According to the Zero Suicide Alliance, while females in the sector have a lower rate of suicide (5.6 deaths per 100,000) compared to the national female average (5.3 per 100,000), males in the sector have a higher rate (23 deaths per 100,000) compared to the national male average (16.9 per 100,000). In terms of sector occupation, female and male residential and domiciliary care workers have the highest suicide rates (9.7 and 37.5 deaths per 100,000 respectively).
Why are suicide rates so high?
Suicide is complex. Most of the time there is not one event or factor that leads someone to take their own life. It is usually a variety of different factors interacting with each other to increase risk. A combination of individual, community and societal factors contribute to suicide risk.
There are several factors that may contribute to the sector’s suicide rates:
- Internal and external investigations can seem out of people’s control, cause intense feelings of shame and have major mental health implications.
- Health and social care staff are exposed to suicide and other distressing circumstances more frequently than the general population. Constant exposure to death, illness and human suffering can take a toll on mental health.
- Recent bereavement is a known factor in suicide behaviour. Research has found that adults bereaved by suicide were 65% more likely to attempt suicide than those bereaved by sudden natural causes.
- ‘[E]xperiences of bullying and unkindness in the workplace’ have a direct impact on stress levels and mental health at work, according to a Royal College of Nursing (RCN) report, revealing that 69% of the 352 nursing staff who sought support from a counselling service between February 2022 and February 2024 cited ‘work/academic’ as a reason for seeking help.
How can your organisation help?
An inclusive workplace incorporates all our unique views, experiences and backgrounds to create sustainable and inclusive outcomes. NHS England suggests a holistic workforce suicide prevention programme should include clear policies, procedures and practical guidance to help staff on issues including mental health, long-term physical health issues, domestic violence and financial advice.
A crucial first step is to foster and encourage open conversations about mental health at an organisational level. A simple but effective way of achieving this is for managers, and indeed all staff, to lead by example, and role model healthy behaviour towards each other.
Considering the immediate environment and investing in green spaces which are known to benefit both mental and physical health is another option, especially if staff members are interested in gardening and wildlife. Examples of this could include hanging up bird feeders, making bug hotels, planting window or balcony boxes, flower beds or vertical gardens and displaying house plants.
In addition, noticing if a colleague’s mental health is deteriorating and intervening early, is protective and supportive. By incorporating mental health training into your organisation’s health and wellbeing approach, colleagues can gain the knowledge to spot the signs of someone who may be thinking about suicide and the confidence to intervene and put clear, actionable plans in place.
This year, to mark World Suicide Prevention Day, MHFA England created a new workplace resource, the Five pillars of suicide prevention in the workplace. It advises organisations on the things they need in place to support both people having thoughts of suicide and people impacted by suicide.
How have you initiated conversations about mental health in your organisation? Leave a comment on this article or join the conversation to share your thoughts.
Kate Golding is a Mental Health First Aid (MHFA) England Instructor.
Email: [email protected] X: @kgolding73