By Amy Schabacker Dufrane
September marked National Recovery Month, serving to destigmatize substance use and highlight the hope, strength, and purpose found in recovery. That might sound like another observance for HR to include on its annual poster-planning calendar, but I assure you it represents far more than that – it’s about the individuals, their families, and their colleagues who honor those in recovery and what that means to workforces across the U.S.
Substance abuse kills. According to the National Institutes of Health, the opioid crisis killed more than 79,000 Americans in 2022. While more recent numbers show a decline in overdose deaths, the U.S. continues to struggle with substance abuse on many fronts, including the effects of cannabis decriminalization across half the country. In 2023, there were an estimated 30 million people with Substance Use Disorder (SUD), 80% of whom were full-time workers. A recent HRCI survey showed that 41 percent of respondents occasionally observed substance use issues at work, with 7 percent observing them frequently.
For every person struggling with Substance Use Disorder, there are multiple people immediately around them who bear the consequences in some form. Plus, attitudes about substance problems – and mental health in general – have previously been treated as if they were character flaws. According to a 2024 survey conducted by HRCI and Fors Marsh regarding substance use and the Global Recovery Initiatives Foundation National Recovery Friendly Workplace certification:
- More than half of HR professionals said they had not heard of the Recovery Friendly Workplace certification (33 percent) or knew little about it (25 percent). Only about one in 10 (11 percent) had specialized training in substance use and recovery.
- Only 13 percent said their organization had policies related to treatment and recovery, and only three percent offered treatment and recovery training for HR staff.
- The four biggest needs cited by HR professionals were training programs for employees and management (48 percent), training for HR professionals (45 percent), increased funding for these programs (33 percent) and comprehensive policy guidelines (30 percent).
Personally, I’ve observed that the biggest problems are not actually related to resources. Often, they have to do with organizational culture. And, whenever cultural change is at the core of an issue, training is the first step in changing it.
There are many approaches to creating a Recovery-Friendly Workplace. Here are a few components cited by the HR experts we’ve spoken with:
Training – programs that include all employees can reduce stigma and enhance awareness, while demonstrating pathways to programs and how to protect privacy while encouraging disclosure.
Executive and leadership support – Cultural change starts at the top, and executive buy-in underscores the prioritization of recovery initiatives. Given the startling numbers that I referenced earlier in my article, building the corresponding business case is perfectly logical.
Policies and procedures – Communicated clearly, policies and procedures should ensure employees feel confident they can access help without fear of discrimination or termination. This includes those covering privacy protections, recovery benefits (for employees and families) and available resources.
When it comes to supporting a recovery-friendly workplace, HR professionals might consider relying on existing investments in advanced HR systems and wellness applications. Also, since the threat of substance use increases during times of stress and change – such as mergers and acquisitions or workforce reductions – having the right recovery support in place can reduce risks.
Today’s turbulent business environment can make a Recovery Friendly Workplace initiative seem daunting; however, the benefits to the organization, individual employees, and the bottom line make it worthwhile. HRCI was among the first organizations to participate in the National Recovery Friendly Workplace Certification program, and you should anticipate that we’ll continue to lead the conversation on how employers can support recovery.
Read our recent white paper on substance use and recovery here.
