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July 8, 2022 | Barb Carr
IDENTIFYING AND ASSISTING WORKERS WHO MAY BE AT RISK
Last week, I wrote about how to create a psychologically safe environment to
support good mental health in the workplace. I discussed how improving listening
skills and noticing body language cues are helpful in identifying a worker who
may be at risk. Also discussed are ways to verbally offer support.
Today, I will expand on information to help identify and assist workers who may
be at risk.
RECOGNIZING RISK FACTORS
There’s no single cause for suicide or attempted suicide. It is typically a
combination of a lot of stressors and feeling hopeless to solve them. However,
depression is the most common condition associated with suicide.
Risk factors vary, and research has uncovered all of the following:
* mental illness
* alcohol and substance abuse disorders
* a major physical illness
* negative life events such as divorce
* family history of suicide
* previous attempts
* being a victim of abuse
* access to firearms or other weapons
* access to lethal medications
While it’s important to be aware of these risk factors, it is equally important
to know how to respond to and assist workers who display these risk factors.
ASSISTING WORKERS WHO MAY BE AT RISK
It’s not easy to collect the information you need from a worker to decide if
intervening is necessary but time is of the essence when someone is struggling
with suicidal ideation. Workers are protected from answering questions by the
ADA and HIPAA. So, first, it’s important to work in conjunction with HR or the
company’s legal department in determining approaches to difficult conversations
any time you suspect risk factors are present.
Research indicates that the pain of perceived exclusion from social communities
seems to be a strong contributor to deaths by suicide. One theory (the
interpersonal theory of suicide) discusses this in detail. While some view
workplaces as positive extended social communities, others can feel very
excluded. We spend a great deal of time at work, so a question we need to be
asking ourselves is “how inclusive is my workplace?”
Next, creating a resource document may help tremendously. Depressed people who
feel hopeless do not have the energy or even the will to look for resources.
The most commonly reported reasons workers don’t get help are:
* lack of insurance coverage
* difficulty understanding covered services
* not knowing which resources are available
* difficulty finding providers
* long wait times to get in to see them
The resource document could address and assist with some of the challenges
above. Include details about:
* the company’s EAP
* local mental health professionals covered by the worker’s health plan
* local treatment centers
* free support groups
* the suicide hotline number and internet chat link
Listen empathetically but don’t cross a boundary and we try to give advice or
mental-health counseling. No matter how well-intentioned that could go terribly
wrong for you and the worker. Having a resource available to discuss, and
letting them know they are supported by the workplace might help them get
started on a better path. Audit what’s in place at your workplace now and think
about expanding mental health benefits and policies. Or, consider creating
company programs.
Finally, making mental health a priority in the workplace will help workers feel
more comfortable about disclosing any issues they are having. This may include
expanding benefits as mentioned above. It may also include training workers
about suicide prevention, how to recognize signs of depression, and how to
support one another.
Most people who actively manage their mental health conditions go on to engage
in life. I hope this post has been helpful in identifying and helping workers
who may be at risk. Check back next Friday for the final installment in this
series, “Investigating and Responding to a Possible Suicide at a Worksite.”
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