Why Suicide is an HR Issue

With 115 people dying by suicide in the UK every week most people will have a story about suicide but it is still something that people can be reticent about talking about. World Suicide Prevention Day takes place on 10th September and the founder of Cream HR is encouraging those in HR to open the gateway in their company for more open and honest conversations.

The triennial theme for World Suicide Prevention Day for 2024-2026 is "Changing the Narrative on Suicide" with the call to action "Start the Conversation". This theme aims to raise awareness about the importance of reducing stigma and encouraging open conversations to prevent suicides. Anthony agrees that these conversations shouldn’t just be amongst individuals but should also be happening in the workplace.

Anthony said: “Suicide has always existed and it has always been a somewhat taboo topic of conversation. While those of us working in HR won’t be able to eradicate suicide what we can do is help to change the narrative around it and create work environments where people feel able to talk about mental health without fear of reprisals or judgement. As in many areas, the key is to actually do something, rather than just talk about it.”

The Director of Cream HR has several suggestions for how HR can make a difference when it comes to mental health.

Normalise Mental Health Conversations

• In a work environment, HR should be setting the example of normalising having conversations about mental health. Make mental health normal a topic to discuss as being off sick with a physical illness. Mental health often carries a stigma and discussing mental health helps break this stigma
• Get Your messaging right

Communicate to your teams ways they can get mental health support. Share details of helplines, training, and benefits you offer around mental health e.g. counselling, leave etc and where to go if they have a mental health crisis. Communicate these things in your newsletters, meetings or emails.

• Train Your Team

Ensure you’re offering training and development opportunities focusing on mental health and suicide prevention. 

• Manage the risk

Try to reduce stress that may be caused by work and be aware that people may have stress outside of work. Some things that could be introduced to a company to help with work and outside stress could be:

• Flexibility regarding working hours
• Allowing time for counselling or medical appointments
• Identify other sources of potential help
• Tackle potential mental health triggers such as bullying, harassment and discrimination. Consider the impact of change, redundancies and job security.
• Consider things happening at work that are likely to be additionally stressful for workers, for example:
• change, no matter how small
• reorganisation, especially if this may lead to job losses
• disciplinary action
• If you manage someone with known pre-existing issues, for example, a mental health condition, ask how you can best support them. Ask how you can help if they start to exhibit symptoms, for example, give them time, put them in a separate room or call a named person.
• Restrict or control access to items which can be used by someone with suicidal thoughts, for example, drugs or anaesthetics, pesticides and weapons.
• Be aware of the signs 

Be alert to the signs that somebody might be struggling with their mental health or considering taking their own life. These can include:

• Mood swings
• Somebody who is normally sociable removing themself from social situations.
• A change in their energy levels e.g becoming low in energy and fatigued for no obvious reason 
• Not paying as much attention to personal care
• Increased alcohol or drug abuse 
• Being more angry or irritable than usual 
• Talking about suicide or wanting to die in a vague or joking way 
• Giving away their possessions
• What to do if somebody does take their own life

If somebody in your business does take their own life it will impact everybody. Support your staff, allowing them to seek help through counselling or occupational health. Check that other people are not feeling the same or under pressure.

Anthony continues “. It’s also important to remember that every single person has mental health, sometimes it’s good and sometimes it isn’t which is why the workplace must be a place where all staff feel that they can speak openly and are treated with understanding and empathy.” 

Cream HR delivers world-class solutions to challenges faced by people in the workplace. To find out more visit www.creamhr.com

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Editors notes

Cream HR deliver world-class solutions to your people challenges, adding value and helping you to focus on your business. People are the most important investment in any business. It doesn't matter what you do. Even in a world where Artificial Intelligence is taking centre stage, it’s the people bit that matters most. Cream HR is all about adding value to your business through your people, whether by - • Helping you manage employee challenges through the effective application and interpretation of Employment Law, to minimise the risk to your business. • Developing structures, processes, and environments to get the best out of your people, creating fully engaged high performance teams. • Delivering bespoke training workshops and follow up, resulting in engaged, energised delegates. • Recruiting the right people for your organisation through the application of the law of crappy people and many years’ experience