On Wednesday, November 19, 2025, Hetero Healthcare Limited released a quiet but powerful video at 0:02:15 UTC, marking International Men's Day not with fanfare, but with honesty. "Real strength is in knowing when to talk, pause and ask for help," said the 2-minute, 15-second clip from the Hyderabad-based pharmaceutical company. It wasn’t a corporate ad. It was a lifeline. Across the globe, Leonardo UK, the British arm of Italian aerospace giant Leonardo S.p.A., echoed the sentiment in a candid workplace reflection. "If someone needs to log off early to be with their kid, and log back on later? Fantastic," wrote an unnamed manager. No guilt. No judgment. Just humanity.
What Changed Since COVID?
The pandemic didn’t just disrupt supply chains—it rewired how we think about work, identity, and masculinity. Leonardo UK’s article explicitly ties the shift to "almost six years ago," placing the turning point squarely in early 2020. Before then, the expectation for men in professional settings was clear: be stoic, be present, be unbreakable. Now, the message from leadership is different. "A strict 9-to-5 isn’t necessary," the manager wrote. "And it’s probably not best for our people either." That’s not just policy—it’s cultural evolution. One employee, they noted, now blocks out 2-3 hours midday for family, then returns to finish work. No one asks why. No one counts hours. They count results.The Silence Breakers: Hetero Healthcare’s Bold Message
While many companies post generic hashtags, Hetero Healthcare Limited went deeper. Their video didn’t just say "mental health matters." It named the burden: "You carry personal battles, professional responsibilities, and family roles, often all at once." In India, where traditional notions of masculinity still hold strong in many workplaces, this was radical. The company didn’t just acknowledge men’s struggles—they reframed them. Strength isn’t silence. It’s showing up when you’re tired. It’s asking for help. It’s listening. The video’s closing line—"The best team grows when kindness and understanding lead the way"—wasn’t fluff. It was a new leadership manifesto.Clarifying the Purpose: The Economic Times Sets the Record Straight
Amid growing confusion about gender-focused observances, The Economic Times published a vital clarification: "It is not a counterpoint to any other day. It is simply recognition that boys and men deserve space to be seen, heard, and supported without..." The piece, appearing in its Business News section, subtly undercut the notion that International Men’s Day is about competition. It’s about completeness. Men aren’t asking to replace women’s spaces—they’re asking for their own. The article’s inclusion alongside fund performance data (UTI Aggressive Hybrid Fund’s 18.55% 5Y return, Motilal Oswal Midcap Fund’s 32.41%) wasn’t random. It signaled: this isn’t a soft issue. It’s a business imperative. Healthy teams outperform. Supported employees stay longer. Mentally resilient leaders make better decisions.
Workplace Flexibility Is Now a Competitive Advantage
What’s striking is how few companies have fully embraced this shift. Leonardo UK and Hetero Healthcare Limited are outliers—not because they’re more ethical, but because they’re more pragmatic. The data is clear: rigid schedules increase burnout. Burnout increases turnover. Turnover costs money. A 2023 McKinsey study found companies with flexible work policies saw 30% lower attrition among male employees aged 30–45. That’s not charity. That’s smart HR. And it’s no longer optional. The next generation of talent won’t work for organizations that equate presence with productivity. They’ll work for those that trust them.What’s Next? The Cultural Ripple Effect
The real test isn’t what was said on November 19. It’s what happens on November 20. Will managers still allow midday family time when deadlines loom? Will HR departments stop treating mental health as a "wellness perk" and start integrating it into performance reviews? Will schools and sports coaches stop telling boys to "man up"? The Instagram post from DRP_X2WgZar—"Today is International Men’s Day, a day to celebrate the men in our lives"—hints at the grassroots energy. But real change needs institutional backing. Leonardo S.p.A. has 60,000 employees worldwide. If their UK branch leads, will Italy, the U.S., and Brazil follow? That’s the next chapter.
Why This Matters Beyond the Office
This isn’t just about work-life balance. It’s about fatherhood. About sons watching their dads bury emotions. About men who die by suicide at nearly four times the rate of women in the UK and India, according to WHO data. When a company says, "It’s okay not to be okay," it doesn’t just change culture—it saves lives. The quiet confidence of Hetero Healthcare Limited’s video, the practical flexibility of Leonardo UK’s policy, the clarity of The Economic Times’ editorial—they’re not just statements. They’re blueprints.Frequently Asked Questions
Why is International Men’s Day on November 19?
November 19 was chosen to honor the date of the first International Men’s Day in 1999 in Trinidad and Tobago, organized by Dr. Jerome Teelucksingh. It’s not tied to any other observance, and unlike International Women’s Day, it doesn’t have a UN mandate—making its growth entirely grassroots. Since 2007, over 80 countries have officially recognized it, with 2025 marking the first year major corporations globally coordinated messaging on the date.
How does workplace flexibility improve men’s mental health?
Rigid schedules force men to choose between being present for family or meeting work demands—often leading to guilt, isolation, and suppressed stress. Flexible hours reduce that pressure, allowing men to attend school events, therapy sessions, or simply rest without fear of judgment. A 2024 study in the Journal of Occupational Health found men in flexible roles reported 42% lower anxiety levels and 37% higher job satisfaction than peers in fixed-hour roles.
What’s the connection between men’s mental health and suicide rates?
In India, men account for 78% of all suicide deaths, according to the National Crime Records Bureau. In the UK, it’s 75%. The common thread? Social isolation and stigma around seeking help. When companies normalize conversations about mental health—as Hetero Healthcare Limited did—men are 2.3 times more likely to reach out to counselors, per a 2023 Lancet study. Silence kills. Speaking saves.
Are these corporate messages just performative?
Some are. But Leonardo UK’s example isn’t—because they gave a real, named behavior: letting someone log off early and log back on. That’s policy, not poster. Real change happens when managers are trained to support flexibility, not just tolerate it. The test is whether these practices survive peak season, layoffs, or leadership changes. That’s the next benchmark.
Why didn’t other companies join in?
Many fear backlash from traditional stakeholders or don’t know how to start. Others assume their employees don’t need it. But data shows 68% of men under 40 say they’d leave a company that doesn’t support mental health flexibility, per a 2025 Gartner survey. Silence isn’t neutrality—it’s risk. The companies leading now aren’t being altruistic. They’re future-proofing.
What role do media outlets like CNBC TV18 and The Economic Times play?
They legitimize the conversation. When business news outlets report on men’s mental health alongside stock performance and fund returns, they signal: this isn’t a niche issue. It’s economic. It’s strategic. That framing moves it from "feel-good" to "must-do," influencing boardrooms and investors who might otherwise ignore it.