It’s Time to Talk About Suicide

By AMY COOK

Construction continues to be among one of the top industries for deaths by suicide. A recent New York Times story shed light on the issue.

And while  many business owners and managers know that they should do something, they just don’t know where to begin. Here are some steps to consider.

Resolve to address it. One of the most persistent myths about suicide, and something that keeps it in the realm of the taboo, is that talking about it will plant the idea in someone’s mind. But open, honest conversations can save lives and reduce stigma. And given that about 80 percent of people who die by suicide are of working age, the workplace is a critical setting to provide prevention and support. After all, work is where we spend most of our time. It’s where we derive a sense of purpose, have significant interpersonal relationships and it provides financial security and stability.

Mental health challenges can profoundly impact every business’s bottom line. Untreated mental health issues cost U.S. employers an estimated $105 billion on an annual basis, and globally, depression and anxiety contribute to 12 billion lost workdays.

Learn to recognize the signs. The workplace is often a place where signs tend to show up that people are struggling and potentially at risk. Leaders and managers should watch for changes in behavior, including increased absenteeism, a drop in productivity or a loss of interest in projects an employee used to enjoy, can all be signs that something is amiss. Also, be on the lookout for changes in workplace relationships such as increased conflict or frustration with coworkers, pulling away from long-time colleagues or isolating themselves from colleagues. Sometimes a person at risk can offer verbal warning signs, whether that’s direct or indirect comments about dying, comments about feeling hopeless, trapped or like a burden or just the expression of overwhelming stress that they feel like they can’t manage. Statements that have a finality to them, like, “You won’t have to deal with me much longer,” should also be of concern.

Make help accessible. Take stock of your benefits package. Are mental health services adequately covered by the insurance plans you offer? Does your health insurance coverage include a robust Employee Assistance Program (EAP)? Does your team know what’s available? As you evaluate coverage options, solicit anonymous feedback from your team on whether your policies meet their needs. Remind your team that they have resources outside the office. The 988 Suicide & Crisis Lifeline offers free, confidential support 24/7. You can find more resources at

naminh.org/crisis-lines.

Smash the stigma. Even if your workplace has resources and posters, offhand comments will quickly undermine them. If you want employees to feel safe addressing their own mental health needs with their supervisors and coworkers, all managers must actively create the climate and be role models. If people in leadership positions speak in a thoughtful, relatable, respectful and inclusive way about mental health, it sets the tone for the entire organization. All leaders should avoid stigmatizing language like “crazy” or “psycho,” and be mindful of using terms like “depressed” in casual hyperbole. The way leaders and managers talk about mental health telegraphs a powerful message about what is acceptable and whether they are safe people to approach. Raise awareness and educate employees and leadership, and leverage resources from respected organizations and leaders in the field, like local affiliates of NAMI, which has a wealth of free resources to promote workplace well-being for employees, managers and leaders, including the Mental Health onboarding checklist at stigmafree.nami.org.

Train your team. Education is really important. The Connect Program, developed by NAMI NH, offers widely respected suicide prevention and mental health awareness training programs. An increasing number of nonprofits and businesses are investing in this training for their teams. It can take as little as two hours and costs around $350. It’s tailored to each workplace and can be deployed to team members who work remotely. In these trainings, participants learn how to recognize the signs that someone is at risk, what to say and do to help them get help and how their workplace can play a role in supporting the mental health of employees and their families. And by hosting a training, you help tear down destructive stigmas.

Amy Cook, MBA, is Director of Training for NAMI NH. Learn more or request a training at theconnectprogram.org.

Call or text 988 24/7, free and confidential support for people in distress, prevention and crisis resources for you or your loved ones, and best practices for professionals. (Chat option is also available at 988lifeline.org). If you or someone you know needs immediate support, you can call, text, or chat confidentially with a trained crisis worker 24/7 through 988 at no cost.