Your DEI Strategy is Failing Men and It’s Costing Lives.
- Steve
- Aug 4
- 5 min read
Here’s What You’re Missing
In the UK, Diversity, Equity, and Inclusion (DEI) strategies have become a cornerstone of workplace culture. These initiatives aim to create fair and equitable environments for all employees, celebrating diversity and addressing systemic inequities.
But there’s a glaring oversight in many DEI plans: men’s issues are often excluded. This omission isn’t just a missed opportunity; it’s costing lives and undermining the very goals of DEI.
The Hidden Crisis
Each day in the England and Wales, 12 men die by suicide, making it the leading cause of death among men under 50.
Despite this, men’s unique challenges, particularly those in male-dominated industries or blue-collar roles, are rarely addressed in DEI strategies. Instead, these initiatives often focus solely on underrepresented groups, leaving men feeling excluded, unsupported, and disengaged.
According to the White Men’s Leadership Study, 70% of men feel “forgotten” by DEI initiatives. This sense of exclusion isn’t just a perception; it’s a reality that has profound consequences for mental health, workplace engagement, and organisational success. As Mark Brooks OBE, Director of Policy and Communications (Centre for Policy Research on Men and Boys), explains, “DEI must be about everyone you serve within your organisation, not just minority groups”.
Why Men Are Being Overlooked
DEI strategies often operate under the assumption that men, particularly white men, are part of the “privileged majority” and therefore don’t require support. But this perspective ignores the complexities of men’s experiences, particularly in male-centric workplaces.
For example:
Blue-collar workers face higher suicide risks than their white-collar counterparts.
Men are twice as likely to die from alcohol-related conditions and heart disease.
190,000 men annually report work-related stress, depression, or anxiety.
These statistics reveal a stark reality: men are struggling, and the workplace is a critical battleground for their mental health.
The DEI Disconnect
DEI strategies that fail to include men’s issues are not truly inclusive. When men feel excluded from these initiatives, it creates a ripple effect:
Mental health struggles go unaddressed, leading to absenteeism, presenteeism, and even suicide.
Men disengage from workplace culture, reducing productivity and collaboration.
DEI efforts lose credibility, as they are perceived as selective rather than comprehensive.
But here’s the opportunity: when men feel included in DEI strategies, they are more likely to support the entire initiative and become allies for other underrepresented groups. Inclusion fosters empathy, understanding, and a shared commitment to equity.
How Tough To Talk Supports Organisations
Tough To Talk specialises in helping organisations bridge the gap in their DEI strategies by addressing men’s unique challenges. Our approach is built on five key pillars:
Identity: Men often tie their self-worth to their roles as providers and protectors. We help organisations create DEI strategies that honour this identity while offering support when these roles are challenged.
Biology: Men face disproportionate risks from conditions like heart disease and alcohol-related illnesses. We work with businesses to integrate health-focused initiatives into their DEI plans.
Past History and Life Events: From childhood trauma to sudden redundancy, past and present challenges shape men’s mental health. We provide tools and training to help organisations support men through these transitions.
Current Life Events: High-pressure work environments and toxic team cultures can push men further into isolation. We help foster healthy workplace dynamics that encourage connection and openness.
Psychological Factors: Men often view challenges as practical problems to solve. We guide organisations in framing support in solution-oriented terms, offering concrete resources and action plans.
By addressing these areas, Tough To Talk helps organisations create workplaces where men feel seen, supported, and valued. This not only improves men’s mental health but also strengthens their engagement with DEI initiatives as a whole.
What’s Missing in Your DEI Strategy
To truly support men in the workplace, DEI strategies need to evolve. Here’s what’s missing—and how to fix it:
Acknowledgement of Men’s Unique Challenges. Men often face societal pressures to “man up” and suppress their emotions. DEI strategies must challenge these norms and create safe spaces for men to express vulnerability.
Support for Blue-Collar Workers: Many DEI initiatives are designed with white-collar environments in mind, leaving blue-collar workers behind. Equitable policies must accommodate shift work, physically demanding roles, and non-traditional work hours.
Mental Health Resources Tailored to Men. Men are less likely to seek help for mental health issues, often due to stigma or a lack of accessible resources. DEI strategies should include male-focused support groups, anonymous helplines, and practical, solution-oriented resources.
Inclusive Language and Campaigns: The language used in DEI initiatives can either encourage or alienate men. Avoid gendered stereotypes and focus on actionable, inclusive messaging that resonates with all employees.
Leadership Engagement: Senior leaders, many of whom are men, must be actively involved in DEI efforts. This includes role modelling inclusive behaviours, addressing masculine norms, and fostering a culture of openness and support.
The Benefits of Including Men in DEI
When men feel included in DEI strategies, the benefits extend far beyond their own well-being:
Increased Engagement: Men who feel supported are more likely to engage with workplace culture and contribute to DEI initiatives.
Stronger Allyship: Inclusive DEI strategies foster empathy, encouraging men to become allies for other underrepresented groups.
Improved Workplace Culture: A genuinely inclusive environment benefits everyone, creating a culture of collaboration, respect, and shared purpose.
As Lee Chambers, psychologist and director of Male Allies UK, explains, “Most men care; they’re just not conditioned to express that. When you meet people where they’re at, you create opportunities for growth and connection”.
The Cost of Inaction
Ignoring men’s issues in DEI strategies isn’t just a failure of compassion; it’s a failure of leadership. The consequences are far-reaching:
Economic Impact: Mental health-related absenteeism and presenteeism cost UK businesses between £33–42 billion annually.
Workplace Culture: Exclusion breeds disengagement, reducing morale and productivity.
Human Lives: The ultimate cost is measured in lives lost to suicide and preventable health conditions.
A Call to Action
It’s time for HR leaders and decision-makers to rethink their DEI strategies.
Inclusion isn’t about ticking boxes; it’s about creating a workplace where every employee feels seen, supported, and valued. This includes men.
Tough To Talk is committed to helping organisations bridge this gap. By integrating men’s issues into DEI strategies, we can create workplaces that are not only inclusive but also transformative. When men feel included, they become champions for equity, driving the success of DEI initiatives for all.
Final Thoughts
Your DEI strategy has the power to save lives, but only if it’s truly inclusive. By acknowledging and addressing men’s unique challenges, you can create a workplace culture that supports everyone, not just a select few. The time to act is now.
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