Manager’s Guide and Tools on suicide and distress in the Workplace interactive flipbook
It’s everyone’s responsibility. Mental Health
A healthy and respectful workplace.
Manager’s Guide and Tools on suicide and distress in the Workplace
Disclaimer We recognize that self-harm, distress, suicide, and suicide prevention are challenging topics and therefore we wish to warn readers that this guide includes information on the following: distress situation, self-harm, suicidal ideation, suicide, and suicide attempts. The content may be disturbing and traumatizing. It may be triggering to readers with similar or past lived experiences. If you need to, please engage in self-care as you read this guide. We acknowledge that there may be limitations with this tool and recognize that certain situations may require more specialized resources or expert advice. Should you require further assistance beyond the scope of this tool, please feel free to contact us at edsc.smmt-wmh.esdc@hrsdc-rhdcc.gc.ca, and we will direct you to the relevant resources.
Table of Contents
Introduction
2
Understand Your Role
3
Recognize the Signs
5
Encourage the Conversation
6
Safe Language and Diversity
8
Take Action
9
Due Diligence and You
10
Engage in Self-care
12
Setting Boundaries
13
ESDC and Health Canada Resources
14
Where to find more information and training
15
Acknowledgements
16
Notes
17
Introduction
As a manager, you may have to navigate difficult conversations with a colleague at risk of harming themselves, attempting suicide or in distress. This reference guide provides you with language and tools, and it will help you feel more prepared to respond in a situation of crisis that includes the topic of suicide. It also provides information in support of your own mental health.
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If you think the person is in immediate danger of harming themselves or others, please call 911
If the person you are in contact with is in distress, there are options to obtain immediate support, including: 🍂 � � ESDC EAP Immediate Support 1-800-268-7708 (option 1) • • Contact the emergency line and express your concern for the person, and you will be guided through the next steps. • • As a manager, you can benefit from EAP advisory services by calling the 1-800 number. The aim of this service is to provide advice, coaching or equip managers to help them manage difficult mental health situations required in their duties. 🍂 � � Canadian Suicide Prevention Service (external) call or text 9-8-8 • • You can contact or refer the individual to the crisis line to seek help. 🍂 � � Crisis Services Canada (external) • • On this website, you will find all the lines and crisis centers by region. 🍂 � � Other specific crisis supports are also available, including the Hope for Wellness Helpline (external) (Indigenous peoples), the Trans Lifeline (external) (Transgender people, English only), and Crisis lines for those affected by gender-based violence.
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Understand Your Role
As a manager 1 , you have day-to-day contact with those around you. You get to know your colleagues over time, can observe changes in their behavior, and may interact with them at critical times in their life. You may notice if someone at work is struggling, and you may be able to take the first steps to assist them in getting help. Also, in your day-to-day interactions and work relationships, you can help foster a sense of community, belonging, and respect in your workplace.
Manager’s Responsibilities Section 124 of the Canada Labour Code, Part II, states “Every employer shall ensure that the health and safety at work of every person employed by the employer is protected.” Therefore, as a manager, you are responsible for ensuring the physical and psychological health and safety of your employees while at work. Managers and employees play a key role in building and supporting a diverse, safe, respectful, healthy, and inclusive workplace. Remember : As managers, you are not expected to be trained experts in the field of mental health; however, you are not alone. You can consult with senior managers, Labour Relations, Workplace Mental Health, Occupational Health and Safety, the Centre of Expertise for Optimizing Employee Potential, and the Employee Assistance Program (EAP) for help in supporting yourself and your employees. As an additional point, if the employee’s state is related to a work-related event, it could be a psychological injury/incident, and additional steps must be taken. This includes investigating the incident and reporting it to your Occupational Health and Safety Regional Advisor through the Human Resources Service Centre using the General Enquiry form. You may also contact the Harassment and Violence Centre of Expertise if the struggling employee is allegedly victim of harassment.
1 T he term Manager used in this document includes people-leaders such as Executives, Team Leaders and Supervisors
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As a managers, you can: 🍂 � � Learn to recognize the signs of someone being at risk. 🍂 � � Be prepared to have an open conversation if someone around you is at risk or if you suspect them of being at risk. 🍂 � � Help connect the person you are concerned about with the most appropriate resources. 🍂 � � If you notice that an employee may need help, as a manager, you must take reasonable steps to ensure the health and safety of your employee is protected at work by providing immediate assistance if needed or by reminding them of the available resources. 🍂 � � Talk about suicide. This is one of the best ways to prevent it. 🍂 � � Provide ongoing support after a loss or a crisis while being aware of your own limits.
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Recognize the Signs
While people at risk of suicide may try to hide how they are feeling, there are often warning signs. You might notice changes in their behaviour or you might be aware of events in their life that could be affecting them.
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Potential warning signs (these signs might be observable behaviors, or might be mentioned to you or others): 🍂 � � Previous suicide attempt(s) 🍂 � � Talking about suicide 🍂 � � Talking about being a burden to others 🍂 � � Withdrawing from friends, family, and society
🍂 � � Difficulty with sleep (unable to sleep or sleeping more frequently) 🍂 � � Increased substance use (alcohol or drug) 🍂 � � Agitation or uncontrolled anger 🍂 � � Feelings of helplessness or hopelessness; no sense of purpose in life 🍂 � � Changes in appearance 🍂 � � A recent stressful event or loss 🍂 � � Social withdrawal/feeling alienated 🍂 � � Acting recklessly or engaging in risky activities, seemingly without thinking
🍂 � � Anxiety and/or irritability 🍂 � � Dramatic mood changes 🍂 � � Often missing in-person days, with poor or no valid reason 🍂 � � Closing their cameras when they have always left them on 🍂 � � Feelings of being trapped, like there’s no way out
If you see any of these signs, be proactive and reach out by using the strategy listed on the following pages. Being able to see and hear these warning signs might not seem like a positive thing, and you might feel anxious about how to act, but this is normal. Be reassured that this is an opportunity to address the situation directly. In fact, you may be the bridge.
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Encourage the Conversation
Some people believe that if you talk to someone about suicide, it will increase the likelihood that they will attempt or die by suicide–this is a complete myth as research shows the opposite. In fact, connecting with someone who cares can make all the difference. Initiating or being invited into this conversation is not easy. However, as you notice warning signs, ask questions in a direct way. When speaking to someone or observing their behaviours, these statements and questions can be used to help start the conversation. Also, please note that your role is not to try to diagnose, counsel, fix or resolve the person’s situation. Leave this to professionally trained resources.
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How to start a conversation:
“I have been feeling concerned about you lately.” “Recently, I’ve noticed some differences in you and wondered how you are doing.” “I wanted to check in with you because you haven’t seemed like yourself lately.”
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Questions you can ask according to your comfort level:
“When did you begin feeling like this?” “Did something happen to make you start feeling this way?” “How can I best support you right now?” “Have you thought about getting help?” “Are you having thoughts of suicide?”
Supportive words:
“You are not alone in this. I’m here for you.” “Thank you for trusting me.” “What do you need right now?” “Is there anyone else you trust that you can talk to about this?” “How can I help/support you? “I may not be able to understand exactly how you feel, but I care about you and want to help.” “I’m concerned about you, and I want you to know there is help available to get you through this.” “You are important to me.” “I care about you too much to keep mentions of suicidal thoughts a secret. You need help and I’m here to help you get it.”
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Safe Language and Diversity
Using people-first language avoids stigmatizing words or phrases and emphasizes people while respecting differences and experiences, rather than referring to their actions, conditions, or diagnoses. It is important that language about suicide is careful and factual to make the conversation about suicide safer.
Safe language terminology include:
🍂 � � Die/Died/Death by suicide 🍂 � � Suicide attempt 🍂 � � Attempted suicide
🍂 � � People with… (mental illness, depression, addiction, etc.) 🍂 � � Person who has died by suicide 🍂 � � Person thinking about suicide
People who have experienced a suicide attempt Suicide touches all races, ethnicities, abilities, socio-economic statuses, sexual orientations, gender identities, gender expressions, nationalities, religions, ages, and veteran statuses to name a few. All individuals are unique and have intersecting identities. Those unique experiences and identities can affect how people respond to problems, the way they talk about death and dying, and their attitudes toward suicide, as well as how they feel about sharing personal information and seeking help. It is important to acknowledge the different lived-experiences and identities impacted by suicide and tailor your responses accordingly.
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Take Action
Act immediately if you notice any warning signs. If you feel out of your depth, consider asking the person if you can contact someone on their behalf who could help (e.g., family members, EAP, peer or manager support, help lines, friends, etc.). We are not trained to decide if someone is serious or not, if expressing that they are in distress. Take their word; it is not for you to decide.
How to help a person that you think may be in crisis:
🍂 🍂 Listen and express your concerns. 🍂 🍂 Talk to them and reassure them that they are not alone. 🍂 🍂 Explain that you are concerned about their well-being. 🍂 🍂 Ask them if they are having thoughts of self-harm or suicide (according to your comfort level). 🍂 🍂 Ask if they have a plan to end their life (according to your comfort level). 🍂 🍂 Refer them to a crisis line or help the person to call a crisis line. 🍂 🍂 Help them put together a plan for safety. 🍂 🍂 If the person refuses to get help after several tries, you could inform them that you are concerned and care for their safety and well-being and that you need to talk to someone who can help. 🍂 🍂 If you are on the phone, assisting virtually, unable to be physically present or stay with them until they are in a safe environment, have an alternative plan in place so they are not left alone during this difficult time.
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Due Diligence and You
Due diligence is the level of judgement, care, prudence, determination, and activity that a person would reasonably be expected to demonstrate based on the particular circumstances. Applied to occupational health and safety, due diligence means that managers shall take all reasonable precautions, under the particular circumstances, to prevent injuries or incidents in the workplace.
For example, it is important for managers to keep up to date records of their employees’ work locations, especially in the hybrid context, where knowing where someone is physically located may make a critical difference. This includes ensuring that their address and emergency contact information is up to date in PeopleSoft in their personal information section, and in their work arrangement. In emergency situations, managers may need to call 911 and provide first responders the employee’s address, and to call the employee’s emergency contact.
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In addition, taking action to support team well- being is an important part of a manager’s role. Listing actions taken as part of your Performance Management Agreement is one way to document information about mental health resources and activities shared with your team. Similarly, when supporting a particular employee who may be experiencing a mental health or well- being challenge, it is a good practice to save a record of discussions or information shared in a confidential space so as to respect the privacy of those individuals (e.g. email, OneDrive).
Remember : Due diligence is demonstrated by your actions before an event occurs, not after. Do not hesitate to contact your senior managers and Occupational Health and Safety for support and guidance in ensuring you’re practicing due diligence. You can also consult the Canadian Centre for Occupational Health and Safety resources on due diligence: CCOHS: Health and Safety Legislation in Canada - Due Diligence.
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Engage in Self-care 🍂 � � Being invited into this conversation is not easy. Particularly after these kinds of conversations, it is important to take time to debrief with yourself, and allow yourself to pause, to seek support and engage in self-care. 🍂 � � Being supportive to a colleague means offering immediate assistance if needed, calling for help in urgent situations, and providing resources where applicable. 🍂 � � You are allowed to look after yourself and set your limits if your boundaries are exceeded. 🍂 � � If you are consumed with worry for this person, you need to get help yourself. 🍂 � � You may need to take some time to process the conversation, especially if you feel heaviness or weight of the conversation. Helping others is a compassionate act. Remember, however, to protect your own health and well-being at the same time. 🍂 � � Contact EAP for your own self-care if you need, talk with someone you trust or consult other resources from this guide. Many crisis/suicide help lines offer professional and confidential 24 hours a day, 7 days a week.
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Setting Boundaries
Engage in Self Care — It is a manager’s responsibility to provide a safe work environment, be supportive, and do what is reasonably expected as a manager/co-worker. In case of need, the manager/person providing support could express themselves and set their boundaries. As their role is to be supportive to the employee, offer immediate assistance if needed, call for help in urgent situations, and provide resources where applicable. They might feel the need to reiterate their limits if their boundaries are overstepped when the employee’s personal circumstances go beyond work.
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ESDC and Health Canada Resources
EAP Advisory Services Advisory services are soft skills/advice/coaching to support managers, supervisors, human resources representatives or other in their workplace role to deal with psycho-social situations that are unusual, exceptional or outside the realm of their duties. Manager to Manager Network (M2M) Resource for managers who could benefit from the experiences of fellow managers within our department who have experience with similar challenges. Employee Assistance Program (EAP) The Employee Assistance Program (EAP) is a voluntary and confidential service, to help employees at all levels and in most instances family members who have personal concerns that affect their personal well-being and/or work performance.
Specialized Organizational Services (SOS) SOS can help managers by providing coaching to be able to have a difficult conversation with employees in crisis.
Peer Support Program (PSP) Peer Supporters are trained co-workers within our department who are available to listen, provide hope, and support you as you acknowledge the challenges you may be facing.
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Where to find more information and training
Community Support Service
🍂 � � Mental health support: get help - Government of Canada 🍂 � � Crisis Services - Talk Suicide Canada 🍂 � � Suicide Prevention in the Workplace guide - Mental Health Commission of Canada 🍂 � � Canadian Association For Suicide Prevention (external) 🍂 � � Resources for employees - Workplace Strategies for Mental Health
Training (participation in training courses may involve costs)
🍂 � � Mental Health Learning Series - Canada School of Public Service 🍂 � � Mental Health Learning - College@ESDC 🍂 � � Mental health First Aid (external) 🍂 � � The Working Mind (external) 🍂 � � Approaches for people leaders - Workplace Strategies for Mental Health (external)
Remember to speak with your manager about your interest in taking part in activities or events planned during working hours.
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Acknowledgements This document was drafted based on documentation and consultation with various workplaces and experts in the field of workplace mental health and suicide prevention. For a more comprehensive guide, consult Suicide Prevention in the Workplace from the Mental Health Commission of Canada.
Notes
Mental Health
November 2024
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