Men’s Health in the Workplace: What Employers Can Do
Men’s health is an important workplace issue. Health conditions affecting men can have an impact on wellbeing, work participation, absenteeism and the ability to remain in the workforce.
The Australian Institute of Health and Welfare (AIHW) reports that 3 in 5 Australian males were living with at least one selected long-term health condition in 2022. Men also experience a significant burden from mental health conditions, injuries and chronic disease, while occupational exposures and hazards contribute a greater proportion of disease burden among men than women.
Employers cannot — and should not be expected to — manage their employees’ personal health. However, they can create workplaces that support good health, make it easier for employees to seek help and address workplace factors that may contribute to physical or psychological harm.
Create a workplace where asking for help is normal
One of the most useful things an employer can do is create a workplace culture where employees feel comfortable raising concerns and accessing support.
This starts with how leaders and managers respond when employees say they are struggling. A workplace where people are encouraged to take appropriate leave, raise concerns and access available support is more likely to enable early intervention.
Managers do not need to diagnose health conditions or act as counsellors. They do, however, need to know how to have appropriate conversations, recognise when an employee may need support and understand where to refer them.
Confidentiality is also important. Employees should understand what support is available, how to access it and what information will — and will not — be shared with their employer.
Don't overlook psychosocial health
Supporting men's health is not just about encouraging employees to exercise, eat well or attend health checks.
The way work is designed and managed can also affect workers' psychological and physical health.
Psychosocial hazards can include excessive job demands, low job control, poor support, lack of role clarity, poor organisational change management, bullying, harassment, violence and aggression, and poor workplace relationships.
These risks can affect any employee, regardless of gender. Employers should therefore consider whether the way work is organised, managed and supported could be contributing to stress or other harm.
This is particularly important in industries such as healthcare and social assistance, where workers may experience high physical, mental and emotional demands.
Make workplace support accessible
Employees may need different types of support at different stages of their working lives.
Employers can make support easier to access by ensuring employees know about available resources and understand how to use them.
Depending on the workplace, this may include:
appropriate personal/carer's and other forms of leave
flexible working arrangements where appropriate
reasonable adjustments for employees experiencing health conditions or disability
access to relevant health and wellbeing information
clear processes for raising workplace concerns
support following workplace incidents or difficult events.
Flexibility can also help employees manage health, family and other responsibilities alongside work. Employers should consider individual requests in accordance with applicable workplace laws and their own policies.
Equip managers to have better conversations
Managers are often the first people to notice a change in an employee's behaviour, attendance or performance.
A manager might notice that an employee who is usually engaged has become withdrawn, is frequently absent, appears unusually fatigued or is struggling to manage their workload.
These changes do not necessarily indicate a health problem, and managers should avoid making assumptions or attempting to diagnose an employee.
Instead, managers should know how to check in appropriately, listen to concerns, focus on workplace matters and refer employees to appropriate support where necessary.
Manager training can help leaders feel more confident having courageous conversations while maintaining appropriate boundaries.
Support physical health through good workplace practices
Workplace health also includes the physical environment and the way work is performed.
Depending on the nature of the work, employers may need to consider issues such as manual handling, fatigue, ergonomics, workplace injuries, exposure to hazards and excessive working hours.
Encouraging employees to take appropriate breaks, move regularly and avoid prolonged periods of sitting can also support physical wellbeing.
Employers can also promote preventative health by making relevant health and wellbeing information accessible and, where appropriate, supporting workplace health initiatives that suit their workforce.
Consider the needs of an ageing workforce
As people work for longer, employers may have employees managing health conditions or changing physical and personal circumstances while continuing to participate in the workforce.
A supportive workplace can help experienced employees remain productive and engaged.
Employers may need to consider whether changes to work arrangements, equipment, duties, hours or other reasonable adjustments could help an employee continue working safely and effectively.
The right approach will depend on the employee, the role and the circumstances. Employers should seek appropriate advice when health issues intersect with performance, attendance, safety or employment decisions.
What can employers do to support men's health?
There is no single workplace program that will address every employee's health needs. Instead, employers can focus on creating a workplace where health and wellbeing are supported as part of good people management.
10 practical steps include:
Create a workplace culture where employees can raise health concerns without unnecessary stigma.
Promote preventative health and make relevant health and wellbeing information accessible.
Encourage physical activity, movement and appropriate breaks during the working day.
Promote healthy eating and, where appropriate, provide access to nutritious food options.
Make sure employees know how to access EAP and other available support.
Train managers to have appropriate wellbeing and performance conversations.
Identify and manage psychosocial hazards, including excessive workload and workplace stress.
Consider flexible working arrangements and reasonable adjustments where appropriate.
Support employees at different stages of their working lives, including an ageing workforce.
Seek HR or workplace relations advice when health concerns become connected to performance, conduct, attendance or workplace safety.
Supporting men's health is part of creating a healthier workplace
Supporting men's health is about creating a workplace that makes it easier for people to access support, while recognising that individual health needs are personal.
The most effective approach is to create a workplace where people can raise concerns, access support and work in an environment that is physically and psychologically safe.
For employers, that means looking beyond individual wellbeing initiatives and considering the broader workplace culture, systems of work and support available to employees.
Workplace Plus can help employers develop healthier workplace practices, manage psychosocial risks and provide practical HR support when employee health and workplace issues intersect. For more information and support, contact us today.
