Supporting Mental Health in the Workforce
The construction industry is tough. Rugged. Fast-paced. Physically demanding. From architects and mechanical engineers to project managers, site superintendents and journeyworkers — it takes a certain type of person to be able to handle everything this industry throws at them.
Yet despite the “tough guy” (and gal) culture that permeates the construction industry, a 2020 study found that 83% of construction workers have experienced a mental health issue, including anxiety and depression. This is on top of the already concerning statistic that construction has the highest suicide rate of all industries, according to the Centers for Disease Control.
Not shockingly, men dominate the construction industry. Statistics also show men tend to underreport mental health issues and are less likely to receive appropriate treatment. Workers who need help with mental health or substance abuse issues often don’t seek care when needed because of shame and stigma (78%), fear of judgement by peers (77%), fear of negative job consequences (55%) or because they’re unsure how to access care (46%), according to a 2021 Pulse Survey by the Center for Workplace Mental Health.
Clearly, more must be done to support mental health in the workforce.
“Guys in the construction industry aren’t used to talking about their feelings. They would rather discuss anything other than mental health,” said Chris Carlough, International Organizer/SMART MAP Coordinator for the Sheet Metal Occupational Health Institute Trust (SMOHIT). “But when we get the conversations started, our guys open up and have been doing a great job of sharing their experiences.”
A SMOHIT initiative, the SMART Members Assistance Program (SMART MAP) was launched nearly a decade ago to help prevent drug and alcohol misuse for SMART members and their families.
“It started as an awareness piece, then slowly gained traction and popularity,” Carlough said. “The more we talked about these tough mental health issues, the more people seemed to ask for more. Today, we focus on substance use disorders, suicide prevention training and peer mentor development.”
SMART MAP offers two training programs on a national level, and each are three days long. One program, geared toward leadership, discusses the disease of addiction, signs and symptoms of people who may be struggling with mental health issues, what good (and bad) treatment looks like, as well as establishing a practice of self-care. The second training is done in local unions for rank-and-file members with a more peer-focused approach, and explores ethics, confidentiality and proper communication skills, while also touching on self-care practices.
SMART MAP has been running in a part-time capacity since the program’s inception. Carlough said this is the first year they’re ramping up efforts to make it a full-time commitment, which is in line with the 2021 Pulse Survey showing 77% of presidents, CEOs and owners are recognizing addressing mental health at work as a priority. Breaking down barriers and promoting awareness begins with buy-in and active engagement from upper management and leaders.
“The main thing we can do to put an end to the stigma around mental health is to just start talking about it. Storytelling can be a really powerful tool,” Carlough said. “I’m in recovery from drugs and alcohol, and have been for most of my adult life. The more I tell my story, it gives other people an opportunity to do the same.”
To start discussions in the workplace, employers can offer supervisor and employee trainings (like SMART MAP) as well as on-site toolbox talks and provide consistent communicaton about available EAP programs. The ultimate goal is to create a long-term culture shift toward holistic safety and well-being. It might seem challenging at first but incorporating education that approaches mental health in a way that workers will feel safe and encouraged to speak up in a supportive environment is key to lasting safety both on the jobsite and at home.
ADDITIONAL MENTAL HEALTH RESOURCES FOR MEMBERS
Substance Abuse AND Mental Health Services Administration(SAMHSA)
Congress established SAMHSA in 1992 to make substance use and mental health disorder information, services and research more accessible.
For more information, visit samhsa.gov
National Suicide Prevention Lifeline
Free confidential support is available 24/7 for anyone who needs to talk with someone.
Call 1-800-273-TALK or text HOME to 741741.
For more information, visit suicidepreventionlifeline.org
The Construction Industry Alliance for Suicide Prevention (CIASP)
Established by the Construction Financial Management Association (CFMA) in 2016 to shatter the stigma surrounding mental health issues, the CIASP became a standalone nonprofit organization in 2018 to raise awareness about suicide prevention in the construction community and provide resources.
For more information, visit preventconstructionsuicide.com
Take action to integrate mental health and suicide prevention into your workplace culture.
Bring corporate attention to building a caring culture in consideration of mental health
Provide resources for employees dealing with a mental health issue/personal crisis
Assess readiness of the company to assist suicidal employees
Build protective factors
Prepare for crisis response