The UK’s manufacturing sector has faced some big issues in recent years. Supply chain disruption in the wake of Brexit and COVID-19 has created some challenging market conditions, while rising energy prices and shortages of skilled workers have created different issues from an operating point of view.

However, one of the biggest challenges remaining is dealing with the mental health issues experienced throughout the sector. With manufacturing commonly ranking as one of the worst industries for workplace wellbeing, a question remains – is the sector facing a mental health crisis?

Ahead of Time to Talk Day on February 6th, we explore some of the common working conditions within the sector, examine why mental health issues are so commonplace and discuss some of the positive measures that companies can put in place.

Manufacturing and machoism?

According to Statista, as of the third quarter of 2024, there were around 1.9m men employed in the manufacturing sector in the UK, compared to 795,000 women – meaning that men account for 70% of workers within the sector.

The wider topic of men’s mental health is well-documented; in England, men are three times more likely to die by suicide than women. 12.5% of men are dealing with a common mental health issue and are far more likely to turn to harmful coping mechanisms, such as drugs or alcohol, to deal with them.

While there is often a perception of masculine pride in male-dominated (and traditionally manual) sectors such as construction, engineering and manufacturing, surveys suggest that the culture of machoism associated with these industries is beginning to fade.

A 2022 survey for Men’s Health Week found that British men are more likely to go to therapy compared to ten years prior. The same survey found 78% of respondents believe discussion of mental health issues has become commonplace, with 83% advocating for counselling or therapy as a good route to ensure mental health issues don’t get out of hand.

While the enduring legacy of machismo in male-dominated fields remains, it is clear that society is moving in the right direction in terms of encouraging men struggling with mental health to speak their mind.

Inside the manufacturing workplace

One of the perceived difficulties faced when looking to improve mental health within the manufacturing sector is the nature of the work itself. A report from 2023 found that one in four manufacturing workers reported their work environment was negatively affecting their mental health.

This negative impact could be felt for a number of reasons, including high levels of perceived pressure to meet production goals. This pressure can lead to anxiety and stress, which are often worsened by the demanding nature of most manufacturing work. Understandably, many of those working in the manufacturing sector find it difficult to take a break when needed.

On top of this, many manufacturing environments are loud and chaotic – workers deal with loud noise levels constantly, as well as high temperatures and other risk factors. All of the above can make it difficult for workers to manage their own mental health.

Dealing with workplace absences

Mental health issues often manifest as workplace absenteeism. MakeUK’s June 2024 report on Health & Wellbeing in Manufacturing found that mental ill health was the number one cause of long-term sickness absence among manufacturing employees, accounting for just under 40% of all long-term absences.

When compared with other sectors, manufacturing commonly ranks in the bottom 10% of industries for wellbeing. Part of the reason behind this appears to be a failure to provide adequate mental health support, which has historically been neglected in favour of physical health within the sector.

A study conducted between 2017 and 2018 indicated that, while more than 60% of manufacturers had a track record of intervening to assess physical injury risk, fewer than 15% of respondents carried out mental health risk assessments.

Between 2017 and now, the general indication is that mental health has become a more pressing concern for businesses worldwide. Many businesses have realised the value of investing in mental health support and have increased spend accordingly.

The same is true in the manufacturing sector, where, between 2022 and 2023, just 5.7% of manufacturers reduced their spend on mental health, with 48.6% increasing it and 45.7% maintaining it.

How can manufacturing employers support mental health?

Though manufacturing – and the wider world of employment – has realised the importance of mental health support, there is still a long way to go in terms of changing attitudes towards mental health, providing adequate support channels, and encouraging employees to access them.

One of the businesses leading this charge is GTK, the Basingstoke-based manufacturer of cable assemblies, which invested heavily in a new Mental Health Policy, Stress Policy and Employee Assistance Program (EAP) that came into effect in April 2024.

Leanne Matthew, the company’s HR Business Partner, discussed the EAP: “We changed our supplier to one that we felt was better-suited to our team’s needs. Employees now have much better access to resources to support their mental health, which includes access to free counselling sessions, a 24/7 helpline so support is always available, as well as lots of online articles and advice for a variety of different topics.

“The new EAP also extends beyond just mental health support, covering all areas that may have an impact on an employee’s wellbeing. This includes financial wellbeing and having access to a financial support service, as well as support for physical wellbeing with access to physiotherapy sessions, personal training sessions, Health MOTs, lifestyle coaching and online GP appointments – all designed to help our team get access to support as quickly as possible.

“These updates were supported by a rollout of updated policies within GTK. This included updates within the employee handbook and the introduction of a newly created GTK Mental Health Toolkit, which helps train our managers and supervisors in spotting signs of mental health issues within their teams and being able to support them or point them in the right direction early on.”

Ultimately, mental health remains a vital issue for manufacturing, given that the sector ranks so low in comparison to other sectors for mental wellness. Many of the positive changes being made in regard to increasing mental health support can also be seen across other sectors and are not unique to manufacturing.

However, the manufacturing sector is happily moving in the right direction. The level of mental health support available has increased, and many businesses are realising that they must also encourage their team members to make use of the facilities and create a culture where staff feel comfortable receiving help with their mental health.

It no longer suffices to take a singularly reactive perspective that mental health support should simply work – believing that as long as it’s there, it will be used. Manufacturers can – and should – learn from GTK’s proactive approach, their encouragement of their staff and the positive results they’re seeing.