Men's Mental Health Awareness Month

Some of your team might have scrapped November for Movember this month to help raise awareness of men's mental health.

November is more than just autumn and shorter days; for many workplaces it’s also a chance to spotlight men’s health and mental wellbeing. Movember is now globally recognised for encouraging men to talk about issues such as mental-health challenges, suicide prevention, as well as prostate and testicular cancer.

As an employer what can recognising this month mean for you and your team?

• It signals to your workforce that you value employee wellbeing, not just productivity

• It helps reduce stigma around men talking about health (especially mental health) at work

• It can improve engagement, morale and culture - if done right

• It aligns with HR’s broader role in creating a healthy, inclusive workplace.

The gap for men

Men are often less likely to seek help for mental health issues or go to routine check-ups. One analysis notes: “men are generally less likely than women to acknowledge illness or to seek help when sick.” You can probably see this in your own statistics on absence rates and reasons.

The original brief of Movember (via the Movember Foundation) emphasises addressing mental health & suicide, prostate cancer and testicular cancer.

So for business leaders the question is not just “should we do something?” but “how do we do something meaningful?”

How to best support Movember and men’s mental health

Here are some practical themes and activities to adopt and our suggestion would be they are both during November and for beyond.

1. Raise awareness and create conversation

• Kick off the month with a visible campaign: use posters in your toilets and on noticeboards, send an email newsletter, pop some intranet posts about men’s health topics (such as mental health, cancer checks, lifestyle).

• “Lunch & Learn” or webinar: invite a speaker (mental health professional, cancer charity rep) to talk about what men’s health means in a workplace context.

• Use the moustache-theme of Movember: invite employees (any gender) to wear or grow a moustache, or use the symbol as a conversation-starter in the office.

• Provide accessible resources: what support is available (EAP, counselling, health checks), how to access these, tips for men to check in with themselves or others.

2. Engage employees in fun, inclusive activities

• Run a fitness challenge: e.g. “60 km for the 60 men lost to suicide each hour globally” (that’s a Movember motto) can be adapted to walking or running targets over the month

• Team-based activities: break into small teams and compete (steps, distance, moustache growth, trivia on men’s health). This helps build a culture of engagement rather than passive signage.

3. Embed HR policy and culture support

• Train managers: so that they recognise signs of distress or change in behaviour (for example reduced performance, withdrawal) especially in men who may be less likely to ask for help.

• Ensure your Employee Assistance Programme (EAP), counselling support, mental health first aiders, etc., are properly communicated and accessible. Men need to know it’s okay to use them.

• Review your benefits and wellbeing offering: ensure you include services that appeal to men’s health (for example health checks, fitness subsidies, screening information).

• Make the culture open: encourage senior leaders to model vulnerability (e.g., share their stories, normalise “How are you?” check-ins).

• Ensure your policy speaks to men’s health: flexible working, support for caregiving roles (which men increasingly do), mental health leaves or informal check-ins.

4. Beyond November — make it a year-round mindset

Whilst Movember is the “hook” in November, employers should treat it as the beginning of a longer-term culture shift. One article argues for a “year-round HR approach” to Movember values: raise awareness continuously, wellness programmes, and ongoing training.

Here's some suggestions for annual activities:

• Quarterly wellbeing check-ins (physical and mental) for all employees.

• Permanent “Men’s health” resources on your internal portal (self-exam guides, mental health checklists).

• Ongoing fitness/wellness programme (walking clubs, team sports, wellness challenges) that include everyone but keep men’s health in focus.

• Regular feedback from employees on wellness and what support they need.

For any business, whatever the size, participating in Movember isn’t just a “nice gesture” really it’s an opportunity to signal that you care about your people, especially when men’s health is often under-discussed. With relatively modest investment of time, communication and engagement, you can turn this month into a meaningful campaign that supports men’s mental and physical health, improves culture and builds better wellbeing across the organisation for every month of the year.