Topic 2: Reducing Stigma in the Workplace
Drug addiction was once thought to be a moral failing
CALIFORNIA ASSOCIATION OF ALCOHOL & DRUG PROGRAM EXECUTIVES
that was “curable” and episodic. People who relapsed were
considered not “cured.” However, through science, research
and public education, addiction is now considered a chronic
medical condition that can be managed through medications
and monitoring/supportive services.
Stigma is one of the most significant barriers to employment for individuals in recovery. It not only impacts hiring decisions but also creates an unwelcoming workplace culture. Negative stereotypes and misconceptions about substance use disorders can prevent individuals from seeking employment or progressing in their careers.
A key strategy for addressing stigma is fostering an environment that promotes education and understanding. Employers should prioritize training programs that help staff recognize and address biases related to substance use disorders. This training should emphasize the importance of treating all employees with dignity and respect, regardless of their recovery status.
Language plays a crucial role in shaping workplace culture. Terms like ‘addict’ or ‘substance abuser’ can perpetuate stereotypes, whereas recovery-friendly language fosters respect and understanding. Using person-first language, such as ‘individual with a substance use disorder,’ can help normalize conversations around recovery.
Resource Reference:
Use the Language Audit Worksheet to identify and replace stigmatizing terms in workplace materials.