12.11.24

More than Movember...

More Than Movember: Men’s Health Matters Every Month

November is a pivotal month in highlighting Men’s health, both the mental and physical aspects. Two of the key focus areas are mental health awareness and cancer -topics that many men may find hard or uncomfortable to discuss.

It can be difficult for a workplace to know how to navigate these areas and what support systems can be implemented.

My Dad was diagnosed with prostate cancer in February 2023 and has been undergoing treatment since, he has faced intensive radiation, countless hospital visits, an endless amount of medication, and his fair share of bad days. Fortunately, he is responding incredibly to his treatment, and everything is moving in the right direction.

Throughout this journey, his place of work has been incredible, and couldn’t have been more supportive. Whilst the steps they took have been personal to him and his journey, their actions can be adapted and implemented in many ways to create an inclusive and supportive workplace.

Based on what he’s shared about the support he’s received, I’ve compiled a list of helpful steps his workplace has taken, along with additional ideas.

1. Promote a Culture of Openness

• Encourage Conversations: Normalising discussions around mental and physical health can help reduce stigma and make employees feel comfortable seeking support. Regularly share information, such as wellness resources or awareness campaigns, and consider organising talks or workshops on mental health and physical wellness.
• Train Managers to Recognise Signs: Provide training to managers and leaders so they can recognise signs of distress or health struggles, approach sensitive conversations empathetically, and connect employees with available resources.

2. Provide Flexible Working Options

• Remote and Flexible Hours: Allow employees to work remotely or adopt flexible hours when dealing with health treatments, recovery, or mental health challenges. Flexibility can be a meaningful change in managing health needs without sacrificing job security or productivity.
• Paid Health Days: Beyond regular sick leave, consider offering dedicated health days for employees to focus on wellness, attend appointments, or manage treatment plans without stress.

3. Offer Comprehensive Health Benefits and Access to Resources

• Mental Health Support: Provide access to confidential counselling services, Employee Assistance Programs (EAP), and mental health hotlines. Regularly remind employees of these services to ensure they know support is readily available.
• Health Screening and Preventive Care: Partner with healthcare providers to offer health screenings, including mental health checks, cancer screenings, and other preventive services. Offering screenings in the workplace can help employees manage their health proactively.

4. Develop Clear Policies for Serious Illness and Recovery Support

• Create a Compassionate Sick Leave Policy: Ensure policies support extended leave for serious illnesses without penalising employees. A compassionate approach shows understanding and reduces stress for employees dealing with significant health challenges.
• Supportive Return-to-Work Plans: Work with employees to create personalised return-to-work plans, including phased returns, adjusted responsibilities, or reduced hours to accommodate their recovery and transition.

5. Encourage Peer Support Networks

• Establish Support Groups or Peer Networks: Create or support peer networks within the organisation where employees can share experiences and advice on mental health and physical health challenges. This can build community, reduce isolation, and increase morale.
• Designate Health Ambassadors: Identify and train employees to serve as health ambassadors, offering peer support, connecting colleagues to resources, and promoting wellness initiatives within the workplace.

6. Foster an Inclusive Environment

• Encourage Allies and Mentors: Build a workplace culture where employees can lean on allies and mentors during difficult health journeys. Mentorship and allyship can foster a supportive environment for employees facing health challenges.
• Celebrate Wellness Initiatives Year-Round: Highlight wellness not just during designated awareness months but as part of a year-round commitment. Regularly engage employees in wellness activities and health-focused initiatives to create a culture prioritising health and wellness daily.

Movember is a fantastic initiative to raise awareness, have crucial conversations, and raise money. The steps above can help ensure the conversations and support continue beyond November and your team feels supported year-round.

Dcoded is committed to building an inclusive environment, and as we grow, we’ll take all necessary steps to ensure this vision is realised. ????

Helpful Resources:

Movember - Donate

MANUP? | MEN'S MENTAL HEALTH CHARITY

Movember - Changing the face of men's health - Movember

Andy's Man Club | #ITSOKAYTOTALK | Andy's Man Club

Mental health helplines - Mind

Supporting Mental Health at Work | CIPD

8 Ways Managers Can Support Employees’ Mental Health