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Addiction affects everyone, and as the U.S. struggles with rampant drug abuse issues, those problems will invariably show up in the workplace.
About 19% of American workers have personally struggled with substance or alcohol use, according to a new report from Pelago Health, a virtual clinic for drug use management. That’s around 32 million employees across the country. And if they’re not battling their own addiction, many workers encounter the problem at home—around 35% of U.S. staffers report having concerns over drug and alcohol usage for themselves or family members.
“This is a very hidden problem because of the stigma. No one wants to be labeled an alcoholic,” Yusuf Sherwani, cofounder and CEO of Pelago, tells Fortune. “Even if it doesn’t affect [a manager’s] direct employees, when it affects a dependent, that has an impact on their employee’s work schedule and the way they engage with their job. Because they have such an important thing happening in their family.”
Employees struggling with substance use are also more likely to struggle with their mental health. Around 49% of U.S. workers overall report having problems with anxiety, depression, or other mental health issues, but that number rises to 62% for employees who report having personal drug or alcohol concerns, according to the study.
Beyond caring about the mental and physical well-being of staffers, employers have a business imperative to keep this problem in check. Substance abuse issues are closely correlated to job attendance, as 42% of workers individually battling alcohol or drug addiction report missing work because of this issue, the report notes. But while over half of U.S. employees say employer support for substance problems is important, only 14% report having any of these benefits.
Not only should staffers have access to alcohol and drug use treatment, but it should be preventative and holistic, Louisa Benedicto, SVP of DEI and corporate social responsibility for Hays America, a recruitment company, tells Fortune. She says that employers should educate their workforces on substance abuse to combat stigma, and create resource groups for workers who are struggling. She also recommends that companies provide voluntary mental health training to staffers so they have an easier time broaching issues like addiction with their coworkers.
When meaningful initiatives are implemented effectively, Sherwani says there will be big payoffs. “When you add the retention, job satisfaction, safety, and the hard healthcare dollars, you start to create a clear business case for CHROs that this is a gap in care that needs to be filled in,” he says.
Emma Burleigh
emma.burleigh@fortune.com
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