For those of us in the construction industry, it is no secret that the industry has a significantly high rate of suicide. There are unique challenges that those in construction face that place an enormous amount of pressure on employees. Employees face long hours in high pressure and dangerous situations alongside a significant amount of travel.

The industry is slowly changing year by year to improve awareness and destigmatize the topic of mental health. In honor of Suicide Prevention Month, we have asked some of our fellow CFMA members to share what their companies do to support mental health and how it’s impacted their workforce.

Tim Bosley, President, Bosely Electric Company

“Unlike physical health, which is typically easier to diagnose and even visible to the untrained eye, mental health struggles can often go unnoticed and be difficult to diagnose even by the trained eye of a mental health professional. Due to being diagnosed more or perhaps because of differing environments to yesteryear or other factors altogether unknown, mental illness to varying degrees seems to be more and more prevalent amongst our population.

“With that increasing prevalence, we, as employers, must become more and more aware of the signs of the possible deteriorating mental health of our employees and co-workers. As a company, we try to check in regularly with all of our employees, be mindful of any changes in behavior and/or attitude, and be sensitive to people’s needs and feelings, all the while striving to create an environment that is supportive, understanding and non-judgmental.

“Nobody has perfect mental health every day. We must all be aware of our own times of struggle as well as those of others, be willing to be open and honest about those struggles, be forgiving of ourselves and others, and continuously work to strengthen our mental resolve.”

Brad Anderson, CRIS, Vice President, IMA

“IMA has implemented an innovative and deeply impactful program called “Dream Coaches,” which offers employees a confidential and free service to discuss any topic or issue they may be facing. These Dream Coaches function similarly to counselors, providing a safe and supportive space for employees to talk through their challenges, whether they are work-related or personal. We believe that this initiative is among the most significant benefits we provide, as it addresses the holistic well-being of our workforce. While it’s difficult to measure the exact impact, particularly in terms of suicide prevention, we are confident that the presence of our two Dream Coaches has provided an invaluable outlet for our employees, helping them navigate both the stresses of the job and life in general.

“The feedback from our workforce regarding Dream Coaches has been overwhelmingly positive. Employees appreciate having access to someone they can talk to without fear of judgment or repercussions, which has contributed to a more open and supportive work environment.

“By prioritizing mental health through this program, we have seen improvements in overall morale and job satisfaction, as well as a stronger sense of community within the company. This initiative underscores IMA’s commitment to the well-being of our employees, demonstrating that their mental health is as important as their physical safety on the job.”

Michelle Walker, Vice President of Operations, SSC Underground

“At SSC Underground, we have been working to implement mental health and suicide prevention practices for our employees in a formal way since 2016 when I first learned about and began helping with the awareness efforts in the industry. It has been a natural fit for our company as we have always embraced an employee-first culture.

“Our first step was a formal declaration of our belief in the importance by editing our “Safe” value to include physical and emotional wellbeing; this was coupled by vocal leader support of feeling comfortable to ask for help and not feel alone if experiencing personal struggles. We make it a point to talk about mental health and suicide prevention regularly at our monthly crew meetings, equipping employees with knowledge on warning signs, how to help, and what resources are available. Our field leadership group participating in LivingWorks START training to learn how to have a conversation with someone that may be at risk of suicide. 

As awkward as these conversations and presentations were at the start, they have become a very comfortable and accepted part of our operations today. I believe that we have demonstrated that normalization of mental health challenges and suicide awareness is possible in the construction workplace, and by doing so, employees see that we truly do care about all aspects of their health.

“We have had several situations over the years where concerned employees have come to me to talk about warning signs that they have witnessed in their coworkers. Sometimes the answer has been to have the conversation myself with the at-risk employee, and other times I have helped facilitate the coworkers having this conversation together. Nothing is more rewarding than seeing our tough, get-it-done guys express concern for one another and be vulnerable in admitting struggles and helping each other to get help.”

Conclusion

Every company will have a different approach to tackling how to improve the mental health of its employees. What’s most important is to note that it doesn’t take much more than opening up about your own struggles and checking in with those that you worry may be struggling to make a difference.

 Even if your company doesn’t have a program in place, one person can get the ball rolling. Destigmatizing mental health issues is beneficial across the board to create a happier, healthier, and safer workplace for all.