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Substance Use at Work: How to Create a Supportive Culture

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Building and maintaining a supportive culture at work is important for any organization, but how can companies support employees who may have a history of substance use or who are currently struggling with it?

Creating a supportive culture for team members in recovery or those dealing with substance use at work can be a great first step.

Did you know? Acknowledging and supporting the specific needs of your employees is essential to a thriving workforce. You can find scientifically backed ways to improve the wellbeing of your workforce by exploring our wellbeing resources. 

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Promoting awareness and education of substance use

Company leadership should work to understand daily employee struggles. That includes being aware of substance use and recovery needs and providing education and training that fosters a supportive work culture. This may include wellness programs, such as on-site fitness classes, but it should go beyond them.

Consider how you can do the following:

  • Promote awareness of substance use and recovery.
  • Reduce stigmas associated with seeking help.
  • Create a team culture that’s welcoming to those in recovery.

By making education about substance use disorders and potential treatment options available to employees and promoting awareness of these issues in a positive manner, you can build trust and help ensure team members are more comfortable at work.

Consider, for example, the difference between hosting a team dinner where drinking is encouraged versus hosting an alcohol-free event that’s safe for everyone, including those in recovery.

Establishing supportive substance use policies and procedures

By creating policies that support those struggling with substance use, you can enhance workplace safety, improve productivity and foster a supportive environment that encourages recovery and overall wellbeing.

1. Work to reduce employee stress

Get employee feedback and consider how you can create policies that reduce workplace stress via realistic goals, appropriate time off structures, team-building and enhanced communication and collaboration.

2. Offer time off for mental health

Time off for mental health is an important perk to many employees. This can include during recovery, when employees may need understanding and time off to attend substance use programs, support groups or therapy appointments.

3. Train supervisors and other leaders

Ensure your leadership understands how substance use impacts the entire team, work environment and company. Provide regular training about your policies regarding substance use at work and train supervisors to respond with sensitivity and confidentiality to related situations.

4. Create opportunities for individuals with criminal records related to substance abuse

Consider how you can offer opportunities for employees with criminal records related to substance abuse. This can help demonstrate that you’re an advocate for growth in recovery. You might also consider a policy that allows employees to continue working during recovery or return to work after inpatient treatment.

5. Offer an Employee Assistance Program

If you don’t already have one, launch an Employee Assistance Program (EAP) to ensure your team members have access to the help they need when dealing with substance use. These programs can offer benefits such as addiction assessments, treatment or help getting treatment for substance abuse, mental health conditions or counseling. Ensure employees are aware of and know how to access these resources.
 

Want to learn more? Visit Lead with Indeed for more strategies to create a recovery-ready workplace.

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Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

Read our editorial guidelines