Be ‘in tune’ with workers to assess their wellbeing, presenters say

The Expanding Definition of Workplace Safety: Beyond Physical Hazards

Historically, workplace safety focused primarily on preventing physical injuries from accidents or hazardous conditions. However, experts now recognize that mental health is equally critical to overall worker wellbeing. Mental health issues can impact productivity, safety awareness, and even lead to tragic outcomes such as suicide or substance misuse on the job.

At the ASSP 2025 Expo, safety leaders highlighted the need to integrate mental health considerations into traditional safety programs. This holistic approach requires safety professionals to become observant not only of physical risks but also of behavioral changes that may signal deeper issues.

Wesley Wheeler, executive director of safety for the National Electric Contractors Association, remarked that safety teams act as the 'eyes and ears' of contractors, underscoring their responsibility to monitor both physical and mental health indicators among workers.

Recognizing Warning Signs: Being ‘In Tune’ with Workers

Identifying early signs of mental health struggles requires attentiveness to subtle changes in worker behavior. Mental health consultant Georgia Bryce-Hutchinson advises that supervisors notice shifts such as neglecting personal hygiene, sudden drops in productivity, or withdrawal from social interactions that were previously normal.

Being 'in tune' means building genuine relationships and maintaining open lines of communication with employees. This connection enables managers to detect when a worker may be silently struggling and intervene before issues escalate.

The importance of such vigilance is heightened in industries like construction, where demanding work hours and a tough-guy culture can discourage workers from expressing vulnerability or seeking help.

Breaking Down Stigmas: Addressing the ‘Macho’ Culture in Construction

A significant barrier to mental health support in construction and similar fields is the entrenched 'macho' mentality that equates toughness with emotional suppression. This stigma often prevents men from acknowledging mental health challenges or accessing resources.

Chris Trahan Cain, executive director of CPWR — The Center for Construction Research and Training, emphasized that the rising number of deaths from suicide and drug overdoses on the job signals a pressing need to confront these cultural norms.

Educational campaigns, leadership modeling vulnerability, and fostering peer support networks are strategies being promoted to dismantle harmful stigmas and encourage open dialogue about mental health.

Tools and Techniques: Practical Ways to Initiate Mental Health Conversations

Conference organizers distributed poker chips featuring the national suicide hotline number (988) as conversation starters. Wesley Wheeler suggested that these chips serve as discreet tools to open dialogue about mental health, either in group settings or one-on-one.

Chris Trahan Cain recommended that safety managers offer a chip to a concerned coworker without immediate discussion, providing a subtle nudge that respects personal comfort levels while signaling support.

Such innovative tools help normalize mental health conversations and reduce the pressure on workers to immediately vocalize their struggles, creating a gentler pathway to seeking help.

The Power of Language: Using Words to Support Mental Health

Language plays a crucial role in shaping attitudes toward mental health. Speakers Sonya Bohmann and Loretta Mulberry stressed the importance of using respectful and accurate terminology to reduce stigma and promote understanding.

For instance, choosing phrases like 'die by suicide' instead of 'commit suicide' helps remove criminal connotations, while describing someone as 'having a mental illness' rather than 'being mentally ill' emphasizes that mental health conditions are health issues rather than defining characteristics.

This mindful use of language fosters a more compassionate environment where workers feel safer discussing their mental health without fear of judgment or labeling.

Cultural and Language Barriers: Addressing Diversity in the Workforce

Approximately 25% of the construction workforce is Hispanic, with even higher representation among laborers. Language barriers and cultural differences can isolate workers and hinder their ability to communicate concerns or access support.

Loretta Mulberry highlighted that many Hispanic workers rely on a single bilingual leader for interpretation, which can limit accurate communication and increase safety risks. This reliance also impacts mental health, as workers may feel less comfortable voicing personal issues through an intermediary.

The Suicide Prevention Resource Center reports a concerning rise in suicide rates among Hispanic populations, underscoring the urgency of bridging cultural and language gaps through multilingual safety programs and culturally sensitive outreach.

Creating Inclusive Mental Health Programs for All Workers

To effectively support diverse workforces, companies must implement mental health initiatives that consider cultural backgrounds, language needs, and varying comfort levels with discussing mental health.

Providing materials and resources in multiple languages, training leaders as cultural liaisons, and fostering inclusive peer support groups can improve engagement and accessibility.

Furthermore, incorporating mental health education into safety training normalizes the topic and empowers all workers to recognize signs in themselves and others, promoting a healthier and safer workplace culture.

Moving Forward: The Role of Leadership in Sustaining Worker Wellbeing

Leadership commitment is essential to embedding mental health awareness into workplace safety practices. Leaders set the tone by openly addressing mental health, modeling empathy, and ensuring resources are available and promoted consistently.

Ongoing training for supervisors to recognize and respond to mental health concerns equips them with the skills needed to support workers effectively.

By prioritizing mental wellbeing alongside physical safety, organizations can reduce workplace incidents, improve employee retention, and foster a culture of care that benefits individuals and the company as a whole.

Conclusion

The evolving landscape of workplace safety demands a comprehensive approach that equally values mental and physical health. Being 'in tune' with workers involves more than just monitoring their output; it requires empathy, cultural awareness, and proactive communication. By recognizing warning signs, challenging harmful stigmas, utilizing thoughtful language, and addressing diversity, employers can create safer, healthier work environments. Leadership commitment to these principles ensures that mental wellbeing is embedded into the fabric of workplace culture, ultimately benefiting both employees and organizations. As industries continue to adapt, prioritizing worker wellbeing remains an essential strategy for sustainable success.