FEATURE STORY

Worksite Wellness Mental Wellness =

By: R.D. Gibson

Editor’s note: this month’s feature discusses issues surrounding mental health and may include topics that may be considered sensitive.

It is a peculiar scene; one that many have seen time and time again. An office worker is stressed out of their mind. Sweat is trickling down their temples. They loosen their tie around their neck to breathe a little better. They have the thundering stampede of their fellow office workers just trying to get to 5 p.m. without being noticed or causing any issues with the management.

Phones are ringing all around. The clacking of keyboards is becoming a little too overwhelming. People swarm around each other's desks and workspaces. Then a flood of thoughts about how to safely get home, the bills that need to be taken care of, visiting the family this weekend, taking the car into the shop, clearing out jungle in the back of the house, the annual worker evaluation coming up, the company barbecue and the menu, the list goes on and on and on.

Workplace stress and anxiety are not one size fits all, especially across industries. Though office spaces are different now, the same stresses are still applicable in several different settings, especially in the construction industry. In this day and age, the words ‘self-care’, ‘workplace wellness’, and ‘work-life balance’ are becoming part of a normal conversation. It is important that workplace wellness - both mental and physical - is important for everyone. May is Mental Health Awareness Month. It is a time for the community to remember the reality of mental health in our communities; not just at home and schools, but also in the workplace. The COVID-19 Pandemic truly gave employees and employers a chance to address workplace mental health and well-being, especially because these issues are not new.

The Centers for Disease Control website states that ‘71% of adults reported at least one symptom of stress, such as a headache or feeling overwhelmed or anxious.’ The brief, which was released in July 2018, stated how those with mental health disorders also suffer from physical health conditions, like heart disease and respiratory illness. “The costs for treating people with both mental health disorders and other physical conditions are 2 to 3 times higher than for those without co-occurring illnesses.”

Dr. Jaylene Kent, Ph.D., C.I.T, President of Isla Coatings & Roofing Supply and a Clinical Psychologist stated the concern surrounding mental health in the construction industry ‘may come as a sad surprise.’ She cited a recent American Psychiatric Association report how “the construction workforce experiences the second highest rate of suicide among major industries.”

The contracting tasks and multi-million dollar projects can be stressful and daunting, yet there is so much more than that. Dr. Kent continued by listing certain facets of the industry that could lead to labeling it ‘at-risk’ when it comes to mental health. She listed the complicated nature of decisions in construction, the danger of tasks, and the orchestrated teamwork that is expected of team members to ‘successfully bring a project to conclusion on time and in budget.’

However, it does not stop there. Dr. Kent mentioned how many challenges construction workers face are beyond their control, and how this ranges from logistics, manpower, and even the weather to job security. “Notably, lack of control is one of the highest contributors to stress in the workplace, regardless of industry,” she emphasized. She pointed to job security since oftentimes construction workers work project to project and once one is completed, they are pursuing another project “with no guarantee of success”. Additionally, she pointed to production deadlines, which add to long hours, shift work, and an unpredictable schedule. “There is a saying in construction ‘We work when we have work!’” stated Kent, along with a nod to an atmosphere of ‘male machismo’ and the ‘pressure to be tough enough’ - in addition to everything else listed above. In a publication on Workplace Mental Health.org, it cited four reasons as to why construction workers do not seek help, which include seeking help could be seen as weakness because of shame and stigma surrounding reaching out for help (78-percent), shame and fear of judgment (77-percent), the fear of negative consequences (55-percent), or they do not know how to access care (46-percent), which further support Dr. Kent’s contributing factors. Dr. Kent also commented on the potential effects of a worker’s mental health on the industry, which range anywhere from safety issues to job performance. “There is generally a reduction in efficacy and productivity when an employee is struggling with serious stress and poor mental health,” Kent added. At the core of the conversation surrounding mental health is typically stress; and stress is subjective and different for everybody. Sara Harrell, a supervisor at the Guam Behavioral Health and Wellness Center Prevention and Training Branch, discussed points related to mental wellness in the construction industry. Harrell stated how stressors have adverse effects for overall work environments. “When there are multiple unaddressed stressors that cloud a worker’s mind and they do not have the outlet to properly address them, it may manifest physically, emotionally and socially,” she stated. She explains how this can lead to absenteeism and poor work quality. Michelle Sasamoto, an Advanced Certified Grief Recovery Specialist, added: “The construction industry requires precision and accuracy in executing projects.” She continued, “Safety of all being [at] the forefront.” Sasamoto discussed how when people are grieving a loss, for example death, divorce, or reduced quality of life, there are mental well-being consequences just like those listed above. “This could pose barriers to worksite wellness, safety and mission,” she ended. These could also augment burnout, loss of focus, and physical sickness because of high stress levels. According to MayoClinic.org, though not medically diagnosed, “Job burnout is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.”

However, it does not stop there. Dr. Kent mentioned how Symptoms for burnout can vary and be extensive including many challenges construction workers face are beyond irritability or impatience with coworkers, a hard time their control, and how this ranges from logistics, manpower, concentrating, lack of energy, and a change in sleeping and even the weather to job security. “Notably, lack of habits, and even physical symptoms, like headaches and control is one of the highest contributors to stress in the digestion issues, the Mayo Clinic states. The website workplace, regardless of industry,” she emphasized. She continues listing potential causes, which include, lack of pointed to job security since oftentimes construction control in work assignments, lack of support professionally workers work project to project and once one is completed, and personally, and a work-life imbalance. they are pursuing another project “with no guarantee of success”. Additionally, she pointed to production deadlines, Sometimes it takes having that support within the which add to long hours, shift work, and an unpredictable workplace. “A common risk factor for mental health schedule. “There is a saying in construction ‘We work concerns in the workplace may be the lack or limited when we have work!’” stated Kent, along with a nod to an support system for employees,” Harrell said. She added how atmosphere of ‘male machismo’ and the ‘pressure to be limited - or lack of - policies and benefits for employees to tough enough’ - in addition to everything else listed above. take care of themselves could affect an employee’s mental health. It could also depend on the focus of the workplace In a publication on Workplace Mental Health.org, it cited and its culture, as well. Harrell commented how if there four reasons as to why construction workers do not seek is a strong focus on productivity without recognizing the help, which include seeking help could be seen as weakness strain on a worker’s mental well-being, it could create an because of shame and stigma surrounding reaching out for environment that may lead to burnout. help (78-percent), shame and fear of judgment (77-percent), the fear of negative consequences (55-percent), or they do Harrell agreed how mental health “has been a heavily not know how to access care (46-percent), which further stigmatized topic” in general. She cited how community support Dr. Kent’s contributing factors. feedback from participants at trainings and outreach often point to how strength and toughness are favored and Dr. Kent also commented on the potential effects of perpetuated “to a point where people feel shame when a worker’s mental health on the industry, which range they feel the need to ask for help.” She emphasized how anywhere from safety issues to job performance. “There is the Guam Behavioral Health and Wellness Center promotes generally a reduction in efficacy and productivity when an help-seeking continuously. employee is struggling with serious stress and poor mental health,” Kent added. Sasamoto mentioned how workers are taught how to At the core of the conversation surrounding mental respond in case of emergencies, like fires, typhoons, health is typically stress; and stress is subjective and earthquakes, etc. In those isolated events, there is a different for everybody. Sara Harrell, a supervisor at the standard operating procedure. She encourages employers Guam Behavioral Health and Wellness Center Prevention to have that same level of preparedness and readiness in and Training Branch, discussed points related to mental the case of mental health issues arising. “Employers could wellness in the construction industry. Harrell stated normalize procedures, increase readiness and capacity to how stressors have adverse effects for overall work respond to individuals who experience everyday life events environments. “When there are multiple unaddressed that have direct impact on the workforce, worksite, and stressors that cloud a worker’s mind and they do not overall goals of the company,” she recommended. This have the outlet to properly address them, it may manifest could help in having first aid training in dealing with human physically, emotionally and socially,” she stated. She emotions. explains how this can lead to absenteeism and poor work quality. A big part of addressing mental health in the workplace starts at opening up the lines of communication between Michelle Sasamoto, an Advanced Certified Grief Recovery employees and the employer. There are several avenues Specialist, added: “The construction industry requires to take. Sasamoto suggested several items, including precision and accuracy in executing projects.” She promoting wellness and self-care activities, creating continued, “Safety of all being [at] the forefront.” Sasamoto and strengthening a climate of support, and even having discussed how when people are grieving a loss, for example those in leadership positions attend trainings geared death, divorce, or reduced quality of life, there are mental toward addressing grief, and substance abuse and suicide well-being consequences just like those listed above. prevention. Additionally, Sasamoto suggested companies “This could pose barriers to worksite wellness, safety and host monthly or quarterly team building-bonding events mission,” she ended. where it allows coworkers to participate in health and wellness workshops. “All these will help employees feel These could also augment burnout, loss of focus, and supported, valued and hopeful,” she emphasized. physical sickness because of high stress levels. According to MayoClinic.org, though not medically diagnosed, “Job Employees should know what kind of stress management burnout is a special type of work-related stress — a state of resources are available to them, and employers should also physical or emotional exhaustion that also involves a sense have those resources and policies at-the-ready, shared of reduced accomplishment and loss of personal identity.” Harrell. The Guam Behavioral Health and Wellness Center

Symptoms for burnout can vary and be extensive including irritability or impatience with coworkers, a hard time concentrating, lack of energy, and a change in sleeping habits, and even physical symptoms, like headaches and digestion issues, the Mayo Clinic states. The website continues listing potential causes, which include, lack of control in work assignments, lack of support professionally and personally, and a work-life imbalance. Sometimes it takes having that support within the workplace. “A common risk factor for mental health concerns in the workplace may be the lack or limited support system for employees,” Harrell said. She added how limited - or lack of - policies and benefits for employees to take care of themselves could affect an employee’s mental health. It could also depend on the focus of the workplace and its culture, as well. Harrell commented how if there is a strong focus on productivity without recognizing the strain on a worker’s mental well-being, it could create an environment that may lead to burnout. Harrell agreed how mental health “has been a heavily stigmatized topic” in general. She cited how community feedback from participants at trainings and outreach often point to how strength and toughness are favored and perpetuated “to a point where people feel shame when they feel the need to ask for help.” She emphasized how the Guam Behavioral Health and Wellness Center promotes help-seeking continuously. Sasamoto mentioned how workers are taught how to respond in case of emergencies, like fires, typhoons, earthquakes, etc. In those isolated events, there is a standard operating procedure. She encourages employers to have that same level of preparedness and readiness in the case of mental health issues arising. “Employers could normalize procedures, increase readiness and capacity to respond to individuals who experience everyday life events that have direct impact on the workforce, worksite, and overall goals of the company,” she recommended. This could help in having first aid training in dealing with human emotions. A big part of addressing mental health in the workplace starts at opening up the lines of communication between employees and the employer. There are several avenues to take. Sasamoto suggested several items, including promoting wellness and self-care activities, creating and strengthening a climate of support, and even having those in leadership positions attend trainings geared toward addressing grief, and substance abuse and suicide prevention. Additionally, Sasamoto suggested companies host monthly or quarterly team building-bonding events where it allows coworkers to participate in health and wellness workshops. “All these will help employees feel supported, valued and hopeful,” she emphasized. Employees should know what kind of stress management resources are available to them, and employers should also have those resources and policies at-the-ready, shared Harrell. The Guam Behavioral Health and Wellness Center

provides free services for counseling and substance dependence treatments, according to Harrell. “We are open for walk-ins, and even if you do not know yet what service you need to get help, our intake process will allow us to work with you in understanding your needs and identifying treatment plans that fits your situation best.” Additionally, she stated some of the services may be free depending on insurance carriers and agreements, which may also be included in primary prevention services. Harrell added how construction employers can work and consult with the staff on what they might possibly need, and maintain an open mind. This could include the kind of support they think would be most helpful. “Mental health is quite complex that there really isn’t a template solution of services to improve it,” stated Harrell. She added how it is vital to have the staff be part of the decision-making process in developing the solutions for the company. A big part of workplace wellness is also fostering and creating a culture that promotes mental wellness. “Don’t wait until employees are burnt out or emotionally suffering,” she remarked. “We should strive to take care of our mental health the same way we prioritize our physical health.” Dr. Kent reiterated the stigma and embarrassment some can face, especially in - but not limited to - the construction industry when discussing their concerns about their mental health. She mentions where most employers can start is talking openly about the need for mental health. Kent talked about normalizing supervisors and employees reaching out and supporting workers they may be concerned

provides free services for counseling and substance about. “Sometimes it may only take a supportive friend or dependence treatments, according to Harrell. “We are open co-worker who understands the situation to mitigate the for walk-ins, and even if you do not know yet what service stress,” she added. you need to get help, our intake process will allow us to work with you in understanding your needs and identifying treatment plans that fits your situation best.” Additionally, she stated some of the services may be free depending on insurance carriers and agreements, which may also be included in primary prevention services. Within the last two years, the topic of workplace mental health and well-being has emerged as a major point of discussion within many industries’ workplaces. According to a feature by Cal Beyer for the Construction Financial Management Association, mental health has plagued the Harrell added how construction employers can work and construction industry even before the COVID-19 Pandemic, consult with the staff on what they might possibly need, and the after-effects are something to be taken into and maintain an open mind. This could include the kind of consideration moving forward in the post-pandemic world. support they think would be most helpful. “Mental health is quite complex that there really isn’t a template solution of services to improve it,” stated Harrell. She added how it is vital to have the staff be part of the decision-making process in developing the solutions for the company. A big part of workplace wellness is also fostering and creating a culture that promotes mental wellness. “Don’t wait until employees are burnt out or emotionally suffering,” she As we navigate this landscape, it is important to recognize how far we have come and where we are headed. There needs to be intention in helping others heal. As a community we can break this stigma, and sometimes it can start right at the workplace where people are at their most stressed and maybe - just maybe - need a quick check-in. remarked. “We should strive to take care of our mental health the same way we prioritize our physical health.” Dr. Kent reiterated the stigma and embarrassment some can face, especially in - but not limited to - the construction industry when discussing their concerns about their mental health. She mentions where most employers can start is talking openly about the need for mental health. Kent talked about normalizing supervisors and employees reaching out and supporting workers they may be concerned about. “Sometimes it may only take a supportive friend or co-worker who understands the situation to mitigate the stress,” she added. Within the last two years, the topic of workplace mental health and well-being has emerged as a major point of discussion within many industries’ workplaces. According to a feature by Cal Beyer for the Construction Financial Management Association, mental health has plagued the construction industry even before the COVID-19 Pandemic, and the after-effects are something to be taken into consideration moving forward in the post-pandemic world. As we navigate this landscape, it is important to recognize how far we have come and where we are headed. There needs to be intention in helping others heal. As a community we can break this stigma, and sometimes it can start right at the workplace where people are at their most stressed and maybe - just maybe - need a quick check-in.

End note: If you, or someone you know, is experiencing a difficult time, or needs someone to talk to, contact the Crisis Hotline at (671) 647-8833 or (671) 647-8834. If it is an emergency, contact 911.