The theme for World Suicide Prevention Day in 2024 is “Changing the Narrative about Suicide.” This year’s event will be held on September 10th. It’s a powerful reminder to reduce suicide rates by breaking the stigma around mental health and fostering a workplace culture that promotes openness.
Why workplace awareness is important
World Health Organization states that one suicide will occur every ten to fifteen years in a 1,000-person company. Ten to twenty employees attempt suicide for every death. These figures are alarming but they also highlight an important truth: mental illness is a workplace problem that we can’t ignore.
Recent survey conducted by and Wysa on over 2,000 UK workers revealed that one in four employees have struggled with suicidal or self-harming thoughts.
In a similar vein, 15% of respondents reported that they had witnessed a co-worker attempt suicide or lose their life in the last year.
These statistics paint a stark picture–one that demands action, especially as Younger employees are more likely to be affected by mental issues, but less likely seek professional help.
You can also ask the tough question: “Are your feelings suicidal?”
Signs to look out for
Understanding the factors that increase the risk of suicide can be a key factor in preventing it.
In England and Wales, men account for nearly three-quarters each year. who are facing insecurity at work, relationship problems, or a recent loss of a loved one, are also high-risk.
Subtle changes in behavior can reveal a lot. If you notice that your colleagues are irritable, impulsive, aggressive, isolated or seem hopeless or down, they may be silently begging for help.
A noticeable change in appearance or an increase in substance abuse can be a red flag.
Start the conversation
It can be difficult to talk about suicide, but it can save lives. According to research, discussing suicidal feelings openly can actually reduce the risk.
Someone who is struggling can benefit from a calm, non-judgemental attitude. Just acknowledging that someone is not themselves can sometimes open up the conversation.
You can also ask the tough question, “Are you suicidal?”. This will help clarify the severity of the situation and direct the next steps. The majority of people who say ‘yes,’ may not be actively suicidal but are in despair.
It is important to identify their “protective factors”–reasons that they may not act on these thoughts. For example, not wanting them to hurt someone close–in order to provide support.
Employers can take action
Clarify your duty
The workplace has a moral and legal obligation to protect the physical and mental wellbeing of its employees.
It is important to address potential mental health risks, such as workplace bullying, excessive workloads and lack of supervision.
Take the risk.
By identifying and addressing stress sources in your organization, you demonstrate a commitment to minimizing threats to mental health.
The development of a comprehensive psychological safety strategy can reduce the risk of bullying, harassment and insufficient support.
Clear guidance
Give your team a guide that explains what to do when a colleague has suicidal feelings. Include contact information for senior staff who can offer support to ensure that no one feels isolated in such a difficult situation. The Samaritans and other relevant helplines, as well as contacts for external or internal psychological support services, should be easily accessible.
It is important to recognize that those who help others need their own support.
Access to help made easier
Facilitate the connection of employees with services and healthcare to help them overcome life’s challenges. Simple but effective measures include providing resources, such as a list local organisations offering financial, health or relationship support and scheduling time for appointments.
Flexibility in the workplace can make a big difference for those who are struggling with personal issues.
Create a collaborative plan for employees who are managing mental or physical issues that have been ongoing. Include reasonable adjustments and signs of a “flare-up” or an acute episode. Also, include the support required at these times.
Do not forget HR and managers
The workplace can be a stressful place for HR professionals as well as managers. In a recent Mental Wellbeing Survey, 15% of respondents said they had felt like self-harming or that it would be better to die in the past two weeks. It is important to recognize that those who help others need their own support.
Collective responsibility
It is everyone’s responsibility to create a mentally healthy and supportive work environment.
We can create workplaces that encourage open communication about mental health and where people feel safe in seeking help. This will lead to fewer suicides.
