In this feature David Holmes, founder at Boiler Guide, explores how employers in the plumbing sector can work towards having a more open door when it comes to discussing mental health with their employees.
Around one in every four people in the UK is experiencing, or has experienced, problems with their mental health. While this is a troubling statistic in itself, in 2018 the Office of National Statistics (ONS) found that those working in the trades are at a higher risk of suicide by as much as 1.6 times higher than the national average.
Our workplace is where we spend the majority of our time, where we interact with people and how we make a living, so it makes sense that our careers would have a significant effect on our mental and physical wellbeing. The term ‘mental health issues’ can refer to problems including (but not limited to) loneliness, depression, anxiety, anger, stress, panic attacks, bipolar disorder or schizophrenia.
So why are those working in the trades, including the plumbing sector, more vulnerable to suffering poor mental health, and how can employers help to combat the issue?
Mental health and the plumbing sector
People working in the trades such as plumbers and heating engineers may be at a higher risk of poor mental health for several reasons.
The job often involves long and physically exhausting days and irregular hours, especially for those working on larger, high-stress projects. Of course, being self-employed brings its own stresses and anxieties in terms of trying to maintain a steady income. A recent survey by boiler manufacturer Glow-worm found that, on average, heating engineers take just 18 days holiday a year compared to the national average of 28 days. The most common reasons given were that they were too busy and taking time off would result in lost income.
Typically, engineers and plumbers will work alone for the majority of the time which can lead to feelings of isolation with no colleagues to talk to about their worries and no support. In addition, the plumbing sector (like all the trades) is a male-dominated industry. Research has shown that many men are uncomfortable speaking about their mental health as they feel it may lead to judgment and the loss of respect from their co-workers, or even the loss of their job.
Some would argue that if an employee does not talk about their mental health issues, an employer cannot do anything to help them. However, while they may not explicitly tell you about their problems, there are plenty of warning signs which employers should be aware of. For example, when people do not seek support for their mental health issues, it’s likely that the problem will manifest. This can lead to unhealthy coping mechanisms such as a dependency on alcohol or drugs and is often linked to lower productivity or lack of concentration, higher rates of absenteeism from work, physical health issues and even family breakdowns.
Introducing an Open Door Policy
If the trade sectors were more sensitive to these signs and able to provide employees with a more open and supportive environment, more people would feel able to talk about their mental health issues and seek the support they need early on. How? By creating an environment where all employees feel able to come forward with their mental health issues just as they would with physical problems. Here are some tips on how to introduce your open door policy.
Start the conversation
Your employees may find talking about mental health problems can be difficult, particularly if you are the first person they have told. While it may not be appropriate to directly ask people if they are struggling, you can create an environment where mental health is openly discussed in a non-judgmental way. It should feel as normal as discussing physical health issues so there is no stigma attached to it.
Be a good listener
When employees come to you with a concern about anything, show them that you are listening, taking their concerns on board and will act on them when appropriate. If they feel you are someone who dismisses their opinions on even the smallest issues, why would they come to you with more serious problems?
Provide resources
If you have a staff notice board or an email newsletter, include links and information about mental health services which might be of help to them. Some workplaces are even appointing mental health first aiders in their team who are the first point of call for employees who are struggling should they feel uncomfortable speaking to their manager.
Confidentiality is key
Make sure that your employees are aware that conversations about mental health will be kept confidential and would only ever be shared with a limited number of people in extreme circumstances, e.g. if you were concerned that they intended to harm themselves.
Regular one-to-one catch-ups
Holding regular catch-ups with your employees gives them opportunities to bring up any worries or concerns they might be having either personally or professionally and shows them that you value them as an individual, not just a member of staff.
Encourage a healthy work-life balance
To encourage your employees to take time out to relax and recharge you should lead by example. Take the breaks, lunches and holidays you are entitled to, don’t answer emails or take work calls during your holiday and make it clear that you want them to do the same.
Mental Health Charities and Support Groups
For more information on mental health issues either for yourself or for advice on supporting employees, friends or family members who may be affected, the following UK charities are the best places to start.
Mates in Mind aims to raise awareness and address the stigma of poor mental health and promote positive mental wellbeing across workplaces. Mates in Mind works across many UK workforces but focuses on construction, transport, logistics and manufacturing sectors.
Mind provides advice and support to anyone experiencing a mental health problem and also works to improve services, raise awareness and promote understanding of mental health issues.
The Samaritans is a charity dedicated to reducing feelings of isolation and disconnection that can lead to suicide. They do this by answering calls for help 24/7 by phone, email, SMS, letter, face to face at one of their local branches.
