In shift-based or manufacturing environments, men’s mental health support must be designed for how and when people actually work. Rick van den Bosch outlines practical moves for L&D and leaders: build intervention skills beyond signposting, provide flexible 24/7 resources and peer networks, and normalise movement as part of everyday culture.
The perception that strength is synonymous with silence is outdated, inefficient, and may have harmful effects. Modern industry leadership understands that the strongest, safest, and most resilient teams are built on a foundation of open communication and comprehensive well-being.
In demanding, shift-based environments, we should adapt our support systems
Organisations have a responsibility to everyone, including to strategically elevate men’s health from a compliance issue to a competitive advantage. Many people don’t work in offices, so in demanding, shift-based environments, we should adapt our support systems with empathy and encourage continuous dialogue. True strength on the floor is defined by a culture where every man feels empowered to prioritise his mental and physical health.
I explore three practical, actionable steps L&D and leadership teams can implement to shift the culture and maximise potential across your entire workforce.
1) Shift training from awareness to action
Traditional training often stops at simply making people aware of mental health resources. The next evolution is equipping leaders and colleagues with the specific skills to intervene.
In environments where men often mask distress with external behaviours like irritability, anger, or withdrawal, instead of visible sadness, training must be nuanced. Invest in advanced L&D sessions that teach managers to recognise these subtle “male signals.” The goal is to move beyond passive resource distribution to creating a support chain where everyone can initiate a gentle conversation and guide a colleague to help.
The most powerful tool here is language. It is important to ask meaningful questions that demonstrate genuine interest and empathy rather than assuming everything is fine. Taking time for connection is key.
2) Match support to the shift schedule
In a 24/7, shift-based environment, 9-to-5 resources may be inaccessible to the workforce on alternative shifts. Support must be flexible, confidential, and tailored to the unique challenges of irregular hours and potential social isolation.
- 24/7 access
Ensure Employee Assistance Programmes (EAP) or counselling are available round-the-clock. Remove the time-of-day barrier entirely. - Digital tools
Curate and promote digital resources and apps for sleep optimisation and stress reduction. These self-help tools can be used during breaks or before/after shifts, providing personalised support without needing a formal appointment. - Peer-led networks
Establish informal peer support groups. Men often find it easier to open up “shoulder-to-shoulder” with a trusted colleague in a non-clinical setting than face-to-face with a professional.
3) Embed movement into the workplace culture
Physical activity is a proven stress reliever that boosts mood and cognitive function. Promote physical health initiatives that encourage team-building and movement:
- Movement on the clock
Encourage shift workers to move during their breaks. Even a short walk or stretching routine can reduce stress, promoting effective self-maintenance throughout long shifts. - Local initiatives
Follow the lead of the Seesen Paints & Coatings plant in Germany, which joined a regional “Move for our Forest” initiative. Activities tied to a collective, tangible goal, like planting trees motivate participation and build community. - Active commuting
Replicate the Hjoerring Speciality plant in Denmark’s successful ‘Go by Bike’ campaign, which incentivised cycling with points and prizes. By including kilometres cycled on weekends for those who live farther away, it reinforces an inclusive, sustained commitment to health.
Prioritising men’s mental health is a strategic investment, not just a duty of care. We know that healthy, supported employees are more productive, safer, and more engaged, leading to reduced stress, fewer errors, and higher overall plant efficiency.
Our commitment shouldn’t be limited to a single initiative but extend year-round. Every small gesture, like a simple check-in, shared workload, or a visible commitment from leadership, can make a massive difference in the life of a colleague, a friend, or a family member.
Rick van den Bosch is Director of Talent Development at Trivium Packaging
