HOW TO APPOINT PEOPLE RESPONSIBLE FOR SUICIDE PREVENTION
Appointing people responsible for suicide prevention is an important step in creating a safer, more supportive environment for everyone in your organisation. Named leads can champion suicide prevention, coordinate activity across teams and ensure that wellbeing remains a priority. By embedding responsibility within clearly defined roles, organisations can move from good intentions to meaningful and sustained action.
STRUCTURING SUICIDE PREVENTION ROLES
While the size and structure of organisations will vary, there are three key functions that should be considered:
- Suicide prevention lead (Policy leadership and governance)
- Suicide prevention officer (messaging, awareness and training)
- Welfare officer (supporting individuals experiencing thoughts of suicide or suicide behaviours)
In larger organisations, these functions should ideally be fulfilled by different people. In smaller organisations, particularly those led by volunteers or with limited resources, one person may undertake more than one of these responsibilities.
UNDERSTANDING THE THREE ROLES
SUICIDE PREVENTION LEAD
Policy Leadership And Accountability
The Suicide Prevention Lead (SPL) should be a named senior leader with overall responsibility for suicide prevention within the organisation. Their role is strategic rather than operational. They are accountable for ensuring that suicide prevention is embedded across the organisation and that appropriate policies, procedures and support pathways are in place.
- Develop and oversee the organisation’s suicide prevention strategy
- Ensure that appropriate policies, procedures and referral pathways are established
- Allocate resources and secure organisational commitment
- Monitor progress and evaluate effectiveness
- Ensure that legal, safeguarding and duty of care responsibilities are met
- Report to senior leadership or governing bodies where appropriate
- Champion suicide prevention as an organisational priority
The SPL is not necessarily responsible for delivering training or directly supporting individuals. Instead, they ensure that the organisation has the right systems, people and processes in place. So they should have sufficient authority and influence to drive change throughout the organisation. In larger organisations, the SPL should usually be a senior manager, director or executive-level leader.
- Holds a senior leadership position
- Can influence organisational decision-making
- Has experience of policy development or governanceIs committed to improving wellbeing and suicide prevention
- Can coordinate activity across departments and teams
- Is willing to take accountability for implementation
SUICIDE PREVENTION OFFICER
Messaging And Training
The Suicide Prevention Officer (SPO) is responsible for promoting awareness and coordinating suicide prevention activity throughout the organisation.
This role focuses on ensuring that people understand suicide prevention, know how to seek help and are aware of available support.
- Coordinating suicide prevention training
- Delivering awareness campaigns
- Promoting key messages and resources
- Developing communication materials
- Supporting awareness events and initiatives
- Monitoring engagement and participation
- Encouraging a culture where conversations about mental wellbeing are welcomed
- Can communicate effectively with different audiences
- Has experience in training, communications or engagement
- Is organised and able to coordinate initiatives
- Is passionate about raising awareness
- Can promote a positive and supportive culture
In some organisations, this function may sit within wellbeing, communications, learning and development, HR or volunteer management teams.
WELFARE OFFICER OR DESIGNATED SUPPORT PRACTITIONER
Supporting Individuals
The third function focuses on supporting people who may be experiencing thoughts of suicide.
This role should be undertaken by someone who has received appropriate suicide prevention training and understands the organisation’s procedures and referral pathways.
- Responding to concerns about an individual’s wellbeing
- Having supportive conversations within the limits of their training
- Assessing immediate needs and concerns
- Following safeguarding and escalation procedures
- Signposting or referring individuals to appropriate services
- Working alongside statutory or specialist support services where required
- Providing ongoing welfare support where appropriate
- Is compassionate and empathetic
- Can remain calm during difficult conversations
- Understands professional boundaries
- Is willing to undertake suicide prevention training
- Can follow procedures and referral pathways
- Demonstrates good self-awareness and wellbeing practices
Depending on the organisation, these responsibilities may sit with welfare officers, safeguarding leads, wellbeing staff, mental health first aiders or designated volunteers.
SMALLER ORGANISATIONS
Many smaller organisations may not have the resources to appoint separate people to each role. In these circumstances, one person may act as:
- Suicide Prevention Lead
- Suicide Prevention Officer
- Welfare Officer Or Designated Support Practitioner
Where responsibilities are combined, organisations should recognise the demands of the role and ensure that the individual receives appropriate training, supervision and support.
It is also important to identify a deputy or alternative contact where possible to provide cover during periods of absence and to reduce the burden on a single individual.
Supporting People In These Roles
Regardless of how responsibilities are allocated, organisations should ensure that individuals receive:
- Appropriate suicide prevention training
- Clear role descriptions
- Access to policies and procedures
- Ongoing supervision and support
- Opportunities for peer learning and development
- Access to wellbeing resources
- Support following serious incidents
Those providing direct support to people experiencing thoughts of suicide may be particularly vulnerable to emotional fatigue, compassion fatigue or burnout. Organisations should ensure that appropriate support mechanisms are available and encourage individuals to seek support whenever needed.
Following particularly serious incidents, organisations should also consider providing access to counselling or psychological support. Larger organisations may be able to offer this through an Employee Assistance Programme (EAP) or in-house wellbeing services.
Smaller organisations may need to signpost staff and volunteers to external services through GP referral pathways or local support providers. Find local services via Hub of Hope.
