and entering the workforce for the first time. “Entry does not define you in construction, but the transition from education to the workplace can be hard for many. We need to explore how to make that transition better. When I first went into industry I didn’t have full support around me at 17. I’m 22 now, but at the time, it seemed unfathomable to say, ‘I’m struggling’. Long hours and knowing what’s normal and what’s not were hard,” he added. Despite progress, stigma
remains a large barrier to accessing employee mental wellbeing provisions in the construction and engineering industry. Most of the audience and panel
employees on challenging topics and gave an example of a session with 30 construction employees on body image. Joanne Pigram went on to talk
about the potential benefits of a diverse workforce in influencing the quality of wellbeing initiatives. “At Danaher & Walsh Group, we have women in key roles, from site agents to surveyors and supply chain managers. We’ve got a high percentage of women in leadership too, punching above our weight in terms of our wellbeing initiatives and I don’t think that’s unrelated to the amount of women we have in leadership.” In a later panel, Danny Clarke,
head of engagement at the Construction Industry Training Board (CITB), also stressed the need for mental wellbeing initiatives to factor in neurodivergent conditions, stating that one in three people in construction identify as neurodivergent.
NORMALISING MENTAL WELLBEING Luke Mason-Hobbs, social value consultant at Mott MacDonald, shared how the company is focused on helping apprentices and young entrants deal with new work and behaviour norms, which can take a mental toll. While Logan Price, quantity
surveying degree and construction mental health ambassador at MPB Structures, shared his challenges of going through an apprenticeship
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agreed physical health and injury are still perceived differently and treated with more urgency than mental health. “There are barriers, but you
have to chip away at them by creating safe spaces to talk,” said Joanne Pigram. I go out on-site regularly and ask people how they are. Every morning briefing on the agenda we have a wellbeing check- in. Everyone gives a quick score on how they’re feeling. If there’s a cause for concern, that’s then followed up by a manager or referred to the MHC. Little adjustments can help to normalise conversations about mental health.”
DID YOU KNOW?
Over two-thirds of employees in the construction and surveying profession believe there is a stigma surrounding mental health, which stops them talking about it.
NUMBER CRUNCH
£51 billion The cost of mental health to UK employers.
£4.70 The average return on investment for every £1 employers spend on employee mental health and wellbeing through increased productivity.
Source: Deloitte
GLOBAL LEADERSHIP WELLBEING
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