Article – Gender differences impact how we experience, express, and receive treatment for mental health concerns at work—a reality that extends far beyond biological factors. Having spent the last three months speaking with workers, healthcare providers, and researchers across British Columbia for this story, what emerged was a complex picture of how gendered expectations continue to shape workplace mental health in Canada.
On a rainy afternoon in Vancouver’s Downtown Eastside, I met Olivia Chen at a community center where she coordinates mental health support programs. After fifteen years in corporate marketing, Chen left her executive position following what she describes as a “complete breakdown” that went unrecognized by her workplace for nearly a year.
“When men struggle, it often looks like anger or withdrawal,” Chen explained. “When I was struggling, I worked harder, stayed later, and smiled more. My perfectionism was read as ambition, not as the anxiety response it actually was.”
This pattern repeats across Canadian workplaces. According to data from the Canadian Mental Health Association, women report higher rates of mood and anxiety disorders, while men are more likely to experience substance use disorders and die by suicide. These statistics, however, may reflect diagnosis patterns rather than true prevalence.
Dr. Keith Thompson, a psychiatrist at the University of British Columbia’s Mood Disorders Centre, suggests our understanding is incomplete: “Women are more likely to seek help and be diagnosed with depression or anxiety, but that doesn’t mean men aren’t experiencing these conditions. Many men present with irritability or substance use instead of sadness, which can lead to misdiagnosis or no diagnosis at all.”
The Mental Health Commission of Canada reports that women are 1.5 times more likely to be prescribed psychiatric medication than men with identical symptoms. This disparity grows when factoring in race and Indigenous identity.
When I visited a resource extraction worksite in northern British Columbia last month, safety coordinator James Miller described the culture as “militantly anti-vulnerability.” Miller has been implementing a peer support program specifically designed to reach men who wouldn’t typically seek help.
“The guys will talk if you create the right environment,” Miller said. “But it can’t look like therapy. We call our sessions ‘performance optimization’ and host them in the workshop, not in some office with tissues.”
At Moosehead Technologies in Burnaby, HR director Priya Sharma has taken a different approach. “We recognized that women in our workplace were carrying a disproportionate emotional load—both their own stress and supporting colleagues informally. We now compensate employees who serve as mental health ambassadors, recognizing this invisible work.”
The pandemic intensified many of these dynamics. Statistics Canada data shows women’s mental health declined more sharply than men’s during COVID-19, particularly among those with caregiving responsibilities. Remote work blurred boundaries between professional and domestic spheres, often reinforcing gendered divisions of labor.
“During team video calls, I noticed women apologizing for children in the background while men rarely did, even when their children were equally present,” observed Dr. Samantha Lee, organizational psychologist and consultant for several Crown corporations. “These micro-moments reflect broader patterns of who feels responsible for maintaining professional appearances despite personal challenges.”
Transgender and non-binary employees face additional layers of complexity. A 2022 survey by Trans Pulse Canada found that 78% of transgender respondents reported workplace experiences that negatively impacted their mental health, compared to 16% of cisgender respondents.
“The gendered aspect of workplace mental health isn’t just about men versus women,” explained Jordan Rivera, who leads diversity initiatives at a major financial institution in Toronto. “It’s about how rigidly we enforce gender norms and who pays the price for violating them.”
Some Canadian employers are beginning to integrate gender-informed approaches to workplace mental health. The Centre for Addiction and Mental Health has developed gender-specific assessment tools that account for different symptom presentations. Meanwhile, companies like Manulife and Bell Canada have implemented training that helps managers recognize how gender influences help-seeking behaviors.
During a workplace mental health workshop I attended in Victoria, facilitator Derek Wilson asked participants to list what makes someone “a good employee.” The results were telling. Traits associated with femininity—being collaborative, emotionally intelligent, and detail-oriented—were celebrated but often undercompensated. Traits associated with masculinity—being assertive, strategic, and independent—were rewarded but could become liabilities when these same employees needed support.
“We expect women to be nurturing but label them ‘too emotional’ when they advocate for themselves,” Wilson noted. “We expect men to be stoic but then wonder why they don’t access mental health resources.”
Indigenous approaches offer valuable perspectives on healing that transcend Western gender binaries. At a community healing center in Alert Bay, Elder Margaret Williams explained: “Traditional healing doesn’t separate mental health from spiritual, physical, and community wellness. Everyone has both masculine and feminine energies that need to be honored.”
Progress requires systemic changes. The Mental Health Strategy for Canada recommends workplace policies that recognize gender differences in mental health experiences, but implementation remains inconsistent. Organizations leading in this area provide multiple pathways to support—formal and informal, clinical and peer-based—rather than one-size-fits-all approaches.
Back in Vancouver, Chen now consults with organizations on creating gender-responsive mental health policies. “The goal isn’t to reinforce stereotypes but to recognize that gender shapes our experiences,” she said. “Effective support meets people where they are, not where we think they should be.”
As Canadians spend approximately 60% of their waking hours at work, addressing these gender differences in workplace mental health isn’t just about individual wellbeing—it’s about creating workplaces where everyone can thrive regardless of how they express distress or seek help.
