Today marks International Men’s Day, a global occasion to recognise the positive contributions men make to families, workplaces, and communities. This year’s theme, Supporting Men and Boys, is about more than celebration. It’s about action: creating environments where men and boys can thrive physically, mentally, and socially. It’s about normalising vulnerability and showing that strength comes from seeking help when needed.

PTSB’s Employee Resource Group BALANCE believes that true inclusion and support means understanding and addressing the unique challenges faced by everyone. We emphasise that supporting men and boys is not about favouritism, it’s about fairness. It’s about breaking down barriers, challenging harmful stereotypes, and ensuring that wellbeing and opportunity are accessible to all.

In the spirit of this year’s theme, we asked a number of our colleagues how they think workplaces can better support men’s wellbeing and development and here’s what they shared:

Luke Geraghty - Payroll and HR Control Manager:

Fortunately, I think PTSB does a great job on this front. There are a number of important and impactful supports, whether that be training, webinars or our Employee Assistance Programme. Our colleague-led Employee Resource Groups do super work in providing supports and information on a wide range of topics to support physical and mental wellbeing and development.

PTSB also has a Wellbeing strategy which confirms the Bank’s commitment to wellbeing, Diversity, Equity and Inclusion, and cultural progress. As colleagues, we will need continued commitment and evolution of these strategies as the developmental and wellbeing needs of the organisation change. Thanks to our People Experience team for all the great work they do in this space!

Thomas O’Brien - Digital Channel Manager:

That’s a hard question to answer and I do think it’s different for everyone and it’s not one of two big things. I think its little things, more so the unseen stuff. I am a big believer in the concept of ‘if you want to do things 100% better, find 100 things to do 1% better’ (Clive Woodward).

So, it’s about having a place where you can foster open conversations. As someone who is not neurotypical ( I am dyslexic and dyspraxic), I have found the more open the organisation is to people talking about these things, the more open about it I am. Which is great as it means I don’t have to worry about hiding it, and luckily PTSB has that culture. Then it’s small things like creating a listening culture where people feel like they are being heard. That’s not to say the ask may not happen, but it will be listened to and understood. I also think finding a way to deliver wellbeing in a more approachable way for men is key, be it humour or language that is more aimed at men, or make the resources self-guided and digital as a way to ease the entry criteria for consumption by a male audience.

Keith Spooner - Business and Operational Readiness Specialist:

The next generation of men entering the workforce will have numerous wellbeing and development challenges due to the nature of growing up within the digital age. Perhaps the most important thing we can do within the workplace is to continue to display what a true male role model means.  These are individuals who lead with respect, dignity and compassion for everyone. Which are traits that are not always demonstrated by the ‘digital’ influencers who play such significant roles in shaping young men today.

Hector Lopez - Security Department Support:

Great question. I think workplaces can do more by normalising conversations around mental health, offering spaces where men feel safe to talk about stress, emotions, and personal growth. Encouraging mentorship, flexible work options, and wellness programmes tailored to different needs can make a big difference. It’s also about recognising the whole person, not just the job title—supporting men as professionals, parents, partners, and individuals.

Ankit Sharma - IAF compliance Specialist:

I think one of the biggest challenges men face – especially at work – is the silent pressure to always “hold it together”. Many men grow up with the belief that they need to be strong, always composed and solution-driven. But the reality is, men struggle too. With stress. With self-doubt. With loneliness. With emotional burnout. With feeling like that they cannot afford to fail. The problem is, most just do not feel safe saying it out loud.

To support men’s wellbeing, the first step is to normalise vulnerability. Not as a buzzword – but as a culture. Create environments where it is okay for men to say, “I am not okay today,” without feeling weak or judged. Encourage honest conversations about mental health, not just during awareness weeks, but as a part of everyday leadership and team culture. A flexible culture that understands men are fathers, partners, caregivers, and they also need time for life outside of work. Because culture is not built by avoiding difficult conversations - it is shaped by how we handle them.

Most importantly, reminding men they are valued not just for their work, but for who they are. And these spotlights on International Men’s Day are great example of that, but these should not be limited to just this specific day only. Let's keep challenging ourselves to see the unseen, hear the unheard, and speak the unsaid - because real culture starts with real conversations.