Employers have invested heavily in health and wellbeing programs for decades. But one of the challenges that remains consistent across industries: adult men underutilize preventive, primary and mental healthcare — even when they have equal benefits. This gap isn't a matter of preference; it reflects longstanding behavioral patterns, cultural norms and risk profiles that may drive avoidable costs and workforce instability.
Public conversation often limits men’s health to testosterone or ED (erectile dysfunction). Men’s health includes chronic disease prevention, mental health, substance use, cancer screening, sleep and lifestyle risks — the very areas where preventable illness and unmet needs build up. For employers focused on population health, productivity and cost containment, a targeted men’s health strategy isn't a niche initiative. It's a strategic advantage.
Across income levels and industries, men are consistently less likely than women to:
National survey data show that 65% of men avoid going to the doctor as long as possible and 55% don't receive regular screenings. Men often enter care only when symptoms escalate or crises emerge, leading to:
Even modest improvements in preventive engagement can significantly reduce high-cost events.
During the working years (ages 25–65), men experience higher rates of:
These conditions are often preventable or manageable when detected early. But when men delay care, manageable issues escalate into complex, expensive episodes. This is why “gender-neutral” strategies often fail. Equal benefits don't produce equal engagement.
Cultural expectations around toughness, independence and stoicism shape how men interact with healthcare. Men are more likely to:
Traditional wellness communications — broad campaigns, long emails, one-size-fits-all portals — rarely overcome these barriers. Men may respond better to messaging that's clear, practical, brief and tied to performance, safety, or longevity.
Employers may see stronger results from targeted men’s health strategies. High-impact approaches include:
Short, direct reminders framed around performance or family responsibilities significantly increase screening rates.
Fecal Immunochemical Test or FIT kits (screening test for blood in the stool, which can be an early sign of colon cancer), blood pressure checks, lipid panels and hemoglobin A1c (measures the average amount of sugar in the blood over the past few months, which can be a sign of diabetes) tests offered onsite or at home remove friction and boost compliance.
Confidentiality-focused, stigma-aware messaging — especially when reinforced by peers or leaders — drives higher uptake.
Onsite Physical Therapy (PT), virtual MSK tools including PT and early intervention reduce long-term pain, surgeries and disability claims.
Screening for sleep apnea and simplifying referral pathways reduces the risks of stroke, heart attack and fatigue-related accidents.
Men engage more consistently with private, flexible options such as coaching apps, digital mental health platforms and telehealth check-ins.
Addressing men’s holistic health needs — preventive care, chronic disease management, mental health, substance use, cancer screening, sleep and lifestyle factors — closes critical gaps that drive avoidable costs and undermine workforce performance.
A targeted men’s health strategy isn't about excluding others. It’s about recognizing that equal benefits don't guarantee equal engagement. By meeting men where they are and addressing the barriers they face, employers can:
Men’s health is a workforce risk employers could ignore — but shouldn’t.
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