Despite growing momentum in mental health advocacy, one critical area remains under addressed: men’s mental wellbeing. Societal expectations around masculinity, including traits like stoicism, emotional resilience, and strength, continue to discourage many men from acknowledging emotional challenges or seeking support. These norms can have serious consequences, particularly in the workplace.
Recent data from us, the Corporate Mental Health Alliance Australia (CMHAA) found that while men and women experience comparable levels of psychological distress, men are significantly less likely to seek help. Men account for approximately 75% of all suicides in Australia and are twice as likely to experience substance use disorders. In male-dominated industries such as construction, transport, and manufacturing, psychological injury claims have surged, with many men attributing poor mental health directly to their job.
Why Supporting Men’s Mental Health Is a Business Imperative
Workplaces are not just places of productivity – they’re environments where mental health is shaped daily. For men, key stressors often include financial pressures, physical health concerns, and family-related challenges such as bereavement, relationship breakdowns, and major life transitions. These stressors are compounded by the fact that men are twice as likely to report mental health issues stemming from work rather than outside of it. Yet, men are less likely to speak up, more likely to engage in risk-taking behaviours, and often fear stigma or professional repercussions. This silence can lead to absenteeism, presenteeism, reduced performance, and long-term disengagement.
By actively supporting men’s mental health, employers have a powerful opportunity to:
• Foster psychologically safe environments
• Encourage help-seeking through visible leadership and peer support
• Reduce stigma by embedding mental health into everyday culture
• Improve retention, morale, and overall productivity
Tailored, male-friendly approaches, such as anonymous support options, peer-led programs, and culturally sensitive messaging, are proving effective in engaging men and shifting workplace norms
Many of the CMHAA members have implemented a series of mental health and wellbeing initiatives that are focused on all employees, regardless of gender. Examples include parental leave policies and training programs. However, some are creating male specific activities to engage this group. We are proud to share these case studies from CMHAA Members Allianz, Bunnings, Commonwealth Bank of Australia, Clayton Utz, King & Wood Mallesons and KPMG.
