Suicide is estimated to be the fourth leading cause of death globally, with those working in male-dominated industries such as mining and construction at higher risk than the general population. Research suggests this is due (in part) to stigma towards mental health. To date no research existed that has sought to understand the attitudes underpinning this stigma in the fly-in/fly-out (FIFO) industry.
Griffith University researchers set out to examine what specific stigmatised attitudes of FIFO workers exist towards help seeking and help offering.
Analysis of the research data identified four overarching themes related to the participants’ attitudes towards suicide and stigmatised attitudes that might hinder help-seeking and help-offering:
- fear of negative consequences for employment
- lack of trust in leadership and workplace culture
- perceived inability to respond to suicidal disclosure
- fear of negative reactions
The predominant theme for all participants was the fear of negative consequences for employment, which broke down into fear of job loss, fitness for work, negative financial impact and fears for career progression. The concept of being labelled “mentally ill” permeated the responses with participants believing that such a label would have negative ramifications for their career.
The primary concerns related to lack of trust in leadership and workplace culture arose from fears for confidentiality and unsupportive workplace cultures, with one participant stating, “the culture of the site is one of shame and ridicule for those who suffer with any type of mental health concerns”.
Lack of knowledge and confidence in how to manage disclosures of mental health struggles and fear of doing or saying the wrong thing or fear of not being able to help revealed a perception of an inability to respond to disclosure and a fear of the consequences if they did offer help. A lack of suicide-literacy in men is a previously identified problem which by extension infiltrates male-dominating industries.
This research provides a deeper understanding of stigma structures in the FIFO work environment. FIFO organisations need to urgently address the systematic inadequacies by which their company culture and structures may inhibit disclosures, as well as increase education and de-stigmatisation programs on site.