For more than a decade, headlines across Florida have been sounding the alarm on mental health.
■ 61 percent of adults with mental illness haven’t received treatment
■ 3.3 percent of adults in Florida have had serious thoughts of suicide
■ 90 percent of Florida counties reported more suicides than homicides
■ The state is in 43rd place in terms of per capita support for mental health services.
Clearly, many Floridians are sufferings. When it comes to the construction industry, including roofing contractors and their employees, the picture gets even worse. Young adults – those most likely to work in construction – are those most at risk for depression and other mental illness and also the group most at risk for death by suicide.
The epidemic is raging beneath the surface, so few are even aware of it. Even if they have been personally impacted by a suicide, most roofing employers aren’t aware of the ways the work itself can contribute to the problem. Work is seasonal, money can be tight. Roofing is stressful, a job in which one wrong step can literally make the difference between a normal day at work and a dramatic fall that can lead to broken bones and a lifetime of health issues.
What’s more, these health issues don’t even have to stem from a fall. Roofers’ bodies are under tremendous strain just from the work itself, standing all day in extreme heat, walking carefully on a sloped roof all day long. In order to stay safe, it’s imperative that workers stay alert and keep their wits about them.
In addition, the industry is overwhelmingly male, which means mental health is a problem that goes largely ignored. Men often prefer not to discuss their problems or reveal their mental health issues, so they may be less likely to ask for help, either from a friend or a professional.
It’s hard or even impossible to change the culture of the entire world, but that doesn’t mean you have to accept it. You can take active steps to change the culture inside your roofing organization and make a difference to your employees.
Typically, construction employers have a reactive response to an employee suicide, with counselors made available for a short
period to help co-workers work through their grief. This may be helpful in the moment but does very little to prevent suicide.
Share information in an authentic, meaningful way. This likely isn’t appropriate as a formal presentation at your annual training meeting. Rather, think small group formats or a break-out session. If you aren’t comfortable handling the topic yourself, work with a third party to create an appropriate training for your employees. You can even reach out to your insurance broker for resources.
The trick is to empower your employees, not scare them. This isn’t just about raising awareness, although that certainly helps. It’s about bringing your team together to look out for each other and support each other during the difficult times.
Topics should include signs of stress, observable symptoms of depression and suicide awareness. Approximately 70 percent of those who die by suicide make direct or indirect statements that send a signal. This is not about diagnosing but identifying a concern and reaching out to your coworker or notifying human resources for guidance. The risk factors and warning signs need to be openly discussed. They include:
■ A family history of suicide or a history of trauma
■ Suffering from a serious physical illness
■ Having attempted suicide
■ Financial or relationship pressures
■ Lack of support networks
■ Cultural stigma over mental health
■ Weight and appetite changes
■ Chronic headaches
■ A tight chest
■ Anxiety and indecision
■ Loss of motivation
■ Increased sensitivity
■ Low self-esteem
■ Increased smoking and drinking
■ Withdrawal or aggression
■ Reckless behaviors
■ Difficulty concentrating
Despite the financial and emotional strain, roofing employers must create a supportive, open environment for their workers. Those who struggle with mental health do better when they feel they have a “village” that supports them. If you can create that
village at your organization, you and your employees will benefit.
Progress doesn’t even have to introduce a financial strain on your organization. In fact, most employers already have a tool to assist with this issue: the employee assistance provider (EAP). Yet very few employees even know it’s available. As part of your
awareness training, task every employee to enter the number for your EAP in their cell phone contacts. Mental health requires the help of a professional and this is no exception.
Brad Bush is a Senior Vice President in the Jacksonville region for HUB International Florida. Brad works throughout the Southeast and specializes in construction, working with contractors on both their surety and insurance needs.