Addressing substance abuse among employees: It all starts with company culture.
As substance abuse issues become more prevalent, employers will play a key role in helping employees.
According to the latest CDC data, overdose deaths rose to a record 93,000 last year–an increase of 29% over the previous year. Experts credit the increase in large part to the pandemic, which packed a one-two punch of increased stress and insolation and decreased access to treatment and interventions. But this is just the tip of the iceberg when it comes to the long-lasting impacts of the pandemic on Americans’ mental health.
Related: Unmasking the hidden pandemic: Mental and emotional well-being
The role of employers in helping workers acknowledge and address substance abuse issues will become even more imperative in the coming years. But with many employees continuing to work from home at least some of the time post-pandemic, companies will have to rethink their support strategies to make sure no one is missed.
Recently, Patrick Cronin, director of business development at Ark, shared some thoughts with BenefitsPRO on how employers can help employees get the assistance they need.
We’ve been hearing a lot about how the pandemic has taken a toll on Americans’ mental health. How does this correlate to an increase in substance abuse?
There is a condition known as dual diagnosis. According to NIDA 18.2% of adults with mental illness also had substance use disorders and 37.9% of people with a substance use disorder have at least one other mental illness.
Most addiction treatment centers offer dual diagnosis programs since it’s very common for mental health patients to cope with substances that can potentially lead to addiction.
With many workers still working remotely, it can be harder for employers to spot the warning signs. Any tips?
It’s hard sometimes to spot any warning signs even when we gather in an office. For the most part, a professional work environment is a space that forces people to be in their best behaviors. With that being said it’s even harder to spot signs when we are all having few interactions and everyone has the space to stay secluded. What I can suggest for employers is to:
- Remind employees about substance misuse policy along with some basic and effective alcohol and drug training.
- Encourage their team to meet weekly preferably videoconferencing–constant communication will allow the detection of unusual moods, lack of interest, and any change in their appearance.
How can traditional employee benefits address substance abuse, and what additional tools and services should employers consider?
Alcohol and drug addiction are health problems therefore treatment is cover under most private health insurances policies. There are some states, such as California, that require “all state-regulated health plans and insurers to provide full coverage for the treatment of all mental health conditions and substance use disorders.”
There are also some free resources to consider when seeking help such as samhsa.gov and local support groups i.e., AA and NA.
How can employers better communicate with employees about the touchy subject of substance abuse/addiction?
It all starts with company culture. Being educated on this health condition and breaking some old stigmas about substance abuse is the first step. I would suggest creating some empathy through some training and a clear substance misuse policy for both employees and employers. This can promote a comfortable environment whenever a substance abuse conversation is needed.
What other changes can employers/HR make to the workplace (policies, company culture, etc.) to support overall employee mental health?
I would like to emphasize my previous answer and encouraging team building and activities that promote mental health awareness and knowledge.
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