Men’s Well-Being is often missing from discussions about targeted support.
The prevailing wisdom across much of society has, for at least the last ten years or so, been that everybody needs targeted support to help them with their unique experiences of existence. That’s why almost all big organisations have rightly focused on creating spaces for women, LGBTQI+, different ethnicities, religions… the list goes on.
During that time, one group has been conspicuously absent from initiatives like this; men.
Why is Men’s Well-Being Important?
It’s important to recognise that, for generations, men were the major recipient of most of the benefits on offer to society. Wealth, education and health was almost entirely focussed by men on improving the lot of men. These days, however, it’s becoming increasingly clear to a lot of men that they are now being left out of conversations about how we can improve the lot of everyone in society. – When it comes to Diversity, Equality & Inclusion, the inclusion part isn’t really inclusive of men – let alone emphasisng men’s well-being.
Research in the United States has shown that nearly 70% of white male leaders feel that DE&I initiatives are making them feel forgotten, and that, in turn, puts them off from engaging with attempts to change company cultures. With most big organisations still being male-dominated, and with change not happening in the way many would want, it’s clear that a different approach is required.
That’s why it’s important for companies to recognise that excluding men from these initiatives is only serving to repeat old patterns where women and minorities were actively, or inactively excluded by men. It doesn’t create a cohesive workplace, and doesn’t create the environment in which everyone can be a part of active cultural change.
How Do We Involve Men In Diversity, Equity, & Inclusion?
What’s required to actively involve men in these discussions is programmes to help men with their own well-being, meeting them with compassion and understanding that they, too, experience many difficulties in their lives. Only then can we hope to develop their powers of empathy and allyship. This is how you get ‘buy in’ to much-needed change-making programmes by the men who have the power to make those changes. Without it, we’re going to continue to be disappointed.
Dr. Zac Seidler is Global Director of Men’s Health Research at Movember and sums it up beautifully when he says “if you help men understand and respond to their emotional lives before a crisis arrives, we’ll have well-adjusted respectful men. Which means women will benefit as well, and substantially so.” Exactly.
It feels like we’re on the precipice of this realisation, and we’ve worked with some brilliant organisations that are willing to take this leap forward. Already the results are fantastic. I really hope this approach will grow in popularity and that more men feel their pain, trauma and hurt is no longer being over-looked.
What’s Next?
We offer school and workplace programmes for men and boys aimed at addressing mental health and men’s well-being – empowering men with support networks and examples of healthy masculinity. Learn more about our men’s well-being programmes below.
