In the dynamic world of trades, professionals embark on a journey that is as much about building infrastructures as it is about building relationships. This sector thrives on the robust networks created by a diverse mix of individuals – contractors, engineers, project managers, and many more – who come together to turn concepts into concrete realities.
The collaborative nature of these projects necessitates constant communication and problem-solving, forging not just momentary alliances but often long-lasting professional relationships and friendships. The industry’s unique setup serves as a melting pot of ideas and opportunities, making it an exceptional platform for networking and personal growth.
However, beneath the beams and hard hats lies an unsettling truth that cannot — and should not — be ignored. The trade sphere, while a nexus of collaboration and innovation, is also shadowed by a concerning prevalence of mental health issues among its workforce.
Stress, anxiety, depression, and other mental health concerns silently erode the well-being of countless individuals in this field. Tight project deadlines, high-stake responsibilities, safety hazards, long hours, and often the necessity of isolating from family for work – all contribute to a work environment that can significantly strain mental health.
In this article, we aim to dive deeper into the reality of how professionals in trade sectors feel, unearthing the less visible aspects of working within construction and engineering that contribute to this mental health crisis. By bringing these conversations to light, we want to confront the stigma often associated with mental health, particularly in industries traditionally dominated by a “tough it out” ethos.
Furthermore, we will explore avenues to alleviate these issues. From establishing stronger support systems and mental health-friendly policies within companies to promoting work-life balance and ensuring regular mental health check-ins, we will identify proactive steps. These measures are not just about safeguarding employees; they are about nurturing more productive, satisfied, and engaged workforces.
Employers and industry leaders, recognising the situation, are now tasked with a critical responsibility and opportunity. To get ahead of the curve, decision-makers must not only show empathy and understanding but also take definitive and preemptive actions. Implementing comprehensive mental health strategies, fostering a workplace culture that prioritises worker well-being, and investing in employee support systems will be pivotal in this endeavour.
Our goal at Gimbal Training is to navigate through the challenges faced by individuals in these fields and, ultimately, to instigate essential changes that promote healthier, more fulfilling professional environments for everyone involved.
Mental Health Impacts in Construction & Engineering
The statistics highlighting the mental health crisis in the construction field, particularly in Australia, are both alarming and thought-provoking. The fact that trade workers are more than twice as likely to commit suicide compared to other individuals in other professions is a stark reminder of the intense pressures and unique challenges faced by those in this industry.
Even more concerning is the fact that these professionals are six times more likely to die by suicide than through workplace accidents. These figures are not just numbers; they represent real individuals, each an integral thread in the fabric of their work environment, and their loss sends ripples of grief, stress, and concern through the workplace and industry at large.
This crisis affects employees and the workplace in several profound ways:
Emotional Toll and Workplace Morale
Each instance of suicide has a profound impact on co-workers, who may experience feelings of grief, guilt, or even PTSD, especially if they have witnessed their colleague’s struggle or the aftermath of a suicide. It creates an environment of emotional distress, which can significantly dampen morale, affect teamwork, and reduce overall productivity.
Stigma and Communication Barriers
The construction sectors often have a culture of stoicism where workers are expected to be tough, both physically and emotionally. This can foster a work environment where individuals are reluctant to talk about their mental health issues, creating a barrier to early identification and support for those struggling. When a suicide occurs, it highlights these communication barriers, potentially making others even more hesitant to seek help for fear of stigma.
Safety Concerns
Mental health struggles can lead to decreased concentration, increased fatigue, and impaired judgement, which are particularly hazardous in a high-stakes environment filled with heavy machinery and complex tasks. Thus, mental health issues not only increase the risk for the individual but can also pose a broader safety risk within the work site.
Causes of Poor Mental Health
Addressing these challenges requires a multifaceted approach. Employers and supervisors in the construction and engineering sectors need to proactively break down the stigma associated with mental health discussions. This could include training for leadership and workers on recognising signs of distress, providing resources for mental health support, and creating a workplace culture that encourages openness and vulnerability. It could also include looking out for early signs and addressing them with your employees by reaching out to them. Here’s what you can look out for.
Here’s a deeper look into each factor and how it contributes to the overall mental health landscape within these fields:
Long Hours
Employees in construction and engineering often face gruelling schedules, sometimes necessitating night shifts and extended work periods with little time off. This work rhythm disrupts the work-life balance, strains relationships and social lives, and can lead to burnout and exhaustion. Over time, chronic stress and fatigue without adequate recovery can manifest in mental health problems like depression and anxiety.
High Stress & Job Insecurity
These industries are project-centric, often with tight deadlines and high expectations for performance. Workers may experience high levels of stress due to pressure to meet deadlines, maintain safety, and ensure quality, all while navigating weather uncertainties and supply chain inconsistencies. Moreover, the temporary nature of many construction jobs can lead to job insecurity, creating constant anxiety regarding future employment and financial stability.
Stigma in Traditionally Male-Dominated Fields
The construction and engineering sectors, often characterised by a “tough guy” culture, can make it particularly difficult for employees to express vulnerability or seek help for mental health issues. This stigma can lead to feelings of isolation and the harmful notion that seeking help is a sign of weakness. Consequently, many individuals may choose to suffer in silence rather than risk being perceived as unfit for the job.
Poor Workplace Support & Education
A lack of resources or initiatives dedicated to mental health can leave employees feeling unsupported. This is compounded if supervisors and managers are untrained in recognising the signs of mental health struggles, preventing early intervention. Moreover, insufficient education about mental health within the company can perpetuate stigma and misinformation, further alienating those in need.
Lack of Flexibility
Rigid schedules, far-away projects, and the expectation of always being “on” can contribute to a feeling of having little control over one’s own life. This lack of flexibility does not accommodate personal or family needs, contributing to stress and strain on employees’ mental well-being. Especially for those dealing with personal crises or responsibilities, the inability to manage their time can exacerbate their psychological distress.
Strategies to Promote Better Mental Health
Employees’ mental health is not just a personal matter; it affects productivity, safety, and the overall workplace environment. Below are actionable strategies that employers can implement to foster a mentally healthy work culture.
Education & Mental Health Policies
Awareness is the first step towards change. Companies should develop clear policies outlining their commitment to mental health, including procedures for seeking help and resources for support. These policies should be communicated clearly and often. Additionally, educational sessions and materials can help employees understand mental health, reducing stigma and promoting early intervention.
Start a Conversation
Creating an environment where mental health topics are openly discussed is vital. Employers and supervisors should check in with employees regularly, offering opportunities for them to express concerns or discuss issues. These conversations should be normalised and integrated into the work culture, showing that employee well-being is valued at all levels of the organisation.
Listen with an Open Mind
When an employee chooses to talk about their mental health struggles, it’s essential to listen without judgement. Active and empathetic listening can help individuals feel understood and supported. It’s not about providing immediate solutions or advice but showing compassion and willingness to find help or make necessary accommodations.
Offer Staff Training and Resources
Training for staff can equip them with the skills to recognise signs of mental distress and the knowledge of how to respond appropriately. Investing in mental health professionals, workshops, and accessible resources, such as counselling services or mental health days, underscores the company’s commitment to its employees’ well-being.
Return to Work Plans
For employees returning after a mental health-related absence, a structured plan helps ease the transition. This should be a collaborative process involving the employee, their healthcare provider, and human resources to ensure the individual’s needs are met and adjustments are made to reduce the likelihood of future stress or relapse.
Support Available
It’s crucial to remember that while these strategies can significantly impact, professional help is often necessary for those struggling with mental health issues. Below are resources available for those seeking assistance:
Lifeline
A crisis support service offering short-term support at any time for people who are having difficulty coping or staying safe.
Contact Lifeline at 13 11 14 for confidential telephone crisis support.
Beyond Blue
Provides information and support to help everyone in Australia achieve their best possible mental health, whatever their age and wherever they live.
Contact Beyond Blue at 1300 22 4636 for immediate mental health support.
Headspace
Offers tailored and holistic mental health support to 12 – 25-year-olds. With a focus on early intervention, they work with young people to provide support at a crucial time in their lives.
Contact Headspace to learn more about their services.
Always remember seeking help is a sign of strength, not weakness. If you or someone you know in the trade or any industry is struggling, these organisations can provide immediate support and guidance.
