3 ways to establish an addiction recovery-ready workplace

August 9, 2024 1:46 PM

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Employees affected by a substance use disorder need resources and support, not judgment and fear. This is where employers come in.

A survey from virtual substance use management clinic Pelago revealed that 35% of workers are struggling personally or have a loved one dealing with a substance use disorder (SUD), and 38% of these respondents reported missing work due to their mental health. Pelago also found that while more than half of workers wished their company provided some form of support, only 14% said they have access to resources like personalized treatment and behavioral therapy. Just 37% reported that they or their loved one struggling with an SUD received treatment.

Stigma attached to SUDs and concern over job loss or demotion can keep people from reaching out: 54% of respondents said shame and humiliation made asking for help uncomfortable, and approximately the same said they were worried about losing their job if they came forward.

"Broadly speaking, people don't feel comfortable asking for this type of benefit simply because of the stigma associated with it," says Dr. Yusuf Sherwani, co-founder and CEO of Pelago. "The negative implications is a big part of why [they're] not talking about it. Where we have seen employers able to bridge the gap is when they've truly embraced this notion of a recovery-ready workplace."

The Department of Labor defines a recovery-ready workplace as one with policies and practices in place that support employees with SUDs. But knowing what to provide and getting employees to engage with offerings can be a challenge. Pelago's platform connects employee members and their dependents — including adolescents — with a team of care professionals who specialize in SUD and mental health conditions, helping them reduce or stop the use of tobacco, alcohol, opioid or cannabis. There are also digital tools to help avoid cravings, track progress and ask questions.

Those who use the platform are five times more likely to quit altogether and 71% more likely to still be abstinent at the 12-month mark. Employees in recovery miss nearly 14 fewer days than those who are not, according to the National Safety Council.

"Access is a real issue, and virtual care can help to bridge the gap," says Dr. Sherwani. "Giving people same-day appointments within a couple of hours with a clinician that specializes in substance use support is a very, very different experience. Traditional care options [like] checking into rehab for six weeks isn't an option for many people."

Along with access to care, Dr. Sherwani shares four things employers should keep in mind to create an intentional, recovery-ready workplace.

Be aware of the issue

To reduce stigma and determine the most impactful approach to benefits and other forms of support for a workforce, leaders need to have a good understanding of SUDs, Dr. Sherwani says.

"It's recognizing that substance use disorders are another category of chronic conditions, and [people] have an environmental and genetic predisposition to it — it's not just purely a willpower issue," says Dr. Sherwani. "In the same way that we now talk about mental health, diabetes and weight management as chronic conditions that require specialized treatment and de-stigmatization of a lot of historical language around treating those conditions, the same is equally true in substance use disorder."

Establish an open, accepting workplace culture

Along with offering the right resources, workplace culture is especially important to increase the odds of employees — especially vulnerable populations — seeking help. Pelago's data showed that women, workers under age 45 and LGBTQ employees reported a higher level of SUDs and mental health challenges. Education levels also put people at greater risk of an SUD: Forty-one percent of employees with a high school-level education or less reported substance use concerns versus 31% of those with higher education.

Dr. Sherwani encourages organizations to seek out people who have had success with SUD treatment and ask them to share their stories.

"Vulnerable demographics are less likely to ask for help, but also less likely to access treatment, and therefore, the prevalence of those populations goes up," he says. "Highlighting success stories from their own organization, people who have expressed willingness to share their own journey from recognizing they had an issue to seeking treatment, to them engaging in treatment, has been very effective.

Read more:

This founder overcame addiction — now he combats stigma with success

Be proactive and consistent with SUD education

Having open conversations and providing education about SUDs can help people take notice of the substance habits they may need help with, as well as the confidence to seek the support provided by their workplace. Dr. Sherwani notes that company managers at all levels should be trained in what to look for as well as the right referral pathways for anyone they think might need SUD resources. According to the survey, four out of five employees who received SUD resources from their employer found them to be helpful.

"We work very closely with our employer clients to really understand their population, and then figure out where there is likely to be a bigger issue," Dr. Sherwani says. "When employers start to dig and understand why there's a gap in care, that's when we start to have those true conversations around being a recovery-ready workplace."