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Actions Our Global Suicide Crisis - How the Workplace Can Respond
Key Takeaways
- Dependent suicide rates have increased from 2008 – 2017.
- Preventing suicide is a complex problem, but certain precursors may serve as indicators.
- Employers can help reduce the stigma and provide support programs to help employees.
In a previous publication, Shifting Mortality Data Impacting Well Being in the Workplace, Prudential determined that while overall suicide rates have remained relatively flat in its life insurance book of business from 2008 to 2017, dependent suicide has increased over the same 10-year period with a significant spike in 20121
| State | Percentage |
|---|---|
| Idaho, Montana, Wyoming, North Dakota, South Dakota, Minnesota, Utah, Kansas, Oklahoma, South Carolina, Vermont, New Hampshire | Increase 6-18% |
| Colorado, Iowa, Missouri, Arkansas, Michigan, Indiana, Ohio, Kentucky, West Virginia, Pennsylvania, Massachusetts | Increase 31-37% |
| Washington, Oregon, Texas, Louisiana, Alabama, Tennessee, Illinois, Wisconsin, New York, Maine, New Jersey, Connecticut, Rhode Island | Increase 19-30% |
| California, Alaska, Arizona, New Mexico, Nebraska, Mississippi, Georgia, Florida, North Carolina, Virginia, Delaware, Maryland, Delaware | Increase 38-58% |
| Nevada | Decrease 1% |
Suicide is profoundly tragic for the person who died, as well as for loved ones left behind who struggle to understand how they may have missed a sign and failed to help the person get the care they needed. The signs are not obvious, and access to appropriate care is often elusive. This paper examines facts about suicide and offers recommendations on how to proactively address this crisis.
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To learn more, read Our Global Suicide Crisis PDF opens in a new window.
You may also be interested in other Financial Wellness Opens in a new window topics.
1Tugman, K. (2019) Prudential aggregate life study.
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