By Joe Kopko
The construction industry, well-known for its “suck it up” and “get it done” culture, experiences the most suicides of any business sector. 1 Further, the suicide rate in working adults has increased 40% in less than 2 decades, and is the second leading cause of death among young adults aged 15 to 34, the prime employment age for those entering the construction field.
It’s an epidemic that few realize is raging, made worse by our employees’ problems effectively coping with the relentless pressure of their lives, and the stigma of being labeled for seeking help. With everyday pressures often aggravated by social media influence and paychecks that just don’t stretch far enough, the construction environment itself can foster the problem.
It’s seasonal work with varying shifts, so job security is a constant stressor for workers. The pace can also be fast when work is in abundance. Plus, construction work tends toward high-risk activities and expectations to do the job right and fast, often with little direction. Further, the heavy labor can lead to injuries or chronic conditions and the drugs prescribed only add to construction’s abuse problem. It all can burden an individual’s mental well-being and create a sense of helplessness.
Typically, construction employers have a reactive response to an employee suicide, with counselors made available for a short period to help co-workers work through their grief. However, little is done in the way of suicide prevention. We need to help people not just recognize the signs of suicide risk, but understand how acting on them might save someone’s life.
Educating your workers starts by sharing information in an authentic, meaningful way. Think small group formats or holding a break-out session at an annual training meeting. This topic merits focused attention. If you feel the nature of the subject is best handled by a third party, enlist your broker for resources to support your efforts.
Start by providing information on signs of stress, observable symptoms of depression, and suicide awareness. Approximately 70% of those who die by suicide make direct or indirect statements that send a signal. This is not about diagnosing, but identifying a concern and reaching out to your coworker or notifying human resources for guidance. The risk factors and warning signs need to be openly discussed. Among them are:
Risk factors
- A family history of suicide or a history of trauma
- Suffering from a serious physical illness
- Having attempted suicide
- Financial or relationship pressures
- Lack of support networks
- Cultural stigma over mental health
Indicators of mental stress
- Weight and appetite changes
- Chronic headaches
- A tight chest
- Anxiety and indecision
- Loss of motivation
- Increased sensitivity
- Low self-esteem
- Increased smoking and drinking
- Withdrawal or aggression
- Reckless behaviors
- Difficulty concentrating
Construction employers must create a supportive, open environment where it’s acknowledged that bad things happen in life to everyone, and that “coping” really isn’t just a matter of “sucking it up.” Most employers have a tool at their disposal to assist with this issue, yet; few employees even know how to access it. As part of your ongoing awareness communication, task every employee to enter the number for your employee assistance provider (EAP) in their cell phone contacts. Mental health requires the help of a professional, similar to when you would seek out a medical professional when your arm isn’t working as it should As with any issue, effective problem solving requires an all hands on deck approach, don’t delay the conversation another day, it may be too late…
HUB International’s consultants are available to work with you on trends and developments that may impact your risk posture today and in the future.