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Changes Coming to Mental Health Aviation Policy

In an industry built upon precision and safety, the human element often remains a silent cornerstone. Yet, beneath the exterior of professionalism and efficiency lie countless personnel grappling with the invisible burdens of mental well-being. These safety-sensitive personnel come in all forms and positions and are undoubtedly critical to the continued growth of the aerospace ecosystem. Spurred by the October 2023 Alaska Airlines incident and fueled by decades of industry knowledge, recent recommendations signal that changes are coming to how the global aviation industry views and addresses mental wellness.

Earlier this year, the Federal Aviation Administration (FAA) released the Aviation Rulemaking Committee’s (ARC) report on Mental Health and Medical Clearances[1], which outlines 24 recommendations for the FAA to enact with the help of industry partners. The Royal Aeronautical Society (RAeS) also released a briefing paper, Psychological Risk Management and Mental Health[2], outlining the current state and forward path of managing psychological risk amongst all safety-sensitive personnel within the aviation industry. Combined, the papers outline 37 actions that employers, as well as regulatory and insurance agencies, can take to increase the mental wellness of aviation professionals. Most of these recommendations fall upon regulators to follow through on, but many of the changes directly affecting safety-sensitive personnel fall upon industry to execute.

Peer support programs top the ARC’s list of ways the industry can better support safety-sensitive personnel. Such programs are often found at major part 121 carriers, where the population of pilots and flight attendants allows for employees to seek support from a fellow employee at the same company. Peer conversations protect the identity of the caller and are not required to be disclosed, two aspects that lend credibility to established programs. However, this one-size model does not fit smaller flight departments or non-traditional groups that may see benefits from its use, such as students, maintainers, or controllers. To bring the benefits of talking with a peer to smaller or non-traditional groups while maintaining the same training and confidentiality standards of traditional peer support programs, the ARC recommends “pooling resources with similarly situated individuals or organizations to create an effective network of support”[3]. Combining several departments’ resources and personnel through national organizations will allow for expanded access to a suitable network of peers. But peer support programs, by themselves, are not enough to change the ideology of an entire industry.

Cornerstone to both the ARC Report and the RAeS Briefing Paper is a recommended annual forum or summit to open the conversation beyond rulemaking; foster collaboration among researchers, clinicians, and industry leaders; provide up-to-date best practices and relevant information; and continue reducing the barriers for safety-sensitive personnel. Broad industry participation in these events is key to ensuring that all forms of safety-sensitive personnel are represented when considering new ways to eliminate barriers to care.

With the new safety management system (SMS) requirement for part 135 and some part 91 operators coming into effect in the next few years, integrating psychosocial risk and mental health monitoring into the SMS, although not mandatory, would allow an extra layer of protection for employees. The RAeS briefing paper indicates that integrating mental health into SMS is one of several ways employers can protect and mitigate psychosocial hazards while also adding an extra layer of protection for the operator. Although new, integrating mental well-being into the SMS system is not much different than incorporating fatigue or rest management. When considering implementing mental health within an SMS framework, it is important that well-being is not just talked about, but also supported.

Developing disability insurance that includes coverage for mental health conditions is crucial to that support. One of the biggest barriers to safety-sensitive personnel receiving or reporting mental health conditions is the fear that they may lose their job and income when they are temporarily or permanently grounded[4]. The period where a controller or pilot is unable to work due to a review of their medical certificate is rarely covered under disability or loss of license insurance if it is related to a mental health condition. Treating employees the same regardless of their condition or injury not only reduces the fear that employees have of reaching out but lessens the stigma as well. To ensure this coverage is found across the industry, the ARC recommendations not only call on individual stakeholders to include mental health conditions in their coverage but also for stakeholders to petition Congress to expand the Mental Health Parity Act to include it.

As the national airspace system and aviation industry continue to feel mounting stress from increased demand and reduced staffing, these recommendations can support those who need it most. Unlike regulations and research that may take years to implement, these changes can be quickly implemented and make an immediate impact. It is important to keep in mind that although only pilots and controllers hold medical certificates, all industry professionals who deal with operations could benefit from these recommendations. From dispatchers to ground personnel, everyone should be supported when it comes to mental well-being. Data and experience show us that mental health is more important than ever to the newest generation entering the workforce, with 87% of Gen Z feeling comfortable talking about mental health with others[5]. The sooner mental well-being becomes a priority through action, the better employees will feel coming to work every day, and the safer our national airspace system will be.

[1] https://www.faa.gov/sites/faa.gov/files/Mental_Health_ARC_Final_Report_RELEASED.pdf

[2] https://www.aerosociety.com/media/23475/mental-health-and-wellbeing-raes-paper.pdf

[3] https://www.faa.gov/sites/faa.gov/files/Mental_Health_ARC_Final_Report_RELEASED.pdf, Recommendation 3.

[4] https://www.faa.gov/sites/faa.gov/files/Mental_Health_ARC_Final_Report_RELEASED.pdf Recommendation 24.

[5] https://www.harmonyhit.com/state-of-gen-z-mental-health/, 2022

By Laila Stein

Laila Stein is a CFI and a graduate of Western Michigan University’s College of Aviation. There, she combined her passions for aviation and data-centric storytelling in a study focused on collegiate students’ perceptions of the rules governing mental health care. She currently serves as the NBAA Safety Intern where she is helping reshape mental health resources and developing SMS tools.

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