Professionals · Corporate partnerships
Supporting men. Strengthening culture. Extending impact.
A twelve-month corporate wellbeing partnership that gives the men in your workforce trusted, confidential support before pressure becomes crisis — and helps us reach men who could never afford to pay.
Our mission
Reaching men earlier, and funding the men who cannot pay.
MENd Together is a Kent-based Community Interest Company, not a registered charity. We exist because men tend to reach help late, often after pressure has already cost them their sleep, their relationships or their work. We offer earlier, human, male-focused support: coaching, peer groups, facilitated circles and practical navigation into the right services.
A corporate partnership does two things at once. It gives the men in your workforce trusted, confidential support where they already are, and it sustains free and low-cost community provision for men who could never afford to pay. Every surplus goes back into support for men.
Why it matters
Men reach support late. Work is where you can reach them earlier.
Most men carry pressure quietly and keep functioning until something gives. Formal services are essential, but they can feel distant or clinical before a problem becomes serious. A workplace partnership puts a human, male-focused route into support where men already are — no diagnosis, no crisis threshold, no need to approach a manager first.
For your organisation, that strengthens duty of care with something practical rather than an annual awareness campaign. Earlier conversations help men address pressure, relationships, grief, isolation, recovery and personal difficulty before it starts to affect attendance, safety, working relationships or life outside work.
The pressures we see
- — Long hours, tight programmes and responsibility for safety, quality and cost
- — Insecure work, fluctuating income and uncertainty about the next contract
- — Travel, nights away and reduced time with partners, children and friends
- — Physical strain, pain, fatigue and disrupted sleep affecting mood and judgement
- — Cultures where saying you are struggling can feel like admitting unreliability
- — Little continuity of support across changing sites, teams and subcontractors
The evidence
Why male-dominated industries carry particular risk.
The Chartered Institute of Building's survey of more than 2,000 construction professionals found stress was the most commonly reported mental health issue, and that most manual workers described working in isolation as stressful. Office for National Statistics analysis of deaths registered between 2011 and 2015 found suicide risk among low-skilled male construction workers was around three times the male national average.
Survey work has also reported high levels of loneliness at work and widespread use of alcohol or drugs to cope with symptoms of poor mental health. Commissioned surveys are indicators rather than prevalence measures, and suicide has no single cause — occupational statistics cannot explain any individual death. Read together, though, the pattern makes early support and healthier working cultures a serious responsibility for employers.
Sources: Office for National Statistics, Suicide by occupation, England 2011 to 2015 (2017); Chartered Institute of Building, Understanding Mental Health in the Built Environment (2020); Mates in Mind, written evidence to the UK Parliament Men's Health inquiry (2023).
The programme
One partnership, four connected strands.
01 · Individual support
Confidential one-to-one sessions for eligible male employees, available long before anyone reaches crisis. A regular drop-in day adds an informal route into a first conversation.
02 · Men's circles
Facilitated group sessions that build trust through repeated contact. Circles explore stress, identity, relationships, fatherhood, isolation, recovery and wellbeing.
03 · Leadership and culture
Confidential coaching sessions for senior male managers on communication, pressure, difficult decisions and building a workplace where men feel able to speak early.
04 · Digital access
A discreet, mobile-friendly route into support, circles, practical tools and urgent information between scheduled sessions — co-branded to your organisation.
Practical wellbeing workshops run through the year.
One-off retreats for your men.
A twelve-month partnership is not the only way in. We also run one-off retreats: a single facilitated escape for a small group of men from one organisation, for a day or a weekend.
Time away from site and routine changes what men are willing to say. A retreat gives them room to stop, talk honestly with other men and return with something steady — and for many it becomes the first step into circles and one-to-one support afterwards.
We are honest about what one day or one weekend can do. A retreat is a beginning, not a programme, and the men who get the most from it are the ones who carry it into something ongoing. We will always talk with you about what happens next.
Retreats are limited by dates, venue and group size, and shaped with you around your workforce — never sold off a shelf. Confidentiality works exactly as it does across the whole programme: taking part is voluntary, and employers never see who attended or what was said.
How a retreat works
- — Shaped with you — group size, location, season and what your men are carrying
- — A day, a weekend or a long weekend, agreed around shift patterns
- — Facilitated end to end by MENd Together, with participation always voluntary
- — Venue and capacity confirmed in advance, with limited dates each year
- — The same confidentiality rules as the rest of the programme
- — A clear next step afterwards — into circles, one-to-one support or your wider programme
Partnership levels
Choose the depth of support.
Every level combines direct support for your people with investment in our wider mission. The three levels below are suggestions of how a partnership can look — a starting point to shape together, not a fixed package, price list or quote. Investment and scope are agreed in conversation, built around your workforce size, sites, shift patterns and the support you need. Whatever the shape, the aim is the same: something sustainable for your organisation, right for your people, and built to make lasting change in your culture and the way men work.
The levels below are illustrative examples of what different depths of partnership can include. Every programme is designed with you, around what your workforce actually needs.
Community Partner
- — Up to 3 one-to-one sessions per man
- — Monthly men's circle
- — 6 leadership coaching sessions
- — 2 wellbeing workshops a year
- — Shared digital resource access
- — Annual anonymised impact report
Strategic Partner
- — Up to 6 one-to-one sessions per man
- — Twice-monthly circles · 24 across the year
- — Monthly drop-in support day
- — 6 leadership coaching sessions
- — 4 wellbeing workshops a year
- — Dedicated co-branded wellbeing app, yours to keep
- — Six-month and annual impact reports
Impact Partner
- — Up to 8 one-to-one sessions per man
- — Twice-monthly circles plus targeted groups
- — Drop-in day plus responsive visits
- — 6 leadership coaching sessions
- — 6 wellbeing workshops a year
- — Enhanced, network-ready digital offer
- — Quarterly and annual impact reports
Whatever level you start from, the shape of delivery is agreed together — and it can flex through the year as engagement and needs become clearer.
Confidential by design
Taking part is always voluntary. Conversations stay confidential except where safeguarding, serious risk or legal duties require action, and those limits are explained clearly to everyone who takes part.
Employers never see individual sessions, bookings, notes or app activity. Reporting is anonymised and aggregated, with agreed minimum thresholds so small numbers cannot identify anyone.
Clear about what we are
MENd Together provides coaching, peer support, facilitated groups and navigation. We are not an emergency, medical or statutory mental health service, and we do not replace clinical care.
Where someone's needs sit outside our scope we support a referral into the right service. Safeguarding, referral and escalation procedures are agreed before delivery begins.
Shared commitments
MENd Together will
- — Deliver the agreed programme with consistency and professional boundaries
- — Protect confidentiality and report only anonymised, aggregated themes
- — Provide clear access routes and responsive signposting
- — Work with you to refine delivery through the year
- — Recognise your organisation as a corporate partner
Our partner will
- — Promote the support clearly and repeatedly across the workforce
- — Ensure leaders visibly back participation without pressuring anyone
- — Introduce us to suitable clients, suppliers and business contacts
- — Share the partnership through appropriate communications channels
- — Collaborate on at least one wider network or men's wellbeing opportunity
Funding that reaches further than your workforce.
We do not simply accept a donation and leave your men without direct support. Corporate funding buys an agreed programme with defined activities, access arrangements, delivery capacity and reporting — and the same partnership sustains free and funded community provision for men on low incomes who could not otherwise afford help.
Before the programme starts we agree in writing how funding is split between the workforce offer and wider community support, so both parts of the partnership have a visible purpose. MENd Together is a Community Interest Company; every surplus goes back into support for men.
A considered twelve-month rollout.
Month 1
Set up and launch
Agree access, safeguarding, communications, baseline measures and the delivery calendar. Introduce MENd to the workforce and leadership.
Months 2–3
Build trust
Begin one-to-one support, drop-in days, circles, initial leadership coaching and the first wellbeing workshop.
Months 4–6
Embed
Continue core delivery, watch engagement, adjust communications and complete the first six-month learning review.
Months 7–9
Deepen
Refine the digital and resource offer, continue leadership work and build introductions across your network.
Months 10–12
Sustain
Complete the year, evaluate outcomes, share the annual impact report and agree recommendations for year two.
Next steps
From conversation to partnership.
Select
Choose a starting point — the depth of partnership you would like to explore together.
Design
Agree workforce coverage, locations, digital scope, access routes and calendar.
Safeguard
Approve confidentiality, safeguarding, referral, data and escalation arrangements.
Launch
Prepare internal communications, introduce the programme and open access.
Take the partnership pack away with you
One page covering our mission, the four strands of support, partnership levels, confidentiality and the first twelve months. Read it here, print it, or save it as a PDF to share with colleagues before you get in touch. No email address required.
Start with a short design meeting.
Tell us about your workforce and what you would like to explore. We reply within two working days and start with a short call of twenty to thirty minutes, with no obligation.
Arrange a meeting about a corporate partnership
Tell us a little about your organisation and the men in your workforce. A real person reads every message and replies within two working days, usually to arrange a short call of twenty to thirty minutes. There is no obligation and no sales process. You can also email partnerships@mendtogether.org.
Prefer to read first? Our partnership pack covers the whole offer in one printable page.
Common questions from employers
- What does a corporate partnership cost?
- There is no price list. Investment is agreed in conversation and shaped around workforce size, number of sites, shift patterns and the scope you need. The partnership levels on this page are illustrations of depth, not quotes.
- Is what our people say confidential?
- Yes. Taking part is voluntary, and conversations stay confidential except where safeguarding, serious risk or legal duties require action. Employers never see individual sessions, bookings or notes. Reporting is anonymised and aggregated with agreed minimum thresholds.
- How quickly can delivery start?
- Most partnerships begin within a few weeks of agreeing scope. Month one covers access, safeguarding, communications, baseline measures and the delivery calendar before support opens to the workforce.
- What happens to the data you hold?
- We hold only what is needed to deliver support safely, under agreed data protection and retention arrangements. Employer reporting contains anonymised themes and numbers, never identifiable information.
- Do you work outside Kent?
- Yes. We are based in Kent and deliver in person across the South East, with online sessions, circles and digital access available to workforces anywhere in the UK.