Men's Health, DEI, and the Crisis We Can't Ignore

Last week, I attended a webinar hosted by the Association of Accredited Learners, where Mark Brooks OBE DLitt delivered a powerful presentation on male health, well-being, and inclusion. As the founder of Tough To Talk, an organisation dedicated to reducing male suicide, I anticipated a meaningful discussion, but what I got was a call to action for every HR leader, business executive, and organisation in the UK.

Mark's explosive insights around male health illuminated some uncomfortable truths. Men's well-being is not simply a health concern or a gender issue. It's a matter of Diversity, Equity, and Inclusion (DEI). Yet, most DEI strategies fail to acknowledge men's unique challenges. This has to change. DEI must be about everyone you serve within your organisation, not just minority groups.

The DEI Debate

Here's the uncomfortable question Mark left us with, and it's one I'll repeat loudly here to every employer in the UK: What does your DEI policy actually do for men?

For too long, DEI has been viewed through a narrow lens that focuses solely on minority groups. While these efforts are critical, we must recognise what DEI should truly stand for. It's about everyone. It's about serving your organisation's people, understanding their complexities, and reducing inequities of all kinds. DEI leaders must look at the data and expand their approaches to reflect the full spectrum of challenges their workforce faces.

DEI isn't just about celebrating diversity or supporting underrepresented groups; it's about creating fairness and equity for all, including overlooked groups like working men in frontline positions. Are your initiatives inclusive of tradesmen, shift workers, and those in physically demanding roles? Or are they built around white-collar assumptions? These questions need to drive the next generation of DEI strategies.

The Numbers We Can't Look Away From

Mark laid out the grim reality. Each week in the UK, 14 men die by suicide. It's the leading cause of death among men under 50. Every number is a tragedy that represents a dad, a son, a brother, or a friend.

Peeling back the layers, the societal structures driving these numbers are frightening. Men in blue-collar roles face a far higher risk of suicide than those in white-collar jobs, creating invisible but urgent disparities within the workforce. Geography matters too, with regions like the North East recording suicide rates twice as high as London. The reasons range from financial stress and a loss of purpose to social isolation.

Beyond suicide, general health statistics reveal the cracks in support systems for men. Men are twice as likely to die from alcohol-specific conditions and heart disease as women. Despite these higher risks, six in ten working-age men report barriers to accessing healthcare. DEI frameworks that overlook this glaring inequity are failing their employees.

Tackling Male Suicide with a Factor Framework

At Tough To Talk, our framework to tackle male suicide focuses on five key pillars. Mark's presentation shed light on why each is essential and deeply connected to the realities of male health and identity.

• Identity – Men often tie their self-worth to being providers and protectors. Work is about more than income; it's about purpose and belonging. DEI policies need to honour this identity while offering support when this role is challenged.

• Biology – Men face disproportionate risks from conditions like heart disease and alcohol-related illnesses. Effective DEI must acknowledge and address these health disparities.

• Past History and Life Events – Whether it's childhood trauma or sudden redundancy, past and present challenges shape men's mental health profoundly. Employers must offer tools and spaces for navigating these transitions.

• Current Life Events – High-pressure work environments and toxic team cultures can push men further into isolation and despair. DEI can provide a lifeline by fostering healthy workplace dynamics.

• Psychological Factors – Men's challenges are often practical and external rather than clinical. Suicide, for many men, can feel like a rational response to overwhelming problems. Employers need to begin framing support in problem-solving terms, offering concrete resources and action plans.

  
  

The Core Challenges for DEI Leaders

For DEI to truly benefit men, organisations must confront several core challenges head-on. Here are some issues that deserve an urgent place on the DEI agenda:

1. Breaking Barriers to Inclusion: Men's reluctance to seek help is not about pride; it's a cultural outcome. Workplace norms like "man up" attitudes or stigmas around taking time for health need dismantling.

2. Supporting Masculinity, Not Erasing It: Core masculine traits of purpose, resilience, and camaraderie don't need fixing. Instead, DEI policies should lean into these strengths, creating initiatives that speak to men in ways that honor their identity, preferences, and communication styles.

3. Accessibility for All Roles: Too often, DEI is designed for office environments, leaving blue-collar workers behind. Equitable policies mean accommodating shift work, physical roles, and job conditions that don't fit the typical 9–5 model.

4. Preventing Social Isolation: Workplace camaraderie is critical. Employers should cultivate safe spaces where men can connect, whether through team-building events, male-focused support networks, or even informal activities that build trust.

5. Addressing Work-Life Transitions: From parental leave policies to support for redundancy or mid-career mental health dips, DEI must anticipate the transitional moments that often leave men vulnerable.

   
   

Time for Bold Action

At Tough To Talk, we see the solution clearly. Awareness isn't the destination; it's the beginning of a larger movement. Businesses must lean in and prioritise male health within their DEI frameworks. This includes commemorating events like International Men's Day and Men's Health Week, funding male-focused charities, and ensuring accessibility to resources for ALL employees—not just those in white-collar jobs.

This also isn't about pity or tokenism. It's about action and inclusion that resonates with men. We need to show men they can ask for help without stigma. We need to roll out changes that truly make workplaces more supportive for every person, from the boardroom all the way to the factory floor.

Mark Brooks summed it up perfectly during his webinar. DEI must adapt to the realities of the people it serves. It's about seeing men's challenges from their vantage point, not from sanitised ideals. If we're serious about inclusion, we need to rewrite what that means for men.

To HR teams and decision-makers across the UK, I'll end with this wake-up call. Ignoring these issues isn't just a failure of compassion; it's a failure of leadership. Use the data, rise to the challenge, and lead the way for true equity in your organisation.

About Mark Brooks OBE

Experienced senior communications, public policy and inclusion/equalities/diversity (DEI / EDI) professional in the third, private and public sectors. Specialist area in communications and public policy on male health, education, inclusion and domestic abuse. Website: www.mark-brooks.co.uk

He received an OBE in 2019 and an Honorary Doctorate (DLitt) in 2023 (University of West London) for work in men's health, inclusion and domestic abuse. 

Mark is currently involved in a number of projects: 

1. Director of Policy and Communications for the Centre for Policy Research on Men and Boys

2. Chairing and speaking at conferences on men's health, inclusion and domestic abuse; 

3. Providing policy and communications support to the All-Party Parliamentary Group on men and boys

4. Supporting organisations in communication campaigns aimed at increasing engagement with men; 

5. Advising a range of domestic homicide reviews as an expert panel member.

Currently also chair of the ManKind Initiative domestic abuse charity, co-founder of Men and Boys Coalition charity, National Ambassador/Organiser for International Men's Day UK and policy advisor for the All-Party Parliamentary Group on Issues Affecting Men and Boys.

He is a Member of the Chartered Institute of Public Relations and is a qualified domestic abuse services manager.

Please see www.mark-brooks.co.uk for more information.