1999 National Alcohol & Drug Addiction Recovery Month Kit

As National Alcohol and Drug Addiction Recovery Month quickly approaches, the time is now to begin planning for special events and activities that will help your organization call attention to the important issue of substance abuse treatment. Here are some ideas to consider as vehicles to promote this year's theme, Addiction Treatment: Investing in People for Business Success.

Community Forums

Community forums are an excellent opportunity to engage the business sector, policy makers, substance abuse treatment providers, the religious community, the media, and others in a dialogue about how to improve substance abuse treatment services in the community. The forums are also an opportunity to identify ways to sustain the gains made in the overall substance abuse demand reduction efforts. The forums can be aired through a number of options, including your local public or commercial broadcast radio or TV stations or your local cable system. The organizing footprint for community forums can be limited or broad based. Community forums can be organized at the community, city or town, or state levels.

The primary target audiences for the 1999 National Alcohol and Drug Addiction Recovery Month are:

Corporate and small business sectors

Policy makers and elected officials

Labor unions

Community-based substance abuse treatment providers

Recovery community

Americans with disabilities

Diverse populations: African Americans, Asian and Pacific Islander Americans, Hispanic/Latinos, and Native Americans.

As you begin to identify panel members and forum participants for your community forum, be sure to include representatives of these sectors.

Coordinate with your local public and commercial radio, television station, or cable system to tape and air a discussion panel about substance abuse and treatment issues in the workplace and in your community. This discussion should create a greater understanding on the part of viewers and listeners of the magnitude of the substance abuse problem, identify the employers' needs regarding substance abuse treatment programs, and the community's needs for demand reduction. It should also explore ways to minimize the stigma of treatment and recovery.

Recruit members from your community who are knowledgeable or who have a great interest in substance abuse and treatment to participate in a broadcast community forum. Panel members should include employers representing large and small businesses, an elected official or other policy maker, a treatment provider, and a person in recovery. Ensure that the panel is representative of your community's cultural, ethnic, and racial diversity. Plan to have one or two people standing by in the event of any last minute cancellation from one of the confirmed panelists.

Identify an experienced facilitator to host the session, keep the discussion focused, and make sure that all points are covered. The facilitator should read an introduction and a closing statement from the teleprompter to summarize the key points of the discussion.

Make sure that the key points of the discussion can be covered within the timeframe allowed by the broadcast station. Meet with panelists on several occasions in advance of the broadcast to clarify the purpose of the discussion. One of the additional goals and benefits of this process is to bring together a wide range of business and community leaders to brainstorm about these issues. They should have the opportunity to create their own agenda for the forum.

The community forum agenda can include the following topics:

An overview of the extent and magnitude of the substance abuse problem in the sponsoring community, including workplace challenges and the underlying problems substance abuse creates (loss of productivity in the workplace, crime, etc.).

Identification of current substance abuse treatment efforts that are working and a dialogue about unmet substance abuse treatment and demand reduction needs.

A discussion of the issue of "stigma" as a de-motivating effect on those who need to seek substance abuse treatment.

Recommendations to the businesses sector on the benefits of providing substance abuse treatment programs to their employees.

Media Events

Conduct a press event at which the mayor and/or the governor issue a proclamation designating September as National Alcohol and Drug Addiction Recovery Month. To celebrate this year's theme, the event could recognize employees in the community who have successfully completed company-supported treatment programs, as well as the companies they work for. Consider inviting a prominent business person in recovery to speak. Coordinate with the mayor's or governor's office and the local chamber of commerce or other business groups on news releases and media outreach to encourage press coverage.

Host an open house at a treatment facility to celebrate National Alcohol and Drug Addiction Recovery Month to showcase different ways in which businesses can partner with the community. Invite area business leaders, the public, treatment providers, religious leaders, the media, etc. Discuss reasons why companies should hire people in recovery. Work with the facility and its clients to ensure that the privacy rights of treatment recipients are respected. Encourage companies to invest in their community by supporting expansion of the availability and access to substance abuse treatment. Incorporate a variety of activities to draw people to your event, such as conducting a tour demonstrating the key services provided by the facility, distributing information brochures on substance abuse treatment options, or showing a video about the facility and the people it benefits.

Other Activities

Send out a year-to-date press release highlighting activities your organization has conducted in the last year, including a summary of the breadth of services provided, the total number of people assisted through your facility, and a summary of any workplace-related outreach activities conducted. Identify employees of local businesses who are willing to tell their story to the media to highlight the individual faces behind the statistics. Include quotes from these individuals focusing on the support and assistance they received from their employer and your organization and their commitment to their company You may also consider using the Labor Day timeframe as an opportunity to highlight the need for substance abuse treatment programs for workers.

Arrange for speaking opportunities for the executive director of your organization and a treatment program graduate at meetings of business leaders and community or civic groups about the importance of substance abuse treatment. Try to get on the guest speaker schedule for a chamber of commerce breakfast meeting, lecture at a business class at a local college or university, or the local chapter of a human resources professional organization. Be sure to emphasize particular points, such as how to recognize the signs of alcohol and drug addiction in the workplace and the various ways businesses can support recovery.

Produce a short article that discusses the overall benefits and positive outcomes associated with alcohol and drug treatment in the workplace, and include your organization's phone number or a local hotline number for readers to call for more information. Work with business publications and newsletters of local businesses to encourage them to include this feature in their September issues.

Consider creative ways to promote this year's theme, Addiction Treatment: Investing in People for Business Success, such as holding a silent auction with prizes donated by area businesses to benefit a nonprofit substance abuse treatment center. Publicize the auction to the public through outreach to local media in your community.

Set up an exhibit booth at a local job fair where it is visible to human resource representatives of exhibiting companies as well as to fair attendees. Disseminate information about effective treatment options and other key substance abuse treatment information as it relates to the workplace.

Display banners in your community promoting September as National Alcohol and Drug Addiction Recovery Month in highly visible areas and large outdoor venues. Ask businesses to recognize Recovery Month with posters and flyers in cafeterias, on bulletin boards, and in employee lounges. Include a hotline or other local number for people to call for more information.

Create public service announcements and special programming promoting workplace-supported substance abuse treatment. If your local public and commercial radio stations, broadcast television, and cable system do not carry information on substance abuse treatment or health issues, request that they do.

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Media Outreach Materials / Targeted Outreach Materials / Recovery Month Partners / Resource Materials

FOR IMMEDIATE RELEASE

CONTACT: (add the name of the person within your
organization who is available to answer questions from the press) (add the contact's phone number)

(name of Chamber of Commerce in your town)
and (your organization's name) Launch Substance Abuse Treatment
Programs in the Workplace Awareness Initiative

(add the city and state where your organization is located) (add the date you want this press release published) The (add the name of your city) (add name of Chamber of Commerce in your town) joined with the (add your organization's name) today to designate September as National Alcohol and Drug Addiction Recovery Month and to encourage area companies to invest in their employees by implementing or expanding workplace substance abuse treatment programs.

National Alcohol and Drug Addiction Recovery Month celebrates the tremendous strides taken by individuals who have undergone successful treatment and recognizes those in this field who have dedicated their lives to helping people in need. This local initiative is part of a national campaign to promote the benefits of treatment and embrace this year's theme, Addiction Treatment: Investing in People for Business Success.

"In the United States, 73 percent of all illegal drug users are employed," said Chamber of Commerce president (add his or her name). "These statistics tell me that no business is immune to the problem. As business leaders, we owe it to our companies and the community to help individuals suffering from addiction realize their full potential. We are proud to work with (add your organization's name) to support treatment for everyone in need." (Work with your local chamber of commerce to develop a quote such as the one above.)

According to (add the spokesperson, title, and your organization's name), "Substance abuse is a disease that affects individuals and their coworkers, friends, and families. We want to reduce the stigma of substance abuse treatment so that employees are not ashamed or fearful to ask for help - and employers have the resources they need to provide it."

Several awareness activities will take place throughout the month of September:

Presentations at chamber of commerce breakfast meetings on workplace substance abuse treatment options and how to make them available.

Distribution of fact sheets to local businesses outlining the costs of workplace substance abuse and the benefits of treatment programs.

Exhibit at the (add your city) Job Fair on (add the date).

###

Helpful Hints for Writing a Press Release

Many news stories are triggered by a timely, well-written press release. Sometimes small newspapers will run the release word-for-word or with minor changes. Most media, however, will use it as background information. Following are some tips to help you in writing your own release to promote your organization's news that you want published or aired.

Always have a good reason for developing a release. To be useful, a release must be newsworthy. For example, you might issue a release if your organization:

announces the results of a poll, survey, or study

launches a new public education program

begins a new type of service or makes significant changes to existing services

hires a new director or high-level staff person

receives a grant or donation

wants to publicize the local impact of a national news event

forms a special task force

conducts seminars or workshops featuring a local or national celebrity speaker

plans local activities to tie into a well-known day, week, or month

honors an individual or organization.

Keep it short. A release should be no more than two pages, be double spaced, and contain short sentences and paragraphs.

Stick to the format. Releases should be typed on organization letterhead. At the top of the page, include the name and phone number of a contact for more information. The release should begin with the name of your city and the date. If the release is longer than one page, type "-more-" at the bottom of each page, except the last. Signify the end of the release by typing "###" or "-30-" centered after the last sentence.

Give the most important details first. Begin with a headline that summarizes the release. The first paragraph should answer the five questions "who, what, where, when, and why."

Be careful with language. Avoid using slang or technical terms. If necessary, explain them.

Check for accuracy. Be sure to verify all spelling, statistics, names, and titles.

Write factually. Editorial comments or other opinions should be expressed only in direct quotes.

Seek placement. Distribute your release to local print and broadcast reporters in your community. Follow up to encourage them to write or air a story. Try to schedule an interview with an official of your organization. Collect samples of any resulting coverage to document your outreach efforts.

MEDIA ADVISORY
(name of Chamber of Commerce in your town) and (Name of your organization) to Announce Workplace Recovery Campaign
To kick off September's 1999 National Alcohol and Drug Addiction Recovery Month observance, the (add your City or State) (Chamber of Commerce) and (add the name of your organization) will launch a statewide campaign on (add the day and date) to increase awareness of substance abuse workplace issues. During this month, local businesses and employers are encouraged to invest in their employees by implementing or expanding a workplace substance abuse treatment program. (City or State) (Chamber of Commerce President) (add name) will be joined by local business leaders to discuss why substance abuse treatment is a valuable investment for the workplace and to unveil a series of outreach activities taking place throughout the month. In addition, testimonials will be given by members of the recovery community. Participants (add his or her name), President, (City or State) Chamber of Commerce (add a representative from your organization) (add the names, titles, and company names of other employers) (add the name of a person in recovery who is participating)
Date:	(add the day and date)
Time:	(add the time of the event)
Place:	(add the address of where the event will be held)
Contact:	(add the name of the person from your organization who will field phone inquiries)
Phone number:	(add the contact person's phone number)

A media advisory is a simple way to inform local media outlets about an upcoming press conference or a briefing. This document provides print and broadcast reporters with the information they need to plan and cover your activity. Below are some suggestions for successfully distributing your advisory.

Place it on the daybooks and in "week-ahead" columns. Call news wire services in your city or state, such as the Associated Press or United Press International, and ask them to place the advisory on their "daybooks" -- a daily listing of all activities that the media are invited to attend -- the week before, the day before, and the day of the event. Ask for the name of the daybook editor and the fax number. Also try to place the advisory in the "week-ahead" columns of local newspapers and business publications that list upcoming activities.

Create a media list. Send the advisory to local media outlets in your community one week before your event. To do so, you should develop a current media list -- a fundamental tool of public relations. Your list of media outlets must be accurate and up to date in order to effectively reach reporters with your story. Here are some tips to get you started:

Check your local library or book stores for media directories of daily and weekly newspapers, television stations, radio stations, news wire services, magazines, newsletters, and business trade publications in your community. Some examples of media directories include Bacon's and Gebbie's All-In-One Directory. Use the phone book or the Internet to supplement your list.

Once you have developed a list of phone numbers and addresses, call each outlet to verify the information and to determine which editors and reporters are the most appropriate for your news.

For each print and broadcast media outlet, create a list with the following information: name of media outlet, address, telephone number, fax number, and the names and titles of specific reporters or editors who cover substance abuse/drug treatment and business-related issues. You should also determine the best time for you to call each reporter (i.e., how far in advance/what time of day) about your event.

Be sure to include specialized media on your list, such as African American, Hispanic/Latino, or other minority newspapers or radio stations. Other specialty media that you may wish to include are university/college newspapers; television and radio stations; small community papers or neighborhood newsletters; and publications produced by local organizations, such as businesses, hospitals, women's centers, health care clinics, professional associations, churches and other religions institutions, drug stores, and local clubs.

Follow up. After you mail or fax out the media advisory, contact reporters by phone to determine their interest in attending or covering the event. Sometimes the personal touch can make a difference in generating media interest.

Addiction Treatment: A Small Business Investment with Unique Dividends

Years of economic expansion and low unemployment have put increasing pressure on employers to find better methods to recruit, train, and retain employees. And there are few places where the pressure to find and keep good employees is greater than among the nation's small businesses. These companies want and need practical, cost-effective solutions to their employment problems.

In this climate, it is more important than ever to cope effectively with employee substance abuse and addiction, problems that lower productivity and increase business-related costs. Substance abuse can affect almost any business, from the multinational corporation to the local store, restaurant, factory, or office, because nearly three-quarters of illicit drug users ages 18 or older (8.3 million) are employed. Fortunately, alcohol and drug abuse and addiction can be successfully treated. Today, untold numbers of people in recovery are now leading successful, productive lives, raising families, and contributing to their communities. Most of them are in the workforce.

In many cases, these men and women in recovery are outstanding employees, who attach special meaning and value to their jobs. Some of them previously lost their jobs because of problems with alcohol or drugs but have now found their way into treatment and reclaimed their lives. Others had the good fortune to work for employers who offered them counseling and treatment and were able to begin recovery while still employed. Their companies, often with the active assistance and cooperation of community-based organizations, put programs in place to respond to employees' needs for treatment and support. Those companies made sound business decisions.

Studies show that companies offering substance abuse treatment services to their employees reap the benefits of reduced medical claims, absenteeism, corporate liability, and disability costs. Findings from a 1995 follow-up survey titled Cost Effectiveness System to Measure Drug and Alcohol Treatment Outcomes, conducted for the Ohio Department of Alcohol and Drug Addiction Services, indicated that of the 668 substance abuse treatment residents completing one year of treatment there was a decrease in absenteeism by 89 percent, tardiness by 92 percent, and on-the-job injuries by 57 percent.

How can the local store, restaurant, factory, or office, with few employees and limited resources, address the challenges of substance abuse? They can do so in several ways.

First, employers need to recognize that addiction treatment is a wise investment that has solid dollars and cents returns such as savings on worker compensation insurance. Second, according to the U.S. Department of Labor Working Partners program, employers should strive to have a comprehensive substance abuse treatment program in place that includes such elements as a written policy, an employee education and awareness program, supervisor training, drug testing where appropriate, and an employee assistance program (EAP). Small businesses may want to check with their local chamber of commerce to determine whether it offers EAPs at a discounted rate. Most importantly, employers should support bias-free dialogue with employees on this issue instead of stigmatization or blame. Third, employers who offer health insurance policies for employees should make sure they include equal coverage for substance abuse treatment. A report on parity prepared by the Substance Abuse and Mental Health Services Administration showed that the inclusion of substance abuse treatment as a benefit raises the cost of purchasing family health insurance coverage by only 0.2 percent. Fourth, employers should urge employees who have substance abuse problems to get treatment. Even if an employer does not have health insurance coverage, treatment may be available through community-based programs.

Substance abuse is not an easy problem. There are no easy answers. But there are a multitude of options available to treat the challenge of alcohol and drug addiction. This September, as we celebrate National Alcohol and Drug Addiction Recovery Month, we are reminded that untold numbers of men and women are living successful lives in recovery. They are testaments to the success of treatment. In the workplace, addiction treatment is an investment that pays off in benefits for companies large and small, as well as in hope for their workers, their families, and their communities.

Newspapers generally publish a page of opinion columns and letters opposite the editorial page, hence the term "opposite editorial," or "op-ed." The op-ed pages are the arena in which ideas and issues are debated and an excellent place to raise awareness of an issue. During National Alcohol and Drug Addiction Recovery Month, you have an excellent opportunity to address important issues related to workplace substance abuse treatment programs. Writing an op-ed places you in the rote of a columnist expressing your views while presenting the facts.

Whether you use the sample provided or write your own, here are some tips for writing and placing an op-ed:

Begin by making an outline. It will help you stay focused and act as a reminder to cover key points.

Stick with one subject per submission.

Express an opinion and be clear and well-stated from the beginning.

Don't assume your readers are aware of the issue or your viewpoint. Give them enough background information to help them follow your logic.

Support your position with statistics or study results, but don't bury them in numbers.

Use appropriate anecdotes; reference a recent news event or story.

Localize your story whenever possible.

Be clear and firm in your approach, but not fanatical.

Keep your op-ed to 800 words or less. More isn't better.

There are two ways to reach a publication with your op-ed--by phone or by mail. Either way, get the process started about a month before the kick-off of National Alcohol and Drug Addiction Recovery Month.

Tip: Most cities have a business newspaper and/or magazine. You may want to contact them about an op-ed since this year's theme is "Addiction Treatment: Investing in People for Business Success."

Begin by calling the paper to ascertain the name of the appropriate party to contact. At this point, you may learn that the policy of the paper is to send a written copy (or fax) of the op-ed to the editorial page editor. The op-ed should be accompanied by a letter that explains who you are and provides some background information about National Alcohol and Drug Addiction Recovery Month and the topic. It should briefly but clearly state the issue and why your thoughts on the subject are important. Give your article a week or so to arrive and then call the publication to be sure the op-ed was received and to answer any questions.

Regardless of how you choose to approach a publication, be sure to include an "authorship line" at the end of the piece. This should include your full name and a brief description of who you are and what you do that makes you an expert on the subject.

(:30)

Do you have a substance abuse problem that's affecting you on the job or at home? If so, your employer may be able to help you find the treatment you need. For more information about treatment, call 1-800-662-HELP. That's 1-800-662-H-E-L-P. A public service of this station and the Federal Center for Substance Abuse Treatment.

(:15)

If you know someone who is struggling with a drug or alcohol problem, know this: There are effective substance abuse treatment programs in your community. To learn more, call 1-800-662-H-E-L-P. A public service of this station and the Federal Center for Substance Abuse Treatment.

(:30)

September is National Alcohol and Drug Addiction Recovery Month, a time to recognize that treatment is effective and recovery is within reach for you or your loved ones. For information about alcohol and drug abuse treatment programs in your community, call 1-800-662-HELP. That's 1-800-662-H-E-L-P. A public service of this station and the Federal Center for Substance Abuse Treatment.

(:15)

September is National Alcohol and Drug Addiction Recovery Month, a time to recognize those who have overcome alcohol and drug addictions through treatment. To learn more, call 1-800-662-H-E-L-P A public service of this station and the Federal Center for Substance Abuse Treatment.

Radio Public Service Announcements (continued)

Radio is a wonderful medium to promote the fact that September is National Alcohol and Drug Addiction Recovery Month and to provide the public with a toll-free number that can be used to find out more about treatment services. Remember, a radio public service announcement (PSA) qualifies for free air time only if it is used to promote a nonprofit organization or public service. Stations will often accept pre-written scripts from organizations seeking to convey a public service message that benefits members of the community. The station can read these scripts live over the air.

Two 30-second and 15-second radio PSA scripts have been provided for your use. The scripts provide a toll-free National Helpline, 1-800-662-HELP, as a resource sponsored by the Substance Abuse and Mental Health Services Administration's Center for Substance Abuse Treatment. If your state, county, or community has its own toll-free hotline phone number, we encourage you to use it in place of the national number. Please inform those operating the hotline that you will be using their number in the scripts.

Call your local radio station to find out the name and correct address of the Public Affairs Director. If there is no one at the station with that exact title, ask for the name and title of the person in charge of PSAs. You should explain that you are working as part of the national effort to promote National Alcohol and Drug Addiction Recovery Month and to secure the support of radio stations in promoting treatment and informing listeners in your area where they can go for help.

Once you have spoken with your contact, you should either fax or mail copies of the PSA scripts for consideration. When you retype the scripts to send them out, do not forget to list your contact name, organization, and phone number. Make sure to include a cover letter summarizing the main points you discussed, and state your appreciation for the air time these important messages will receive.

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Media Outreach Materials / Targeted Outreach Materials / Recovery Month Partners / Resource Materials

"In today's tight labor market, it's especially difficult for small businesses to compete with larger ones for skilled workers. That's just one reason why small companies should support the treatment of employees with addiction problems rather than hire and train their replacements."
-- MoryScott Tuck, Statistician
American Moving and Storage Association

In 1995, the average annual cost of employee assistance program services per eligible employee nationwide was $26.59 for internal programs staffed by company employees and $21.47 for external programs provided by an outside contractor. Per employee costs vary depending on the number of employees in the program. These costs compare favorably to the expense of recruiting and training replacements for employees terminated due to substance abuse problems-about $50,000 per employee at corporations such as IBM.²

As companies make plans to improve their products or services and expand their businesses, they should also examine the environment in which they are operating and their workforce. Substance abuse costs businesses an estimated $100 billion a year.² However, by committing to a drug-free workplace and supporting substance abuse treatment programs for employees, organizations experience a variety of benefits, including:

Increased productivity and higher employee morale

Reduced errors and increased quality of performance

Lower worker's compensation insurance or health insurance premiums in some states

Improved safety

The costs and benefits of workplace policies are primary considerations for businesses--no single solution will work for every organization. However, understanding various approaches to substance abuse treatment will help employers make the right decisions for their businesses.

Sources

¹U.S. Department of Labor. Facts and Figures about Drugs and Alcohol in the Workplace. In Working Partners for an Alcohol- and Drug-Free Workplace (factsheet series). Working Partner's Home Page, URL: http://www.dol.gov/dol/workingpartners.ktrn. Accessed March 30, 1999. Washington, DC: U.S. Department of Labor, 1998.

²FaIco M. The Making of a Drug-Free America: Programs That Work. New York: Times Books, 1992.

Getting the Facts About Substance Abuse and Treatment

Substance abuse is a national public health problem that affects millions of people and imposes enormous financial and social burdens on society. It destroys families, victimizes individuals and communities, and suffocates the educational, criminal justice, and social services systems. It is a disease that can affect anyone, regardless of age, cultural background, or profession. Below are some important facts about substance abuse, addiction, treatment, and recovery.

General

A significant number of American workers abuse substances, and some of this use occurs at work. Most current drug users age 18 and older are employed-in fact, 73 percent work, including 6.7 million full-time workers and 1.6 million part-time workers, according to the 1997 National Household Survey on Drug Abuse.¹

Drug Abuse Among Targeted Populations

Youth/Adolescents
The number of workers ages 16 to 24 will increase by more than 3 million between 1996 and 2006, making this group the largest it has been in 20 years.²

In 1997, 11 million current drinkers (used alcohol during the 30 days prior to the survey) were ages 12 to 20. Of this group, 4.8 million, more than 40 percent, engaged in binge drinking (5 or more drinks on one occasion in the past month), including 2.0 million heavy drinkers (5 or more drinks on one occasion on 5 or more days in the past month).¹

Past year alcohol use among twelfth-graders increased from 72.5 percent in 1996 to 74.8 percent in 1997. In addition, lifetime use increased from 79.2 percent in 1996 to 81.7 percent in 1997.³

Older Workers
As the baby-boom generation ages, the median age of the workforce will rise to a new record in 2006. Although those aged 25 to 44 will continue to be the largest number of workers, those aged 45 to 64 will account for an increased share of the labor force by the year 2006. This latter age group will grow by more than 30 percent by the year 2006.

Given the aging of baby boomers, researchers and health professionals are increasingly concerned with tracking the health status and levels of substance use among older Americans. Although the use of illicit drugs is very limited in people 65 and older, this population consumes more prescribed and over-the-counter medications than any other age group in the United States.⁴ Thus, experts agree that the greatest concern for drug misuse or abuse in this population is prescription medicines. Mixing alcohol with prescription drugs and an aging body makes older people more vulnerable to problems from using alcohol and from taking medications.⁴

Use of Illicit Drugs and Alcohol by Full and Part-time Workers

Illicit Drug Use
In 1994, just over 9 percent of male and 5 percent of female full-time workers aged 18 to 49 reported current illicit drug use. The prevalence of illicit drug use by all full-time workers was 12.4 percent between the ages of 18 and 25, 8.6 percent between the ages of 26 and 34, and 5.4 percent between the ages of 35 and 49.⁵

Approximately 60 percent of illegal drug users work for companies with 500 or fewer employees.⁶ In addition, a study breaking down work establishments by size found that 11 percent of workers in the smallest firms (fewer than 25 employees) reported current illicit drug use. This rate is significantly higher than the 5.4 percent rate of illicit drug use found in companies with 25 to 499 employees and those with 500 and more employees.⁵

The highest rates of current illicit drug use reported by full-time workers aged 18 to 49 in 1991-1993 were in construction (17.3 percent), food preparation (16.3 percent), and waiters and waitresses (15.4 percent). The lowest rates of current illicit drug use in full-time workers aged 18 to 49 in 1991 - 1993 were found among police and detectives (1 percent), administrative support staff (2.2 percent), teachers (2.3 percent), and child care workers (2.6 percent).⁷

Alcohol Abuse
In 1997, 6.8 percent of Americans employed full-time reported heavy drinking in the past month. The highest prevalence of heavy drinking in the past month was 12 percent among workers aged 18 to 25. Of the 11.2 million heavy drinkers in 1997, 30 percent also were current illicit drug users.¹

Crime and Substance Abuse

By the year 2000, if current trends continue, this nation will break the $100 million per day barrier in money spent to incarcerate individuals with serious drug and alcohol problems.⁸

Effectiveness of Treatment

In a major before-and-after drug abuse treatment study of 4,411 people in federally funded treatment, the prevalence of illicit drug abuse was cut by about one-half for each illicit substance (i.e., cocaine, marijuana, crack, or heroin), and the number of those troubled by alcohol abuse dropped by more than two-thirds 5 to 16 months after treatment.⁹

The percentage of people selling drugs, shoplifting, or beating someone up in the past year dropped by almost 80 percent 5 to 16 months after treatment. In addition, the percentage of clients receiving welfare declined from 40 percent to 35 percent -- an almost 11 percent overall decrease.⁹

Center for Substance Abuse Treatment National Helpline
800-662-HELP

Through this toll-free, confidential service, supported by the Center for Substance Abuse Treatment of the Substance Abuse and Mental Health Services Administration, trained specialists provide information on alcohol and drug abuse and available treatment options. They also provide referrals to treatment programs, self-help and family support groups, and crisis centers nationwide.

Sources

¹Office of Applied Studies. Preliminary Results from the 1997 National Household Survey on Drug Abuse. Rockville, MD: Substance Abuse and Mental Health Services Administration, 1998.

²Bureau of Labor Statistics. BLS Releases New 1996-2006 Employment Projections. Employment Projections Home Page, URL: http://stats.bls.gov/emphome.htm. Accessed Match 29, 1999. U.S. Department of Labor, 1997.

³Johnston LD, O'Malley PM, Bachman JG. National Survey Results on Drug Use from The Monitoring the Future Study. Rockville, MD: National Institute on Drug Abuse, 1998.

⁴Substance Abuse Among Older Adults (Treatment Improvement Protocol #26). Rockville, MD: Center for Substance Abuse Treatment, Substance Abuse and Mental Health Services Administration, 1998.

⁵Hoffman JP, Larison C, Sanderson A. An Analysis of Worker Drug Use and Workplace Policies and Programs. Rockville, MD: Substance Abuse and Mental Health Services Administration, 1997.

⁶Drug Strategies. Investing in the Workplace: How Business and Labor Address Substance Abuse. Washington, DC: Drug Strategies, 1996.

⁷Hoffman JP, Brittingham A, Larison C. Drug Use Among U.S. Workers: Prevalence and Trends by Occupation and Industry Categories. Rockville, MD: Substance Abuse and Mental Health Services Administration, 1996.

⁸The National Center on Addiction and Substance Abuse at Columbia University. Behind Bars: Substance Abuse and America's Prison Population. New York: The National Center on Addiction and Substance Abuse at Columbia University, 1998.

⁹Gerstein DR, Datta RA, Ingels JS, Johnson RA, Rasinski KA, Schildhaus S, Talley K, and others. Final Report: National Treatment Improvement Evaluation Survey. Rockville, MD: Center for Substance Abuse Treatment, Substance Abuse and Mental Health Services Administration, 1997.

A Corporate Response to Alcohol and Drug Addiction

"We have been tracking our employees who are identified as having participated in drug and alcohol programs for eight years. Our statistics indicate that two years following treatment, 73% of employees were still drug- or alcohol-free and productively employed at Chevron. This translates into a cost savings for Chevron of around $6.00 for every $1.00 spent on intervention and rehabilitation. The simple fact is that alcohol and drug treatment is not just good for employees, it is essential for businesses that want to remain productive, safe, and successful."

-- John Dillon Riley Ph.D., Manager
Employee Assistance Program,
Chevron Corporation, San Francisco

A Call to Action

In 1997, about 134 million people were employed, many at medium and large companies across the nation. Unfortunately, in 1997 nearly 14 million Americans were current illicit drug users, and nearly three-quarters of these users were employed in American businesses.¹ The economic and human costs of drug and alcohol use are alarming. The National Institutes of Health reported that alcohol and drug abuse cost the economy $246 billion in 1992.² In addition, numerous studies indicate that substance abuse is having a profoundly negative effect on the workplace. For example, in 1994, full-time workers aged 18 to 49 who reported current illicit drug use were more likely than those reporting no current illicit drug use to indicate that they had worked for three or more employers in the past year, missed work in the past month, voluntarily left an employer in the past year, or been fired by an employer in the past year. Similar results were reported for employees who were heavy alcohol users.³

Many corporations have already taken steps to address this critical issue by establishing employee assistance programs (EAPs) to assist employees with problems that affect their job performance, such as alcohol and drug abuse, as well as stress, marital difficulties, financial trouble, and legal problems. Most EAPs offer a range of services, including employee education, individual and organizational assessment, counseling, and referrals to treatment. Whichever way a company chooses to address the issue of addiction among employees, research has shown that substance abuse treatment results in a significant reduction in medical claims, absenteeism, and disability; an increase in productivity; and a healthier and safer environment for all employees. For example:

General Motors Corporation's EAP saves the company $37 million per year in lost productivity-$3,700 for each of the 10,000 employees enrolled in the program.⁴

United Airlines estimates that it has a $16.95 return in the form of higher productivity for every dollar invested in employee assistance.⁴

Northrop Corporation saw productivity increase 43 percent in the first 100 employees to enter an alcohol treatment program. After 3 years of sobriety, savings per rehabilitated employee approached $20,000.⁵

Oldsmobile's Lansing, Michigan, plant saw the following results one year after employees with alcoholism problems received treatment: lost man-hours declined by 49 percent, health care benefit costs by 29 percent, absences by 56 percent, grievances by 78 percent, disciplinary problems by 63 percent, and accidents by 82 percent.⁵

"Healthy companies require healthy employees. To be competitive in today's global market, corporations must increase productIvity. One way to achieve this goal is by addressing the issue of substance abuse in the workplace. Employee assistance programs provide a resource for those who suffer from addiction to recover and regain their place as productive members of the work force and the community. This is one of many reasons why EAPs are good investments for employers."
-- Lynne DeGrande, ACSW CEAP
Senior Consultant, General Motors
Employee Assistance Program

In 1995, the average annual costs of EAP services per eligible employee nationwide was $26.59 for internal programs staffed by company employees and $21.47 for programs provided by an outside contractor.⁶ These costs compare favorably with the expense of recruiting and training replacements for employees terminated because of substance abuse problems--about $50,000 per employee at corporations such as IBM.⁷

Getting Involved-Next Steps

Announce that prevention and treatment of alcohol and drug problems are a major corporate focus and that you want everyone to take part in this collective effort, including unions, where applicable.⁸

Establish a comprehensive workplace substance abuse treatment program to reflect your company's commitment to operating and maintaining a work environment free of substance abuse. There are some standard program components to consider: a written substance abuse policy, supervisor training for implementing a drug-free workplace program, employee education and awareness, an EAP to help employees with personal problems, and drug testing.⁸

Fully explain the benefits and procedures of your drug-free workplace program or policy to all employees.⁸

Help supervisors and managers understand the value of treatment and recovery. Rather than firing employees with addictions, offer training for managers on their specific responsibilities for helping carry out the workplace policy and program.

Go public about your program. Publicize your efforts through the local media to promote your company as a concerned corporate citizen.

Provide pro bono services or encourage employees to volunteer at a local treatment facility in your community.

Successful Programs

Mobil Corporation has a drug and alcohol abuse policy in place that states that employees seeking treatment would not find their jobs in jeopardy if they complied with medically specified treatment and rehabilitation. Mobil also offers a wide range of workplace programs, including drug and alcohol testing and worker assistance. The comprehensive program includes a confidential self-referral service that allows employees at all levels to contact an employee assistance professional to discuss drug or alcohol problems. According to James Bamshaw, M.D., medical director of field services at Mobil Medical, which oversees the company's substance abuse treatment effort, the program has been successful in rehabilitating workers so they return to work. He said 70 to 85 percent of employees return to work without suffering a relapse. "There is a general feeling that Mobil's program is effective, and that energizes us," Barnshaw said.⁹

Marriott Hotel Resorts Suites (MHRS) of Marriott International has assembled a formal substance abuse policy that includes pre-employment testing, support, and referral information that can be tailored for use by its member hotels on the basis of their specific needs. The policy has yielded impressive results, including a decrease in accidents and staff turnover. Individual hotel general managers are provided numerous options in implementing substance abuse programs. Some have enacted formal employee assistance programs and referral services, while others rely on public sector services. According to Jeff Hayes, MHRS Division Director of Assets Protection at Marriott's Corporate Headquarters, "A stable, contributing workforce in a healthy work environment consistently delivers quality service to customers and to each other."¹⁰

"Worksite substance abuse programs can help employers assist their employees with a substance abuse problem by identifying, treating, and restoring them to productivity at work and in their communities."

-- Elena Carr, Substance Abuse
Program Coordinator,
Department of Labor

Additional Resources

Employee Assistance Professionals Association
2101 Wilson Boulevard, Suite 500
Arlington, VA 22201
703-522-6272

Employee Assistance Society of North America
435 North Michigan Avenue, Suite 1717
Chicago, IL 60611-4067
312-644-0828

Institute for a Drug-Free Workplace
1225 I Street, N.W., Suite 1000
Washington, DC 20005
202-842-7400

Drug-Free Workplace Network
1126 South 70th Street, Suite 116
West Allis, WI 53214
414-475-2310

Working Partners for an Alcohol and Drug-Free Workplace
U.S. Department of Labor
200 Constitution Avenue, N.W., Room S-2312
Washington, DC 20210
202-219-6001, ext. 152 or 137

The Center for Substance Abuse Prevention's Workplace Helpline
800-WORKPLACE

Sources

¹Office of Applied Studies. Preliminary Results from the 1997 National Household Survey on Drug Abuse. Rockville: Substance Abuse and Mental Health Services Administration, 1998.

²Hatwood H, Fountain D, Livermore G. The Economic Costs of Alcohol and Drug Abuse in the United States 1992. Rockville, MD: National Institute on Drug Abuse, National Institute on Alcohol Abuse and Alcoholism, 1998.

³Hoffman JP Larison C, Sanderson A. An Analysis of Worker Drug Use and Workplace Policies and Programs. Rockville, MD: Substance Abuse and Mental Health Services Administration, 1997.

⁴American Society for Industrial Security, O.P. Norton Information Resources Center, Substance Abuse: A Guide to Workplace Issues. American Society for Industrial Security, 1990.

⁵Campbell D. and Graham M. Drugs and Alcohol in the Workplace: A Guide for Managers, New York: Facts on File Publications, 1988.

⁶French, M.T., Zarkin, G.A., Bray, J.W., and Hartwell, T.C. Costs of Employee Assistance Programs: Findings from a National Survey, Research Triangle Institute, 1994.

⁷Falco M. The Making of a Drug-Free America: Programs That Work. New York: Times Books, 1992.

⁸Center for Substance Abuse Prevention. Making Your Workplace Drug Free: A Kit for Employers. Rockville, MD: Substance Abuse and Mental Health Services Administration, 1992.

⁹Center for Substance Abuse Research. Mobil Offers Workers a Wide Range of Substance Abuse Programs. CESAR Home Page. URL: http://www.cesar.umd.edu/wrkp/docs/. Accessed March 29, 1999. University of Maryland, College Park, 1996.

¹⁰U.S. Department of Labor. Working Partners: Substance Abuse in the Workplace. Washington, DC: U.S. Department of Labor, 1997.

Recovery From Alcohol and Drug Addiction: A Role for Small Business

"At first it (a workplace substance abuse program) seemed like too much trouble. But I called my insurance company and got help from some other employers in the area that were dealing with this problem. It isn't so hard, and although my employees were surprised when I first told them about the program, they seem fine about it now, even relieved--not to mention that in the last two years, my insurance costs and absenteeism have both gone down."
-- Owner of a print shop¹

A Call to Action

America's 23.3 million non-farm small businesses (firms with fewer than 500 employees) employed more than 50 percent of the private non-farm workforce in 1996.² And the number of small businesses is growing; between 1982 and 1996, the number of small businesses increased by 57 percent.²

Despite this growth, these companies fall far behind when it comes to addressing substance abuse in the workplace. About one-half of workers aged 18 to 49 employed in establishments with fewer than 25 employees reported in 1994 that their employer offered information or has a written policy on alcohol and/or drug use, compared with more than 80 percent of workers from medium and large workplaces.³ This is troubling, considering that in 1994, 56.6 percent of illegal drug users worked for companies with fewer than 25 employees.³ In addition, a study breaking down work establishments by size found that in 1994, 11 percent of workers aged 18 to 49 in the smallest firms (fewer than 25 employees) reported current illicit drug use, a rate significantly higher than that for workers in two larger employment categories (25-499 employees, and 500 and more), both of which reported rates of 5.4 percent.³

In 1994, 12.2 percent of 18- to 25-year-old workers, 8.6 percent of 26- to 34-year-old workers, and 5.2 percent of 35- to 49-year-old workers reported current illicit drug use.³

These compelling figures mean that most small businesses may at some point be faced with an employee who has a substance abuse problem. Given that small businesses represent 99 percent of all employers,² the work site is one of the most effective places to reach Americans with information about the success of substance abuse treatment.

Treatment and recovery are a sound business investment. Implementing a substance abuse program enables a small business to stand out among its competitors as a company that cares about this issue and is taking steps to ensure that its employees are free from alcohol and drug addiction. Consider the following:

A study of 700 hospitality industry employees who were abusing substances and remained on the job after receiving treatment produced the following results: job-related injuries declined from 9 percent to 5 percent; tardiness decreased from 39 percent to 7 percent; absenteeism dropped from 42 percent to 5 percent; job errors declined from 32 percent to 6 percent; and failure to complete assigned tasks dropped from 23 percent to 5 percent.⁴

"We consider employees members of our family so when an employee has a substance abuse problem, we don't see him as less valuable--it just means that his habit has gotten the best of him. We try to help him get his life back and find it rewarding from a personal and business standpoint--when he recovers."
-- Robert "Buck" Bartley, Jr.,
Chairman of the Board,
The Bartley Corporation,
Ashton, Maryland

Getting Involved--Next Steps

Educate yourself, supervisors, and employees on the signs, symptoms, and effects of substance abuse addiction.

Contact your local chamber of commerce or the Substance Abuse and Mental Health Services Administration's Center for Substance Abuse Prevention (800-WORKPLACE) for help in developing a workplace substance abuse policy. Help in purchasing employee assistance program-type services at discounted rates is available in some areas of the country.

Work with other businesses in the community to develop joint employee assistance programs to share the costs.

Provide employees with basic informational materials about alcohol and drug abuse and offer referrals to available resources within your community, such as local hotlines, the Center for Substance Abuse Treatment's National Helpline (800-662-HELP), treatment facilities, and substance abuse support groups, to which they can turn if they have a problem.

Host alcohol-free events, emphasizing commitment to preventing injuries or deaths associated with drinking and driving, especially around the holidays. Or offer to reimburse employees for their transportation home following an office party where alcohol is served, or partner with a community organization that provides free rides home to drivers who have had too much to drink.

Provide pro bono services or encourage employees to volunteer at a local treatment facility in your community.

Encourage employees to serve on boards or committees of local substance abuse treatment organizations.

Promote your concern about issues of substance abuse and company program activities through internal vehicles such as interoffice newsletters or bulletin boards in the company lunchroom or other common areas.

Successful Programs

When Zingerman's Deli in Ann Arbor, Michigan, hires a new employee, the owners send out a clear message: "We care about your health and well-being." Zingerman's believes in providing a supportive place to work. They have an employee assistance program (EAP) that provides help to employees with problems that affect their work--from a family crisis to an alcohol or drug abuse problem. Through a three-part process that includes consultation, evaluation, and referral, EAP counselors direct employees to appropriate resources in the community. As a result, Zingerman's employee turnover rate is lower than the industry's average, and they have many long-term employees who are loyal to the company. The Zingerman approach is summed up best by the words of an employee who got help: "Thank you for helping me to live a sober life. It's great to work for people who are willing to make a difference."¹

At Chamberlain, a paving contractor in Laurel, Maryland, increases in workers' compensation and general liability insurance claims exceeded 100 percent over a 3-year period. Because the company's heavy equipment and trucks travel regularly on interstate highways, the owners felt it was necessary to implement an alcohol and drug policy. Chamberlain also contracted with an EAP provider to offer quarterly training sessions of all employees and counseling for problems related to substance abuse. In addition, the company has a pre-employment, post-accident, probable cause and random drug-testing program in place. Since the inception of these efforts, Chamberlain has witnessed a marked decrease in job-related injuries and accidents as well as absenteeism and tardiness. The company estimates a savings of more than $60,000 per year and immeasurable additional dollars a result of customer satisfaction, quality workmanship, and higher employee morale.⁴

Additional Resources

U.S. Small Business Administration
409 3rd Street, S.W.
Washington, DC 20416
800-U-ASK-SBA

U.S. Chamber of Commerce/Small Business Institute
1615 H Street, N.W.
Washington, DC 20062
202-463-5381

Working Partners for an Alcohol and Drug-Free Workplace
U.S. Department of Labor
200 Constitution Avenue, N.W., Room S-2312
Washington, DC 20210
202-219-6001, ext. 152 or 137

Substance Abuse and Mental Health Services Administration's
Center for Substance Abuse Prevention's Workplace Helpline
800-WORKPLACE

Substance Abuse and Mental Health Services Administration's
Center for Substance Abuse Treatment National Helpline
800-662-HELP

Chambers of commerce seeking information on how to help their members fight workplace substance abuse may contact:

Georgia Chamber of Commerce
404-223-2277
www.gachamber.org

High Point Chamber of Commerce
336-889-8151

Manatee Chamber of Commerce
941-748-4842, ext 130

Michigan Chamber of Commerce
800-748-0266

Sources

¹Center for Substance Abuse Prevention. Making Your Workplace Drug Free: A Kit for Employers. Rockville, MD: Substance Abuse and Mental Health Services Administration, 1992.

²Office of Economic Research. The Facts About Small Business, 1997. Washington, DC: U.S. Small Business Administration, 1997.

³Hoffman JP, Latison C, Sanderson A. An Analysis of Worker Drug Use and Workplace Policies and Programs. Rockville, MD: Substance Abuse and Mental Health Services Administration, 1997.

⁴U.S. Department of Labor. Working Partners: Substance Abuse in the Workplace. Washington, DC: U.S. Department of Labor, 1997.

"When a company invests in substance abuse treatment for its employees, everyone wins. Rehabilitating an employee who suffers from addiction costs less than training a new employee. And employees whose recovery is supported by their employers develop greater self-respect and loyalty to their company."
-- Raymond Mason,
Labor Liaison for Substance Abuse Service,
Washington State Labor Council,
AFL-CIO

A Call to Action

Of all full-time workers aged 18 to 49, 62.1 percent of those currently using illicit drugs and 75.2 percent of those reporting not using drugs reported that their companies have a formal company substance abuse policy.¹

From large corporations to relatively small companies, a variety of approaches have been taken to confront the problem of substance abuse in the workplace. One of the more common methods is the implementation of employee assistance programs (EAPs). These programs are a means of ensuring that workforces are productive, workplaces are safe, and businesses are successful and not hindered by substance abuse.

EAPs usually offer a range of services that can be negotiated between the labor union and the employer. Labor unions can also work together to determine the language in the company policy that states the company's position on substance abuse as well as corresponding sanctions resulting from policy violations. Union support of substance abuse treatment programs is crucial if workers with substance abuse problems are going to be helped.

Getting Involved-Next Steps

Negotiate to include the coverage of substance abuse treatment in your employer's health insurance policy.

Discuss forming an EAP or some other company-supported treatment program so that employees are sent for the help they need rather than fired.

Offer to communicate the program purpose, procedures, and policies to the union members.

Develop materials that are culturally specific for employees in need of such services.

Over time, as different treatment methods are developed and improved upon, request that treatment programs offering them be added to the EAP referral database.

Successful Programs

Amalgamated Insurance Company, a corporation associated with the Amalgamated Clothing and Textile Workers Union (ACTWU), administers EAPs for 500,000 ACTWU members. Amalgamated is responsible for health benefits administration and collectively bargains with employers over employer contributions to Amalgamated. The EAP allows substance abuse treatment referrals to be made by union business agents as well as by employer supervisors. ACTWU agents are provided with training in substance abuse identification and intervention. Initially, most referrals were made by union agents, but as the program progressed, supervisor referrals have increased and now account for one-half of the total referrals. This is viewed as a sign of employer acceptance of the program. Amalgamated's EAP serves as an intermediary between the treatment facility and the work site. Amalgamated also monitors referrals made from different work sites to ensure that coverage and treatment are being made equally available to all employees.²

American Federation of State, County and Municipal Employees (AFSCME) members have traditionally looked to their union to help them address an array of problems within the workplace. In response, AFSCME has used both the collective bargaining process and the political process to address these needs. Increasingly, AFSCME members are looking to their union to help them address problems affecting their lives such as drug and alcohol abuse. Recognizing that such problems are complex and require the assistance of trained professionals, AFSCME councils and locals have worked with public employers to develop EAPs. To this end, a booklet was designed to provide information and guidance to AFSCME members in the development, implementation, and improvement of EAPs.

Additional Resources

The Center for Substance Abuse Prevention's Workplace Helpline
800-WORKPLACE

Employee Assistance Professionals Association
2101 Wilson Boulevard, Suite 500
Arlington, VA 22201
703-522-6272

Employee Assistance Society of North America
435 North Michigan Avenue, Suite 1717
Chicago, IL 60611-4067
312-644-0828

AFL-CIO
815 16th Street, N.W.
Washington, DC 20006
202-637-5000

Working Partners for an Alcohol and Drug-Free Workplace
U.S Department of Labor
200 Constitution Avenue, N.W.
Room S-2312
Washington, DC 20210
202-219-6001, ext. 152 or 137

Sources

¹Hoffman JP, Larison C. Sanderson A. An Analysis of Worker Drug Use and Workplace Policies and Programs. Rockville, MD: Substance Abuse and Mental Health Services Administration, 1997.

²Bureau of National Affairs, Inc. Amalgamated Insurance Co. Case Study. In Alcohol & Drugs in the Workplace, Costs, Controls, and Controversies. The Bureau of National Affairs, Inc., 1986.

Promoting Substance Abuse Treatment to a Diverse Workforce

"I had a lot of dreams about what I was going to be. But taking drugs became my disease. I had a good future. I was working on Wall Street as an office manager in a public relations firm and taking courses in business administration at Pace University. I had hardworking parents who came here to better themselves....l just used drugs socially at first, then I became a daily user...For years I had been trying to get some help, but I couldn't stay off drugs...Finally I was accepted for residential treatment at a Bronx treatment center I'm in the live-out phase of the program and will graduate next year...We have an aftercare group that will continue to help me with my problems and help me stay drug free."¹
-- Elva, age 31,
Bronx, NY

The Working Population-Recognizing Diversity

The U.S. Census Bureau reports that by the year 2005, ethnic minorities will account for 47 percent of the nation's population. As the population demographics change, so too will the members of the future workforce. Businesses that are leaders in supporting and promoting the value of multicultural diversity in the workforce will also recognize the importance of considering cultural and ethnic differences when they are developing their workplace substance abuse programs.

The Hispanic/Latino community is growing six times faster than the general population and is projected to surpass the African American population by the year 2013.


The Asian/Pacific Islander American population has one of the fastest growth rates of all racial and ethnic groups and is expected to increase from 8 million in 1990 to 12 million by the year 2000.


The Native American population is young and fast growing. Today, they number more than 2 million and represent about 1 percent of the U.S. population.

The rapid growth among these populations has been accompanied by positive achievements as well as a surge in social problems, such as the increase in substance abuse. Consider the following facts:

According to the National Household Survey on Drug Abuse, using data from 1991 to 1993, the rate of illicit drug use for the past month was highest for American Indians (11.3 percent). The other racial ethnic groups reported use as follows: African Americans (6.3 percent), whites (5.5 percent), Hispanics (6.2 percent), and Asian/Pacific Islanders (2.9 percent).


Managing a highly diverse work environment is a challenge facing organizations. Today's workforce is composed of persons who differ in cultural background, race, gender, age, and religion. How we acknowledge, respect, and value these differences in people has a direct effect on the extent to which individuals feel comfortable in the workplace and perform well.


If employees from diverse populations suffer from addiction problems, it is important to be aware of specialized resources that can aid in their recovery. In addition, the Americans with Disabilities Act (ADA) protects individuals in recovery from drug and alcohol problems from discrimination. Employers should establish a comprehensive substance abuse program in compliance with the ADA.

Getting Involved-Next Steps

Provide culturally specific treatment-related information to local businesses.


Utilize African American, Hispanic/Latino, Asian/Pacific Islander, and Native American holidays as opportunities to address issues that affect these populations, such as the need for more effective treatment services.


Develop strong outreach components by channeling efforts through community leaders and organizations representing the various diverse groups to increase the acceptability of culturally appropriate treatment programs.


Conduct outreach to minority media outlets to encourage them to include addiction and recovery topics in their programming relevant to these populations.

Successful Programs

The Calvary's Alternative to Alcohol and Drug Abuse (CATAADA) House Program in Washington, DC, is a free and confidential alcohol and drug intervention program that stresses spiritual growth and knowledge of the disease of addiction. CATAADA House also offers an aftercare program that includes a multifaceted, holistic Afrocentric educational component. The philosophy of aftercare is that long-term sobriety and good health can be achieved through extended abstinence and education. The CATAADA House approach adheres to the concept that clients' culture, values, religion, economic status, history, social status, and practices all have significant impact on shaping their behavior patterns.


Aliviane, Inc., is a nonprofit private substance abuse treatment provider founded in 1971. Aliviane, Inc., located in El Paso, Texas, recently created two new outpatient clinics to serve rural migrant populations in five remote West Texas counties. The recipients of these substance abuse services are primarily Chicano families who live and work in the region or migrant farmworkers from south Texas who are in transition to pick the crops in California and the Northwest. Aliviane, Inc., serves approximately 100 persons and their immediate families each year. In addition, it has an excellent outreach/education program for HIV/AIDS that is bilingual and bicultural in nature.


Asian American Recovery Services, Inc. (AARS) was established in 1985 in response to rising substance abuse rates among San Francisco's Asian and Pacific Islander American population. Created as a culturally responsible alternative to existing treatment programs that offered little or no programming specific to Asians/Pacific Islander Americans with substance abuse problems, AARS continues to adapt and change to meet the rapidly growing and diverse needs of the Asian and Pacific Islander communities in the San Francisco Bay area. AARS develops and provides innovative outreach, treatment, prevention, and research services for its target populations. These services include a variety of activities, including intervention, health education and information, family and individual counseling, residential treatment, case management, and aftercare.


The Center for Substance Abuse Treatment's Rural, Remote, and Culturally Distinct Populations Program was designed to deliver treatment services in innovative ways to hard-to-reach populations and to serve as models of programs to be replicated for Native Americans, Native Hawaiians, Alaska Native villagers, and migrant farmworkers. These projects are practicing therapies based on traditional cultures that support successful reestablishment of health through a balance of spiritual, physical, intellectual, and emotional aspects.

Additional Resources

National Black Alcoholism and Addictions Council
1104 14th Street, N.W., Suite 630
Washington, DC 20005