Suicide is a complex issue that affects individuals from all walks of life, including those in the workplace. Suicide has a devastating impact on individuals, families, and communities. It can lead to emotional distress, financial hardship, and a heightened sense of loss. While it may be difficult to open up a dialogue, addressing suicide prevention is essential for creating a supportive work environment.
Champion Health, a mental health and wellbeing company, conducted some research that found that 9% of employees are currently experiencing thoughts of suicide or self-harm. The data also showed that year-on-year, the number of employees experiencing thoughts of suicide or self-harm has increased. With almost 10% of workforces struggling, now more than ever, organisations are encouraged to do their bit to support the wider-cause of reducing suicide rates.
So, what can organisations do?
Foster a workplace culture that encourages open communication, empathy, and a sense of belonging. There is still a lot of stigma attached to suicide, particularly in the workplace. McKinsey & Company research showed that more than half of survey respondents feared stigma if colleagues discovered their mental-health problems.
By promoting a stigma-free environment, employees feel comfortable discussing mental health concerns. This can only be done by tackling the stigma head-on, having open and frank conversations about suicide and by educating the workplace.
Kelly Greenwood, founder and CEO of Mind Share Partners, believes that organisations need to address both the gaps in knowledge and the fears related to having mental health issues, as well as assumptions about their impact on a person’s ability to work. “It’s about on-going communication, training and organisational practices that help people feel safe and believe they will not be penalised or isolated for ups, downs or even significant issues with their mental health.”
Investing in employee wellbeing is often seen as a “benefit” or a “nice-to-have”, but in reality, it is a strategic necessity for businesses. It offers numerous benefits that not only directly impact the employees but is also pivotal for organisational success. Having a robust wellbeing strategy and offering a range of psychological interventions can significantly enhance productivity and performance. Looking after your employees wellbeing could save the organisation a lot of money by reducing absences and improving employee retention. Poor mental wellbeing costs employers in the UK an estimated £42 billion to £45 billion annually through presenteeism, sickness absence and staff turnover. Employees who feel valued or cared for are more likely to remain with the company.
A business suicide crisis plan is a comprehensive document outlining the steps an organisation will take to respond to a suicide incident within the workplace. It provides a structured framework for managing the crisis, supporting affected employees, and preventing future occurrences.
When designing a suicide crisis plan it is useful to take a holistic view of the impact of suicide. Establish a dedicated team of individuals responsible for coordinating the response to a suicide incident. This team could include representatives from human resources, mental health professionals, security, and Mental Health First Aiders. Having a pool of employees who are trained in suicide first aid is also useful.
A study by University College London found there is a 1 in 10 suicide attempt risk among friends and relatives of people who die by suicide. People who are bereaved by suicide are faced with unanswerable questions and may experience intense emotional reactions including guilt, blame, rejection, anger, shame, and even relief. It can be an extremely challenging time for those bereaved and it’s vital that organisations be mindful of the increased risk of them harming themselves.
Postvention refers to activities that reduce risk and promote healing after a suicide death. Although this is implemented after a suicide, it is advised to prepare before a suicide. A suicide death of an employee is one type of suicide that could affect the workplace, however, the suicide death of clients, partners, or a family member of an employee can also have a profound impact on a workforce.
Ben Bradshaw is a Human Brilliance Team Member and Trainee Psychotherapist.
“Suicide prevention interventions are extremely important, particularly in the workplace and education settings. It’s crucial that those interventions, including any strategies and policies, are backed up by an organisational culture that promotes mental wellbeing. In my experience, often organisations will have the framework, but this is often seen as a tick-box exercise and does not align with the workplace culture. For example, I have witnessed a company promoting suicide prevention activity but not allowing employees time off to attend therapy.”
“I don’t believe there’s a one size fits all approach. When I was struggling with my mental health and suicide ideation, I needed work to keep me afloat. It was a lifeline for me, literally. The routine, connections and focus was what I needed to escape the feelings of depression. But I still needed workload adjustments to prevent burnout. A good employer will seek to establish what is best for the individual, not what is best for the company.”
“Sadly, I have lost two brothers to suicide. Being bereaved by suicide can have a detrimental effect on your own mental health and certainly impacted my wellbeing. Suicide grief is very different to other kind of griefs, I found that colleagues would be sympathetic but would avoid talking to me about it because they didn’t know what to say. But they didn’t have to say anything specific, just listening and opening up a dialogue is all that’s needed to make individuals feel less alone. My advice would be don’t be scared, reaching out cannot make their grief any worse, in fact it may just help them.”
“My brothers’ suicides were 25 years apart. Whilst it’s clear that we have come a long way and progress has been made, it’s also evident that the stigma attached to suicide remains prevelant in todays society. The only way we can combat that is by tackling the subject head on, not being afraid to share our stories and supporting each other through difficult times.”
Poppy Jaman, former CEO of Mental Health First Aid England said “Reducing the risk of suicide is Everyone's business. Employers have a major role to play by encouraging good mental health at work and a culture of inclusiveness.”
By taking proactive steps to promote suicide prevention and investing in wellbeing initiatives, employers can create a healthier, more compassionate and productive workplace for all employees.
Human Brilliance are a health, people development and workplace wellbeing consultancy committed to working with both individuals and organisations to cultivate health, happiness, productivity, and performance. Get in touch to see how we can help promote wellbeing in your workplace.
