Why Men’s Health Month Deserves Attention Now More Than Ever

If you look around any workplace, you’ll see men at every level—leading teams, supporting families, showing up even when it’s hard.

What you can’t always see is the pressure many of them carry to be stoic, strong, and “fine” no matter what.

For decades, men’s health—especially mental health—was a taboo topic at work, wrapped in stigma and silence.

But here’s the truth: men are struggling, often quietly. And when workplaces ignore the reality of men’s health, everyone pays the price.

June is Men’s Health Month. It’s time to talk about what really gets in the way of well-being at work for men—especially men who live at the intersection of race, sexuality, and disability.

The Hidden Cost of Silence: What the Data Shows

Mental Health Struggles

Men are less likely to seek help for depression, anxiety, or stress at work—yet they are nearly four times more likely to die by suicide than women (Centers for Disease Control and Prevention, 2023).

Stigma is even higher for men of color, LGBTQ+ men, and men with disabilities, who face additional barriers to care and inclusion (American Psychological Association, 2022).

Physical Health Gaps

Men are less likely to use preventive healthcare services and more likely to develop chronic conditions like heart disease, diabetes, and hypertension at a younger age (Office of Minority Health, 2023).

The Workplace Impact

Absenteeism, presenteeism, and lost productivity related to men’s health cost U.S. businesses billions each year.

Yet most workplaces still don’t have targeted resources or safe spaces for men to ask for help (Movember, 2023; CDC, 2023).

Why Inclusion Matters Especially for Marginalized Men

It’s not just about gender—it’s about intersectionality.

• Men of color face higher rates of stress-related illnesses and less access to culturally competent care (Office of Minority Health, 2023).

• LGBTQ+ men are at higher risk for depression, anxiety, and discrimination at work, yet are less likely to access affirming health services (American Psychological Association, 2022).

• Men with disabilities report higher rates of workplace exclusion and poorer mental health outcomes, compounded by both ableism and masculinity norms (CDC, 2023).

Ignoring these differences is not only a missed opportunity—it’s a real risk for employee retention, engagement, and morale.

How Employers Can Break the Silence And Barriers

1. Destigmatize Asking for Help

Openly acknowledge that mental health is a men’s health issue. Share real stories, invite male leaders to talk about their own journeys, and normalize conversations about vulnerability and strength.

2. Make Benefits and Resources Visible

Promote Employee Assistance Programs (EAPs), mental health days, and telehealth options. Make sure men know how to access support confidentially and without judgment.

Ensure health plans cover mental and physical health for all employees, including men of color, LGBTQ+ men, and men with disabilities.

3. Address Intersectionality in Wellness Programming

Partner with Employee Resource Groups (ERGs) focused on race, LGBTQ+ issues, or disability to design programming that acknowledges unique barriers and provides tailored resources (APA, 2022).

4. Train Managers in Inclusive Leadership

Equip leaders to spot signs of distress and respond with empathy, not skepticism. Simple questions—“How are you, really?”—can open doors for support.

5. Reimagine Leave and Flexibility

Encourage men to take time off for preventive care, mental health appointments, and caregiving. Model this behavior from the top down.

If You’re an Employer: The Challenge

Ask yourself—when was the last time you made it clear that men could ask for help, take a break, or talk openly about what they’re carrying?

How are you reaching men who feel most isolated at work?

Inclusion doesn’t happen by accident; it’s built by intentional choices, visible policies, and a culture that prizes well-being over outdated ideals of toughness.

If You’re an Employee: You’re Not Alone

You don’t have to keep it all inside. The bravest thing you can do—sometimes—is to reach out, even if it’s just to say, “I’m not okay.”

Your well-being matters, and there’s nothing weak about taking care of yourself.

Conclusion

This Men’s Health Month, let’s trade stoicism for honesty.

Let’s see strength in vulnerability.

And let’s create workplaces where every man—regardless of background—can show up, be seen, and get the support he needs to thrive.

How Diversity.com Supports Inclusive Workplaces and Diverse Talent

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Sources & References

• American Psychological Association. (2022). Intersectionality and men's health. https://www.apa.org/topics/men/intersectionality

• Centers for Disease Control and Prevention. (2023). Suicide rising across the US. https://www.cdc.gov/suicide/facts/

• Centers for Disease Control and Prevention. (2023). Disability and health data system. https://www.cdc.gov/ncbddd/disabilityandhealth/dhds.html

• Movember. (2023). Men’s health in the workplace: The importance of action. https://us.movember.com/about/mental-health

• Office of Minority Health. (2023). Men’s health disparities. https://minorityhealth.hhs.gov/omh/browse.aspx?lvl=4&lvlid=5