Awareness Training on Mental Health in Construction Industry
"This awareness training, prepared by Wayne State University and sponsored by MIOSHA, focuses on mental health and wellbeing in the construction industry. It covers topics like mental disorders, impacts of poor mental health, signs and symptoms of mental health issues, and strategies for prevention and resilience. The training aims to enhance understanding and support for mental health in the workplace to create a safer and healthier environment."
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AWARENESS TRAINING ON MENTAL HEALTH AND WELLBEING FOR THE CONSTRUCTION INDUSTRY SPONSORED by MIOSHA GRANT NO. 23-20 PREPARED and PRESENTED by WAYNE STATE UNIVERSITY
ACKNOWLEDGEMENT This material was prepared under a Consultation Education and Training (CET) Grant awarded to Wayne State University by the Michigan Occupational Safety & Health Administration (MIOSHA), which is a part of the State of Michigan Department of Labor & Economic Opportunity (LEO). Points of view or opinions stated in this document do not necessarily reflect the views or policies of MIOSHA or LEO. The materials presented herein are for information and awareness purposes. In no instances and under no conditions should they be used as a reference for compliance with any existing Occupational Safety and Health Standards.
CONTENTS INTRODUCTION - DEFINITIONS MENTAL DISORDERS IMPACTS OF POOR MENTAL HEALTH SIGNS AND SYMPTOMS MENTAL HEALTH CRISIS / IN CONSTRUCTION MENTAL VS. PHYSICAL HEALTH SOURCES OF MENTAL HEALTH CHALLENGES MENTAL HEALTH AND WORKLPLACE SAFETY
CONTENTS (Contd) IMPROVING WORKPLACE MENTAL HEALTH SUICIDE PREVENTION / STRATEGIES CULTURE OF CARING AND PREVENTION EMPLOYER S ROLE IN PREVENTION IMPORTANCE OF EMPLOYEE ENGAGEMENT MENTAL HEALTH RESILIENCE RECOVERY FRIENDLY WORPLACES MENTAL HEALTH AWARENESS MENTAL HEALTH RESOURCES SUMMARY
INTRODUCTION MENTAL HEALTH - A state of mental wellbeing so that individuals realize their abilities, learn and work well, and contribute to their community combines emotional, psychological, and social wellbeing; affects how one thinks, feels, acts, handles stress MENTAL ILLNESS - A behavioral or mental condition that causes significant distress or impairment of personal functioning (AKA mental disorder) Mental health and mental illness are not the same thing!!! RESILIENCE - Capacity to withstand or to recover quickly from difficulties (adversity) in a sustainable fashion
MENTAL DISORDERS Anxiety disorders - Feeling nervous, restless or tense; imagining impending danger, panic attack - increased heart rate, breathing rapidly (hyperventilation), sweating, trembling; feeling weak or tired; having trouble concentrating Mood disorders Mild depression (loss of interest in activities or relationships; feelings of sadness and hopelessness; fatigue and loss of energy, difficulty sleeping) Major depression (clinical depression) persistent!! Trauma and stressor related disorders Post-traumatic stress disorder (PTSD), acute stress disorder (ASD) - Psychological reactions after a traumatic or stressful event, e.g. childhood neglect, physical/sexual abuse, combat, accident or torture, natural disaster
MENTAL DISORDERS (2) Sleep-wake disorders Problems with quality, timing, and amount of sleep They often occur along with medical or other mental health conditions, such as depression, anxiety, or cognitive disorders (e.g. dementia). Hypersomnia - daytime sleepiness (may be related to sleep apnea). Circadian rhythm disorders - problems with sleep-wake cycle (different than insomnia)
MENTAL DISORDERS (3) Substance-related and addictive disorders - Substance use disorder (SUD) --- use of alcohol or drugs leading to health issues; Can produce mild to severe addiction and develop tolerance (i.e. needing increased amount to get the same effect) SUD also involves continuing to use the substance despite awareness of it causing health problems (dependence) Substances include alcohol, cocaine, cannabis, opioids, sedatives, and stimulants (e.g. methamphetamine)
IMPACTS OF POOR MENTAL HEALTH Mental illness disrupts a person s thinking, feeling, mood, ability to relate to others, and daily functioning All ages are susceptible Mental illness does not result from personal weakness, lack of character, or poor upbringing !!! Mental illness cannot be overcome through will power, and are not related to character or intelligence Nevertheless, they are treatable
MORE IMPACTS OF POOR MENTAL HEALTH Mental illness, if untreated, it can lead to disability, unemployment, substance abuse, homelessness, crime/imprisonment, suicide, and poor quality of life Treatments for serious mental illnesses (psychological and pharmacological) have been highly effective to date Between 70 and 90 percent of individuals have shown significant improvements Early identification and access to treatment and recovery supports are essential The economic cost of untreated mental illness is more than 100 billion dollars each year in the US
SIGNS AND SYMPTOMS OF MENTAL ILLNESSES Mental health problems are not uncommon. Yet, mental health concern becomes a mental illness when signs and symptoms cause frequent stress and affect individual s ability to function Examples of signs and symptoms include (Mayo Clinic) Feeling sad or down Confused thinking or reduced ability to concentrate Extreme mood changes of highs and lows Withdrawal from friends and activities Significant tiredness, low energy or problems sleeping Detachment from reality (delusions), paranoia or hallucinations Using drugs or alcohol, especially on the job. Ignoring company policies and procedures Excessive anger, hostility or violence Suicidal thinking
MENTAL HEALTH CRISIS Protecting and supporting the mental health and wellbeing of employees has emerged as a high priority for business and industry, shown by Numerous publications on the subject, including Internet Pertinent statistical information describing of the scope of the problem Company policies and programs to slow down/eliminate Many education, training, awareness initiatives by both private and public sector to improve upon the impending challenges According to a recent national survey (by Lyra Health): Employees mental health is at an all-time low Nearly a third of workers think mental health declined over the past year Over 80% of workers experienced at least one mental health challenge over the past year, such as stress and burnout, depression, anxiety, bipolar disorder, or PTSD (not limited to workers) The Pandemic seems to have worsened the problems by creating additional stresses
MENTAL HEALTH CRISIS (contd) According to a recent Mental Health America (MHA) study 21 % of American adults are experiencing a mental illness; 5.44 % had severe mental illness 15 % of had a SUD in the past year; 93.5 % did not receive any treatment 4.8 % reported having suicidal thoughts 55 % of adults with a mental illness receive no treatment 23 % of adults experienced 14 or more mentally unhealthy days each month were not able to see a doctor due to costs. 10.6% of youth cope with severe major depression Michigan ranked 25thout of 51 states in terms of the prevalence of mental illness (combined adult and youth)
MENTAL HEALTH VS. PHYSICAL HEALTH Mental and physical health are closely related Good mental health produces good physical health, and poor mental health can negatively affect physical health Being in a good mental state can reduce the risks of heart attacks and strokes Depression has been linked to diabetes, asthma, cancer, cardiovascular disease, and arthritis Around 50% to 80% of people with mental health conditions will also have sleeping problems Smoking is more common with people experiencing mental health issues, leading to higher cancer and heart disease People with mental health conditions are less likely to seek and get access to good health care Many people with serious medical conditions (cancer, heart disease) will develop depression, with low mood, sleep problems, and low interest in activities
MENTAL HEALTH IN CONSTRUCTION Poor mental health is a psychological hazard, resulting in significant suffering, loss of life, and productivity losses (to industry) (Trimble 2023) Suicide and alcohol and drug abuse are of particular concern! According to a recent survey, 14.3% of construction workers struggled with anxiety and nearly 6% struggled with depression Depression is the leading cause of absenteeism in the US Psychosocial factors, such as toxic work environment, and weak social support may contribute to mental health disorders, suicidal ideation, and substance misuse among construction workers
MENTAL HEALTH IN CONSTRUCTION (contd) According to CDC statistics, construction has the highest suicide rate of all industries, at 45.3 suicides per 100,000 workers This is about 4 times greater than the national average and 5 times greater than all other construction fatalities combined Interestingly, suicide could rightfully top the list of OSHA s Fatal Four (falls, electrocution, struck-by and caught-in-between) CDC says construction workers are disproportionately prone to misuse of alcohol and drugs - especially opioids, cocaine, and non- medical marijuana It is estimated that 3 % of construction workers are misusing prescription opioids, cocaine and non-medical marijuana (vs. 2 % of general population)
SOURCES OF MENTAL HEALTH CHALLENGES IN CONSTRUCTION High stress (physical and mental) and deadline-driven work Long work hours, including potential for considerable overtime leading to fatigue Stigma and fear of consequences associated with mental health issues; reluctance to communicate and seek help (macho image, risk-taking to prove it) Social isolation or loneliness Separation from family when working away from home Experiencing discrimination (sex, race ) Low job security and satisfaction (inconsistent pay and benefits) Chronic pain and/or having a long-term physical health condition Unrealistic goals and expectations (by management) about project schedule, cost
TOXIC WORKPLACE CULTURE Characteristics of a toxic workplace culture Non-inclusive discriminatory, unfair No room for mistakes threatening, causes fear of punishment Role confusion unclear roles, expectations, responsibilities Disrespectful lacking in consideration, courtesy, dignity, double standard Unethical- regulatory violations (safety standards), lacking trust Cutthroat backstabbing, ruthless competition Abusive bullying, harassment, hostility (by management, co-workers) Unsupportive (management, co-workers) blocking growth Low morale and negativity impedes productivity High stress - burnout, turnover Poor leadership unscrupulous boss
HOW MENTAL HEALTH AFFECTS WORKPLACE SAFETY Employees experiencing mental health issues may become agitated, aggressive, or paranoid, which can lead to unsafe behavior No specific OSHA (or MIOSHA) standards exist for workplace violence, except for the General Duty Clause which requires employers to provide a safe and healthful workplace "free from recognized hazards likely to cause death or serious physical harm to workers If the violence act in question is a recognized hazard, it may be grounds for a citation by OSHA/MIOSHA OSHA has keen interest on mental health as an occupational hazard!!! Employee protections do exist against discrimination and on benefits The federal laws prohibits discrimination based on a mental health diagnosis; The Americans With Disabilities Act (ADA) makes it illegal to terminate someone's employment for having a mental or other form of disability. Workers can pursue legal action against the terminating company Any mental illness (e.g. anxiety, depression, bipolar disorder) that prevents a worker from working can qualify for disability benefits.
WORKPLACE SATISFACTION SURVEY American Psychological Association s 2023 Work in America Survey confirmed that psychological wellbeing is a very high priority for workers 92% of workers feel it is important to work for an organization that values their emotional and psychological wellbeing and provides support for mental health 95% feel it is important to feel respected at work 95% would like to work for an organization that respects boundaries between work and non-work time Although there have been positive developments, there is need for improvements 55% of workers feel their employer thinks their workplace environment is a lot mentally healthier than actually is 43% fear that if they told their employer about a mental health condition, it would have a negative impact on their work Workplace stress remains at a high level, according to 77% of workers responding 57% indicated suffering negative impacts because of work-related stress due to burnout (e.g. emotional exhaustion, loss of motivation, low productivity, feelings of being ineffective) Further, Only 35% think their employer encourages breaks Only 40% report their employer offers time offs Only 29% feel managers encourage employees to take care of their mental health
IMPROVING WORKPLACE MENTAL HEALTH Improvements in workplace mental health are driven by 4 integrated components Managers - Senior employees and managers identify negative factors on employees mental health and make adjustments to their workload Managers may be able to sense early signs of stress Managers should be well trained Management training will provide them with skills and knowledge to handle volatile situations with the right attitude / communication style The work environment - The right environment and supportive relationships must be fostered within the organization to promote mental wellbeing and reduce stress Examples Policies encouraging work-life balance, flexible work hours; a mentoring scheme/buddy system; good two-way communications (team emphasis)
IMPROVING WORKPLACE MENTAL HEALTH (contd) Addressing the stigma - The stigma and taboo around mental illness in the workplace still persists Stigma prevents employees from opening up about their mental health Employees need assurance that if they open up, they will get support and not judgement; their jobs and careers will not be affected Employees must feel comfortable coming to the manager for having stress or anxiety, just as back pain or migraine Employee assistance programs (EAP) - A phone or online free and confidential counselling and information service designed to help employees facing a work- related or personal problem Provides here-and-now support; short-term counselling; onward referrals toother mental health professionals, follow up services and resources, as needed A valuable resource for managers or co-workers l for advice on a mental health issue or how to get the conversation started Some EAP s help organizations with handling workplace trauma, violence, emergency response
SUICIDE PREVENTION - CPWR HAZARD ALERT Construction workers, particularly males, are at a higher risk for suicide than the average American worker, at every level - laborers, skilled trades, and managers Steps that workers and employers can take to combat suicide Recognize warning signs Talking about wanting to die, guilt or shame, being a burden to others Feeling empty, hopeless, having no reason to live; anxious, agitated or angry, in emotional or physical pain Planning or researching ways to die; buying a gun Increased conflicts with co-workers Taking dangerous risks like increased alcohol or drug use, or driving recklessly Withdrawing from friends, family, or activities, saying goodbye, giving away possessions Extreme mood swings Changes in personality or neglecting personal appearance Eating or sleeping less Increased tardiness and absenteeism
SUICIDE PREVENTION - CPWR HAZARD ALERT (cont d) Help Prevent suicide Reach out to workers at risk Start conversation on observed warning signs; ask questions to detect possible intent If suspected, do not leave the person alone, call for help, reassure help is available If someone is in immediate danger, call 911; take them to a nearby emergency room; call the National Suicide Prevention Lifeline at 988 or 1-800-273-8255; or use the Crisis Text Line text HOME to 741741 to connect with a crisis counselor. Encourage the person to see a mental health professional; stay in touch after crisis to see how they are doing
SUICIDE PREVENTION STRATEGIES - CDC Suicide is preventable! CDC strategies for action focus on Preventing the risk of suicide before it occurs Reducing harms of suicidal behavior Specific actions recommended by CDC Strengthen economic supports Improve household financial security Create protective environments - Reduce access to lethal means, e.g. substance abuse Create healthy organizational policies and culture Promote healthy connections - Engage peers and community members in shared activities Teach coping and problem-solving skills Social/ emotional learning programs, parenting skills to improve family relationships Improve access and delivery of suicide care - Health insurance covering mental health, increase provider availability Identify and support people at risk, respond to crises, plan for safety and follow-up after attempted suicide, provide therapeutic approaches; intervene after a suicide (postvention)
RESPONDING TO SUICIDE - POSTVENTION A death by suicide can increase the risk of suicidal thoughts and actions among others close to the deceased, or who know him/her, or who are just aware of the suicide Practices involving how to respond to a suicide are collectively termed postvention this may help reduce the suicide risk (for others) Goals for postvention can be considered on two levels For organizations, postvention helps restore a sense of equilibrium and functioning. For individuals, postvention helps to promote healthy grieving identify those who might need support, and refer them to care provide comfort to those who are distressed reduce risk of suicide imitation or contagion provide appropriate and accurate information about the suicide Credit Riverside Trauma Center
ROLE OF EMPLOYERS IN PREVENTING SUICIDES - OSHA Set the Tone lead and foster a supportive environment Speak out about workplace stress and mental health challenges, and make commitment to prioritizing employee mental health and wellbeing Ask about workplace stressors and discuss their possible effects; implement changes when feasible, based on feedback. Institute an open door policy that encourages employees to share concerns and ideas with management, without fear of retaliation Encourage employees to connect and support one another by providing opportunities for interactions Implement Policies and Programs Evaluate work environment to determine stress factors Share educational resources Encourage employees to use EAP s (if available). Help employees understand their health benefit plans, including coverage for mental health
ROLE OF EMPLOYERS IN PREVENTING SUICIDES OSHA (cont d) Comply with Policies and Programs Equip Frontline Supervisors with appropriate skills Listening and validating employees feelings, concerns, and experiences Being flexible and making adjustments for employees who are facing stressors at home and work, or who have been affected by suicide loss Holding supervisors accountable, and coaching workers struggling with compliance to policies Pay attention to warning signs that may signal someone is at risk for suicide Reach out an employee or coworker at risk; talk with him/her privately, and with full attention Take action in a crisis Stay with the employee and seek immediate help Share resources with employees Be ready to help coworkers cope with a suicide loss
HOW EMPLOYEE ENGAGEMENT AFFECTS WORKPLACE MENTAL HEALTH A recent survey showed a strong correlation between worsening mental health and decreased employee engagement Employees who feel well, physically and emotionally, are better able to engage at work, are more likely to participate in wellness programs 3 levels of engagement - 1. Engaged Employees are enthusiastic about their work and emotionally invested in helping the company meet its goals, tackling difficult projects and contributing new ideas (e.g. volunteering, experiencing growth) Not engaged Employees who do their job, but lack passion, energy, or emotional attachment to their work (e.g. flying under the radar) Actively disengaged Employees feel unhappy or resentful about work, and undermine their coworkers (negativism, blaming others, looking for other jobs) Disengaged employees cost American companies as much as $550 billion a year
CULTURE OF CARING AND PREVENTION - AGC (New Mexico) Construction professionals and risk managers must work together to build a culture of caring and prevention Culture of caring in the workplace - makes and retains happy employees and customers (emphatic, inclusive, compassionate; effective communications , transparent, meaningful work, moderate workload ) Culture of prevention - requires a proactive approach to safety, where employees are encouraged to identify potential hazards and take steps to prevent accidents or injuries before they occur
MENTAL HEALTH RESILIENCE In short, mental health resilience involves successful adaptation to adversity. (Zautra et.al., Health Psychology Review) The processes leading to this outcome mostly depend on the person and circumstances (environment), effected by two factors Recovery - how well people bounce back and recover from challenge People who are resilient display a greater capacity to quickly regain equilibrium psychologically, psychologically and in social relations following stressful events Sustainability - capacity to continue forward in the face of adversity; or, how well people sustain their health and psychological wellbeing in a dynamic and challenging environment Resilience can be taught and learned it is not what happens to you; it is how you respond to it (mental discipline ) Mental health is not fixed; itcan change in both directions
RESILIENT WORKPLACES A resilient workplace is one that helps employees tackle stress, control negative emotions, manage workplace conflicts, and address difficulties/challenges on the job ability to bounce back At the organizational level, resilience includes individuals resilience traits, as well as the processes and culture the individuals work with/in Focus is on employees needs, wellbeing, engagement and happiness Resilience in the workplace improves organizational and employee performance Leaders (at all levels) also need to develop resilience, because they may face their own personal challenges, stress, and trauma throughout their careers
RECOVERY-FRIENDLY WORKPLACES Objectives of a recovery-friendly workplace program (RFW) are to prevent substance use disorder (SUD) and support recovery in employment (entry/reentry into workforce) The Recovery Friendly Workplace Initiative, adopted by 35 states, gives business owners the resources and support they need to foster supportive environment for employees for successful recovery Progress is slow because of limited resources A Recovery Ready Workplace Acknowledges the needs of employees impacted by substance misuse, and preparation for recovery Provides support and guidance to employers and employees to increase safety and wellness through best practices, policies, and connections to resources Educates by providing learning opportunities and tools to increase the understanding of substance misuse and the disease of addiction Michigan is one of the 35 states (mentioned). There are an estimated 629,000 individuals in Michigan in recovery
MENTAL HEALTH AWARENESS CAMPAIGNS Since 1949 Mental Health Awareness Month is observed in the U.S. in May to help raise public awareness and understanding of mental health, as well as prevention of problems National Alliance of Mental Illness (NAMI) Mental Illness Awareness Week is organized each year in October Substance Abuse and Mental Health Services Administration (SAMHSA) World Mental Health Day World Federation for Mental Health (WFMH) and the World Health Organization (WHO) - National Suicide Prevention Week occurs in September Multiple organization are involved. Follow on social media or subscribe to the email list of a mental health organization like Mental Health Association (MHA) to access free resources Campaigns include actively promoting mental health awareness by encouraging people to wear ribbons or green cloths, holding fundraisers and hosting guest speakers, workshops
MENTAL HEALTH AWARENESS CAMPAIGNS (contd) Stand-down events typically held during the Health Awareness Month each May nationwide An opportunity for employers to have conversations about mental health, such as suicide prevention, substance misuse, alcohol and opioid addictions, etc. Discuss safety policies, goals, and resources Stand-down toolkits can be used in the program Participation is not limited to construction industry Partners (associations, unions, companies, training centers) can help by organizing/hosting public stand-down events, sending information by email or newsletters, providing relevant resources, and sharing success stories (in media). Participants stop all work for a safety meeting focused on importance of workers caring fort heir mental health and supporting their co-workers wellbeing
TREATMENT OF MENTAL CONDITIONS Mental conditions can be treated by psychotherapy and/or pharmacological approaches (often in combination) Psychotherapy is a group of therapies designed to help individuals change their thinking patterns and improve their coping skills A psychotherapist uses talk therapy to treat people; psychiatrists, psychologists, counselors, or social workers can provide such service Psychiatrists are MD s; counseling is a short-term treatment that targets a specific symptom or situation; psychotherapists provide longer-term treatment focusing on more fundamental and inherent difficulties. Social workers help individuals, groups, and families prevent and cope with problems in their everyday lives Certification is available for all mental health professionals Cognitive behavioral therapy (CBT) focuses on identifying negative thoughts and replacing them with healthier ones Pharmacological therapy, refers to the treatment of disease through the application of medications (drugs).
MENTAL HEALTH RESOURCES There is an abundance of resources (many on-line) pertaining to mental health, mental disorders, including those potentially leading to suicide. Contents cover causes, symptoms, resilience strategies, treatment, as well as roles and responsibilities of key stakeholders Resources can be in the form of training courses, reports, manuals, brochures, publications, articles presentations, videos, posters, and so on; there is also emergency help through prevention/crisis lifelines The following are the main organizations that develop and disseminate pertinent resources (not an exhaustive list) World Health Organization (WHO) National Institutes of Health (NIH) Center for Disease Control and Prevention (CDC) National Institute for Occupational Safety and Health (NIOSH) Construction Safety Research Alliance (CSRA-CII) Occupational Health and Safety Administration (OSHA) Associated General Contractors (AGC) Center for Construction Education and Research (CPWR) National Action Alliance for Suicide Prevention National Alliance of Mental Illness (NAMI) National Foundation for Suicide Prevention (NFSP) Mental Health Alliance (MHA) Companies, Insurers, Unions, State Health Departments, etc.
RESEARCH AND FUTURE PERSPECTIVES According to a recent research report published by CII CSRA, mental health illnesses, disorders, and conditions are complex and affect people differently Most professionals in construction industry are not qualified to diagnose or treat mental health issues ; despite years of professional training, even mental health professionals can disagree on diagnoses Mental health is a growing scientific field with still many questions lacking scientifically defendable answers; so, in our rush to act we are vulnerable to choosing (risky) unverified interventions Best role of a construction professional is to de-stigmatize mental health, and connect the workers needing support with qualified medical professionals We should not be in the business of treating the mental health of employees. Instead, we should be in the business of eliminating work-related stressors that cause or exacerbate existing mental health issues...
RESEARCH AND FUTURE PERSPECTIVES (contd) Top three stressors are financial stress, job demand and factors outside work (family, current events ) Desired positive wellness outcomes are job satisfaction, financial security, and sense of belonging Creating a culture of support requires long-term commitment and plans for communication and feedback that build the infrastructure needed to support the workforce and sustain improvements
SUMMARY Mental illnesses, such as anxiety, depression, and post-traumatic stress disorder (PTSD) disrupt a person s thinking, feeling, mood, ability to relate to others, and daily functioning If untreated, mental illness can result in disability, substance misuse, homelessness, crime / incarceration, unemployment, and overall poor quality of life Suicide has emerged as the most tragic consequence, with construction having the highest suicide rate of all industries Recovery-friendly workplace programs (RFW) aim to prevent substance use disorder (SUD) and support recovery in employment (entry/reentry into workforce); 35 states are involved, including Michigan In Michigan, the US and abroad, poor mental health conditions workplaces are being recognized as a psychological hazard, and being considered among occupational safety and health concerns (in addition to OSHA Focus 4) Besides the humanitarian impact, mental health also results in economic losses due to lowered productivity; the cost of untreated mental illness is more than 100 billion dollars each year in the US Note that treatment is available and effective
SUMMARY (contd) At the industry level, dealing with the toxic workplace culture and stress is an essential element of combatting the challenge; starting the conversation is a potentially helpful first step after observing warning signs Supervisors should watch for warning signs, assign reasonable workloads, promote positive feelings in the workplace, and have an open door policy to remove the stigma preventing the workers from even wanting to talk about mental health matters At the employee level, workers should seek help when feeling stress, anxiety, depression, or having negative thoughts; worker engagement contributes to wellbeing, and makes the workplace conducive to building resilience It is important that treatment help should be provided by qualified medical professionals Training the workers and managers to increase their awareness of the issues and key strategies increasing the resilience of the workplace is key to effecting improvements Fortunately, there is an abundance of resources and services ( hotlines, manuals that can help in developing and implementing programs to prevent suicide and address other mental health matters. It behooves the employers to share the available information with all stakeholders, and use/distribute them as needed in supporting their employees
Q/A SESSION INTERACTIVE Q/A Please Post Any Questions You May Have in the Chat Box.
SUPPORTING LINKS / REFERENCES o https://www.osha.gov/workplace-stress/outreach-materials o https://www.cdc.gov/niosh/topics/healthcare/workstress.html o https://mhanational.org/sites/default/files/Work%20Health%20Survey%202019.p df o https://www.constructionsafetyweek.com/mental-health-resources/ o https://workplacementalhealth.org/employer-resources/infographics/mental- health-and-well-being-in-the-construction-i o https://askearn.org/page/create-a-mental-health-friendly- workplace?gclid=Cj0KCQiAlKmeBhCkARIsAHy7WVtiEG_d- 7DvsfJfAeYGQnUhbDkWBD2toDsPMliw_YdfPg0uVcjXZzwaAn1iEALw_wcB o https://www.dol.gov/agencies/eta/RRW-hub/Toolkit o 2022 State of Workforce Mental Health , Research Report by Lyra Health o Workplace Mental Health , Report by Michigan Department of Labor and Economic Opportunity (LEO) , undated o Mental Health: Where do we start? A Guide for the Construction Industry, Research Paper by CII CSRA, October 2023
SELECTED VIDEOS https://www.youtube.com/watch?v=SQtwuOQvS9U https://www.youtube.com/watch?v=TOhJIHLsoRk https://www.youtube.com/watch?v=Rl1WOuVoX0A https://www.youtube.com/watch?v=7236lr3r2tU https://www.youtube.com/watch?v=oqQjFYD1rX0 https://www.youtube.com/watch?v=h9DGZBK24Lg https://www.youtube.com/watch?v=empsWzqpQaE https://www.youtube.com/watch?v=qfQYqgDnf9g https://www.youtube.com/watch?v=6Ku6J3dT_Ok https://safetyalliancebc.ca/videos/mental-health-in-the-workplace-video-toolbox-talk/ https://www.youtube.com/watch?v=lmgo9crnQwE https://www.youtube.com/watch?v=MwfENDfGSKo https://www.youtube.com/watch?v=fF4hlVCbU8o https://www.youtube.com/watch?v=zrNdAT2vuaI https://www.youtube.com/watch?v=P1K-_mv9Hdg https://www.youtube.com/watch?v=RLxIWhA-MKE https://www.youtube.com/watch?v=jKoYudrsRb4 https://www.youtube.com/watch?v=6ypjUsX4mzY
Dr. Mumtaz Usmen musmen@wayne.edu Dr. Emrah Kazan aq2059@wayne.edu Dr. Tarik Najib tnajib@wayne.edu
