Written by Angie Arteaga
Many health care professionals have spent their lives serving others; however, they also
frequently find themselves in working conditions where seeking assistance may feel unsafe.
Health care practitioners, such as physicians, nurses, psychologists, social workers, and other
health care workers, are generally required to absorb unmanageable levels of stress, grief,
trauma, long hours, and physical and emotional exhaustion, all while maintaining an
exceptionally high standard of performance. When organizations fail to develop secure routes for
employee support, employees may silently endure their suffering.
Physician suicide is a serious public health issue. It is estimated that hundreds of physicians in
the United States die by suicide annually. The problem does not end there. Nurses, health care
support staff, mental health professionals, and other individuals involved in providing patient
care may also experience increased suicide risk. Research has shown that registered nurses,
health care support staff, and health technician occupations may carry higher rates of suicide risk
than non-health care occupations.
This issue is not just a mental health issue; it is also an issue of workplace culture. Many
clinicians are trained in environments where they are expected to know all the answers and
remain composed at all times, even when they are struggling with their own mental health.
Seeking help may feel like a professional risk rather than a sign of strength. Fear of stigma,
licensure consequences, credentialing concerns, privacy issues, or judgment from colleagues can
prevent health care workers from getting support early. The National Academy of Medicine has
pointed out that we need to reduce stigma and unnecessary punitive action against workers who
seek mental health care.
Creating suicide-safer workplaces means not waiting until there is a crisis. It means building
support into the workplace culture, policies, and daily practices. This means employees know
what to say and do when a coworker talks about suicide. It also means explaining mental health
benefits clearly during onboarding, making sure crisis resources, such as the 988 Suicide and
Crisis Lifeline, are easy to see and access, and making sure Employee Assistance Programs are
ready to respond appropriately if someone is at suicide risk. Finally, organizations should review
how they handle leave, return-to-work, and credentialing policies to make sure they are not
discouraging employees from seeking care.
Health care organizations will benefit from developing a pre-incident response plan. In the event
that an employee at a health care organization dies by suicide, there are many things that leaders
may need to consider, especially during times of grief and confusion. A preparedness plan can
assist with communication to employees, support coworkers, reduce the dissemination of
potentially harmful messages regarding the death, and connect employees to appropriate support.
Preparation regarding this type of issue sends the message to both employees and patients that
the organization takes suicide prevention seriously and recognizes the importance of supporting
employees’ well-being as an important factor in providing safe patient care.
Preparing a suicide-safer workplace is the responsibility of organizational leaders.
Organizational leaders create the environment and set the tone for whether seeking help is
viewed as a weakness or as a common aspect of being human and professional. No health care
worker should have to decide between safeguarding their career or safeguarding their life. When
organizations normalize support, reduce stigma surrounding mental illness, and provide clear
pathways for care, they provide an opportunity for health care workers to seek assistance prior to
reaching a state of crisis due to their own distress.
Physicians, nurses, behavioral health workers, and health care employees should be able to work
in environments in which they are valued, supported, and cared for. Preventing physician
suicide begins with creating an environment where it feels safer to speak up than to remain
silent. The first step in this process is for a health care organization to ask one very simple and
important question: If someone from our team were struggling today, would they know where to
go for help, and would they feel comfortable seeking help?
Angie Arteaga is a Master of Social Work student at Tulane University, completing her macro practicum with Zero Overdose. She’s passionate about behavioral health, suicide prevention, and developing innovative, evidence-based solutions that improve access to care and support healthier communities.
