Building a Culture of Support: Construction Suicide Prevention Month

September marks National Suicide Prevention Month, a time when communities across America come together to raise awareness about suicide prevention. For the construction industry, this month carries particular significance. Workers in this field face suicide rates that are among the highest of any profession in the United States.

The numbers are sobering. According to data from the Centers for Disease Control and Prevention, the construction worker suicide rate is approximately 53 per 100,000 workers. This rate is nearly four times higher than the national average. In 2023 alone, an estimated 5,000 construction workers died by suicide. This far exceeds the estimated 1,000 workers who died from workplace accidents.

For 2025, September 8-14 has been designated as Construction Suicide Prevention Week. In this blog post, I will focus on concrete actions that construction companies, supervisors, and workers can implement immediately. Together, we can create safer, more supportive work environments.

Understanding Construction Suicide Prevention Week

Construction Suicide Prevention Week is observed annually during National Suicide Prevention Month. It serves as a dedicated time for the construction industry to unite in preventing suicide and promoting mental wellness. This week provides a focused opportunity to implement industry-specific interventions and normalize mental health conversations on job sites across America.

Daily Action Plan for Construction Suicide Prevention Week

The following is a sample outline a company could follow for the week. Alternatively, you could choose one day and implement it during the week.

Monday: Assessment and Awareness

• Conduct a mental health climate survey (anonymous) to understand your workforce's needs.

• Distribute mental health resources and ensure the 988 number is posted at all job sites.

• Hold toolbox talks about mental health awareness and suicide prevention.

  
  

Tuesday: Training and Education

• Train supervisors and forepeople in Mental Health First Aid.

• Educate workers on recognizing warning signs in themselves and coworkers.

• Share stories of recovery and hope (with permission) to reduce stigma.

  
  

Wednesday: Resource Connection

• Invite Employee Assistance Program representatives to job sites.

• Provide information about local mental health services and support groups.

• Ensure health insurance mental health benefits are clearly explained.

  
  

Thursday: Peer Support Systems

• Establish buddy systems or peer support networks.

• Train volunteer peer supporters in basic mental health support techniques.

• Create communication channels for workers to report concerns anonymously.

  
  

Friday: Policy and Commitment

• Review and update company mental health policies.

• Commit to long-term mental health initiatives beyond this single week.

• Plan ongoing mental health programming and check-ins.

  
  

Creating Psychologically Safe Job Sites

Building a mentally healthy workplace requires intentional changes to both the physical environment and workplace culture. A psychologically safe job site is one where workers feel comfortable discussing mental health challenges without fear of judgment or career consequences. These environmental and cultural shifts work together to normalize help-seeking behavior and create an atmosphere of mutual support.

Environmental Changes

• Post mental health resources visibly and prominently.

• Create quiet spaces where workers can take mental health breaks.

• Ensure adequate lighting and comfort in break areas.

• Display positive messaging about seeking help.

  
  

Cultural Shifts

• Lead by example; management should openly discuss the importance of mental health.

• Celebrate workers who seek help rather than stigmatizing them.

• Include mental health in regular safety discussions.

• Acknowledge that mental health is as important as physical safety.

  
  

Supervisor Toolkit: Recognizing and Responding

Supervisors and forepeople are often the first to notice when a worker is struggling. This makes them crucial frontline defenders in suicide prevention efforts. However, many lack the training to recognize warning signs or respond appropriately to mental health concerns. This toolkit provides practical guidance for identifying at-risk workers and taking meaningful action to connect them with help.

Warning Signs to Watch For

• Changes in work performance or attendance.

• Increased irritability or mood swings.

• Social withdrawal from team activities.

• Talking about feeling hopeless or trapped.

• Increased risk-taking or reckless behavior.

• Giving away tools or personal items.

• Expressing feelings of being a burden.

  
  

How to Respond

1. Listen without judgment: Create space for honest conversation.

2. Express concern directly: "I've noticed you seem different lately. How are you doing?"

3. Avoid trying to fix everything: Your role is to listen and connect them to resources.

4. Follow up consistently: Check in regularly; don't assume one conversation is enough.

5. Know your resources: Have contact information for EAPs, mental health professionals, and crisis lines readily available.

   
   

Construction Industry-Specific Resources to Implement

The construction industry has unique stressors and workplace dynamics that require specialized mental health resources and approaches. Generic wellness programs often fall short because they don't address the specific challenges construction workers face daily. These industry-tailored tools and resources are designed to resonate with construction culture and provide practical solutions that workers will actually use.

Construction Industry Alliance for Suicide Prevention (CIASP) Tools

• Toolbox talk templates specifically designed for construction teams.

• Supervisor training modules.

• Worker resource cards that fit in hard hats.

• Suicide prevention protocols for job sites.

  
  

Measuring Success and Maintaining Momentum

Effective suicide prevention requires ongoing commitment and continuous improvement rather than one-time initiatives. Without proper measurement and sustained effort, even well-intentioned programs can lose impact over time. Tracking key metrics and maintaining year-round focus ensures that Construction Suicide Prevention Week becomes a catalyst for lasting cultural change rather than just a single week of awareness.

Track These Metrics

• Employee Assistance Program utilization rates.

• Mental health-related sick days and turnover.

• Anonymous feedback on workplace mental health climate.

• Participation in mental health training and resources.

  
  

Maintain Momentum

• Continue supervisor training programs.

• Regularly update and refresh resources.

• Share success stories and positive outcomes.

  
  

Emergency Resources - Always Available

Immediate Crisis Support

• 988 Suicide & Crisis Lifeline (call or text).

• Chat here: https://chat.988lifeline.org/.

• Crisis Text Line: Text HOME to 741741.

• If someone is in immediate danger, call 911.

  
  

Construction-Specific Support

• CIASP Helpline: Available through preventconstructionsuicide.com.

• Construction Financial Wellness resources for job-related stress.

  
  

Remember: Construction Suicide Prevention Week isn't just about this one week. It's about starting conversations and implementing changes that will save lives throughout the year. Every action you take, no matter how small, contributes to a culture where seeking help is seen as a sign of strength.

Let’s work together to create a supportive environment where everyone feels valued and engaged.