Virtual Town Hall

Virtual Town HallSuicide Prevention is Everyone’sBusiness

Right Direction:A Partnershiprightdirectionforme.com

What is Right Direction?A high-impact and turnkey initiative to raise depression awareness,reduce stigma, and promote help-seeking behaviorsrightdirectionforme.com

Today’s PresenterJodi Frey, PhD, LCSW-S, CEAPProfessor; Chair, Social Work Initiative;Chair, Social Work in the Workplace &Employee Assistance Sub-specialization,University of Maryland

Suicide Prevention is All of Our Business:National Guidelines forWorkplace Suicide PreventionPresentation forRight Direction InitiativeSeptember 29, 2021Jodi J. Frey, PhD, LCSW-C, University of Maryland

Copyright 2021. This presentation may not be copied or disseminated in any waywithout the written permission of Sally Spencer-Thomas LLC, Dr. Jodi Jacobson Freyand Ms. Maggie Mortali. The opinions and positions expressed in this presentation arethe presenter’s own and is not intended to provide legal, psychological, therapeutic,counseling or other expert advice as to any of the subjects mentioned, but rather ispresented for general information only. You should consult knowledgeable legalcounsel or other knowledgeable experts as to any legal or technical questions you mayhave. This presentation is solely for informational purposes.

Jon Kinning, COO & EVPRK Construction

Our TeamSally Spencer-ThomasJodi Jacobson FreyMaggie MortaliPresident, United SuicideSurvivors InternationalProfessor, University of Maryland,Baltimore, School of Social WorkCo-Chair, Workplace Preventionand Postvention Committee,American Association ofSuicidologyCo-Chair, Workplace Preventionand Postvention Committee,American Association ofSuicidologySenior Program DirectorAmerican Foundation for SuicidePrevention

Workplace Prevention and PostventionCommittee MembersChris Caulkins, MPH, MA, EdD, Strub Caulkins Center for Suicide ResearchMarko Kaar, Bartlett Brainerd EacottChris Carlough, International Association of Sheet Metal, Air, Rail &Transportation WorkersDavid Kingdon, Maui EMS Training Center, University of HawaiiLt. John Coppedge, Denver Police DepartmentBernie Dyme, AM, Perspectives Ltd.Jeff Elhart, President & Owner, Elhart Automotive CampusJodi Jacobson Frey, PhD, LCSW-C, School of Social Work, University ofMarylandGovan Martin, Prevent Suicide PAJohn Marx, The Law Enforcement Survival InstituteMary S. McClatchey, J.D., WorkSmart PartnersJohn Morrissey, Kenosha Wisconsin Police DepartmentMaggie Mortali, MPH, AFSPAnna Gai, Graduate Student, Florida State UniversityFelix Nater, CSC, Nater Associates, Ltd.Dennis Gillan, Advocate, Coach, Motivational SpeakerSally Spencer-Thomas, Psy.D., United Suicide Survivors International, KeynoteSpeaker and Change AgentJeffrey Gorter, MSW/LMSW, R3 ContinuumDarcy Gruttadaro, JD, Center for Workplace Mental HealthDonna Hardaker, Sutter HealthDavid James, CFO, FNF, Inc. ConstructionMark R. Jones, PhD, Union Pacific RailroadCameron Stout, Stout Heart, Inc.Bob Swanson, Swanson & Youngdale, Inc.Michelle Walker, Specialized Services CompanyKyle Zimmer, International Union of Operating Engineers (Local 478)

POLLING QUESTION #1Before today, were you familiar with theWorkplace Suicide Prevention Guidelines?

Session ObjectivesAt the end of this session, participants will be able to: Articulate need for suicide prevention Guidelines andidentify a starting place for your workplace orprofessional organization. Identify practices(s) of the Guidelines that make sensefor your workplace or professional organization to startworking to become more suicide informed. Become official “pledge partners” and betterunderstand the nine practices of the NationalGuidelines for Workplace Suicide Prevention.

“The workplace is the last crucible of sustained human contactfor many of the [almost 50,000] people who kill themselves eachyear in the U.S. A co-worker’s suicide has a deep, disturbingimpact on work mates. For managers, such tragedies posechallenges no one covered in management school.” Wall Street Journal

Suicide Rates* by Occupational GroupsTop 5 Major Occupational Groups1.Construction & Extraction(Males/Females): 49.4 / 25.52. Installation, Maintenance, & Repair(Males): 36.93. Arts, Design, Entertainment, Sports,& Media (Males): 32.04. Transportation & Material Moving(Males/Females): 30.4 / 12.55. Protective Service (Females): 14.0*Suicide rates per 100,000 populationPeterson et al., 2020

General popultion rate 14 per 100,000

Suicide Prevention is a Health & Safety Priority Distraction Impaired perception and judgment Fatigue Mental health and physical health intertwinedSource: Phot by Bridget Coila

Data Gathering ApproachesSeveral data collection methodswere used, including: Focus Groups In-Depth Interviews Survey18

WSP Pledge Partners To date, 775 participants took the pledge. In total, 304 participants registered for the voluntary survey. Of these, 290 participants (95.4%) specified their workplace size.Most often, participants came from a mid-sized (n 83, 28.6%),small (n 63, 21.7%), or large workplace (n 49, 16.9%). A total of 143 participants (47%) provided their workplace role.Most commonly, participants held Leadership (n 61, 42.7%),Other (n 22, 15.4%), or Wellness (n 19, 13.3%) roles.

8 Guiding Principles

Upstream

Upstream SolutionsGoals: Build protective factorsLeadership Culture CultivationAssess and Address Job Strain and Toxic WorkContributors Prevent problemsCommunication

Psychosocial Hazards at WorkJob Design ChallengesFamily Disruption Low job control – lack of decision-making power and limitedability to try new things Work-family conflict (i.e., work demands make familyresponsibilities more difficult) Excessive job demands and constant pressure/overtime Effort-reward imbalance – related to perceived insufficientfinancial compensation, respect or statusFamily-work conflict (i.e., family demands make work rolechallenging) Job insecurity – perceived threat of job loss and anxiety aboutthreatLack of Purpose or Connection to Mission Lack of job autonomy Lack of job variety Toxic work-design elements (e.g., exposure to environmentalaspects that cause pain or illnessToxic Interpersonal Relationships Bullying, harassment and hazing at work Prejudice and discrimination at work Lack of supervisor or colleague support – poor workingrelationships Heightened job dissatisfaction and the feeling of being“trapped” Work is not meaningful or rewardingOther Work-Related Health Impacts Work-related trauma (e.g., personal or seeing an accidentor injury) Work-related sleep disruption (e.g., due to unexpectedovertime, extended or changing shifts) Work culture or poor self-care and destructive coping(e.g., alcohol and drug use)

How Communication Gets Beyond State TrooperEffect Integrated everywhere Lived and shared byleaders Formally and informallyreinforced, recognized andrewarded Guide's decisions Get creative!Source: Photo Flickr by Rusty Clark

QUESTION #2What are examples of programs or policiesyou have at your workplace or professionalorganization that represent upstreampractices?

Midstream

Midstream SolutionsGoals:Self-Care Orientation Early identificationStratified Training Program Link to carePeer Support/Well-Being Ambassadors

What Goes Wrong?Employee does not get treatmentLitigationEmployee condition andperformance declineAccommodationoptions limitedDisability leaveThe SilentSuicidal SpiralManager sees a performanceissue, not a health issueSuicidalManager uses performancemanagement onlyTrust, relationship are eroded;employee feels harassed, isolatedSource: McClatchey 2016More pressure,performance worsens

Stop This CycleIf you go around circle more than once:“Second Chance agreement”Employee does not get treatmentLitigationAccommodationoptions are robustInteractive process isproductive, creative,collaborativeEarlyinvolvement –help employeeget well andremainproductiveTrust, relationship arestrengthenedSource: McClatchey 2016Mobilization ofresources – EAP; buddy;professionalsEmployee condition andperformance declineManager sees a performanceissue and a potentialemotional/mental health issueStress Triage: manager checks in withemployee – Are you okay? How can Ihelp and support you? Tweaks to yourjob to help you perform better?

Self-Care OrientationSource: Pixabay Photo by Maratius78

Screening – A Bridge to CareIdentification of early warningsigns of mental healthchallenges with referrals tocare.

Interactive Screening Program (ISP)Provides a safe and anonymous method for employees to:Take aquestionnaire forstress, depression,and other mentalhealth concernsReceive a personalresponse to thequestionnaire froma programcounselorExchange messageswith the counselor,ask questions andlearn about mentalhealth services

Stratified Training ProgramSource: Flickr Photo by steve p2008

Suicide Prevention Gatekeeper TrainingCPR for Suicide Prevention Identifying people at risk by asking thedirect suicide question Keep them safe until they get professionalhelp Hand off to professionalsSource: Photo by wittco.gmbh

-fromsuicide/

Downstream

Downstream SolutionsGoals:Mental Health & Crisis Resources Manage crisesMitigating Risk Restore functioningCrisis Response

Kick the TiresQuestions to ask mental health providers: What is your approach in working with clients? How do you feel about working with someone who has experiencedsuicidal thoughts, feelings or behaviors? What training have you had in suicide risk assessment, management andrecovery? What would you do if someone you were treating became suicidal?

Crisis Response

Manager’s Guide to Workplace SuicidePostvention: OverviewGives leadership 10 action steps: Immediate trauma response short-term recovery long-term strategies for helping employees cope downthe lineSuccinct checklists, communication templates and flow chartsGoal is to help to reduce the impact of the suicide event byoffering a blueprint for action Minimize exposure effect Honor life lost/space for grieving Help workplace return to functioning

Manager’s Guide to Workplace SuicidePostvention: ContinuedImmediate Response: Acute Phase1. Coordinate: Contain the crisis flow chart2. Notify: Protect privacy sample letter3. Communicate: Reduce potential for contagion safe messaging guidelines4. Support: Offer practical assistance

Manager’s Guide to Workplace SuicidePostvention: ContinuedShort-Term: Recovery Phase5. Link: to support EAP, suicide bereavement specific resources6. Comfort: promote healthy grieving mourning rituals same as other forms of death7. Restore: functioning in workplace “return to work” plan8. Lead: build trust in organizational leadership ACT – acknowledge, compassion, transition to resilience and preventionLong-Term: Reconstruction Phase9. Honor: anniversary or milestone dates10. Sustain: Transition from postvention to prevention

QUESTION #3After hearing about midstream anddownstream approaches, what is yourbiggest area of growth or expansion?

Be part of the solution.Make suicide prevention a health and safety priority.PLEDGE TODAYwww.WorkplaceSuicidePrevention.com

ResourcesEducation & TrainingScreening Counseling on Access to Lethal Means(CALM) Interactive Screening Program (ISP) Columbia-Suicide Severity Rating Scale (CSSRS) Dialectical Behavioral Therapy (DBT) Collaborative Assessment & Management ofSuicidology (CAMS) Suicide Safety PlanningPostvention Recognizing and Responding to Suicide Risk Manager’s Guide to Suicide Postvention in theWorkplace Assessing and Managing Suicide Risk QPR safeTALK Working Minds

Stay entionJodi Jacobson FreyMaggie G. MortaliSally Spencer-ThomasE. jfrey@ssw.umaryland.eduE. mmortali@afsp.orgE. sallyspencerthomas@gmail.comT. @JodiJFreyT. @MaggieAFSPT. @sspencerthomasFB. /jodijacobson.freyL. /maggiemortaliFB. /DrSallySpeaksL. /sallyspencerthomas

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