Mental health safety for construction workers: What leaders can do

Jan. 3, 2023

By MJ MacDonald

Mental health is rightly a hot topic these days, but it is of a particular concern in the construction industry. According to the Centers for Disease Control and Prevention, the suicide rate for male construction workers is over four times higher than the national suicide average.

In Nova Scotia, 142 people died by suicide in 2021, and 107 were men. This figure is the highest on record since data was collected on this metric in 2008. While we don’t yet have an industry breakdown in Nova Scotia, it is likely safe to assume some were construction workers.

This presents a significant opportunity for business leaders in the HRM. There are 18,000 construction workers in the Halifax area and as a leader, you have a platform to help support better mental wellness and to shape their mental health both on and off the job.

Start talking

The first piece of advice is to start talking to your team members. Ask them how they are doing. Listen. Offer solutions that you as the employer can provide and be sure to have some external supports on hand as well. Some examples include the Employee and Family Assistance Program, extended health benefits for psychologists, a flexible work schedule, and lists of community and suicide prevention resources.

Mitigate job stress

There are many deadlines to meet in the construction industry and it can be a high-stress environment. To offset this, foster a culture of support and have programs in place that can make work fun, such as contests or friendly competition. Set realistic expectations and adapt your leadership style to meet individual employee needs.

Also, make sure to recognize and provide positive feedback. Take the time to ensure your team understands the bigger picture — the work they are doing matters. A simple thank you for a job well done means a lot.

Lead by example

My mother was very ill and passed away in April, during the COVID-19 pandemic. I shared this news at work, and it felt good not to try and cover up and pretend everything was fine. I was very grateful for the support and empathy I received from my teammates; it made a tough time much easier and it helped my team know what was going on with me.

We have an opportunity to open up about our own mental health. As leaders, everything we do is being noted by your workforce. If they see you okay with talking about mental health, they are much more likely to do the same.

Be sure to take care of your own mental health too. Be a role model for rest, setting realistic deadlines, and good self-care. We all need to stay emotionally heathy to be a successful leader.

Ensure a safe working environment

Mental health is tied to safety on the job. If you sustain an injury at work, it affects every aspect of your life and can also impact your mental health. As leaders, we must ensure a safe work environment and that all workers are following safety protocols. We know from our legislation that safety at work is the employers’ responsibility. Establish and support a Joint Occupational Health and Safety Committee. Review work areas, identify hazards, and work collaboratively to mitigate them. Collect and review safety data. Use it to formulate plans for prevention and implement these. We recommend that psychological safety and workplace culture be a component of a good safety program.

Get trained

At Construction Safety Nova Scotia, we heard from our members that they want more help supporting the mental health of their workforce. In our most recent member survey, 40% of respondents said they were “very interested” in attending a Mental Health First Aid training course. We listened and are now offering this course in our Dartmouth training facility. You can sign up at constructionsafetyns.ca/course-registration.

I took this course, and I am now certified in Mental Health First Aid. As a leader, I am much more prepared to deal with a mental health crisis, should one arise at my organization. I strongly encourage you to consider attending — you might just save a life.

Construction Safety Nova Scotia is a non-profit that offers training, safety and mental health resources, and Certificate of Recognition (COR®) certification to the construction sector across the province.

This article originally appeared in the December 2022 issue of Business Voice magazine, published by the Halifax Chamber of Commerce.

April 5, 2023

Construction Safety Coalition — made up of 14 industry partners — coming together to address falls from heights

DARTMOUTH, NS — Every year, construction workers die on the job or are severely injured as a result of improper fall protection when working at heights across Nova Scotia. According to data from WCB Nova Scotia, from 2021 to 2022, the number of time-loss claims in construction that involved falls increased by nearly 50 percent, from 100 in 2021 to 149 in 2022. In 2022, there were 15,259 days lost to workplace injury from falls in the construction sector. The most common injury types from falls in construction are sprains/strains and fractures/dislocations.

Falls can happen from ladders, elevating work-platforms, permanent structures like roofs, and temporary structures such as scaffolds and other types of work platforms.

To address this issue, a total of 14 organizations making up the Construction Safety Coalition have come together to launch a new fall protection awareness campaign funded through the Occupational Health and Safety Education Trust Fund. The campaign launches today across multiple channels and mediums, and targets employers and workers, who both have a responsibility in making sure people are working safe at heights.

Resources and legislation pertaining to employers and workers can be found at www.TieOffNS.ca. Employers are responsible for ensuring a safe work site and that all proper fall protection systems are in place and procedures followed, while workers have a responsibility to ensure they are tied-off and using fall protection properly. Doing so ensures a supervisor or business owner never needs to make that life-changing call to a loved one, and workers can make sure they are around for their friends, family, and to do what they love when their shift ends.

Nova Scotians can call 1-800-9Labour if they have questions about fall safety, or to report concerns about unsafe work.

QUOTES

“Everyone deserves to come home safe from work, and we can make sure that happens by always using fall protection equipment, and using it properly,” said Jill Balser, Minister for the Department of Labour, Skills and Immigration. “We’re pleased to be working with Construction Safety Nova Scotia (CSNS) and industry partners to raise awareness about fall prevention and help make sure more Nova Scotians work safe.”

“I am tired of driving by sites and seeing workers with their safety harnesses on but not tied off. There’s just no excuse. A harness can save your life but not unless it’s tied-off,” said MJ MacDonald, CEO of Construction Safety Nova Scotia (CSNS), which is heading up the campaign along with the government of Nova Scotia’s Occupational Health and Safety (OHS) Division. “I am hopeful that this campaign will remind everyone working at height on construction sites that this behaviour is not okay. If you won’t do it for yourself, please do it for your loved ones.”

“At Flynn Canada, safety is and always will be a top priority,” said Eric Veniot, Atlantic Regional Vice President, Flynn Canada. “Due to the nature of our work in all scopes, proper training in fall arrest and fall restraint is a key focus item to ensure a high level of competency on our crews and job sites. Safety is not only a top priority with the ‘Flynn Family,’ it is also a shared responsibility.”

ABOUT CONSTRUCTION SAFETY NOVA SCOTIA

Construction Safety Nova Scotia (CSNS) is an industry funded not-for-profit association focused on improving occupational health and safety in the construction sector. CSNS is a highly regarded leader in OHS services with over 300,000 students trained in health and safety and over 1,150 firms attaining the association’s Certificate of Recognition (COR®) safety certification. The board of directors, OHS advisors, and CSNS staff work towards a safer construction industry by engaging with its membership to reduce injuries and improve safety culture. The association is passionate about saving lives and reducing injuries through industry-tailored instruction and advice. https://constructionsafetyns.ca/

ABOUT THE OHS DIVISION OF THE GOVERNMENT OF NOVA SCOTIA
Workplace safety is our number one priority. We will work with Nova Scotians so that everyone understands the province’s occupational health and safety rules. We use our Pathways to Compliance (PDF) to help ensure workplaces are compliant. We encourage Nova Scotians to work with us to build a strong culture of Health and Safety. Safety is everyone’s responsibility. Work safe, Home safe, Everyday.

MEDIA BACKGROUNDER

Images:
Tie off for family
Tie off for game day
Prevent heartbreak. Prevent falls from height.

April 28, 2023

Awards handed out for women and safety leadership, mental health, safety excellence and more

DARTMOUTH, NS — Construction Safety Nova Scotia (CSNS) is pleased to announce the winners of its 2023 Safety Awards, which were handed out at the association’s Annual General Meeting yesterday. This year, the awards honoured 12 companies and three individuals who are demonstrating a significant commitment to occupational health and safety in the construction industry in Nova Scotia.

“Every year, we really look forward to handing out these awards at our AGM. It’s not often we get to recognize the incredible work that folks in our sector are doing to keep construction workers safe, and we are happy to provide that opportunity,” said MJ MacDonald, CEO of CSNS. “These companies should be looked upon by others as shinning examples of doing safety right.”

Some changes were made to the CSNS Safety Awards this year, such as the addition of a mental health award and young worker safety award to recognize leaders in those areas.

CSNS SAFETY AWARD WINNERS 2023

Women and Safety Leadership Award

This award is presented to a woman in health and safety who exemplifies the highest standards for safety leadership, going above and beyond to create change. This year’s winner is Cheyenne Coulton, health and safety advisor at Pomerleau. Coulton is a role model for women who aim to navigate a successful career in a male-dominated field. She has strong communication and conflict resolution skills; tackles challenges with a positive approach; and is able to influence the entire team and all contractors to work safely. Download photo here.

Safety Champion Award

This award is presented to an individual who consistently demonstrates outstanding safety excellence and support for their industry peers. This year’s winner is Debbie Greencorn, accounts payable supervisor and Joint Occupational Health and Safety Committee co-chair at the Town of New Glasgow. Download photo here of Greencorn accepting the award from Rob Rowe, director of safety services at CSNS.

Greencorn plans, coordinates and executes the annual internal safety audit and was “monumental” to the Town obtaining its COR® certification to expand to cover all departments of the Town. She also helped develop and implement the Town’s “near-miss, good catch” program as well as designed the health and safety orientation package guide.

Honourable Mention: T. Devon Buell, OHS Manager, McCarthy’s Roofing. Download photo here of Buell (right) accepting the award from Rob Rowe, director of safety services at CSNS.

Best Safety Culture Award

Recognizes excellence in an organization’s OHS culture, with strong safety leadership, a commitment to continuous improvement, and employees who take accountability for safety. This year’s winner is The Shaw Group Ltd, which developed a Corporate Safety Strategy team made up of several senior leaders. All senior leaders conduct “Leadership Safety Walks” at sites other than their own for inspections and conversations with employees. Workers are highly engaged with the company receiving over 8,000 hazard IDs from employees in 2022. Download photo here of Rob Rowe, director of safety services at CSNS, presenting award to Jeff King (right), health and safety manager for manufacturing at The Shaw Group.

Workplace Mental Health Award

Recognizes a company that prioritizes worker mental health and understand that mental health is just as important as physical health. The 2023 winner is Bird Construction where leaders share knowledge and resources, and foster an environment where it is safe to raise concerns about mental health. The company offers virtual courses on mental health and Mental Health First Aid for managers. It delivered several toolbox talks tailored to mental health issues, and Wellness Champions throughout the company are passionate about mental health and raising awareness. Download photo here of Bird team, left to right: Dan Andersson, HSE director Atlantic region; Jason Lapthorne, HSE Coordinator; Jayme Niford, operations manager; and Neal Lade, vice-president and district manager, Atlantic region.

Young Worker Safety Award

Recognizes an organization that displays exemplary health and safety practices specifically targeted to workers under the age of 25. The winner of this inaugural award is Iron Maple Constructors. Apprentices and new hires undergo a wide range of comprehensive training and new employees are placed with a more experienced mentor in the trades. Young workers are comfortable approaching their supers with safety concerns. Download image here of Rob Rowe, director of safety services at CSNS, presenting award to Earl Affleck, safety manager at Iron Maple Constructors and Brody Rafuse (left to right).

Honourable Mention: Ryson Interior Construction Limited. Download image here of Rob Rowe, director of safety services at CSNS, presenting award to Bailey Rhyno and Jamie Stroud from Ryson Interior.

2023 CHAIR’S AWARDS OF SAFETY EXCELLENCE

This year more rigorous criteria was developed for the Chair’s Awards of Safety Excellence, the highest honour available. These awards are now determined through a combination of WCB statistics (injury rate and experience rating) and external COR® audit scores over the past three years. Additionally, winners cannot have had any OHS prosecutions, orders, or penalties in the last three years. There is one winner for each COR® category. The Most Improved award is based on the improvement in the last 3 years of a company’s WCB injury rate and experience rating.

“At Trane, we take a proactive approach to occupational health and safety and provide our workforce with the tools they need to stay safe at their worksite,” said Guy Bourbonnière, Canada president for Trane Commercial. “We prioritize a safety-focused culture and strive to achieve zero injuries and zero incidents across the enterprise.”

2023 winners:

Chair’s Award for Safety Excellence – Owner/Operator

Presented to Feindels Refrigeration and Air Conditioning Inc.

Honourable Mention: Wagner Property Services Ltd.

Chair’s Award for Safety Excellence – Small Business

Presented to Eastern Alternative Power Systems Limited

Honourable Mention: Built Tough Construction LTD Download photo here of Milton Howley, chair of the board of directors for CSNS, presenting the award to Brandon Herridge and Dave Herridge, co-owners (left to right).

Chair’s Award for Safety Excellence – Intermediate Business

Presented to AML Painting Ltd. Download photo here of Nevin Tucker of Kimber & Tucker Quantity Surveyors accepting the award from Milton Howley, chair of the board of directors for CSNS (left to right.)

Honourable Mention: Tate Construction Ltd.

Chair’s Award for Safety Excellence – Standard Business

Presented to Trane Canada. Download photo here of Donnie Clarke, area service manager for Atlantic Canada at Trane, accepting the award from Milton Howley, chair of the board of directors for CSNS (left to right.)

Most Improved

Presented to XL Electric Limited. Download photo here of Mark Morris, operations and project manager at XL Electric, accepting the award from Milton Howley, chair of the board of directors for CSNS (left to right.)

ADDITIONAL PHOTO

Awards on table

ABOUT CONSTRUCTION SAFETY NOVA SCOTIA

When Michael Croft started in the roofing industry at 16 years old, there was no such thing as fall protection.

“If you did feel there was a risk of falling, you had basically a lap belt with a rope on it — and there’s nothing safe about that either,” said Croft, who is the president of Halcor Roofing and Sheet Metal, based in Halifax. “If I was a kid now, I would feel much safer being on sites than I did back then.”

Croft uses those experiences and shares the stories he has accumulated after 30 years in the business to make sure his employees work safe.

“It all starts with me,” he explains. “And while I am there working on sites with them, I can relay safety instructions and teach the younger guys what they need to be aware of.”

When they start a job, they identify all the hazards together as a group and Croft makes sure everyone is involved in safety.

“We’re a small company, so we’re much more one-on-one and interactive,” said Croft. “That really helps with everyone being taking responsibility safety.”

All the guys on site are comfortable speaking up if they see any hazards, they are always looking out for each other, and they respect safety rules and procedures.

“We’re all in it together,” Croft says.

Importance of COR®

Croft sees COR® as the industry standard and says there is no excuse to not be COR® certified.

“At this point, everybody is doing it, and if they’re not doing it, I just think that’s ignorance and negligence,” he said.

Advice for small business owners

Croft stresses that safety starts with each business owner — they set the culture.

And when a new individual joins the team, make a concerted effort to make them feel welcomed and treat them right.

He also recommends doing what you can to get more young people into the industry.

Twin City Painting recently developed a diversity and inclusion policy that explicitly outlines what behaviours are not acceptable in the workplace, encourages workers to come forward if they are on the receiving end of bulling or harassment, and indicates what behaviours are zero tolerance and will result in immediate termination of employment.

“We are an equal opportunity employer. We have people from all different origins, backgrounds, religions, ages, sexes, and we really like to try and make our workplace very inclusive and a safe place to be for all those different kinds of people,” said Christina French, project manager at the Dartmouth-based company. “We let our workers know that everybody is different but it’s important to treat others the way you want to be treated.”

The language barrier when some recent immigrants are hired has caused tension in the past. To mitigate this, Twin City Painting implemented a buddy program that pairs the new hire up with a willing current staff member to help them practice their English and learn some key terminology used in the trade.

“The buddy system has been highly effective at improving language skills for newcomers,” French said. “One individual has been with us for a year-and-a-half and his English is great — he does our work orders now!”

Respiratory protection
Spray painting is a serious hazard that can expose workers to toxic substance if not properly controlled. Twin City Painting recently sourced new respirators and developed a very detailed nine-page policy document around respiratory protection. It includes:
• a chart that outlines what chemicals the worker may be exposed to in a given job
• what respiratory protection and what filters and cartridges are needed for the task
• a standard job procedure for spray painting
• steps for properly putting on a respirator
• a diagram outlining what facial hair is and is not acceptable.

“Spraying paint is a big hazard with particles flying all around and we want to make sure our workers are very well protected,” said French. “The workers who use the sprayers undergo a respiratory fit test and are trained on how to put it on, take care of it, where to store it.”

Communication
The Twin City safety team is always encouraging staff to speak up and let them know about any safety concerns they may have.

“I believe communication is one of the most important parts of safety,” said French. “If they don’t feel comfortable communicating with us, how are we supposed to know what we need to change?”

All workers understand the importance of everyone on the job site being safe and that they have a duty to report any unsafe actions they see. If they report a co-worker who is working unsafely, they will be spoken to and be reminded about the “three strikes you’re out” policy. The first is a verbal warning, the second is written, and the third is a more serious discussion with management about the future of their employment at the company.

Constant improvement
Twin City Painting is certainly doing something right on the safety front, and the numbers speak for themselves: since January 2022, they have worked 93,000 hours and have logged zero hours missed from injury. In fact, the company only had three major injuries since its inception in 1979. French credits this success to the company’s commitment to constant improvement.

“We are making changes to our safety program pretty much all the time. We are always looking to improve and make changes where we need to,” she said.

Sometimes this constant change can be a bit difficult for some long-standing employees, but Twin City focuses on ensuring they do not underestimate the risk.

“We try to make sure they are educated on what could happen if they don’t do it. If you’re not wearing fall protection and you fall off something, you could kill yourself or get severely injured,” said French.

The company also tries to hit home how things are different now than before, for example, they are working at a much higher height now than they were in the ‘90s, so different safety procedures are required.

“That’s been our biggest challenge: workers who are used to how thing were back then,” said Christina. “But they have been doing well with it once we explain how things have changed and what can happen if you don’t work safe.”

Feb. 23, 2023

Association will also hold live stream webinar on Feb. 28

DARTMOUTH, NS — Construction Safety Nova Scotia has introduced new resources for construction employers around repetitive strain injury in honour of RSI Day on Feb. 28. The International Repetitive Strain Injury (RSI) Awareness Day aims to raise awareness of RSIs (also known as musculoskeletal injuries), which are a family of painful disorders affecting tendons, muscles, nerves and joints in the neck, upper and lower back, chest, shoulders, arms, and hands.

“These types of injuries can be debilitating for a worker, causing them to not only miss time from work but it also significantly decreases their quality of life,” said MJ MacDonald, CEO of Construction Safety Nova Scotia (CSNS). “It might not be as high-profile as some other areas of safety in construction, but musculoskeletal injuries and proper ergonomics deserve equal attention on construction sites.”

RSIs account for 40 percent of all time loss claims in the construction sector in Nova Scotia at an average claim cost of $7,700, according to data from the Workers’ Compensation Board of Nova Scotia. Back injuries are the most common in the construction sector among this classification of injury, accounting for 34 percent of the musculoskeletal injury time loss claims, followed by leg injuries at 15 percent, and shoulders at 12 percent.

RSIs/MSIs commonly occur from lifting, vibration and force, pulling, pushing, bending, gripping, and clenching. According to data from WCB NS, overexertion is the cause for 30 percent of time loss claims for MSIs.

To help employers prevent these injuries, CSNS has released the following resources:

Construction Safety Nova Scotia will also be hosting a live stream webinar that can be seen on Facebook and LinkedIn to educate members on the risks of repetitive strain injuries, common activities in the construction sector that put employees at risk, and how to mitigate these risks.

ABOUT CONSTRUCTION SAFETY NOVA SCOTIA

Construction Safety Nova Scotia has shared resources for construction employers and employees to help them understand and prevent repetitive strain injuries (RSIs), in honour of RSI Day in February. The International Repetitive Strain Injury (RSI) Awareness Day aims to raise awareness of RSIs (also known as musculoskeletal disorders), which are a family of painful disorders affecting tendons, muscles, nerves and joints in the neck, upper and lower back, chest, shoulders, arms and hands.

Oct. 19, 2022

Resolve it by showing empathy, brainstorming solutions with involved parties

By MJ MacDonald

A construction site is no stranger to conflict: someone took someone else’s tape measure without asking for the tenth time; another person made a crack about a colleague’s work ethic; a sub challenges the superintendent’s orders; a super continuously assigns an undesirable, menial task to worker who is not happy about it. And the list goes on.

In today’s economic climate, conflict can be exacerbated by the fact that construction workers are under increased pressure to get job done quickly. There’s high demand in the marketplace for construction services but a serious lack of qualified workers to complete the job. According to Statistics Canada, there are currently 81,000 openings for construction workers across the country — 16 per cent higher than the same time last year. In Nova Scotia specifically, our government has a goal of doubling our current population to 2 million by 2060, which will require even more construction workers to build the required housing and infrastructure.

Conflict on the work site has serious potential to set us back from achieving our business goals. Additionally, conflict on the site has a very real impact on a worker’s psychological safety, mental health and can contribute to poor physical safety as well.

Conflict and psychological safety

By now we are all well aware that mental health is a real issue at workplaces across the country. Safety managers and employers need to ensure they are providing a psychologically safe environment, and that includes managing conflict when it arises and preventing it as much as possible. Conflict can cause both short term and long-term emotional harm. It can lead to high levels of stress, depression, anxiety, isolation, and poor self esteem. It is not a pleasant work environment for an individual who is dreading showing up on site because he/she has a significant beef with another colleague.

Conflict can not only affect the individuals involved, but it can also affect the entire group as well. Who wants to work in a place where they are always on pins and needles wondering if Johnny and Mark are going to break out into a fight at any point? Conflict can poison the work culture and lead to disengaged employees who are distracted and more prone to working unsafely.

According to our 2021 Construction Safety Nova Scotia member survey, 40 percent of members are very interested and 37 percent are somewhat interested in attending a course on mental health first aid. This tells us that taking care of the mental health of their workers is something that is very top of mind for construction employers in the province.

Conflict and physical safety

When there is conflict on the construction site, it can take the mind off task for workers. Instead of making sure they are tying off, wearing all their PPE, and following safe work procedures, they are thinking about their recent disagreement. They are distracted — and we know distraction is safety’s enemy. If they are not focused on the task at hand and doing it safely, then injuries or near misses are more likely.

Conflict can also lead to a negative safety culture where workers are not as likely to help each other out or take the time to point out near misses. Let’s be honest: You’re more likely to help someone who is kind and respectful to you than someone who is not.

Managing conflict

Fortunately, there are many ways safety managers and employers can intervene to stop conflict as soon as it rears its ugly head on the construction site (or any work site for that matter).

First, act quickly.

When you see conflict or tension on a site, don’t ignore it. It might be a quick disagreement that can easily be resolved, or it might require a deeper dive with more formal discussions with all parties involved to get to the root of the problem.

Assuming it’s a deeper issue, take time away from the site where both parties can tell their side of the story. Actively listen, show empathy, take notes, and ask questions to ensure you fully understand the issue and each person’s interest. It’s important to focus on issues and facts, not the person or opinions.

Next, work on resolving the conflict itself. Encourage compromise and help both parties understand the other’s point of view. Involve them in shaping the solution. Do they have any ideas for how we can move forward in a positive manner? Buy-in is always better if employees can participate in the solution. Come up with a few possible solutions that satisfy both parties. Brainstorming is key! If they can’t both agree on a solution and you’ve got a stalemate, let them know you will take some time to consider both sides and will make a decision that’s right for the business. Make sure your decision is not based on personal factors or winning or losing, but rather it is a business decision like all others.

Ensure the solution is well planned out, considering the who, what, when, where, and why, and then put it into action. Importantly, make sure you evaluate the success of your solution. Did it solve the problem? Does it need to be revaluated and tried again?

Training

At CSNS, we recommend that all site supervisors and managers be trained in conflict resolution. As with other safety skills, we can’t expect supervisors to diffuse arguments or correct disrespectful behaviours without being taught the skills on how to defuse the situation. In fact, the risk of making things worse if they don’t know how to properly intervene is significant.

To avoid conflict in the first place, supervisors and management need to make sure they set clear expectations for their teams, the subcontractors (if applicable), and everyone else who will be on site.

It’s important they understand the following causes of conflict so they can work to avoid these behaviours on their sites:

Uneven distribution of workload
Unequal treatment
Personality differences
Lack of recognition
Limited resources
Task interdependence
Incompatible goals
Communication issues
Cultural differences
Racism

Business leaders and safety managers in the construction sector need to take a close look at conflict on their sites. Too often, it is considered a part of the job in the construction sector. Reducing conflict, means better productivity and safety, with direct impact to a company’s bottom line.

Having a policy outlining expectations, investing in the training and tools for supervisors and managers to prevent and manage conflict, and modeling the right behaviours will pay off for companies. They will be seen as more welcoming, a good place to work and retain valued employees.

All of these benefits help a company to be more successful and profitable. Good relationships are good business.

MJ MacDonald is the CEO of Construction Safety Nova Scotia.

There are many ways construction employers can help their workers who are living with mental health issues

Dec. 14, 2022

By MJ MacDonald

At industry event in the fall of 2021, during COVID, I was sitting at a table with a union leader who told me he personally knew of six people who had died by suicide in the past year in the construction sector. He said it was a real wakeup call for him that something needed to be done. I couldn’t agree more.

Suicide is a very real problem in the construction industry. The Centre for Disease Control (CDC) in the United States has issued various reports that found the rate of suicide is over twice as high in the construction industry than in the general population, and “construction and extraction” is the #1 occupational group for deaths by suicide.

In Nova Scotia, 142 people died by suicide in 2021 (107 were men), up from 121 in 2020. This is the highest on record since data were collected on this metric in 2008. While we don’t yet have an industry breakdown in Nova Scotia, it is likely safe to assume given statistics in comparable jurisdictions that some of these people were construction workers. Construction Safety Nova Scotia is working on forming a partnership soon with a like-minded agency to determine a sector breakdown going forward.

WHY ARE THE SUICIDE RATES SO HIGH?

There are many reasons why suicide rates are high in the construction sector. For starters, the very male dominated environment fosters a tough male culture where workers don’t talk about their feelings, which has been the societal message to men for decades.

Job insecurity can be another factor which may be the case for workers in a seasonal construction business. Workers may also not have benefits to help them access some of the supports they need for mental health issues they may be struggling with, such as psychologists, counsellors, or an employee assistance program. According to the CDC report, other contributing factors include long work hours, low job control, and high job stress.

If workers are not getting the help they need, they can suffer from serious mental illnesses, such as depression and anxiety, and may often self-medicate with drinking or drugs.

WHAT CAN WE DO ABOUT IT?

Fortunately, there is a lot that construction employers can do to support the mental health of their workforce and put measures in place well before suicide is a thought. Just like a physical injury, treating a mental heath injury as soon as possible is the key to a successful recovery.

The first step is creating a work environment where it is safe, comfortable, and normal to talk about your feelings. COVID certainly helped people open up about the challenges and struggles they are facing emotionally, and the workplace needs to be a safe space for those conversations as well.

Watch out for the signs of suicide risk. Are they talking about feeling hopeless? Are they abusing drugs or alcohol? Are they having many near misses or other safety incidents? Are they withdrawing from social interactions? Are they going through a difficult personal time, such as a divorce or the loss of a loved one? Are they saying they want to die? If you see any of these signs amongst your colleagues or workforce, just start with asking a simple question: “Are you okay?” Then listen to what they are going through, encourage appropriate action and supports, and make sure to check back in periodically to see how they’re doing.

As part of our own learning and support for our team at CSNS, over 80 percent of our staff is trained in Mental Health First Aid. This 1.5 day Mental Health Foundation of Canada course provides an excellent orientation to recognizing the signs of mental health stress, and provides training on how to respond, very similar to the traditional first aid. We will be launching this new course for our members in the coming months.

In addition, we are exploring the development of a peer-to-peer support program for construction workers in the province. This will allow workers to share knowledge and experiences, all while connecting with a community of mutual support. The program will serve to help dismantle self stigma, promote recovery, and aid in suicide prevention. Any construction companies interested in partnering with CSNS can reach out to Kyla Porter, OHS Advisor, at kporter@constructionsafetyns.ca. The program is expected to rollout by the end of 2023.

Additionally, CSNS has several resources available on our website to support construction sector employers broach the difficult topic of suicide in the workplace:

Four toolbox talks on warning signs, how to talk about suicide, the risk of suicide in construction, and making mental health a priority
Suicide prevention posters
Needs analysis and implementation tool.

Suicide is a heavy topic to address, but just like any physical injury early intervention is crucial. If you suspect a worker might be thinking about suicide, intervene today and help them get the support they need.

MJ MacDonald is the CEO of Construction Safety Nova Scotia, a non-profit association aimed at improving safety outcomes for the construction sector across the province. All employers under the construction industry classification codes 4011-4499 & 3551 are automatically members of the association and benefit from discounted safety training, free safety program guidance, and reduced COR® costs.

Where to get help?

Nova Scotia Mental Health and Addictions Crisis Line: Available 24/7 at 1.888.429.8167

Hope for Wellness Helpline & On-Line Chat Counseling Service: Available 24/7 at 1.855.242.3310

Eskasoni Mental Health Services (EMHS) and Crisis & Referral Centre: Available 24/7 at 902.379.2910 or visit https://www.eskasonimentalhealth.org/.

Crisis Services Canada’s toll-free helpline provides 24-7 support at 1-833-456-4566.

Feb. 3, 2023

By MJ MacDonald

When I was a recent graduate of mechanical engineering from Technical University of Nova Scotia in 1984, I was hired by Black and McDonald. I was thrilled to get my first real job — especially as a recession was in full force. The leadership team at Black and McDonald were incredible and very supportive. I was the first female engineer they had hired. Ever.

Having said that and looking back and reflecting on that experience as a young woman in a male dominated industry, there were instances of the culture in construction which were not female-friendly and welcoming. I realize that I was very fortunate to work for such a progressive and trail-blazing employer.

Back then, I literally had men say to me: “Shouldn’t you be home, barefoot and pregnant in the kitchen?” There were pin-up calendars on site offices walls, rude comments and industry events where the servers were dressed in Playboy Bunny outfits. When I was promoted to project manager, I was often the only woman on site. I received some useful coaching on how to get tough with anyone who was giving me a hard time, and I was supported if anything needed to be escalated.

Well, we’ve certainly come a long way! I am pleased to say that the sector is radically changing and while I am at times frustrated and impatient for much faster change, I am encouraged by what I am seeing.

Today, harassment of any kind is not tolerated in many workplaces. I am happy to report that the men I currently work with throughout the construction industry are respectful, considerate, and see me as a true peer. But I do realize there are still many women out there in construction who feel they are treated differently and are subjected to sexist comments and jokes on sites. Employers and site supervisors need to nip this behaviour in the bud and promote a zero-tolerance culture.

As an example both of progress and an opportunity, some companies have a line of personal protective equipment (PPE) designed specifically to fit a woman’s body. However, a recent survey from the CSA Group found 28 per cent of women don’t wear all the required PPE at work because of fit issues and 38 per cent use a workaround to make their PPE fit. Having ill-fitted PPE can lead to problems and create safety hazards for female workers. Make sure you purchase PPE that fits your female workers properly.

PPE manufacturers are making more and more garments for women and the industry is slowly changing because more women are working in construction now than ever before. According to Statistics Canada, women made up 14 percent of the “industrial, electrical and construction trades” as well as “trades helpers, construction labourers and related occupations” in 2022, up from 10.4 percent in 2013 and 9.4 percent in 2003.

But that’s not enough. According to an analysis by BuildForce Canada, the construction industry across the country is expected to be short as many as 29,000 workers by 2027, with retirements, new industry entrants, and expected industry growth all taken into account.

RECRUITING WOMEN INTO CONSTRUCTION

To fill this gap, employers need to focus on recruiting more women into the construction industry — along with immigrants, First Nations, and workers with disabilities (an important conversation for another time). So, how do we recruit more women into the construction industry? One way is to make it psychologically safe and harassment-free for women. Make sure your workforce is not an “old boys club” anymore where sexist jokes and inappropriate comments are made. If your work site hires women and becomes known as an inclusive environment, you will not only retain your female employees but will attract other highly skilled tradeswomen as well.

Another way to recruit women into the industry is to show them the wonderful, high-paying career opportunities that exist. Women in construction are sometimes overlooked for promotions and are not given the same opportunities as their male counterparts. Show them a solid career path exists for your female employees as well.

Yet another option is to support and promote work-life balance as women are still often the primary caregiver for their children. Allow some flexibility and promote the ways your company can help balance home and work responsibilities. And frankly, extend the same to men who take on more family responsibilities, too.

START EARLY

One of the best ways to attract women into the industry is to start early — before their working years. Parents, grandparents, other family members, and friends play a significant role in shaping what a little girl wants to be when she grows up. Right out the gate you can give toys to little girls that are maybe stereotypically given to little boys, such as building blocks, toy construction trucks, and a play tool set. (One of my staff members has a three-year-old daughter who has never had a doll but goes around with her plastic tool set “fixing” different parts of their house each morning!)

When they are high school age, it becomes vital to show them the many trades, science and engineering opportunities that are available and the excellent livelihood they can provide. One organization that does a great job with this mandate is Techsploration. They provide young women in Grades 9 to 12 with hands-on, mentor-led programming that gives them the chance to test out various trades and learn from women already in the industry. Construction Safety Nova Scotia has been a sponsor of Techsploration in the past, and this year I am thrilled to volunteer as a Team Role Model as part of the program. I will be mentoring six to eight young women and hope to show them not only the different trades and engineering disciplines that are out there, but also the possibility of being a CEO in construction and being a female.

I would be remiss if I did not point out there are many financial opportunities available to help women get trained in a trade or technical degree. For example, under the Women in Skilled Trades Initiative, the federal government is investing up to $43.5 million over four years, beginning this year, to support projects that aim to recruit and retain female apprentices. It covers 39 Red Seal trades, mainly those found in construction and manufacturing.

BUSINESS CASE FOR DIVERSITY

Not only do we need women in the industry to meet labour demands, but a recent study from the Canadian Construction Association found that diversity in your workforce is good for business. The report, The value of diversity and inclusion in the Canadian construction industry: A business case, found the following benefits from hiring women and minorities:

Accelerates innovation with diverse perspective and new ideas
Increases employee productivity and revenue
Reduces employee turnover
Drives a positive safety culture
Expands market share with supplier diversity
Enhances your reputation and expands your customer base.

I know firsthand the powerful and positive impact women can have at a construction organization. We just need to get them in the door first. We can do this!

MJ MacDonald is the CEO of Construction Safety Nova Scotia, a non-profit association aimed at improving safety outcomes for the construction sector across the province.

MJ MacDonald’s tips for women in construction

Don’t just ignore inappropriate behaviour as it sends the wrong message and can be interpreted as permission to be disrespected.

When responding, stay calm and respectful. You can respond in the moment or circle back later.

Work with your manager and others to raise concerns and issues in a calm fashion.

Be persistent and patient. Things don’t change instantly.

If you are not seeing meaningful change, it’s time to consider new employment opportunities.