{"id":8970,"date":"2021-10-25T11:13:00","date_gmt":"2021-10-25T15:13:00","guid":{"rendered":"https:\/\/www.healthadvocate.com\/site\/?p=8970"},"modified":"2021-10-25T11:27:04","modified_gmt":"2021-10-25T15:27:04","slug":"embracing-the-taboo-why-its-critical-to-discuss-suicide-at-work","status":"publish","type":"post","link":"https:\/\/www.healthadvocate.com\/site\/article\/embracing-the-taboo-why-its-critical-to-discuss-suicide-at-work","title":{"rendered":"Embracing the taboo: Why it’s critical to discuss suicide at work"},"content":{"rendered":"\n

By Amanda Schiavo | Employee Benefit News<\/em><\/strong><\/p>\n\n\n\n

Marta Rivera Diaz had decided she\u2019d had enough. In 1993, the 15-year-old came home from school, went into her bedroom and swallowed more than 100 pills.<\/p>\n\n\n\n

\u201cI locked my door, sat on the bed and just waited,\u201d Rivera Diaz says. \u201cWhen you\u2019re that young, you don\u2019t get that there\u2019s no coming back from this \u2014 or if you do, you\u2019re kind of like, why would I want to come back from this<\/em>?\u201d<\/p>\n\n\n\n

Today, Rivera Diaz is 43, a successful and happy chef, author, mother and wife. She looks back on her suicide attempt with relief that it failed, and relief that she\u2019s not part of a staggering set of statistics. In the United States, suicide is the second leading cause of death for people ages 10 to 34, the fourth among people ages 35 to 44 and the fifth among ages 45 to 54, according to data from the Centers for Disease Control and Prevention.<\/p>\n\n\n\n

\u201cPeople who die by suicide, they don\u2019t really want to die, they just want to alleviate their pain,\u201d says Bert Alicea, a psychologist and executive vice president of EAP and work\/life services at Health Advocate, a healthcare and patient advocacy company. \u201cWhat really happens is, the emotional pain is so devastating to them that it overrides rational thought.\u201d<\/p>\n\n\n\n

For Rivera Diaz, her pain was the result of growing up in an unhappy home. Her parents were active-duty airmen who were both suffering from PTSD and exhibiting neglectful and abusive behavior toward each other and their children.<\/p>\n\n\n\n

\u201cWe\u2019re talking about a 15-year-old kid who was already dealing with the angsty teenage years, going through puberty, and then you add to that the fact that you\u2019re afraid to be in your own house,\u201d Rivera Diaz says.<\/p>\n\n\n\n

But the sense of helplessness she was feeling was not unique to her age or circumstances. It can be a universal experience for people who are suffering, and when she looks back, Rivera Diaz understands the role that communities \u2014 from schools and family units to workplaces and offices \u2014 can play in offering and providing help.<\/p>\n\n\n\n

\u201cWe have to be invested in a relationship with somebody in order to notice the signs,\u201d she says. \u201cWe have to be committed to being a community and a support system and be able to say to someone, \u2018Something with you seems off, and I want to talk to you about it.\u2019\u201d<\/p>\n\n\n\n

The workplace in particular can be one of the most present communities in a person\u2019s life. Society leans into a mindset that personal feelings are checked at the office door, but that can be detrimental to workers\u2019 mental health and their ability and willingness to ask for help.<\/p>\n\n\n\n

\u201cWe’re at a precipice, if we really want to drive business growth, our economy, advance our communities, and have healthy families, then we need to have really strong, resilient, healthy workplaces,\u201d says Christine Yu Moutier, chief medical officer at the American Foundation for Suicide Prevention. \u201cIn order to do that, it means focusing on the well-being of our greatest asset \u2014 which, as a business, is our employees.\u201d<\/p>\n\n\n\n

Signs that someone is suffering<\/strong>
Victoria Glass is a practicing doctor with a focus on medical research. Today, the 28-year old is building a successful career at a U.K -based research firm, but just two years ago she was enduring a tough battle with depression, one she says felt like would never end.<\/p>\n\n\n\n

\u201cAll I kept thinking about was the relief and peace that would embrace me after death,\u201d Glass says. \u201cThe thought became more appealing until I considered hurting myself. It shocked me that I wasn’t repulsed by the idea of causing myself harm.\u201d<\/p>\n\n\n\n

When Glass eventually confided in a close friend about how she was feeling, it ended up saving her life. But not all who are suffering have a reliable support system. Rivera Diaz recalls being very vocal and open with the adults in her life about why she was constantly covered in bruises \u2014 but no action was taken.<\/p>\n\n\n\n

\u201cSome adults did ask, \u2018What happened to you\u2019 or, \u2018Who\u2019d you get into a fight with?\u201d Rivera Diaz says. \u201cI would tell them: my father. Then people threw their hands up, they didn’t want to get involved in that \u2014 because that’s domestic stuff. You say to yourself, if these people know what’s going on, and they’re not helping me, I’m never going to get help. So what’s the point?\u201d<\/p>\n\n\n\n

That feeling of isolation can be overwhelming for people struggling with mental health issues and suicidal thoughts. Rivera Diaz knows that, had her sister not found her and intervened that day, her story would have had a much different ending.<\/p>\n\n\n\n

But there are behavioral signs to look out for \u2014 and for managers and colleagues who interact with team members on a daily basis, spotting these signs can be life-saving. Changes to normal behavior, an increase in absenteeism and a decline in productivity can be enough cause to reach out and check in on someone, Alicea says.<\/p>\n\n\n\n

\u201cOftentimes, people struggle with how to respond when someone indicates they may be at risk for suicide,\u201d Alicea says. \u201cWorkplace training can help others feel more comfortable asking direct questions about the situation and uncover potential risks or factors that may shift that person\u2019s mindset.\u201d<\/p>\n\n\n\n

How to ask the difficult questions<\/strong>
Asking those tough questions, of course, is far from easy. But employers have an opportunity to create an environment where employees feel safe asking for support and where colleagues feel they can reach out to express concern or offer help.<\/p>\n\n\n\n

\u201cWorkplace leaders may ask what the workplace has to do with the mental health or the suicide risk of employees,\u201d says Yu Moutier. \u201cBut the science is just so clear that suicide risk and prevention are related to a dynamic interplay between an individual’s internal factors like their DNA, their past trauma and the current environment. As working adults, we spend a lot of our time in our workplace culture.\u201d<\/p>\n\n\n\n

Although it may be uncomfortable, experts agree that employers must learn to ask challenging questions if they suspect an employee needs help.<\/p>\n\n\n\n

\u201cA lot of people are hesitant to use the word \u2018suicide\u2019 because of the stigma,\u201d Alicea says. \u201cBut you must ask the question directly: \u2018Are you thinking about dying by suicide?\u2019 People believe [that language will] set them off, but that’s a myth. People really want an opportunity to talk. To ask \u2018Are you thinking of hurting yourself\u2019 is soft. You\u2019re not being direct.\u201d<\/p>\n\n\n\n

Being brutally direct, Alicea says, can help engage employees who may otherwise be resistant to accepting help from an employer or manager. If an employee is asked, for example, about all the PTO they\u2019ve recently been taking, it may feel like more of a reprimand than an expression of concern.<\/p>\n\n\n\n

\u201cThe first thing to do is determine who is the right person to ask that question,\u201d Alicea says. \u201cAnd it might not be the direct supervisor, because the direct supervisor may only be talking to people when they’re doing something wrong. Determine who has the best relationship with [the employee] and ask the question.\u201d<\/p>\n\n\n\n

Outside resources and training for the entire company can help create an at-work community that\u2019s not just equipped to spot the signs of suffering, but to respond effectively.<\/p>\n\n\n\n

\u201cFor employers, a critical step in preventing suicide is providing training to their entire workforce,\u201d he says. \u201cHelping managers, supervisors and co-workers identify early warning signs and guide those at risk to help, can make a huge difference.\u201d<\/p>\n\n\n\n

Employee Assistance Programs and organizations like the QPR Institute, a suicide prevention resource with a specific focus on the workplace, can help managers and employees spot red flags, and educate them on the correct thing to say or not say to someone who is at risk. These resources can also provide guidance on how to ask those direct and often difficult questions.<\/p>\n\n\n\n

\u201cCoworkers have the potential to be that bridge to get someone from point A to point B,\u201d Alicea says. \u201cBy understanding the warning signs, they can ask the right questions and persuade the person to get help.\u201d<\/p>\n\n\n\n

To read the full article, please click\u00a0here<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

The workplace in particular can be one of the most present communities in a person\u2019s life. Society leans into a mindset that personal feelings are checked at the office door, but that can be detrimental to workers\u2019 mental health and their ability and willingness to ask for help.<\/p>\n","protected":false},"author":11,"featured_media":8675,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[5],"tags":[93,52,51,217],"class_list":["post-8970","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article","tag-bert-alicea","tag-eap","tag-employee-assistance","tag-suicide-prevention"],"acf":[],"yoast_head":"\r\nEmbracing the taboo: Why it's critical to discuss suicide at work | Health Advocate<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.healthadvocate.com\/site\/article\/embracing-the-taboo-why-its-critical-to-discuss-suicide-at-work\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Embracing the taboo: Why it's critical to discuss suicide at work\" \/>\r\n<meta property=\"og:description\" content=\"The workplace in particular can be one of the most present communities in a person\u2019s life. 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