Topic 1: Barriers to Employment for People in Recovery
SUD is the only disease that carries criminal
California’s Association of Community-based Substance Use Disorder Services Providers
penalties. Even though public education and voter initiatives
have changed these laws, stigma and discrimination still
persists and seeps into policies and programs that are
designed to help people.
As we continue, let’s take a closer look at the barriers individuals in recovery face when seeking and maintaining employment. These challenges often stem from systemic inequities, stigma, and logistical obstacles. As employers, understanding these barriers is the first step toward creating a recovery-ready workplace.
Many individuals in recovery face discrimination during the hiring process. Employers may harbor misconceptions about their reliability or capabilities, which can result in missed opportunities for qualified candidates. Additionally, logistical challenges such as transportation issues, lack of childcare, and difficulty accessing treatment can further complicate their ability to maintain steady employment.
Organizations can proactively address these issues by fostering an inclusive hiring process, offering supportive policies, and providing access to recovery resources. Ensuring fair hiring practices, implementing peer mentorship programs, and partnering with local recovery services are just a few ways employers can help reduce barriers.”
Common barriers include:
- Stigma in hiring processes and workplace culture.
- Lack of transportation and childcare support.
- Gaps in work history or limited access to education.
- Challenges for individuals with criminal backgrounds, especially those related to SUD.
Resource Reference:
The Recovery Readiness Survey includes DEI-focused questions to help identify specific barriers within your organization.