Derrick Grant

Feb 13, 2024

Death, though an inevitable part of life, is often shrouded in silence within the corporate world. As HR professionals, it is our duty to challenge this status quo and cultivate an environment where sensitive subjects like death can be approached with empathy and understanding. This article will guide you on how to open up these important conversations and break the taboo of death in the workplace.

The Taboo of Death at Work: Why We Need to Talk About It

Historically, British culture has been renowned for its ‘stiff upper lip’ approach to emotions, especially those related to death and grief. Communicating can make us feel vulnerable or we fear that it’s inappropriate. This attitude has inevitably seeped into our workplaces, creating a culture of silence that can lead to distress and isolation for grieving employees.

Not addressing death effectively at work can have serious repercussions. It could lead to an unhealthy work environment, reduced productivity, increased absenteeism, and heightened risk of mental health issues among employees. In contrast, open discussions about death can foster stronger bonds, enhance empathy, and ultimately, create a more compassionate and supportive work environment.

Effective Communication Techniques

When it comes to communicating about death in the workplace, the approach should be open, direct, yet sensitive. 

• It’s best to use clear and compassionate language, ensuring you don't resort to euphemisms that may create confusion or trivialise the situation. For example, instead of saying "John has gone to a better place", be clear and say, "John has died". While this may seem stark, it helps to remove any ambiguity.

• Listen actively and empathetically when an employee talks about death or grief.

• Provide them with the assurance that it's okay to express their emotions. Sometimes, what a grieving person needs most is not advice or consolation, but simply a willing, non-judgemental listener. 

• Employees may fear that being emotionally exposed will impact how colleagues see them professionally, so fostering this open communication, as well as giving them a private space to speak, helps to remove this anxiety.

Breaking the taboo of death and being reminded we all experience loss is in fact a much healthier outlook for a workplace.

Encouraging Open Discussion

Creating safe spaces for discussions around death is a significant step towards removing the taboo. Consider introducing a regular forum where employees can share their experiences and feelings. These forums could be facilitated by an experienced counsellor or bereavement expert who can guide the conversation effectively.

Promote inclusivity and diversity in these discussions. People from different cultural backgrounds may have unique rituals, beliefs, and attitudes towards death that can enrich the conversation and help to foster mutual respect and understanding. Having a grief counsellor in the workplace can teach universal methods of healing which are not religiously-specific and therefore not isolating anyone. They may also be able to offer one-to-one sessions for employees who are undergoing particular grief or shock.

“Grief doesn’t hit us in tidy phases and stages, nor is it something that we forget and move on from; it is an individual process that has a momentum of its own, and the work involves finding ways of coping with our fear and pain, and also adjusting to this new version of ourselves, our “new normal.” ― Julia Samuel, Grief Works: Stories of Life, Death and Surviving

Breaking the Taboo: The Role of HR

As HR managers, we have a crucial role to play in breaking the taboo surrounding death in the workplace. Proactive strategies can include creating clear policies around bereavement leave, providing access to mental health resources, and integrating death and bereavement into diversity and inclusion policies.

Ownleaf offers training and awareness campaigns that are invaluable tools in changing attitudes. Our workshops educate employees on the importance of discussing death, how to support grieving colleagues, or even plan for end-of-life scenarios can help normalise these conversations.

Inviting bereavement experts or speakers who have personal experiences with death can offer meaningful insights and add a humanising element to the discussion. For example, Julia Samuel, a renowned British psychotherapist and grief expert, can provide an expert perspective on dealing with death and grief.

Breaking the taboo surrounding death in the workplace is not an easy task but Ownleaf is here to help. By fostering open dialogue, providing supportive resources, and nurturing an empathetic culture, we, as HR professionals, can make our workplaces more compassionate and resilient in the face of life's inevitable losses. It is a challenging journey that is worth embarking on for the wellbeing of all employees.

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