As you are aware, running a roofing business involves a lot of safety and health concerns. You can be ignoring a crucial issue, namely suicide prevention, because you must concentrate on fall protection, material handling, and hazard communication, among other things.
Suicide is a significant public health issue that impacts people individually, as well as in their families, communities, and workplaces. According to the Centers for Disease Control and Prevention, 48,344 Americans committed themselves in 2018, the most recent year for which there is national data. This makes suicide the tenth greatest cause of death in the country. The CDC also reports that in less than two decades, the suicide incidence among people aged 16 to 64 has grown by 42%.
Everyone is at risk for suicide, although some groups may be more vulnerable than others. The construction and extraction industries had much higher suicide rates than other businesses, according to a CDC analysis on suicide rates by industry and occupation for the year 2016. At 65.2 per 100,000 people, the suicide rate among those working in the roofing industry was significantly higher.
These statistics offer a convincing case for the roofing and construction industries to prioritize suicide prevention in terms of health and safety, not only because it offers employers the chance to help those who can benefit from suicide prevention education, mental health services, and support, but also because it can have a positive impact on workplace culture.
You should be aware of the risk factors and warning signs for suicide and create extensive suicide prevention programming initiatives if you want to help your employees maintain mental health.
Risk factors
Although there is no single reason for suicide, there are numerous, interconnected elements that, when they combine at specific times, increase the risk of suicide. In other words, despite the fact that it is common for people to hunt for a specific “cause” (such as a job loss or a relationship breakdown) when someone commits suicide, research on suicide prevention demonstrates that it is seldom that straightforward.
Risk factors are traits or circumstances that raise the possibility that someone will commit suicide. For instance, some people have a higher risk of suicide than others, just as some people have a higher risk of developing heart disease due to high blood pressure or a family history of the condition. Three types of risk factors for suicide can be identified: environmental, historical, and health-related.
Employers today frequently deal with employee health issues that have an influence on the workplace. Despite the growing emphasis given to concerns covered by the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and their state and local equivalents, mental illness among employees has gotten little consideration.
The National Alliance on Mental Illness reports that 43.8 million people experience mental illness in a given year.
Mental Health Conditions
Although there are hundreds of different mental health conditions, the following are some of the more prevalent ones that employers may encounter: bipolar disorder, post-traumatic stress disorder, panic disorder, borderline personality disorder, obsessive compulsive disorder, schizophrenia, and major depression.
Emotional disorders and intellectual learning difficulties are included in California’s definition of mental disabilities, which is broader than the ADA’s. This implies that mental disabilities would include illnesses like ADHD and dyslexia.
An employer must be cautious when attempting to treat such mental health issues when they develop because they almost invariably fall within the ADA’s definition of protected disability and other state legislation with a similar intent. Similar to medical privacy laws, employee mental health issues must be handled with sensitivity.
Permissible Action
The employer may demand a fitness for duty assessment if it is found that the employee’s medical (mental) condition is interfering with his or her capacity to do the job satisfactorily, causing disruptions, or endangering workplace safety. The test has to be “job-related and reasonable in light of business necessity.”
Any advice that could be useful in conducting the assessment should be obtained from the employee’s personal doctor or other healthcare provider. Potential reasonable accommodations should be considered with the employee in collaboration with the concerned medical specialists if the exam does not completely prohibit the employee from employment.
There are several mental illnesses that can make a worker threaten to hurt other workers physically. Even with reasonable adjustments, the employer may be forced to let the employee go if they are unable of carrying out the crucial duties of their position without endangering their own or others’ safety. Such action ought to be uncommon and should only be taken when all other acceptable alternatives have been explored and determined to be impractical. Before making a termination choice, the medical professionals must be included.
What actions is your company taking to minimize the risks of mental health illnesses and injuries such as suicide?
The idea is to foster an atmosphere of trust. People need to be aware that asking for legitimate assistance will not result in punishment. Additionally, we deliberately keep conversations private. No one cares about what you know unless they know that you care, as the old saying goes.
Relationships that go beyond “hey how’s it going” are the first step in developing a culture of “family” that promotes mental wellness. Family provides the sense of worth and caring that everyone craves.
How are you promoting a healthy work environment and supporting mental health in the construction workforce?
There must be a foundation of care beyond just profits in healthy work environments. Personal investment in the team is required.