Men’s wellbeing reimagined: 5 ways to build long-term impact beyond Movember

HR can embed awareness of men’s health issues into everyday working life instead of one-off campaigns.

Every November, the moustaches come out in force - and with them, a renewed focus on men’s health. But when the fundraising ends and the razors return, that momentum often fades until the following year.

It’s now been 20 years since Movember began. What started as a light-hearted idea has become a global movement transforming men’s health - funding more than a thousand projects worldwide and sparking vital conversations about mental wellbeing, suicide prevention, and prostate and testicular cancer.

Yet the need for action is clear. Bupa’s latest Wellbeing Index shows that half of UK men have experienced mental health difficulties, but fewer than half have ever sought medical advice.

Movember’s Real Face of Men’s Health report echoes that gap - calling for lasting systems of support, not just short bursts of awareness.

For employers, this is where the real opportunity lies. HR and reward professionals can turn awareness into action by embedding men’s wellbeing into everyday working life - not as a one-month campaign, but as a year-round commitment.

Here are five practical ways to make that happen:

1. Move from awareness to action

Movember may start the conversation, but employers have the power to keep it alive and make wellbeing a sustained priority rather than a seasonal one.

Follow up the campaign: Run a pulse survey after Movember to understand which themes resonated most with men across your workforce.
Build continuity: Use digital wellbeing hubs or benefits platforms to surface relevant tools and articles throughout the year.
Link wellbeing to recognition: Reward participation in ongoing health or activity challenges, helping embed new habits.
Upskill managers: Equip line managers with guidance for open, regular wellbeing check-ins.

Best practice tip: Treat Movember as a launchpad, not a finish line. Sustained engagement happens when wellbeing is integrated into daily work life and backed by accessible benefits technology.

2. Connect body and mind

Men’s wellbeing has often been discussed in silos - mental health in one, physical fitness in another. Yet the two are inseparable and understanding that connection is key to prevention.

Promote preventive care: Encourage use of virtual GP appointments, health screenings, dental and optical plans to catch issues early.
Highlight the link: Communicate how sleep, nutrition and exercise influence both mood and cognition.
Normalise hormone insights: Consider offering male hormone testing through workplace health partners to help men understand how hormone balance affects energy, mood and long-term wellbeing.
Empower private learning: Provide on-demand wellbeing resources where men can explore health topics confidentially.

Key takeaway: Physical, mental and hormonal health are interconnected. When HR teams frame them as one conversation, men are more likely to engage proactively - not just when something’s wrong.

3. Design for every life stage

A 25-year-old graduate and a 55-year-old senior manager might both be male employees - but their wellbeing needs and motivations can be very different.

Use data to reveal engagement gaps: Review benefits usage by age and life stage to understand where communication or design changes could help.
Offer modular, flexible benefits: From gym memberships and mental health support to health checks and financial planning, make it easy for employees to choose what’s relevant right now.
Adapt tone and channels: Younger men may respond to digital nudges or gamified challenges, while older colleagues might prefer direct, factual messaging.
Address real-life pressures: Midlife men often face financial strain, caring responsibilities or burnout - design wellbeing content and support that acknowledges this.

Best practice tip: Think “wellbeing journeys”, not “wellbeing products”. The more flexible and personalised your approach, the more likely men are to engage at every life stage.

4. Create social connection and community

According to Movember’s report, loneliness and social isolation are growing risks for men’s health - particularly as they age. Yet the workplace is one of the few spaces where men naturally connect.

Build peer networks: Create wellbeing or mentoring groups that bring men together for support and shared learning.
Encourage social wellbeing: Use step challenges, team fitness initiatives or volunteering days to foster camaraderie and belonging.
Leverage digital platforms: Some benefits systems now host community spaces where employees can share health goals and encouragement.

Key takeaway: Connection is preventive care. When men feel part of a community, they’re more likely to seek help early, maintain healthy habits, and support others to do the same.

5. Lead from the top

When senior leaders embrace wellbeing, it gives everyone else permission to do the same. But male leaders often feel pressure to stay stoic and self-reliant - which can make openness difficult.

Model healthy behaviour: Encourage leaders to talk about wellbeing, take breaks and use the same benefits available to their teams.
Support executive wellbeing: Leadership coaching, health screenings and peer groups can help prevent “invisible burnout”.
Track leadership wellbeing: Use pulse surveys to identify early stress indicators among senior teams.
Redefine resilience: Movember’s research emphasises “healthy masculinities” — showing strength through openness and balance, not endurance.

Key takeaway: When leaders model self-care and vulnerability, they set a new standard for what strength looks like - shaping a healthier, more open workplace culture.

Conclusion

Movember’s message is clear: awareness is only the beginning. The real change happens when every man feels seen, supported and encouraged to take care of his health - and when the workplace becomes a safe place to do so.