Abstract
Arguably, the workplace is our most crosscutting system for suicide prevention and suicide crisis response. On a daily basis, there are more people impacted by suicide and suicidal intensity showing up to work than there are people intersecting with our healthcare, education, or religious systems. Thus, we have opportunities for prevention and postvention in our workplaces, yet historically, the workplace has not been leveraged in this way. This chapter summarizes historical theories, case studies, and industry-specific research related to workplace suicide risk and prevention. The chapter concludes by offering a comprehensive strategy based on the U.S. National Guidelines for Workplace Suicide Prevention. This public health approach acknowledges that there are upstream, midstream, and downstream tactics needed to mitigate workplace psychosocial hazards, increase access to mental health supports (including peer support), and respond with dignity and collaboration during employees’ psychological emergencies.
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Note: This chapter is dedicated to Dr. Allison Milner, an international expert and leading scholar focused on researching workplace suicide and suicide prevention. Dr. Milner died tragically on August 12, 2019, as we were putting the final touches launching the National Guidelines for Workplace Suicide Prevention (USA). Dr. Milner was an inspiration and mentor to many of us who work in suicide prevention in the workplace, and her contributions to the field are unparalleled.
Appendix
Appendix
Inputs | Potential Outputs | Potential Process Data | Short-Term Change (6 months–1 year) | Long-Term Change (1 year + with refreshers in training and communication) |
|---|---|---|---|---|
Investment of time Investment of money Comprehensive strategy | Needs and Strengths Assessment Strategy linked to mission/vision Policy reviewed On-going Communication plan Support resources list vetted and promoted Support Network Stratified training program Screening program Suicide Crisis Management Plan (safety agreements) | Numbers of people trained/reached Number using counseling and health services (for MH) Number involved in Support Network Demographics of participants Immediate Outcomes Program satisfaction Awareness of and confidence in resources Self-Efficacy/Competence Ability to identify people with emerging concerns How to approach someone who might be suicidal How to negotiate reducing access to lethal means Identification in gaps in supports | Program content spread (how many people told) Change in Attitudes Confidence Stigma (self and public) about suicide, mental health of help-seeking Hope Cultural perception of suffering vs. care and resilience Change in Knowledge Resources How to access support Warning signs and risk factors Making home safer from suicide Change in Behaviors Peer care gatekeeper skills improved Increased help-giving and help-seeking Other Resources improved and more accessible | Elimination of barriers to support Increase in help-giving Increase in help-seeking Decrease in despair Decreased isolation Increased coping Increased successful reintegration after suicide crisis Decreased plans for suicide Decreased Suicide attempts & near misses Decreased Suicide death |
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Spencer-Thomas, S. (2022). The Workplace: Our Most Crosscutting and Under-Leveraged System in Suicide Prevention and Suicide Crisis Response. In: Pompili, M. (eds) Suicide Risk Assessment and Prevention. Springer, Cham. https://doi.org/10.1007/978-3-030-42003-1_27
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DOI: https://doi.org/10.1007/978-3-030-42003-1_27
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