Hiring individuals with a history of drug or alcohol addiction can be a complex and sensitive for employers. Although recovery is possible, and many of those who once suffered from addiction rebuild their lives and careers, employers may still have concerns.
There are a lot of misconceptions about hiring recovering addicts, leading them to be treated less favourably during the hiring process. These misconceptions are usually based on misunderstandings or lack of familiarity with the recovery process. Concerns range from productivity and performance, to fears of a bad attitude, or drug and alcohol use at work.
Holding these prejudgements closes the door to many talented individuals who could be an asset to your business. When hiring a recovering addict, it's important to focus on their strengths, resilience, and commitment to change, while also being mindful and sensitive to their journey.
Those in recovery have actively chosen to make a positive change in their lives, so are no stranger to hard work, determination and striving for success - qualities that can make these individuals an asset to your team.
“I am most grateful that I was shown a route out of the malady of using drink and drugs to change how I felt and be given the tools to live a life that I deserve; to demonstrate my worth as a reliable, trustworthy employee and member of society.”
Jonathan Edgeley – CEO and Founder of Montrose Health Group
Myth Busting The Primary Concerns
Possible Relapse
Employers may worry that a relapse could lead to absenteeism, reduced productivity, or impact team morale. Relapse is always a concern, however those working an effective 12-step recovery programme are less likely to do so.
Behaviour
Those in recovery often choose to lead a spiritual life, so displays of violent or aggressive behaviours would not be an issue.
Drug/ Alcohol Use at Work
Drinking or using drugs whilst at work won't be an issue as those in recovery are actively seeking a life of sobriety on their recovery jounrey, meaning they are no longer actively using.
Do we have the resources?
There is very little required from a company to support a recovering addict. The individual will most likely will have a support network around them already. This could be in the form of 12- step meetings, therapists, counsellors, or sponsors. It could, however, be helpful to educate yourself on their recovery journey.
“Those who have been fortunate enough to break the destructive cycle of addiction are only too happy to enter into a normal life and become a productive member of society and prove, not only to themselves but to most people they meet, that they are no longer a drain on social and healthcare resources.”
Jonathan Edgeley – CEO and Founder of Montrose Health Group
What employers can do?
Have a positive mindset
Let go of any prejudices you may hold and be open to employing a recovering addict. They could be the key component to the team that you were missing.
Education
It could be beneficial for employers to educate themselves on recovery programmes and fellowships such as Alcoholics Anonymous (AA) or Narcotics Anonymous (NA) as this will help them to gain a fuller understanding as to what help those in recovery are receiving.
Foster an inclusive and supportive work environment
Promote open communication between yourself and your employees and provide support for a work life balance. Encourage a wellness and self-care culture and promote the importance of taking care of yourself. When employers foster a culture free of judgment, employees can feel more secure in their recovery, reducing the fear of discrimination or judgment that might contribute to a relapse.
If you would like more information on this topic, or are considering hiring a recovering addict and would like some advice, then please contact us at Montrose Health Group
on: +44 (0) 1433 350500
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