At Hender Consulting, in our executive search work, we speak with a high number of professionals and executives every week. And we’re noticing a shift – more men are definitively naming the importance of work-based flexibility for their wellbeing.

Not surprisingly, evidence shows workplace flexibility improves job satisfaction and mental health for men, particularly through greater control over when and how they work.

Yet despite these clear benefits, Workplace Gender Equality Agency research indicates men are less likely to request it or take it up. Other research suggests nearly one in two who do access it report experiencing exclusion or stigma.

"My work is still important — but not at the cost of everything else in my life"

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We’re hearing men talk with greater clarity about wanting a more sustainable way to lead and live, including experienced, high-performing executives – many capable of the top job.

Some are still mid-career and choosing not to step into the highest boxes on an org chart. It’s also the life stage where career, leadership and family pressures converge – aligning with men in their 40s and 50s, a higher-risk group for mental illness and suicide.

Young families, co‑parenting arrangements, supporting ageing parents or siblings, and wanting to be more present at home, for relationships and in the community are all part of it. So too is a growing awareness that constant pressure and being ‘on’ in a 24/7 economy comes at a real cost, personally and professionally.

We’re also seeing more men drawn to organisations where purpose shows up in everyday decisions, how people are treated, and how they give back. There’s a willingness to adjust expectations around title, hierarchy or remuneration if the role brings increased flexibility and that sense of purpose.

So what’s the message here?

Hirers beware, don’t misread this as a lack of ambition. In reality, it reflects experience, perspective and self-awareness. They aren’t stepping away from impactful work – they’re looking at how they can keep doing it, sustainably.

If commitment still looks like constant travel, packed diaries and always being available, employers will continue reinforcing the norms that make it harder for men to choose flexibility and live well.

Those that genuinely make flexibility accessible at senior levels will be best placed to attract and retain quality talent. People showing up better at work, at home and in their communities is surely better for our society.