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Behind every hard hat is a human being carrying struggles we may never see.
They show up before sunrise—tools in hand, ready to build the physical world around us. But many carry invisible burdens: anxiety, addiction, grief, stress, or pain. And in an industry built on toughness and resilience, these struggles often go unspoken.
Yet they are there. And they are costing us lives.
Construction has long focused on the physical risks of the job. But the most urgent dangers today aren't just falls or equipment failure—they’re mental health challenges, substance use, and suicide, now taking more lives than all other jobsite incidents combined.
A survey conducted in 2020 revealed that 83% of construction workers had struggled with mental health issues. As Adrienne Selko reported in EHS Today, and according to the Centers for Disease Control and Prevention, “construction occupations have the highest rate of suicide, as well as the highest number of suicides across all occupational groups.” Over 5,000 people working in construction die by suicide each year—five times more than annual jobsite fatalities.
These numbers aren’t just alarming—they’re a call to action. They represent a critical and deeply human crisis in the construction industry, one we can no longer ignore.
“I Didn’t Know This Was a Problem.”
Despite mounting headlines and hard data, many in the industry still haven’t grasped the depth of this crisis.
Some leaders believe drug-free policies or zero-tolerance rules are enough. Others haven’t made the connection between opioid use and suicide—or between long-term stress and the emotional health of their people.
But this isn’t about blame. It’s about breaking the silence.
Because silence is part of the problem. And awareness without action won’t save lives.
When Policy Got in the Way—and a Leader Chose to Change
Bob Kunz, Director of Risk Management at Dimeo Construction, has spent decades protecting workers. For years, Dimeo enforced a strict zero-tolerance drug policy—any worker under the influence was immediately removed, banned, and often permanently disqualified.
“Honestly, we were looking for ways not to bring naloxone onto the job,” Bob admitted. “We had concerns—legal, logistical, liability. What if someone used it wrong? What if it became a distraction?”
But things changed. The jobsite was changing. People were struggling. And Dimeo’s leadership began to see that their policies were pushing workers away, not helping them heal.
“I realized my beliefs—and our policies—were getting in the way of helping the people I’ve spent my whole career trying to protect,” Bob said.
Dimeo shifted. They brought in medical professionals. They offered harm reduction training. They stocked naloxone on every project and trained over 185 responders. Most importantly, they created a path back to work for those in recovery.
“We can’t just keep removing people and hope someone better shows up,” Bob said. “We have to help the people we already have.”
This wasn’t a compliance decision. It was a human one. And it didn’t weaken Dimeo’s safety culture—it strengthened it.
From Compliance to Connection
In safety, we often lead with checklists and policy. But mental health and substance use don’t show up in forms—they show up in people.
On a project with 650 workers, Bob’s team identified 19 individuals under the influence. In the past, they would’ve been let go. This time, they received support. Many returned.
“When you tell a story that’s real, you’re not just raising awareness—you’re creating a connection,” Bob said. “Without that, it’s just another training session.”
That connection is what breaks stigma. Bob witnessed it firsthand during a toolbox talk on naloxone. At first, the crew seemed disengaged—until he shared real stories of workers saved by Narcan. The room went still.
“That’s when it got real,” he said. “You could hear a pin drop.”
“Without Connection, Nothing Changes.”
Mandi Kime, Director of Safety at AGC of Washington, works closely with contractors across the country to implement mental health programs. She knows what works—and what doesn’t.
“We throw mental health resources at our teams and expect them to figure it out,” Mandi said. “But unless we share why it matters, people won’t know how—or feel safe enough—to use those tools.”
Stigma is still one of the biggest obstacles: fear of looking weak, fear of saying the wrong thing, fear of being labeled. But if you lead people—this is your responsibility.
“We can’t treat this like just another training requirement,” Mandi added. “Without connection, nothing changes.”
It starts with empathy. A foreman asking, “Are you okay?” A supervisor who knows how to listen. A company culture that makes it okay to say, “I need help.”
“There’s nothing farther from the truth than thinking a drug-free policy means you won’t have issues,” Mandi said. “We’re still seeing overdoses. The only way to shift the tide is to make it okay to talk about it.”
Shared Workforce = Shared Responsibility
Construction is competitive, but the workforce is shared. We rely on the same skilled trades—electricians, operators, laborers, carpenters. When one worker is lost to suicide or overdose, the entire industry feels it.
“We may compete for jobs, but we share the same human resources,” Bob said. “This issue is bigger than any one company. We have to collaborate—even with our competitors—because lives are on the line.”
When we lose someone on the job—not to injury, but to despair—the ripple effect doesn’t stop at the jobsite gate. It moves through families, crews, companies, and communities.
We can’t treat this as a company problem. It’s an industry problem.
And that means we solve it together—with empathy, shared resources, and leadership that prioritizes people over policy.
This isn’t just about checking a box—it’s about building a culture where protecting people matters as much as completing the project. We can do more, and we must, to ensure every worker feels seen, supported, and safe.
Tools for Action: You’re Not Alone in This
Fortunately, construction leaders don’t have to take this on alone. There are free, proven resources available right now—even for companies that aren’t members of trade associations.
- The Associated General Contractors of America (AGC) provides a wide range of free Mental Health & Suicide Prevention resources, including videos, handouts, and guides to help you start meaningful conversations on your jobsites.
- The Construction Industry Alliance for Suicide Prevention (CIASP) offers toolbox talks, leadership training, and field-tested programs tailored specifically for the construction industry.
- The Alliance for Naloxone Safety in the Workforce (ANSW) equips contractors with free naloxone awareness training, recovery-friendly workplace guidance, and templates for building supportive jobsite policies.
These resources are ready to use, easy to implement, and built for construction companies of all sizes.
Because leading through this crisis doesn’t mean having all the answers. It means knowing where to turn—and choosing to take the first step.