Why Companies Are Launching Men's Groups — And How They Improve Well‑Being

Companies create men-focused support groups to tackle loneliness and mental-health challenges

Employee affinity groups for cohorts such as women, veterans and minorities have long been common in corporate life. Increasingly, firms are also launching men-focused groups — either male-only or mixed but men-led — to provide peer support, practical resources and a space to discuss identity, parenting and emotional health, Bloomberg reports.

What these groups do

At British broadcaster Channel 4, more than 50 male staff join a video call every other Thursday to discuss topics such as masculine identity, the challenges of raising sons exposed to the manosphere, and strategies for managing workplace stress and toxic masculinity. Tafadzwa Muchenje, a senior marketing executive at Channel 4 and co-founder of the group, said the biggest surprise was "how desperate men were to talk and learn".

At London-based defense firm BAE Systems, the men's group functions as a peer-support network for colleagues facing everything from difficult medical diagnoses to personal crises. "We don't judge, we don't offer any diagnosis," said Glyn, a BAE employee and co-founder. "We are there just for people to talk to like-minded people."

At U.K. telecommunications company Virgin Media O2, members disclosed that several had contemplated suicide within the past year; the group helped connect them with professional resources. "The key thing for us is that we're not afraid to show vulnerabilities," said Jit Thaker, a senior project manager who helps run the group. "And that gives other people that courage to speak up."

Why employers are concerned

Researchers and employers have flagged a wider decline in men's social connections. A 2023 report from the Aspen Economic Strategy Group found that men aged 18 to 30 spent an average of 6.6 hours alone each day during non-working daytime hours. A 2021 Survey Center on American Life study reported that 15% of men said they had no close friends, up from 3% in 1990; by comparison, 10% of women reported having no close friends. These trends have been linked to worsening mental-health outcomes among men.

Criticism and safeguards

Critics argue that gender-specific groups for men are unnecessary in workplaces where men remain overrepresented in leadership: according to Lean In, men held 61% of managerial roles and 71% of C-suite positions in 2024. "They don't necessarily need to commiserate, because they're the ones getting promoted," said Chris McCormick, an independent corporate HR adviser.

To address such concerns, many men's groups invite women to participate, avoid divisive topics, and focus on broadly relevant issues such as physical health, fatherhood, and the emotional impact of life events like divorce or miscarriage. Organizers emphasize psychological safety, confidentiality and links to professional support when needed.

Benefits reported

Participants and HR leaders told Bloomberg that these groups can benefit both individuals and workplaces by creating healthier staff, reducing long-term absences for mental-health reasons, and boosting engagement across colleagues of all genders. While not a replacement for clinical care, peer-led groups can serve as an important early-warning and support system within organizations.

Source: Reporting by Bloomberg; studies cited include the Aspen Economic Strategy Group and the Survey Center on American Life. This article synthesizes reporting for clarity and readability.