mental health

Five ways to support mental health in the workplace 

On World Mental Health Day which take place today, the 10th October 2022, Alex Minett, Head of Products and Markets at CHAS, offers five steps companies can take to make workplaces more inclusive for workers who have experienced mental health issues.  It’s fair to say the covid-19 pandemic has fuelled

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CITB funds mental health first aiders for construction apprentices

CITB is investing £90,000 to fund a pilot scheme which will provide mental health support for apprentices from the start of their construction industry careers.  Optima UK Ltd will train further education construction tutors to be Mental Health First Aiders so they can support construction apprentices during their learning. Apprentices

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89% of UK builders experience mental health problems due to work

86% of UK builders don’t feel comfortable talking about their mental health  The most common cause of stress is finances (34%) IronmongeryDirect is working with mental health charity, Basildon Mind, to raise awareness of the issue  89% of UK builders experience mental health problems due to work-related issues, a new

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CIOB RESPONDS TO CITB MENTAL HEALTH AND WELLBEING REPORT

The Chartered Institute of Building (CIOB) has responded to the Construction Industry Trade Body’s (CITB) latest report, Mental Health and Wellbeing in Construction. Daisie Rees-Evans, author of the Understanding Mental Health in the Built Environment report and Policy Officer at CIOB, said: “CIOB are pleased that CITB have launched their

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Small Business Owners Lose Sleep

More than three in four small business owners (76%) say business worries keep them awake at night. Whilst sleepless nights are most prevalent among owners of businesses that in serious decline (96%), the new research from Hitachi Capital Business Finance found that even those predicting growth for their business admit

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App for the Construction Industry Launched

Construction workers can now benefit from a free app that has just been launched to help provide mental health information and advice for those in need. The Construction Industry Helpline is a new collaboration between Lighthouse Construction Industry Charity, construction software firm ‘COINS’ and ‘Building Mental Health’. “The app is

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“Mates in Mind” Initiative to Tackle Issues of Mental Health

The building and construction industries will no doubt hugely benefit from this progressive measure organized by the British Safety Council (BSC) to improve the lives of workers in the sector who have mental health to contend with and it is hoped that a much greater understanding of how to work

Read More »
Latest Issue
Issue 325 : Feb 2025

mental health

Five ways to support mental health in the workplace 

On World Mental Health Day which take place today, the 10th October 2022, Alex Minett, Head of Products and Markets at CHAS, offers five steps companies can take to make workplaces more inclusive for workers who have experienced mental health issues.  It’s fair to say the covid-19 pandemic has fuelled a global emergency for mental health, and there’s no sign of letup with ongoing disruption to mental health services and access to treatment. This is compounded by the current cost-of-living crisis and the extra stressor this is putting on people’s everyday lives. A recent position statement published by The Royal College of Psychiatrists (RCPsych) calls for better workplace support when it comes to meeting mental health challenges to help people with mental health issues return to and stay in work. Indeed, latest statistics from the HSE put stress, anxiety and depression as the leading cause of sick leave, accounting for 50% of ill health absences. While this is a 6% increase on pre-pandemic levels, it’s worth noting that figures were already on the rise in 2019. What’s clear is that employers can play a significant role in providing mental health support not only to safeguard their workers’ wellbeing but to shore up business security and productivity too. 1. Create a culture of transparency One of the biggest barriers to addressing mental health is the ongoing stigma perpetuated by it being an invisible problem, particularly in the workplace. It stands to reason that the best way to create normalcy is to get people talking. The RCPsych report puts the onus on workplace leaders to start the conversation, recommending “that those in supervisory positions, from the most junior upwards, feel confident enough to identify potential mental health difficulties in their staff and to speak with them about such difficulties.” Whether this message is communicated through one-to-ones, informal forums, structured training or toolbox talks, the aim is to open up discussions around mental health so that an employee doesn’t suffer in silence and allow the problem to grow. 2. Offer flexibility and support According to mental health charity, Mind, studies consistently show that employees who feel valued and supported at work will have higher health and wellbeing levels leading to fewer mental health challenges. Being able to offer an improved work-life balance is within the remit of the employer. Where possible, consider offering remote or flexible working that balances employees’ individual needs with the business’s running. It is worth pointing out, however, that loneliness and isolation can be a key factor in mental health issues, so remote work comes with its own risk assessment requirements.  Other positive steps employers can take include pointing employees in the direction of recommended counselling and support services and enabling access to them during working hours like they would for other medical appointments. As with any illness, employees returning to work following mental health-related sickness absence should be offered phased returns, return to work assessments and access to training to catch up on any career development they may have missed. 3. Review policies and procedures All relevant HR policies (including health and safety, sickness absence, grievance policies etc) should be joined up in their inclusion and approach to mental health. HR leaders should bear in mind that mental health issues might contribute to incidents leading to disciplinary action and performance management. They should also consider the impact of dismissal and redundancy on individuals by ensuring that appropriate support and access to advocates are available for those who need them. In terms of legislation, the Equality Act 2010 considers it a disability if someone has “a mental impairment that has a substantial, adverse, and long-term effect on [their] ability to carry out normal day-to-day activities.” This means that employees with a mental health disability have the legal right to request reasonable adjustment changes to their job and receive protection from discrimination, victimisation and harassment.  4. Lead from the top Managers and leaders are in a unique position to send a clear message to staff about the importance of workplace wellbeing. In the first instance, they should prioritise understanding the triggers for workplace mental health issues, which may include working long hours without breaks, to overly pressurised working environments. They can then take steps to tackle where these issues may arise in their organisations by, for example, actively encouraging and role modelling healthy working habits such as taking full lunch breaks and annual leave as well as working sensible hours.  Employee engagement is also crucial for employers to identify what they may need to do regarding challenging mental health issues. Staff forums and surveys are all useful for employers to take stock of their current approaches to mental health and identify where improvements are needed. 5. Strive to be better Promoting an organisation-wide mental health strategy signals a serious commitment to the issue of mental health, particularly when looking at it through the lens of a broader fairness, inclusion and respect (FIR) approach to working practices which include mental health among its many other topics. A strategy should centre around promoting staff wellbeing, identifying the causes of work-related mental health problems and what support staff need.  Where employers are looking to strengthen their approach to this issue, undertaking the CHAS FIR growth assessment will set a benchmark for what they are doing now against what more they need to do to achieve industry best practice and ultimately become industry leaders in supporting mental health challenges in the workplace. Conclusion Positive employment has a vital role to play in promoting better mental health. Where, according to RCPsych, a ‘good workplace’ offers “benefits such as job security, an appropriate wage, positive work-life balance, opportunities for career progression, and supportive mental health and wellbeing policies”, employers can look to be rewarded by a loyal, more productive workforce contributing to better business performance.

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CITB funds mental health first aiders for construction apprentices

CITB is investing £90,000 to fund a pilot scheme which will provide mental health support for apprentices from the start of their construction industry careers.  Optima UK Ltd will train further education construction tutors to be Mental Health First Aiders so they can support construction apprentices during their learning. Apprentices will also be given mental health awareness training in bite size four hour sessions. This will mean the apprentices have the knowledge and education during learning, at the start of, and throughout, their career in construction. There will also be one-to-one support.   The team at Optima UK are all set to go and will begin training both instructors and apprentices in September.  The courses will be run by trainers accredited by Mental Health First Aid England and deliver 29 courses, all with 16 delegates, to hubs of colleges across the UK. In the space of a year, they will have trained 464 tutors and 464 apprentices, as well as offered one-to-one support to around 100 apprentices.  The CITB investment comes after a study compiled by the Lighthouse Construction Industry Charity and CITB, highlighted the toll poor mental health is taking. Research* showed 26% of construction workers had experienced suicidal thoughts and 91% felt overwhelmed. Tragically, two construction workers take their own lives each day.  CITB CEO Tim Balcon, said: “We need to make sure everyone is at ease talking about their mental health and this comes down to a culture of making it OK to speak up… giving apprentices the confidence to do that from day one, will hopefully make them feel supported in the industry. When staff are supported and happy in their work, and in my view, they will stay in the industry longer.”It has already been proven that having an open approach to mental health as a core value in your firm can save lives. At scaffolding firm CASS UK, a culture of mental health support played a major role in giving two young staff members the confidence to come to the aid of a vulnerable person they realised had climbed up on scaffolding on a site they were working on in Exeter. Karl and Kieran (pictured below) were quickly aware that something was not as it should be when they saw someone trying to climb the scaffold. They stopped what they were doing and took the time to speak to this individual who was obviously troubled. They managed to talk him down and stayed with him until help arrived.  Kieran said: “We knew that what we were seeing wasn’t normal, and there was no doubt that we wanted to help this young man. We didn’t see it as being an act of kindness or wanted any credit for what we did, we just didn’t want this person to do anything that we could stop or help with.   Karl said: “We are aware of the rise in mental health especially in the construction industry and we wouldn’t hesitate to help anyone again in this situation.”  Tim Balcon added: “CITB funding with help foster this positive attitude to mental health from day one of your construction career and we don’t expect everyone to be hero like these two young men but the knowledge it is good to talk will foster a healthy attitude and in turn save lives.” Larraine Boorman, CEO of Optima UK, said: “Optima is so proud to be involved in this ground-breaking project.  “The CITB is to be congratulated, first for its research into a major issue in the industry, and secondly for then taking action by launching this pilot project. As we can see, the statistics show there is a real problem in the sector, but with the right training, education, and support, we can make a real difference to people’s lives.” This UK-wide pilot scheme will aim to understand how mental health education and support can contribute to improved retention for individuals during their apprenticeship in construction, as well as reducing their likelihood of experiencing mental health issues.  Working with CITB, Optima UK will be rolling out an awareness campaign aimed at colleges, tutors, and apprentices, with materials based around the questions, Are We Ok? Are You OK? Look out for the campaign launching week commencing 12th September 2022. CITB has already partnered with Laing O’Rourke, the Lighthouse Club and Samaritans to train 8,000 mental health first aiders in the workplace making mental health information and support, accessible and relatable to small and medium construction employers. 

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89% of UK builders experience mental health problems due to work

86% of UK builders don’t feel comfortable talking about their mental health  The most common cause of stress is finances (34%) IronmongeryDirect is working with mental health charity, Basildon Mind, to raise awareness of the issue  89% of UK builders experience mental health problems due to work-related issues, a new study has found.  The research was commissioned for Mental Health Awareness Week (9th-15th May) by IronmongeryDirect, the UK’s largest supplier of specialist ironmongery, and the results have been published in its annual industry report.  Unfortunately, 86% of builders say they don’t feel comfortable talking to others about their mental health, with finances (34%) being their main cause of anxiety. Across all trades, almost two-thirds (64%) experience some form of mental health problem, such as stress, anxiety or depression, every month, and sadly, one in eight (13%) feel symptoms every single day.  Finances remain the number one cause of stress, with over a third (34%) saying that money worries play on their mind. In fact, the top five reasons are the same as last year, with customer tensions (24%) taking second spot once again.  The most significant change from 2021 is the impact of customer abuse, with almost a fifth (18%) saying they struggle with insults or threats, which is treble the figure from the previous report (6%).  The top 10 most common causes of stress for tradespeople are:  Unfortunately, despite the benefits of doing so, more than four in five (85%) tradespeople don’t feel comfortable talking to others about their feelings. Just one in six (16%) have spoken to friends or family about their mental health, which is considerably fewer than last year (42%).  Furthermore, one in six (16%) worry what their colleagues would think if they told them what they were going through, and more than a quarter (28%) feel they can’t take time off work for mental health reasons.  Plumbers are the most likely tradespeople to feel stressed or anxious on a daily basis (27%), but overall, mental health problems are most common amongst plasterers. More than nine in ten (92%) say they experience issues at least once a year.  The trades that are most and least likely to experience mental health issues are:  As part of its campaign to raise awareness of mental health amongst tradespeople, IronmongeryDirect is partnering with Basildon Mind, the mental health charity, and is donating over £3,000 to support with its vital services.  Emma Mamo, Head of Workspace Wellbeing at Mind, said: “In male-dominated industries such as construction, employees are often less willing and able to open up about their mental health and ask for support. This can be problematic because mental health problems often become worse if left untreated, and the consequences can be fatal.   “We urge employers to create cultures where employees can speak openly and honestly about their mental health.”  Dominick Sandford, Managing Director at IronmongeryDirect and ElectricalDirect, said: “It’s an unfortunate truth that mental health issues are common across our industry, and it’s awful to see that so many tradespeople experience problems on a regular basis.  “It’s particularly worrying to see that the number of people talking to others about their mental health has dropped significantly from last year. As difficult as it can be to discuss your feelings, talking about them with someone else, whether that’s a colleague or family member, can really help to begin addressing the issues.”   To read IronmongeryDirect’s Mental Health in the Trades: 2022 Report, visit: https://www.ironmongerydirect.co.uk/research/mental-health-in-the-trades/    Building Design and Construction Magazine | The Home of Construction & Property News

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Kier is the first UK contractor to tackle modern slavery through its mental health first aiders

To take action against modern slavery, Kier is the first UK contractor to train its Mental Health First Aiders (MHFAs) to spot the signs of modern slavery and exploitation. With 900 colleagues having become MHFAs at Kier, this new training is being delivered through Jericho, a social enterprise based in the Midlands, which is an organisation that creates positive change in society including supporting victims of modern slavery. Kier is also introducing a Level 1 qualification that has been created with the GLAA (Gangmasters and Labour Abuse Authority) and Skills and Education Group. This will teach people about basic employment rights provided by UK law, how to identify exploitation, how they should go about reporting it and will make them aware of signs to look out for to help them avoid being taken advantage of. The course will be delivered remotely by Boston College and Sheffield College. David Foster, Group legal and compliance director at Kier, said: “Modern slavery and any exploitation on site is unacceptable and, working alongside the Gangmasters and Labour Abuse Authority (GLAA), we’re working to eradicate it and prevent it across our operations. “Our Mental Health First Aiders are a fantastic community who support our colleagues and, through this new addition to their training, they will be better able to spot any signs of modern slavery trafficking or exploitation on site. “As well as helping those that are already victims of modern slavery, we wanted to find a way to prevent people from becoming unsuspecting victims of modern slavery. Through the qualification we hope to do this and will be targeting potential attendees through our early careers team, who will predominantly engage with those joining through an apprenticeship or the Kickstart scheme.” GLAA Head of Prevention and Partnerships Frank Hanson said: “We know only too well that construction is a high-risk sector for modern slavery so we were delighted to support Kier in providing them with the resources to train their mental health first aiders in spotting the signs of exploitation. “This is something that could easily be replicated across the labour market and we would encourage other employers to follow Kier’s lead. They would be using existing products and by engaging with the right partners, helping to make the workplace safer for everyone, including for workers within their supply chains.” With the GLAA and Jericho, we have created this video (https://youtu.be/jXNRBtud0NA), which explains the initiative and also in it you will also hear from Valdis, a victim of modern slavery.  

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CIOB RESPONDS TO CITB MENTAL HEALTH AND WELLBEING REPORT

The Chartered Institute of Building (CIOB) has responded to the Construction Industry Trade Body’s (CITB) latest report, Mental Health and Wellbeing in Construction. Daisie Rees-Evans, author of the Understanding Mental Health in the Built Environment report and Policy Officer at CIOB, said: “CIOB are pleased that CITB have launched their new mental health report which has gathered examples of best practice across the sector to inspire companies to accelerate their activities in this area before we lose more lives. Our own research conducted prior to the Covid-19 pandemic investigated the state of mental health in the industry. It found that 26 per cent of workers had thought about taking their own life in 2019. We are glad to see that our research has been utilised to further develop the case for addressing mental health in construction, particularly at a time where the Covid-19 pandemic has had a significant impact on so many lives during the past 18 months. Tackling mental ill-health is a significant challenge that the industry, Government and professional bodies must work together as a collective to address the underlying issues and improve worker’s wellbeing.”

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Small Business Owners Lose Sleep

More than three in four small business owners (76%) say business worries keep them awake at night. Whilst sleepless nights are most prevalent among owners of businesses that in serious decline (96%), the new research from Hitachi Capital Business Finance found that even those predicting growth for their business admit they seldom get a good night’s sleep (84%). The Business Barometer findings come at a time when concerns have risen over the mental health of small business owners across the UK, with reports of anxiety and depression rising at the end of last year. Hitachi Capital’s study reveals that it’s not just businesses that are already struggling that have nightmares, fast growing ones are just as likely to be taking their business worries to bed with them (84%) – they just have different nightmares. For small companies predicting growth over the spring and summer months, red tape (40%), compliance (28%) and dealing with skills gaps in a growing workforce (20%) were their top concerns. For those decision makers expecting their business to decline, the key worries related to market uncertainty (44%) and how to retain business (26%). The Business Barometer survey – which has now run for five years – asked 1,177 small decision makers to share some of the issues that they were currently worrying about and kept them awake at night. The biggest worriers London emerged as potentially the worst place to run a small business in terms of sleepless nights, with almost nine in ten business leaders in the city (87%) saying business worries kept them awake at night. Those in London were most likely to start the working day with bags under their eyes in the country – with night-time business worries in the capital rising by 14% since the start of 2018. Retail was the sector most likely to give business owners nightmares. More than four in five small business owners (87%) within the retail sector admitted to being kept awake at night by business concerns – rising from 75% a year ago.  Others sectors where entrepreneurs were more likely to experience sleepless nights included transport (78%, up from 69% at the start of 2018), real estate (80%), and education (76%). Resting easier The Business Barometer also indicates not all owners have been letting their business concerns come to bed with them. Entrepreneurs in Yorkshire reported getting a better night’s sleep over the course of the 12 months (31%, Q1 2019 vs. 25%, Q1 2018).

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Business technology has the potential to boost mental health in the workplace

Mental Health Awareness Week: 13-19 May 2019 In our digital age, technology is often considered to be a big stressor for our mental health. Research and health warnings have helped us to realise that social media and too much screen time can increase the risk of depression and anxiety. With so much awareness around the topic now, we’re becoming more mindful as a nation and looking at ways to make changes. However, technology can work well in steering us into creating positive habits and boosting our mental health. To help deal with rising levels of anxiety and depression, many of us now use health apps as part of our daily routines, including Headspace, Calm and Stop, Breathe & Think. Does your business function in a way that works to combat stress in the working environment? Read our guide below to understand how businesses can employ technologies to help address the issue. Find out if your business could do more… 59% of UK adults claim their biggest cause of stress is their workplace 59% of UK adults experience workplace stress (Perkbox), making it the most common cause of stress in the UK. What’s more, over one in five experience moderate-to-high levels of stress at work several times a week. The biggest work-related contributor to stress is long working hours, which impacts 21% of people. Happiness in a job is essential to employee productivity; 39% work harder if they’re happy in their current job or workplace (One4all). Artificial intelligence (AI) can help drive business efficiency Productivity is the holy grail businesses across the world are trying to achieve, and a lot of them are turning to technology to help. Innovations like artificial intelligence (AI) are driving efficiencies by eliminating manual, repetitive and time-consuming tasks like data re-entry. Employees with jobs that require a lot of manual data input could save hours by using technology that now comes as standard in many of the latest versions of the software solutions they use daily, like their financial systems or CRM solution. While this functionality is built into a lot of these programmes now, it’s the latest versions, meaning businesses operating on older legacy systems won’t reap these benefits. Plus, old clunky software that is difficult to use can make an employee’s job even more difficult. Additionally, Randstad found that one of the top factors in employee satisfaction is having the latest digital and technology tools. Improve remote employees engagement levels with intranet solutions The businesses most likely to report issues with employee engagement are those with frontline or remote workers; 21% of businesses cite low engagement amongst frontline staff as a barrier, while 78% believe connecting with those employees is the key to success (Harvard Business Review). Many studies evidence the advantage of offering remote working to your employees, with improved satisfaction, increased productivity and a better work-life balance just a few of the benefits, it can be easy for those workers to feel out of the loop with the office and company culture; 21% report feeling lonely and struggle with communication. A lot of businesses are engaging and communicating effectively with these workers by using intranet solutions. By keeping up-to-date with key business updates and more informal topics, remote workers feel like they’re truly a part of your organisation’s culture. You can use this space to share social media feeds, event details or even take the opportunity to publish focus pieces on those remote workers to introduce them to the rest of your workforce. Alleviate pressure on staff with time management technologies Thanks to our always-on culture and high workloads, we’re working longer hours than ever before. Employees often feel obligated to either work longer hours or to be contactable and working outside of hours, with 50% of people checking their emails outside of work (Dissent). Working more hours than standard can affect health, as the Australian National University found anything over 39 hours a week could be detrimental to health. To gain control over workloads and reduce the pressure they put upon themselves, employees can use time management technologies. Ultimately, management must play a role in helping employees to reduce extensive working hours, but workers can proactively take steps to support themselves. Time management tools are available to individuals for free, or as part of wider business solutions. From personal to-do lists to more comprehensive team or business-wide solutions where tasks can be assigned with a deadline and space for updates, the sky is the limit. The key to reducing stress at work: a blend of technology & support from management There isn’t a magic catch-all solution that exists to solve workplace stress. In addition to using technology to manage stress, employees must be supported by their managers and businesses. But, amidst all of the headlines that identify technology as a killer of productivity and mental health, it’s reassuring that it can also be used to vastly improve them, too.   Article produced by Natasha Bougourd from TSG, a UK firm and provider of managed IT services, specialising in IT support and solutions, security and applications including Office 365 and Sage.

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Don’t let them suffer in silence. How firms can combat the tragic effects of mental health problems in the workplace

It is one of the great hidden secrets of the construction sector, an issue that many people in what is still a male-dominated industry are reluctant to acknowledge, let alone talk about and act upon.   But mental health problems are not unusual across the wider spectrum of society and it is only to be expected that these issues will be present in what is an increasingly complex, and therefore stressful, working environment.   In the electrical sector alone, a profession which becomes more technologically challenging with each passing year, the ElectricalIndustries Charity estimates that more than a quarter of a million people are suffering from mental health concerns.   But, alarmingly, it also calculates that 95% of them often lie about how they are feeling, or don’t tell anyone that they are struggling. So, issues which can adversely affect both work and home life remain buried under a blanket of silence.   This does not surprise me. In my time in the industry, I have come to understand that the often-robust atmosphere of the workplace does not encourage confessional communication and that men – however sweeping this may sound – remain unconvinced about the virtue of talking about their personal problems.   This is also one of the reasons why socially responsible companies like ours are putting in place training, procedures and processes which will help identify individuals who are trying to cope with the burden of sensitive emotional issues and reach out a helping hand.   In association with the Scottish Association for Mental Health, we have instituted awareness raising programmes for senior management and senior site personnel to help them identify potential problems among the electricians, plumbers and joiners within our 65-strong workforce.   The training does not by any stretch of the imagination make us experts, but it does help make participants sensitive to the need to reduce stigma surrounding the subject and to deal with any potential for discrimination.   Stress is not the only signifier. Properly trained, team leaders can be on the lookout for other symptoms of anxiety, depression, alcohol problems and even deep-seated clinical issues such as bi-polar behaviour.   Identification and monitoring are only the first steps. The ability to recognise problems allows them to be referred to the correct authorities such as GP support, NHS facilities, telephone counselling and helplines.   But we also have to be aware that, since sufferers may be shy or wary about opening up about mental health concerns, it is also a difficult conversation for the responsible person in the office or on the site to initiate.   That is why it is important to offer training primarily to people within the organisation who already have a strong rapport with the workforce under their care and who are confident enough in themselves to be able to broach what may at first seem to be unpalatable subjects.   Raising the issue must not be seen as any kind of insinuation and it will require a significant degree of sensitivity from an empathetic and communicative listener to elicit a positive response from the person being approached.   It is also important to emphasise across the company that an open-door policy means what it says and that employees should have no concerns about bringing personal issues to their line manager, senior management or even directors.   Toolbox Talks are a valuable vehicle for raising a particular subject directly with the workforce. These short presentations focus on single aspects of workplace health and safety, such as working at height, and there is no reason why mental health should not be an ideal candidate for discussion.   At M-Pact, we intend to continue to develop awareness raising through HR committee meetings, in-house training and perhaps, further down the line, more in-depth courses such as the EIC’s Mental Health First Aider Training.   It may seem to be something of a belt and braces approach in a company which already takes great pride in the work it does with its employees to ensure their physical and mental wellbeing.   But the EIC figures show that in 2018 alone, more than 400 people in the electrical sector attempted to commit suicide. Some of them succeeded. Preventing even one such situation makes any amount of effort on our part worthwhile.   Martin Robertson is Health and Safety Manager at M-Pact Group.

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App for the Construction Industry Launched

Construction workers can now benefit from a free app that has just been launched to help provide mental health information and advice for those in need. The Construction Industry Helpline is a new collaboration between Lighthouse Construction Industry Charity, construction software firm ‘COINS’ and ‘Building Mental Health’. “The app is aimed at construction workers and their families and complements our 24/7 Construction Industry Helpline. We recognise that not everyone feels comfortable talking about their feelings or personal situation, so the ‘Construction Industry Helpline’ app is aimed at people who would like to find out more information about how they can perhaps help themselves or if necessary, take the next step in seeking professional help. It is a preventative tool and aims to provide support at the initial stages of a situation so that the problem does not reach a life critical stage,” said Bill Hill, CEO of the Lighthouse Club charity. The Construction Industry Helpline will offer guidance on topics such as stress, anxiety, depression, anger and suicidal thoughts. “Collaborating with the Lighthouse Club in building this important app to help support construction workers and their families has been a privilege. It is great way for COINS to give something back to the construction industry and we look forward to seeing its widespread availability and hope that it will be a great help to both construction workers and their families when they need it the most,” added COINS CEO, Robert Brown. The app was officially launched by Lighthouse at its annual Christmas Lunch at the Westminster Park Plaza Hotel in London and it is available for free on the App Store or Google Play.

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“Mates in Mind” Initiative to Tackle Issues of Mental Health

The building and construction industries will no doubt hugely benefit from this progressive measure organized by the British Safety Council (BSC) to improve the lives of workers in the sector who have mental health to contend with and it is hoped that a much greater understanding of how to work with this will improve the lives of these individuals in the workplace. Following on from the meeting convened by the Health in Construction Leadership Group (or HCLG) back on the 28th January this year, the Chief Executive Officers declared the go-ahead for the “Mates in Mind” initiative. This particular new initiative is designed to enable site managers, foremen and team leaders the opportunity to learn more about the challenges experienced by construction workers suffering from mental illness, and how their leaders can help them to have a better experience of their workplace. In this way, the prejudices and preconceptions made about those affected by mental health issues can be lifted in the workplace, thus encouraging integration, understanding, compassion and a better relationship between workers on site. This vital and necessary goal is aided and approved by a number of other charitable organizations dedicated to tackling issues of mental health, including such charitable bodies as Mind and Mental Health First Aid England. Featuring an attendance of 300 team leaders and heads in the building and construction industry, the HCLG was a successful and innovative meeting that has been in place twice now, and it is greatly hoped that the program will be a success. As under the implementation of Mike Robinson of the BSC, it is greatly hoped that the staggering figures showing how many thousands of construction employees around the country are affected by mental health due to problems encountered in the construction industry will be significantly lowered in the future years to come. It is hoped that businesses all over the industry will cooperate to making this encouraging intention a reality.

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