities. Poor mental health, on the other hand, comes at a high cost—both human and economic. In England alone, it accounts for 72 million lost working days and costs the economy £300 billion annually.

Work-related factors affecting men's mental health

Our research shows that work impacts men's mental health in a range of ways. Poor job design—including long hours and heavy workloads—is one of the most frequently cited stressors. Men are more likely to be in full-time employment than women (85% vs 61%), and on average work 27% more hours (ONS, 2024a; 2024b). This means they spend more of their lives at work and are more exposed to occupational stressors.

Another key barrier is stigma. Male-dominated environments often reinforce macho norms that stigmatise mental health issues. At Affinity, our own research has found that senior leaders—a group often still male-dominated—face specific challenges. Operating in high-pressure settings with a constant expectation to perform, they tend to feel they must constantly set the example. Self-stigma, fear of judgement, and concerns about perceived competence often prevent leaders from opening up or seeking help.

What can be done? Building a resilient workplace using IGLOO

We take a multi-layered approach to supporting mental health through our IGLOO framework (Individual, Group, Leader, Organisation, and Outside resources). Here are evidence-based ways to build resources at each level:

Individual

Encouraging men to take ownership of their mental wellbeing starts with equipping them with practical tools and accessible resources.

• Improve job design: excessive demands, low autonomy, and poor work-life balance are key contributors to burnout. Greater flexibility and control help protect mental health (Mental Health UK, 2023).
• Encourage physical activity: 150 minutes of moderate or 75 minutes of vigorous exercise per week can significantly reduce symptoms of depression (NICE, 2022). A study containing a sample of sedentary males found a decrease in depression scores after 10 weeks of aerobic and resistance training.

Group

Connection is protection. Social support—especially peer-based—is vital in men's mental health. The opposite is true as well. A study of male manufacturing workers found that low levels of social support significantly predicted depression symptoms (Nagae et al. 2017).

• Create Peer Support Structures: Men's groups, peer listeners, or buddy systems embedded into the workplace can help normalise emotional sharing in non-clinical settings. Public First (2019) and Mind (2024) have both reported that peer support, shared lived experiences, and community connection significantly improve men's sense of belonging and trust in mental health conversations

• Facilitate Informal Connection: Group activities that focus on "doing" rather than "talking" (e.g. team walks, project work, interest-based meetups) encourage emotional safety through shoulder-to-shoulder connection—especially important in male-dominated environments. A UK programme offering group activities saw a 74% improvement in mental health and 85% positive increase in wellbeing after six months (Public First, 2019).

Leader

Leaders set the tone for the culture. Although not always easy, as we found in our research, if male senior figures find the courage to model vulnerability and prioritise mental fitness, they can truly drive cultural change.

• Role model healthy behaviour: visibly take breaks, set boundaries, and prioritise self-care.

• Share personal experiences and put wellbeing into everyday communications to reduce stigma and humanise leadership (InsideOut Leaderboard Report, 2023).

• Learn to spot the signs: ensure leaders are confident recognising distress, asking open questions, and intervening early.

Organisation

Sustainable change requires supportive systems, policies, and a culture that allows mental health to be addressed without fear.

• Review whether current wellbeing approaches and interventions are inclusive for men or could be made more inclusive

• Run stigma-reducing campaigns with male-sensitive messaging. Framing around "mental fitness" can resonate better than "mental health."

• Ensure access to support: clearly signpost EAPs, helplines, and external support organisations (Mind, 2024; HSE, 2023), considering those tailored to men

What next?

At Affinity Health at Work, our mission is to help organisations create working environments that promote and protect mental health. We offer a range of services, from job design assessments and leadership training to policy development and wellbeing strategy.

Our evidence-based Maturity Assessment helps you understand where you are now and identify practical next steps. This holistic tool offers a total picture of wellbeing across your organisation and helps you map a clear path forward.

To find out more about our Maturity Assessment or how we can support your workplace, visit our website or email us at hello@affinityhealthatwork.com. We'd love to hear from you.

References

Office for National Statistics. (2024a). Gender pay gap in the UK: 2024. https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2024

Office for National Statistics. (2024, January 22b). Average hours worked and economic growth. https://www.ons.gov.uk/economy/grossdomesticproductgdp/articles/averagehoursworkedandeconomicgrowth/2024-01-22