Suicide Prevention Day: What can companies do to save lives?

In 2023, Malta lost 27 individuals to suicide. While this does not exceed 2021’s record (35 suicides), the figure is still significant.

Oftentimes, it’s easy to get lost in the everyday grind, becoming too focused to notice when someone’s attitude shifts.

On Suicide Prevention Day, MaltaCEOs.mt speaks to the Malta Chamber of Psychologists (MCP) about how companies can offer help, education, and how they can be trained in unfortunate cases where an employee is showing suicidal tendencies.

When someone is contemplating ending their life, there are often warning signs, though they may not always be overt.

Instead of making direct statements, they might express subtle cues, such as remarks about life being meaningless or saying they wouldn’t be missed if they were gone. Other signs can include giving away personal belongings, becoming unusually sad, quiet, or withdrawn and neglecting responsibilities, personal appearance, or hygiene.

On the other hand, exhibiting such behaviours does not necessarily mean that a person is suicidal. So, when does an employer, or its HR, intervene or offer support?

An MCP spokesperson tells MaltaCEOs.mt that, first and foremost, every employer can promote and engage in wellbeing and mental health education as a preventative measure.

“This is not just an act of goodwill, it greatly benefits both parties – the employees and the organisation as well,” he says.

The spokesperson shares that when individuals are aware of what they can do on a regular basis to look after their holistic wellbeing, this prevents serious mental health issues from escalating.  

Furthermore, he expressed his belief that wellbeing and mental health education can create a more resilient workforce and healthier dynamics amongst all employees within the organisation.

Through occasional talks, casual conversations, promotional materials, and formal initiatives, employees at all levels will become more informed about where to seek support if needed.

“This way employees might also have access to professional help, whether delivered in person or online, and have information on seeking the right state-registered and warranted therapists and medical personnel,” he continues.

The spokesperson remarks that every organisation should encourage a few select employees to engage in a certified mental health first aid course. These can serve as first line support to colleagues within the organisation struggling with mental health challenges.  

Therefore, “trained employees can serve as an internal referral system to other professional services outside the organisation.”

These employees would in turn be able to spot and notice those who might be struggling. Nonetheless, the spokesperson points out that apart from specific skills which come from certified and professionally run courses on mental health first aid, addressing mental health issues requires courage and confidence.

Additionally, he recommends that employers, people management and human resources or any certified and officially trained mental health first aider can seek support from other professionals or specific organisations dealing with such cases, in the event of not knowing what to do next.

Above all, the spokesperson emphasised that when a colleague is seen to be behaving differently and potentially exhibiting suicidal tendencies, that person should be offered support immediately.

“An emphatic approach is imperative, and assessing how much the individual is at risk is essential. Showing the employee that you are there for them is important, even perhaps accompanying them when initially seeking professional support, if you feel the person should not be left alone ,” he adds.

Asked whether this role should be shouldered by HR professionals or people management, the spokesperson replied that while encouraging these employees is always helpful, it shouldn’t be limited to them only.

“They might not be suited to be the first point of contact for those struggling, due to their role, and secondly, their personality may also not be suited,” he comments.

‘Large organisations can offer in-house professional services’

Aside from professionally trained mental health first aiders, the spokesperson adds that large organisations also have the possibility to introduce in-house professional services.

“Maybe not from a full-time professionally qualified and warranted person, but someone who comes into the company once a week or so, depending on the numbers and the need, he says.

This, he remarks, will subsequently help to remove the stigma surrounding mental health issues and may show that the company is interested in its employees’ wellbeing, and help individuals juggle time that would be lost going to and from sessions. “Financially, it will also lessen the burden on the employees.”

Certainly, not all companies have the financial means to employ such individuals on a regular basis. If in-house services are not feasible, how can companies extend support through external services?

Here, the spokesperson replies that companies may agree with a professional person that is state-registered and warranted, or an NGO, to provide such services to its employees only when the need arises.

In this case, this can be beneficial for some employees because they know where their first point of contact can be and can speak directly to a professional if they do not want to inform their employer that they are struggling.

Key strategies: Education and a flexible policy

Irrespective of the size of the company, the spokesperson believes that education and mental health promotion are crucial. He notes that any company should have a qualified and warranted professional person in the mental health field, “especially one they can contact in case of these emergencies’

Furthermore, the spokesperson points out that a workplace should also have an official policy, be it on holistic wellbeing in the workplace or on mental health issues at work.

“Such situations may arise suddenly, which may confuse people management, the HR team and the legal employer. However, every case is different and so there may be need for some flexibility too,” he concluded.

Anyone who feels like need someone to talk to should call Malta’s support line, 179.