Let’s Talk (Men)tal Health: Understanding the Psychosocial Risks

06 December 2024 | 

Mental health is an issue that affects everyone, but for men, acknowledging and addressing mental health struggles often comes with unique challenges. From a young age, men are often taught to "tough it out" or "man up," which discourages seeking help when they need it most. 

This mindset to suppress vulnerability and avoid emotional expression can take a serious toll on their well-being, leading to burnout and affecting other areas of their lives. These expectations are often rooted in traditional notions of masculinity, which emphasise self-reliance and emotional stoicism. However, the truth is that mental health struggles are just as real and valid for men as they are for anyone else.

The challenges men face, whether at work, in relationships, or within their sense of self, can have a significant impact on their mental health. From psychosocial risks in the workplace, such as heavy job demands and toxic relationships, to emotional strain that often goes unnoticed, these factors contribute to burnout and stress. 

Meanwhile, societal stigma makes it harder for men to seek the help they need. Initiatives like Movember are working to break down these barriers, but the ongoing effort lies in continuing conversations. The goal is to reflect on these challenges, understand the unique struggles men face, and explore ways to support mental health—both during awareness months and every day. 

Silence comes at a high cost, and it’s time we start addressing it.

The Stark Reality: Men and Mental Health Statistics

Every hour, 60 men die by suicide worldwide, a staggering statistic that highlights the urgent need to address mental health in men. In Australia alone, 44 men take their own lives each week, accounting for more than 70% of all suicides in the country. These numbers are not just figures; they represent lives lost, families devastated, and communities left to grapple with the aftermath. Men are often silent in their struggles, with many not seeking the help they need until it is too late.

In addition to the mental health crisis, men also face disproportionately high rates of workplace fatalities. In Australia, men make up 93% of all workplace deaths, with 181 males dying on the job in 2022 alone. This disparity reflects broader societal norms that place a heavy emphasis on physical toughness and emotional endurance, often leading men to take on dangerous work or push through unsafe conditions without seeking help or raising concerns. Men experience a fatality rate of 2.5 deaths per 100,000 workers, compared to 0.2 deaths per 100,000 for women. 

This statistic underscores the physical and emotional burdens that men bear in both their personal and professional lives. The reality is that these struggles are interconnected, and both the mental and physical tolls that men experience deserve our attention and action.

The Struggle Is Real: What Mental Health May Look Like

Mental health challenges manifest in many different ways, and it’s not always easy to spot someone who is struggling, especially when there are no visible signs. Though we can't peer into another person's mind, there are some common red flags. 

Look for signs like irritability, withdrawal from social activities, or a drop in performance at work or in relationships. Physical symptoms, such as fatigue, changes in sleep or appetite, and unexplained aches or pains, can also be indicators. If someone becomes more distant or expresses feelings of hopelessness, it may point to something deeper. 

If you notice these signs, check in with the person—listen without judgment and gently encourage them to seek support.

It's not always easy to spot when someone is struggling with their mental health, but noticing changes in behaviour or well-being can be a crucial first step in offering support. These struggles often follow us into the workplace, where psychosocial stressors can add to the pressure.

Defining Wellbeing: More Than Meets the Yoga Mat

Wellbeing is a multifaceted concept, and as Samantha Thomas and Roberto García from Ernst & Young highlighted in our recent webinar, its definition varies. 

For some, wellbeing centres around hedonic aspects, such as experiencing positive emotions and pleasure. For others, it’s about eudaimonic elements like finding purpose and meaning in life. The World Health Organisation (WHO) describes wellbeing as a state in which individuals can recognise their potential, learn, cope with normal stresses, work productively, and contribute to their communities.

Yet, even with these varied definitions, the term "wellbeing" often feels too broad. Its scope extends beyond mental health to include physical, social, and economic dimensions. This breadth makes it challenging to tackle wellbeing in the workplace effectively. External factors like family dynamics or financial pressures can contribute to an employee’s wellbeing, making it difficult for organisations to properly address the issue internally.

Adding to this complexity is the perception that many workplace wellbeing initiatives fall into the trap of being performative rather than meaningful, echoing the era of yoga sessions and fruit bowls across offices that were well-meaning but insufficient. While these offerings might provide temporary relief, they rarely address the root causes of workplace stress or foster lasting change.

This is where psychosocial efforts can play a pivotal role. By focusing on the systemic and structural factors that impact employees’ mental health, such as job demands, workplace relationships, and the physical environment; organisations can create strategies that go beyond surface-level interventions. However, even psychosocial measures have their limitations. What works in one organisation or industry may not translate effectively to another.

Work Hard, Stress Harder: Unpacking Psychosocial Stress

Workplace mental health is becoming an increasingly urgent concern. Psychosocial risks in the workplace are factors that influence employees' mental and emotional well-being, affecting both their health and job performance. These risks can stem from job demands, workplace relationships, and organisational culture. 

Studies show that one in three employees faces mental health challenges, with stress affecting 60% of workers and nearly one in three struggling with anxiety. Depression impacts about 20% of employees. These issues often lead to physical symptoms, such as burnout, frequent absences, and even workplace injuries. 

Shockingly, 17% of workplace injuries are linked to mental health struggles. These challenges not only affect individual well-being but can also impact overall productivity and safety.

In one of our recent webinars, Conor Duffy, former Head of Health and Safety at Kmart Australia, discussed how mental health strategies must be tailored to fit the unique demands of different industries and roles. There's no one-size-fits-all solution, and what helps one person may not apply to someone else in a different role or industry.

Addressing psychosocial risks is essential for fostering a supportive, productive work environment, benefiting both employees and the organisation. WorkSafe has identified three main categories from ISO45003: 2021 – Guidelines for managing psychosocial risks. So, what are the three psychosocial areas?

#1 Work Design: The Pressure of Expectations

Job demands refer to the various workloads, time pressures, and emotional challenges employees encounter daily. When these demands become overwhelming, employees can quickly become stressed, fatigued, or burnt out, especially if they're expected to meet unrealistic deadlines or manage emotionally draining tasks without proper support. 

For example, an employee might be asked to juggle multiple high-priority projects with little time for breaks or personal time. Ensuring that job expectations are reasonable, coupled with adequate resources, support, and time for recovery, is essential for maintaining a healthy work-life balance.

Leaders should be conscious of workload distribution and check in with their teams regularly to make sure that responsibilities are manageable, preventing burnout and promoting overall wellbeing.

#2 Workplace Relationships: The Impact of Social Interaction

Workplace relationships play a significant role in mental health, as the quality of interactions between colleagues and managers can either boost morale or contribute to anxiety and stress. 

Positive interactions with colleagues and managers foster a supportive and collaborative environment, while toxic relationships, such as bullying, or poor communication, can have a lasting negative impact on an employee’s mental state. 

Employees who feel bullied or isolated in their roles may experience increased stress, decreased productivity, and even physical symptoms such as headaches or fatigue. For more examples of what bullying in the workplace can look like, check out our blog on the 5 signs of workplace bullying. 

A study from Mental Health NZ showed that two-fifths of workers felt they had been bullied at work during their lifetime. This is clearly a common and recurring issue. Promoting a culture of respect and open communication is key to preventing interpersonal conflict and creating a psychologically safe space where employees feel valued and supported.
 

#3 Work Environment: More Than Just Four Walls

The physical work environment plays a crucial role in shaping employee well-being and productivity. Whether it’s the layout of the office, the quality of equipment, or the overall facilities, a well-organised and safe environment can boost morale and performance. On the other hand, poorly designed workspaces or inadequate resources can create stress and hinder workers' ability to do their jobs effectively. 

Factors such as exposure to hazardous tasks, the presence of notifiable or traumatic events, and access to essential tools required for their role all contribute to the work environment’s impact. Employers should regularly assess the physical workspace to ensure it supports both safety and mental well-being. Making sure that employees have the right resources and environment to do their best work without unnecessary stress or distraction.

Mental Health: After-hours

When we leave the office, we don’t leave our mental health behind, it follows us home. Whether it’s the pressures of work design, strained workplace relationships, or the impact of the work environment, these psychosocial factors don't stop at 5 p.m. They influence how we show up for ourselves and those around us. Mental health affects every part of life, from our family dinners to our friendships. Additionally, stressors outside the workplace can compound, creating a tough mental space to inhabit.

This interconnectedness between work and life means that mental health support must go beyond just offering tools or resources in the office. It’s about building a culture where mental health is seen as an ongoing journey and the lines between personal and professional well-being are blurred.

In particular, men often face societal pressure to suppress their emotions and avoid expressing concerns, making it even more difficult to talk about the weight they’re carrying. Initiatives that encourage dialogue around men's mental health, both in the workplace and in public spaces, are starting to help break down these barriers.

Encouraging open, non-judgmental conversations in the workplace and beyond is a critical step in normalising mental health support for all.

Movember: The Meaning Behind the Moustache

You may have noticed by this point, that many of the men around you who were previously sans-moustache, suddenly begin to sport an upper lip caterpillar during November. This is not coincidental or a latent pattern, it’s a show of support for ‘Movember’ which encourages dialogue around men’s health. 

Movember fundraisers focus on raising funds for mental health support, suicide prevention, and cancers that primarily affect males. The moustache is a symbol, meant to show that the man behind it is ready to have difficult conversations, the ones often left unsaid between males, and to be supportive. 

But Movember is only one month of the year. The challenge is: how do we keep these conversations going year-round? How do we ensure that men continue to check in with themselves and each other about mental health?

Supportive Practices for Yourself and Others

Reaching out to loved ones, friends, or colleagues who may be struggling requires empathy and a non-judgmental approach. If you notice someone is going through a rough time, the most important thing you can do is listen. Create a safe space for open conversation, without pushing or offering unsolicited advice. Sometimes, just asking how someone is feeling and letting them know you're there can make a big difference.

Reassure them that it’s okay to not be okay, and encourage them to take small steps toward seeking support, whether it's talking to a counsellor, reaching out to a mental health helpline, or simply knowing they’re not alone.

But let’s not forget: it’s not just about the individual. As leaders, we have the power to shape workplace culture to better support mental health. Simple strategies, like encouraging breaks, fostering open communication, and normalising mental health days, can make a world of difference.

Sleep hygiene, for instance, is often overlooked but plays a massive role in mental wellbeing. Small changes, like adjusting expectations and prioritising rest, can help your team perform better and feel healthier. Creating a workplace where mental wellbeing is woven into the fabric of everyday operations is one of the most impactful things we can do.

Mind Over Manager: How Your Leadership Affects Mental Health

As a leader, your impact on mental health can be just as significant as a partner's or spouse’s. Approximately 70% of workers globally say that their manager has the biggest influence on their mental health, both in and out of the workplace.

The influence we have on our teams' mental health is profound, and it’s essential that we consciously shape this influence for the better. One of the most effective ways we can do this is by embracing vulnerability, which allows us to model emotional openness and break down the stigma surrounding mental health. 

So, how can you use this power to help your team?

One key aspect of this transformative leadership is the cultivation of emotional intelligence (EI). Emotional intelligence is the ability to recognise, understand, and manage our own emotions, as well as the emotions of others. In the context of leadership, EI plays a critical role in building strong relationships, navigating complex social dynamics, and healthily managing stress. Leaders with high EI are more attuned to their employees’ needs, making them better equipped to provide both practical and emotional support during challenging times.

A core component of emotional intelligence is compassionate feedback. Traditional feedback models often emphasise correction or criticism, which can be demotivating and even harmful to an employee’s mental wellbeing. Leaders who rely solely on criticism risk creating a culture of fear and anxiety, where employees are hesitant to speak up, make mistakes, or ask for help. 

Feedback should be framed in a way that is not punitive, but supportive, fostering growth and learning while recognising the emotional impact of the message. For instance, rather than focusing solely on what went wrong, leaders can ask guiding questions like, “What challenges did you face, and how can I support you going forward?” This approach not only helps to address the issue at hand but also strengthens the emotional connection between leaders and their teams, reinforcing trust and psychological safety.

Leaders play a key role in fostering work-life balance through flexible schedules, mental health days, and a culture that values downtime. Supporting employees in this way helps them thrive both personally and professionally, leading to higher engagement, better productivity, and lower turnover for organisations.

The Ongoing Commitment

Tackling men’s mental health requires a cultural shift, both in the workplace and in our personal lives. From the pressures of work design to strained relationships and the overall work environment, these challenges don’t disappear when we clock off—they follow us home. 

Mental health does not discriminate, it impacts everyone. Whether you're navigating a busy job, family life, or personal challenges, these struggles are real and often harder to face alone. It's not just about supporting those in leadership roles; it's about creating spaces where every man feels safe to share, seek help, and take action toward better mental well-being.

By breaking down old stereotypes and embracing vulnerability, we can foster a culture of support that encourages people to take mental health seriously, both at work and in their personal lives, every single day.