1. IntroductionWork provides financial security [1] and access to resources [2] for people and their families; however, it can also make workers ill. The harm caused by work-related diseases considerably outweighs the harm caused by workplace injuries. A report by Safe Work Australia (2012) [3] showed that approximately 250 workers die from an injury at work each year, while over 2000 workers die from a work-related disease. According to the Construction Industry Rehabilitation Plan, approximately 83% of construction workers have experienced moderate to severe mental health issues [4]. Individuals who work in the construction industry have a high risk of mental illness, as reflected by an increased incidence of depression, anxiety, suicidal ideation, and suicide [5,6,7]. A study by Jacobsen et al. (2013) [8] surveyed workers at a construction site and showed that 9 out of 10 survey respondents reported having mental health concerns. Stocks et al. (2010) [9] found that post-traumatic stress disorder was quite high among construction workers due to workplace hazards. Internationally, suicide rates within the construction industry are disproportionately high, as males working in the construction section are among the highest occupational risk groups for suicide [10]. Evidence suggests that rates of suicide in younger and less-skilled male construction workers are double compared to other young males. The high segregation of males within the skilled trades provides some evidence as to why the rates of suicide are higher among men than females [11]. Studies [12,13,14,15,16,17,18,19,20,21,22,23] have also investigated the factors that can compromise electrical workers’ mental health and have suggested that living in danger (such as lethal electrical shock, the danger of electrical smolders, exposure to lead, and fire and explosions) has a significant impact [19]. A study by Sauter and colleagues [18] on the effect of privatization on electrical workers’ mental health found insomnia and nervousness in electrical workers were caused by tension at work and concluded that workers’ diseases were associated with how the work was organized and performed. In addition, the physical consequences of electrical accidents can have long-term effects on health and workability, including long-term emotional and cognitive consequences [20].Mental health issues have high economic costs to societies and individuals, prevalent in the heavy labor industries, including the electrical and plumbing sectors. Approximately 400,000 workdays are lost annually in the United Kingdom due to mental health problems, mostly among construction workers. The number of suicides reported between 2011 and 2015 in the United Kingdom was 1419 cases, which was 3.7 times the UK national average [5]. The construction industry in British Columbia, Canada, reports suicide as the second largest cause of death within this population; the highest reports are men aged 40–59 years [24]. Moreover, in Australia, the rate of completed suicide among construction workers is 2 times the Australian national average [25,26]. The literature and work examining this topic are quite limited in Canada. Thus, this study will be exploratory and contribute to the lack of literature.It is well-documented that psychosocial stressors such as “mobbing” related to the work environment can increase the risk of mental illness. Other factors associated with this include substance abuse, relationship issues, job security, financial strain, the contribution of masculine norms in the workplace and culture (e.g., self-reliance and suppressing emotion), and injury rates. It is important to monitor the impact of psychosocial risk factors on workers’ health to better understand their effects on their mental health and well-being, which in turn helps to reduce workplace injuries, prevent disabilities, and increase productivity [27]. Moreover, occupational stress significantly affects the workability of electricians [28]. Kulić and colleagues (2019) [28] showed that workability was poor at 11.5%, moderate at 25.0%, good at 26.9%, and excellent at 36.5% of workers in the electrical sector. They found higher Copenhagen Burnout Inventory scores in electricians compared to the control group, while the work ability index score was significantly higher in electricians. The results of their study showed that factors such as work schedule (e.g., night, shift work, working overtime), job performance pressures (e.g., the time limit for individual tasks, time limits pressure for tasks performance, work over-load), inadequate workspace) and safety (e.g., risks and hazards, fear of injuries), and unexpected daily circumstances were the most frequent and strongest stressors in the electricians’ workplace.

The objective of this study was to assess the mental health and well-being of employers working in the electricity and plumbing sectors who were part of the Employer Engagement Project (EEP) available to Ontario Electrical League (OEL) members in the province of Ontario, Canada. Specifically, to investigate and report the evidence of an association between mental health conditions, measured by burnout and availability of work-related factors.

4. DiscussionWe examined the mental health outcomes among the study participants and recruitment and retention factors associated with the EEP mentorship program offered by OEL [30]. Survey data collected from 40 participants were analyzed quantitatively. The importance and availability of work-related factors, as well as the level of burnout in the study participants, were the targeted outcomes examined by the survey to assess the participants’ mental health.Although few studies have described the impact of work-related factors on the mental health and well-being of individuals working in skilled trades, such as electricians and plumbers, the literature on the mental health in this population is scant. A sample of 38 males and two females was recruited for this study. The collected data from the survey showed that workplace safety was the most important work-related factor that kept participants in their job position at their current workplace. Prior qualitative research by our team revealed that participants appreciated the value of the OEL mentorship program through ongoing praise of the continued educational support, employer management expertise, hiring resources, and apprentice onboarding tools despite identified industry gaps in mental health stigma and accessibility [30]. In the skilled trades, there is a dearth of information regarding workplace mental health outcomes, including burnout. Given the significant labor shortage in the industry, our preliminary evidence demonstrates the importance of creating and promoting a culture of occupational health and safety in the workplace. Occupational health and safety officers (e.g., occupational therapists and occupational medicine physicians) must promote occupational health and safety programs that focus on education, mental health first aid training, recognition, and respect. This training will, in turn, help in reducing burnout and mitigating deleterious mental health outcomes. According to the survey data, only a few individuals in our sample experienced moderate burnout, primarily personal burnout. It may be caused by the small sample size and/or the nature of the sample assessed in this study.The construction industry, including the electrical and plumbing sectors, had the second-highest rate of heavy alcohol and drug use among employees from 2008 to 2012 and had the fifth-highest rate of illicit drug use, according to a 2015 analysis of a national survey [13]. Studies have found the contribution of psychosocial factors and alcohol use in reducing electrical workers’ performance [41] and their prediction of depressive symptoms [16]. A study by de Souza et al. (2010) [22] identified that the prevalence of common mental disorders was associated with psychosocial aspects of the electricians’ workplace, especially in those with high-strain jobs as well as electrical workers with high psychological demand and low social support [22]. Similar to electricians, individuals working in the plumbing industry may also be at a higher risk of mental health problems. The reasons why plumbers are at a higher risk of poor mental health include but are not limited to long hours of working, fewer holidays and/or breaks because of the nature of this job, isolation in the work environment, and stresses related to higher rates of self-employment in this job and stress that are caused by high-pressure projects [21]. Compared with other industries, construction workers, including electricians and plumbers, suffer from high levels of burnout, work–life conflict, and early retirement due to injury [42]. Construction workers also experience higher rates of mental distress than the general male population [8,43], and the construction industry continues to have one of the highest rates of suicide [44].Burnout is a response to chronic interpersonal stressors specified by emotional exhaustion, depersonalization, and reduced personal performance [45]. The Copenhagen Burnout Inventory was used to determine the burnout scores of the participants. The core of burnout in this tool is physical and psychological fatigue and exhaustion. Schaufeli and Greenglass defined burnout as a state of physical, emotional, and mental exhaustion that is an outcome of long-term involvement in work situations that are emotionally demanding [46]. However, burnout is not only fatigue or exhaustion and is attributed to other domains in the person’s life, including work and colleagues [32]. By collecting the personal burnout in the survey, we could compare participants’ burnout scores regardless of their occupational status. This scale is sensitive at the negative end and includes simple questions like “How often do you feel tired?”.On the other hand, the work-related burnout questions focused on the participant’s own attribution of symptoms to their work. Therefore, we did not assess causality in the scientific sense of the term as individuals can ascribe their symptoms to their work without good scientific reason and vice versa [32]. By comparing personal burnout and work-related burnout, we could recognize the reason for burnout in the study participants if it was related to non-work factors such as health problems or family demands, or work factors. Finally, using a colleague-related burnout questionnaire, we assessed the degree of physical and psychological fatigue and exhaustion in the participants related to their colleagues at work.Few studies have investigated burnout in electricians and plumbers. A study by Bakare and colleagues [47] investigated the level of burnout among electrical and building technology undergraduate students in Nigeria. Their findings showed that the levels of burnout were high in this population. Contrary to the findings of this study, the results of our study on the employers and employees showed that only a few participants had moderate burnout, and no participants were identified with high or severe burnout. The lower number of apprentices/employees (n = 5) compared to the number of employers (n = 35) who participated in this study may explain this contradiction. There is strong evidence of the mediation effects of the emotional exhaustion dimension of burnout on the relationship between job stress and workers’ intentions to quit [48]. The results in this study confirm the findings in the literature as 94% of the participants with a low average score of burnout had a high intention to stay in their current position in their current work in the next five years. This study also revealed that workplace safety and flexible scheduling for external training were the most protective factors against personal and work-related burnout, and more than 70% of the study participants indicated that these factors are available to their satisfaction in their workplace. However, financial support for external training, which was found to be the most important factor in preventing colleague-related burnout, was available to the satisfaction of approximately 50% of the participants. Since the rate of satisfaction with the availability of financial support for external training is low, the availability of this factor to the satisfaction of employers/employees in their workplace may be taken into consideration. The results of this study may be replicated by further studies with a larger sample size and participants from different ethnic groups and gender that includes other marginalized identities to help the policymakers to improve the workplace environment with increased availability of those work-related factors that protect both employers and employees from burnout.According to Statistics Canada [49], approximately 60% of employment opportunities in 2017 were gained by immigrants. The report also shows that almost 80% of Canada’s indigenous population is under 55 years. Moreover, nearly 48% of the Canadian workforce was women in 2018. Since diversity is growing and becoming increasingly prevalent in workplaces across Canada, employers are required to adapt to this diversity quickly. To meet this need, Electricity Human Resources Canada has developed resources to support the inclusion of underrepresented groups such as women, indigenous, immigrants, and individuals with disability in the electricity sector. The majority of participants in this study were of white European/American ancestry (89.7%), males (95.0%) and mostly born and raised in Ontario (87.0%). The male and Caucasian dominance of the employers in this sample (that formed the majority of our sample) may explain the low diversity in this study. Future studies may consider a larger sample size with a more diverse group of participants and perform an intersectional analysis using gender-based analysis, plus incorporating minority identities in the analyses.

Further to our quantitative findings, our qualitative findings (to be published elsewhere) emphasized the continued leverage of engagement and support of employers in the construction trades as an important avenue for growth to address the ongoing shortage of skilled trades workers in Ontario, Canada. Our current study strengths include the uniqueness of the setting and the paucity of prior research with this population. Although several studies have investigated burnout in employees, there is a paucity of studies examining the level of burnout in employers, specifically in small businesses where the employers have similar situations and activities with their employees (e.g., long hours of working, fewer holidays, and breaks, isolation in the work environment, etc.). Therefore, future studies need to evaluate mental health in this population, especially due to the impact that the COVID-19 pandemic has had on small businesses.

The small sample size was one of the main limitations of this study. Another limitation is the lack of validity and reliability of CBI in electricians and plumbers that was used to assess burnout in our study participants. In recent years, an increasing number of studies have used the CBI [34]. The CBI has been tested for validity and reliability among physicians [36,37,38], pharmacists [39], nurses [35,38], medical students [50], other healthcare employees [38,51,52], and teachers and professors [53,54,55]. However, no psychometric studies of the CBI in electrician and plumber populations exist. Therefore, an examination of the psychometric properties of the CBI in these populations is needed.