Men's Minds Matter CIC

Who we are

The Men’s Mind Matter (MMM) website was originally developed to host a groundbreaking psychological research project looking at men’s relationship to seeking psychological help (Sullivan, Camic & Brown, 2015). 

In 2011, MMM evolved into a public health initiative raising awareness of male suicide rates and developing ways of improving the mental health of men and boys in the UK. We continue to produce award nominated national campaigns with the support of our partners. 

MMM was formed on the principle of balance and equality. The high rates of suicide in men are one of the biggest health inequalities that exists which is why men are recognised as an at-risk group in the UK’s National Suicide Prevention Policy. Their inclusion means there is a legal obligation for service to be gender sensitive to the experiences of men, Men’s Minds Matter, and leaders in the field.

In 2013, we registered as a community interest company and continue to evolve and shape suicide prevention in the UK. We unashamedly speak directly to men although our model for interventions transcends gender and is relevant to all humans.

Men’s Minds Matter now focuses on developing psychological interventions for people in suicidal crisis. Our model of psychological entrapment and suicidal crises underpins everything we do and we believe it has the potential to save many lives. Although we are based in Doncaster and London our model can help anyone anywhere.

We understand the challenges of turning towards male distress and the impact of male distress can have consequences for other men, women, and children. However, improving psychological wellbeing is essential for improving mens outcomes and society in general.

Our culture and values

Men’s Minds Matter (MMM) is a not-for-profit community interest company dedicated to the prevention of suicide through strengthening the psychological resilience of men and boys. Established in 2011, MMM actively campaigns and raises awareness of the challenges experienced by men, with a focus on suicide prevention and intervention.

Values are essential to MMM, acting as a compass to guide out actions. When actions align with values, it leads to a more fulfilling life. Here are some of our core values:

1. Compassion: Demonstrating kindness and empathy toward oneself and others.
2. Courage: Facing challenges and taking risks.
3. Integrity: Being honest and true to oneself.
4. Connection: Building and sustaining healthy relationships.
5. Resilience: Bouncing back from adversity.

MMM believes that strengthening social support networks and developing skills in building and sustaining healthy, supportive, open, honest, and compassionate relationships contribute to psychological and emotional resiliene. We recognize the high rates of suicide in men as a significant health inequality and actively work toward addressing this issue.

Equality, diversity and inclusion policy

Equality, diversity and inclusion policy
 

Men’s Minds Matter is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose
 

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

·       age

·       disability

·       gender reassignment

·       marriage and civil partnership

·       pregnancy and maternity

·       race (including colour, nationality, and ethnic or national origin)

·       religion or belief

·       sex

·       sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

·       pay and benefits

·       terms and conditions of employment

·       dealing with grievances and discipline

·       dismissal

·       redundancy

·       leave for parents

·       requests for flexible working

·       selection for employment, promotion, training or other developmental opportunities

Our commitments

The organisation commits to:
 

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
 

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
 

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
 

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
 

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
 

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management.

Our disciplinary and grievance procedures

Employees should raise a grievance with their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.