We know that
If you think substance use isn't an issue within your company, you're wrong. Statistically, it's practically a given that someone in your organization is or has used drugs. One in five Americans admits to using illicit drugs, and many are living in recovery. I would know because I'm in recovery myself.
Read more:
As HR leaders, it's essential that we recognize this fact and implement programs and policies that both support our employees' wellness and protect our organization. One way to do this is by becoming an employer of second chances. This means having an open-door policy in which staff can feel comfortable coming forward to admit they need help with substance use without fear of being fired.
Whether it's a first-time incident or a relapse, having a "second chances" substance use policy is the compassionate, ethical and strategic thing to do as a company. Here's why:
- Employees need your support. Individuals struggling with SUD or even just social over-consumption need support now more than ever. The worst thing you can do is to punish or terminate them, which can cause them to spiral even deeper into substance use, depression or despair. If compassion and empathy are part of your corporate culture and you discover an employee has a substance use issue, now is the time to show that your culture is more than just lip service.
- It's part of your responsibility to their well-being. Employers have a responsibility to ensure their employees are healthy and well-cared for. That's why many companies provide health, dental and mental health coverage. Addiction is a chronic disease, much like diabetes or high blood pressure. You wouldn't turn your back on an employee with one of those common conditions, so why would you if they develop SUD?
- You could be losing great talent. Addiction does not discriminate. It affects every race, gender, occupation and socioeconomic cohort. That means even your highest performers aren't immune — whether it's dependence on Adderall to provide stamina to work late or a reliance on the corporate happy hour. If you were to dismiss those individuals, rather than help them get treatment, you could be losing tremendously valuable team members.
It has huge ripple effects. Addiction affects more than just the individual — it also impacts their family and their colleagues. Helping an employee get treatment for SUD could alleviate a tremendous strain on their significant other or children or give their co-worker the courage to come forward and ask for help. The investment you make in one individual can pay dividends across a much larger circle, including future generations.
For example, I once had a co-worker flag me down in the hallway to thank me for giving another staff member a second chance. He shared that the fear of losing his job was a big part of this gentleman's hesitation to come forward, but the fact that we took that risk off the table helped us to preserve a valuable employee and get him the treatment he needed.
Before becoming an employer of second chances, HR leaders must establish clear protocols for how to handle substance use issues when they do come up. Here are some best practices to consider when implementing a second chance policies:
All reports must be made to a supervisor or HR. Employees who suspect a co-worker of misusing substances must report those concerns to their supervisor or HR, who then must document observable behaviors or characteristics before confronting the individual. At my company, we use a checklist to make it simple, and we train HR and our managers to both identify those behaviors and be equipped to have the tough conversation with an employee.
Disarm the employee. The most important part of that discussion is to disarm the employee and not make them feel like they're being interrogated. I always start by re-stating our policy, and weave in a bit of my own addiction and recovery journey, which immediately builds rapport and creates an opening for them to admit there's an issue, rather than having to be confronted.
Read more:
Help them find treatment. I recommend all employers partner with a local treatment facility so you can refer employees to a trusted resource. Some may have no idea where to go for help on their own, and having this referral can make a huge difference in them getting help versus spiraling deeper into addiction.
Provide treatment coverage if you can. Consider offering an insurance plan that includes in-patient and out-patient treatment as well as mental health therapy. While you might think these policies are too expensive, the
Preserve their position. Part of offering a second chance includes making sure the individual still has a job once they're well enough to return to work. Not only is job loss one of the biggest fears that keeps many people from coming forward, but also having structure and stability in your life is a critical part of recovery. Knowing they have a job to come back to can be essential for your employees' long-term success.
By being an employer of second chances, companies in every industry have a powerful opportunity to be a life-changing catalyst for someone who's struggling with SUD or in recovery. I know from personal experience that overtly displaying addictive behaviors could be a passive cry for help from someone who is afraid or doesn't know how to ask. By proactively starting the conversation, and emphasizing your second chances policy, your organization could help someone find a healthier, more fulfilling path and even save a life.
