Addiction is a term laced with stigma. Substance use is often seen as a weakness, a habit to “kick.” In reality, it’s much more complex. Personal loss, trauma, lack of emotional support, or financial struggles can all cause stress and a desire to make that stress go away. If they turn to substance use, staff in restaurants, on construction sites, or in corporate sectors can increase risk in the workplace, both to themselves and others.
HR is uniquely positioned to make a significant difference in the lives of employees suffering from addiction. By looking at this condition as a medical issue rather than a form of misconduct, HR can find ways to help support employees through recovery and encourage a stronger workplace culture.
How Stigma Shapes HR Policies
According to a 2019 survey conducted by the Centre for Addiction and Mental Health, 75% of people said they would be reluctant or refuse to share their mental health struggles. If this is a benchmark for everyday life, imagine the percentage for staff at their place of work. The survey goes on to reveal that some people are three times less likely to disclose a mental illness than a physical one to a colleague or employer. Among the top reasons for this, alongside general stigma, is fear of losing their jobs.
Consider that those who hide their mental health struggles risk worsening any pre-existing addictions they may have. A study on substance use and co-occurring mental disorders states that the impact of mental disorders on the brain can make taking substances feel more rewarding, opening the door for addiction slightly wider.
Why HR Should Lead the Change?
The ease of hiding substance use while living with workplace stigma can increase barriers and make seeking help that much harder. To reduce hurdles, HR can implement policies, training, and procedures that support workers while ensuring they have access to the help they need.
Addiction Is a Health Issue, Not a Choice
Many view addiction as a personal problem, rather than what it is, which is a health issue. Science and studies have shown us that addiction is a disease and a chronic condition affecting and changing your brain. It does not stem from a lack of willpower or a desire to make poor decisions.
This is a significant shift from the origins of addiction stigma, which surfaced in the 1960s and 1970s. As we come to terms with the significance and importance of mental health in the workplace and overall well-being, we must also recognize how health issues, like addiction, can harm people if they don’t receive the proper support.
Business Case for Supportive Policies
The economic loss of mental illness in Canada is estimated at more than $50 billion per year. This covers healthcare, but also encompasses lost productivity. If you’re experiencing reduced morale, high turnover, or increased absenteeism, these can all affect the bottom line.
It’s critical to examine the positive effects and offsets of incorporating programming that helps staff recover from addiction. Mainly, it can:
- Increased or stabilized retention: Employees who are able to get help through their workplace are more likely to stay long-term, which can also reduce absenteeism.
- Productivity: Recovery programs can help motivate employees to remain engaged and encourage a healthier work environment. Seeing what they do as meaningful work can improve overall happiness by:
- Providing a sense of satisfaction
- Determining a new source of achievement
- Establishing social connections
Practical Steps: Building Supportive HR Policies
1. Rework Drug Testing Policies
It’s essential to ensure that drug testing is performed respectfully if the policy is required for a specific sector, such as:
- Construction
- Transportation
- Health care
Always ensure privacy and confidentiality. An honest, transparent discussion can allow the employee to feel safe and allow for potential accommodations.
2. Expand EAPs and Mental Health Benefits
If an employee requires accommodations due to addiction, such as mental health benefits or financial support while they are recovering, employers should be able to provide coverage. This could include government benefits, like Canada’s Employee Assistance Program (EAP) for short-term mental health support, or a group short-term or long-term disability plan for all employees.
Additionally, training managers to recognize signs of struggle without overstepping is crucial. Teaching them how to be thoughtful leaders will make it easier for employees to open up to them about their struggles so they can seek the support they need.
3. Foster a Culture of Psychological Safety
Making people feel safe about their thoughts and feelings to share them can be a challenge. But it’s worthwhile to find a solution to. Feeling psychologically safe can come from a few avenues:
- Leadership Transparency: Transparent leaders foster a culture of inclusivity and safety. Employees who know that these leaders care can increase trust in the workplace.
- Peer Support Groups: A peer support group can help employees cultivate a communal and safe work environment. If multiple people have gone through the same struggles, they can help each other by sharing experiences.
- Flexible Leave Policies: This is particularly important when it comes to accommodations for treatments, which could include:
- Modified schedules (part-time, working remotely)
- Short-term or long-term disability leave
4. Partner with Experts
Partnering with mental health and addictions experts means having the ability to launch workplace programs and initiatives that are effective and far-reaching. This could include:
- Creating and maintaining policies
- Education programs to reduce stigma
- Training for employers to support employees working on recovery
Final Thoughts
Addiction is not a moral failing; it’s a human struggle, often caused by stress, trauma, or untreated mental health conditions. Supportive policies lead to higher retention, better productivity, and a stronger company culture. Change starts with small but meaningful steps: revising punitive drug testing, expanding mental health benefits, fostering psychological safety, and partnering with experts. Most importantly, it starts with leadership. No employee should have to choose between their job and their recovery.
