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Every job comes with a certain level of stress, but there are some industries where the pressure on employees is more intense than in others. Consider, for example, racing against the clock to restore electricity in a disaster zone, where hospitals only have backup power and there is damage everywhere. Or, consider the high-stakes environment of a nuclear energy plant where a single mistake could have serious consequences. 

Some jobs are inherently more challenging than others, due to higher stress levels, degree of physical and mental risk, and overall responsibility. Roles in industries like logging, fishing, construction, and mining top the list for risk of personal injury. Firefighters, corrections officers, pilots, and police officers face dangers that threaten their safety and the public’s well-being. Many of these professionals are repeatedly exposed to trauma, even when they are not directly involved.

 Although many organizations are working to increase safety in these roles, it is impossible to remove every aspect of risk. The stress of working in these positions, with the constant exposure to trauma and the threat of danger, takes a toll on employees — both physically and mentally. Over time, this stress can have a cumulative impact, not only on individual employees but also on the organizations they serve. Research shows the effects of workplace stress and the scope of impact (see chart below).

Work is stressful — that’s a given. However, for some jobs, the sources of stress go beyond a demanding boss or a stream of deadlines, such as in positions in law enforcement or public safety, like firefighters, dispatchers, EMTs, corrections officers, and private security personnel.

Talent pools are drying up across high-risk industries like public safety and critical infrastructure sectors (e.g., energy and nuclear). According to the National Institute of Building Sciences, the construction industry will need 439,000 new workers to meet demand in 2025. Staffing at many police and fire departments has reached historic lows. 

Available evidence suggests these trends will continue. Younger workers prioritize considerations like work/life balance, low stress, and high flexibility in their jobs — things that high-risk industries aren’t historically known to offer.  

While high-risk employers cannot change the nature of their work, they can get creative with recruiting and retention tactics. Organizations that act now can gain a long-term advantage over their competitors.