Once a silent topic, it has been encouraging to see the construction industry’s enhanced focus on mental health. We have become more open to discussing the challenges that are faced, adept at recognizing the signs of stress, and critically focused on reducing the suicide rate within the construction industry.
Construction has the 2nd highest rate of suicides among all occupations, four times higher than in the general population. Earlier this year, McCarthy launched our Genuine Care campaign to help partners better manage self-care and spot signs of distress in others.
But what about the intersection of DEI and Mental Health?
Often when diversity, equity, and inclusion work is discussed, there is a focus on legally protected characteristics like race and gender. However, the work touches more than visible layers of identity and is much more nuanced. Nestled within the risk factors for a mental health crisis are feelings of isolation, physical or emotional pain, and concerns around sharing an authentic representation of current struggles.
As DEI practitioners, we are acutely aware of the need for authenticity, candor, and connection. Done well, DEI work is an integrated practice—where multiple layers of the organization are skilled at driving inclusion. All leaders should proactively create and maintain employee connections, reduce incidences of emotional distress, and coach teams to fully embrace coworkers who may need to take time away for self-care or more involved medical care. Click to read more at www.dmagazine.com.