Mental Health Awareness Month
Dear Men In Construction
By HELM co-founder mel baiser
In honor of Mental Health Awareness Month, this letter is addressed to you. For those already familiar with HELM, you know we are vocal advocates of building inclusive workplaces and job-site cultures that attract and retain people from underrepresented groups, helping to ease our national labor shortage. What you may not know is that we are equally committed to ensuring men in the trades have access to safe, dignified, and healthy workplaces. Our sector is facing an unprecedented mental health emergency, and not enough people are talking about it.
Tradesmen are struggling
The construction industry is still 96% cisgender men on jobsites (88% when including office-based positions). It is one of the most gender segregated industries in the world. Two-thirds of construction workers report experiencing anxiety or depression. Tradespeople have a rate of substance use double the national average. We are seven times more likely to die of opioid-related overdoses than other workers and account for 25% of all fatal opioid overdoses nationally. Suicide rates in construction are more than four times the national average, with 5,000 workers dying annually by suicide. Men in the trades are struggling at alarming rates. The culture and conditions of the construction industry are contributing to a mental health and substance use crisis.
What is driving the crisis
Construction has long been a predominantly male industry often characterized by a tough, macho culture that celebrates a ‘grin and bear it’ attitude while penalizing those who dare to veer from strict rules of masculinity. Workplace injuries on jobsites are the highest of any occupation, often leading to an over-prescription of opioid pain management. In our society and especially in the trades, there is a reluctance from men to ask for help and a stigma around seeking mental health support. Construction is a high-stress, high-risk occupation worsened by the labor shortage and a lack of skilled workers and training.
Building a better industry for all
Mental health in construction cannot be separated from the larger culture of discrimination and violence that exists across parts of the industry. This week marks 6 months since the brutal workplace murder of 20-year-old female welder, Amber Czech, by her 40-year-old male co-worker. Violence against minorities in construction is not new. Over 50% of women report incidents of harassment on the job site and 31% have reported sexual assault while at work in construction. 76% of Black and 77% of Asian workers in construction report limited career progression due to their race. And it is important to state that reporting is lower than actual accounts due to fear of retaliation, among other reasons. Additionally, in our current political climate, Latino workers and others perceived to be “immigrants” regardless of citizenship status are under heavy threat of detainment and deportation by ICE, resulting in many being afraid to show up to work. The situation is so severe that the U.S. Equal Employment Opportunity Commission (EEOC) has a specific focus on construction, highlighting the pervasive discrimination in the industry, with the Chair pointing out that “Discrimination and harassment in construction can be especially harsh and virulent, including displays of nooses, threats and physical harassment, and sometimes physical or sexual assaults.”
In an industry eager to attract and retain hundreds of thousands of new tradespeople to meet the demand, the day-to-day experience of those working in the built environment is in direct conflict with these goals. Whether we are referring to the experience of underrepresented groups such as women, LGBTQIA+ individuals, people of color, immigrants, or people with differing abilities, or the White men who make up most of the trades, no group is fully benefiting from the status quo.
An invitation to lead
It is not often that men, especially White men, are invited to lead around culture change. In fact, they are frequently criticized by others for taking up too much space and not sharing power. Please consider this letter a plea for your active engagement and leadership in the transformation of the culture and conditions of our industry. Statistics show that many workers in this sector are not thriving. The data and my own 25 years in construction also demonstrate that many underrepresented groups in the trades continue to experience barriers, harassment, and violence in the workplace. Construction is a wonderful occupation full of compassionate, hardworking, and innovative people. I have had the privilege of building professional relationships and lasting friendships with many men in this industry. For the safety and well-being of current and future generations of tradespeople including your own self, I would like to invite you to take an active role in re-shaping the future culture.
Leadership in action
I’ve witnessed many men hold back from taking action because of fear of doing it wrong. Hesitation makes a lot of sense, but do not let the perfect be the enemy of the good. Below are some ideas of steps you could take to contribute to building a healthier environment in your company. If you want more support in developing or carrying out a plan or have other ideas to share with us, reach out: info@buildhelm.com
What team members can do
Educate and raise awareness about the mental health and substance use crisis in the trades by sharing this blog post, other resources, or stories that highlight these issues.
Model healthy masculinity by showing vulnerability, asking for help, talking openly about your own struggles and challenges (with consent from others of course).
Counter the stigma around mental health support by sharing your experiences with or other resources related to stress management, depression, substance use, or other mental health challenges.
Check in with your team members who seem like they are struggling and encourage your company leadership to talk about mental health and substance use.
Interrupt harmful behavior and language. Be the man on site who is willing to speak up when something biased or hurtful is said or done to anyone on site including to other men. Find ways to meet people with curiosity and non-judgement while also being direct in your communication.
Be an ally and advocate to those from underrepresented groups.
Uphold best practices around safety and/or alert a supervisor if safety protocols are not being adhered to.
Ask for what you need. If you feel overwhelmed, stressed, or under resourced in your work, be proactive and bring it up with your supervisor or manager.
If you are struggling with your own mental health, seek professional support or talk with a trusted friend. Challenge the culture of handling everything on your own in isolation.
What company leaders can do
If you are the owner or someone in leadership of your company, you have the authority and leverage to create policies and procedures that support your team's well-being.
Set the tone for your company culture by creating a work environment where team members feel safe talking about mental health or substance use without fear of repercussions, such as job loss.
Ensure there is a completed and accessible employee handbook that outlines everything from your non-discrimination policy to your zero tolerance for harassment. Be clear about the process for reporting and when possible, have HR led by someone other than the owner.
Consider including mental health resources in your handbook. SAMHSA is a good national resource or guts has additional resources and free mental health tools (full disclosure, my sister leads this nonprofit).
Have clear job descriptions that outline agreements about responsibilities and define what success looks like in the role. Establish best practices for performance reviews and team check ins.
Prioritize job-site safety as occupational hazards often lead to opioid prescriptions.
Provide education and supervisor training related to anti-bullying and anti-harassment, non-violent communication, strategies for navigating a mental health emergency, or how to administer Naloxone or Narcan when someone is experiencing an overdose.
Offer benefits to support team well-being such as:
Health Care
Health Reimbursement Account (HRA)
Short and long-term disability
Employee Assistance Program (EAP)
Professional coaching
Peer support or mentorship programs
Paid sick leave
Flexible work schedules
Recovery treatment support
If you have team members where English is a second language, provide translated support and materials.
Be a recovery-friendly workplace. Avoid having company events at bars and/or centered around alcohol or other substances.
Encourage your team to take advantage of HELM’s free and confidential monthly Recovery + Construction Circle.
An industry where everyone thrives
Construction has always been an industry built by people ready to roll up their sleeves, solve complex problems, and look out for one another while working under harsh conditions. We need to lean into these core qualities to shape the future of this sector. Creating safer, healthier, and more inclusive workplaces is not about weakening the culture but ensuring that the people who construct our homes, buildings, and infrastructure can thrive while doing it.
Mental Health Awareness Month is a chance for us to move beyond awareness alone and commit to taking action. Regardless of your role or the number of years you have been in the trades, you can also influence the culture around you. We especially need men to bring leadership to these efforts. Small actions like checking in on a team member, interrupting harassment, insisting on safe jobsites, asking for help, or advocating for stronger policies and benefits can have a big impact. The future of our industry depends not only on recruiting and training new workers, but on creating an occupation where people want to stay. Lastly, to the many men already helping to lead the way, thank you.