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Addressing suicide stigma at work

During a recent online discussion, NSPA members came together to explore how supportive workplaces can address suicide stigma at work. This blog post summarises the key themes and strategies that emerged from that conversation. While not intended as a comprehensive overview of the issue, it serves as a reflection of the key insights shared during the discussion.

Organisational buy-in and support at all levels

One of the primary points raised by members was that without genuine buy-in from senior leaders, it can be challenging to cultivate an environment where employees feel safe discussing their wellbeing.

A suggested way to address this is by integrating mental health discussions into routine processes, such as team meetings, so these conversations can become a normal part of workplace culture.

Leaders also play a vital role by sharing how they are feeling. This not only normalises such discussions but helps set a supportive tone across the entire organisation.

Embedding suicide prevention in workplace training

Many members advocated for incorporating suicide prevention training into the core of workplace training programmes. Resources like the free training from Zero Suicide Alliance have been particularly effective in helping employees spot early signs of distress in colleagues and take appropriate action.

Embedding this type of training into induction programmes ensures that, from day one, employees understand the importance of mental health and suicide prevention as part of the organisational culture.

Members highlighted that it is important to recognise not everyone is comfortable with such training. Given its emotional intensity, organisations could provide flexibility, allowing employees to engage at their own pace and offering additional support when needed.

Involving people with lived experience

Beyond formal training, members discussed the effectiveness of action groups in maintaining a focus on suicide prevention. These groups provide a platform for employees to share concerns and experiences, helping to keep mental health consistently on the agenda in a meaningful way.

Hearing from people with lived experience of suicide can be a powerful tool for breaking down stigma. Organisations can take a proactive step by involving people with lived experience in awareness initiatives or action groups. This ensures that real-life challenges are understood across all levels, reinforcing the importance of supporting mental health.

Policy and legal considerations

Members noted that employers have a “duty of care” to support their employees’ health, safety and wellbeing, which includes mental health in the workplace but observed that this isn’t always done as well as it could be. Strengthening regulatory oversight could ensure that organisations become more proactive in managing stress and mental health.

Members also highlighted a gap in UK legislation regarding the reporting of workplace suicides under RIDDOR (Reporting of Injuries, Diseases, and Dangerous Occurrences Regulations). It was suggested that addressing this gap could encourage more organisations to adopt comprehensive measures in suicide prevention.

Tailoring approaches to different workplaces

Not all workplaces are the same, and neither are their mental health needs. Members emphasised the importance of tailoring suicide prevention strategies to different sectors and workforce demographics. For example, healthcare and public service sectors may already have systems in place to address these issues, while other industries might require different approaches.

Certain employee groups, such as those facing financial difficulties or isolation, may be at a higher risk of experiencing poor mental health. Members suggested that targeted initiatives, like financial support or peer support groups, can effectively address these specific needs.

Informal and in-person connections matter

While formal structures like training and policies are essential, members highlighted the importance of informal, in-person conversations. Employees are often more comfortable discussing their struggles in casual settings, such as during coffee breaks or team check-ins. These interactions can help uncover deeper issues that may not surface through formal channels.

For remote or hybrid workers, creating opportunities for informal connections is especially important, as loneliness can significantly impact wellbeing

Language matters

The language we use when discussing suicide is crucial in reducing stigma. Members agreed that terms like “commit suicide” carry negative connotations, while more compassionate language, such as “died by suicide,” fosters an environment of understanding and empathy.

Organisations should be mindful of the language they use, both in formal communications and everyday conversations, as part of a broader cultural shift toward openness and support.

Resources

Several resources were shared by members as part of our discussion:

> Reducing the risk of suicide: A toolkit for employers (Samaritans)

> Language guide for talking about suicide (Shining a Light on Suicide)

> How to have a conversation about mental health (Charlie Waller Trust)

> How to spot the signs and symptoms of mental health difficulties (Charlie Waller Trust)

> Suicide postvention in the workplace (SOM)


Does this resonate with your experiences of addressing suicide stigma at work? What strategies have worked well in your experience? Are you facing any challenges? Get in touch with us to share your thoughts.