As part of the Partnership for a Drug-Free New Jersey’s advocacy for National Recovery Month, I offer my congratulations to all individuals who are celebrating their recovery at this time. An important component of the PDFNJ mission is doing all that we can to prevent a reoccurrence of substance use for those in recovery. They are most deserving of our full support.

So, I am happy to have David Martinak contribute to the blog this week. David is the founder of Noble Advocacy, a dedicated champion of recovery and a pivotal force behind the creation of Recovery Friendly New Jersey. David is an advocate and subject matter expert in this field, drawing upon his extensive business background, personal experiences, and active engagement with Recovery-Friendly and Recovery-Ready initiatives across the nation.

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From Stigma to Support: The Strategic Value of Recovery-Friendly Workplaces

David Martinak, Founder & CEO, Recovery Friendly New Jersey

Creating a Recovery-Friendly Workplace (RFW) is not only a compassionate initiative; it's also a strategic business move. In today’s rapidly evolving work environment, companies increasingly recognize the value of supporting all employees, including those impacted directly or indirectly by the opioid crisis, substance use and co-occurring behavioral health concerns. A recovery-friendly culture benefits individuals in their recovery journey and enhances the overall health, productivity and morale of the entire workforce.

The progression of substance use leading to addiction is often misunderstood and more common than many people realize. In the United States, over 46 million adults struggle with substance use disorders (SUD), with 70 percent of them actively employed. When considering the family members and loved ones affected by SUD, these numbers increase dramatically. For these individuals, the workplace can either be a source of stress or a place of support and recovery. By creating a recovery-friendly workplace, employers can achieve the following:

1. Reduce Stigma: Recognizing addiction as a health condition rather than a moral failing is the first step in breaking down the stigma barriers and encouraging employees to seek help without fear of judgment or discrimination.
2. Enhance Productivity: Employees in recovery who feel supported by their employer are more likely to be productive, engaged and committed to their work. Conversely, untreated substance use can lead to absenteeism, accidents and decreased productivity.
3. Promote Retention: Employees who feel valued and supported are more likely to remain with their employer. By offering resources and support for recovery, companies can reduce turnover and retain skilled workers.
4. Maximize Benefit Programs: Most mid- to large-sized employers offer employee assistance programs (EAP), but only about 4 percent of employees utilize them each year. Increasing employee awareness of the services offered, addressing accessibility and ensuring confidentiality are crucial steps to enhancing the use of EAP services.
5. Engage Peer Support: Peer recovery support services are offered by individuals with "lived experience" in mental health, substance use or addiction. The benefits of peer support groups are well-documented, and today trained, certified peers are qualified to support co-workers and assist in navigating corporate or community systems of care.
6. Foster a Positive Workplace Culture: Leadership should actively endorse and participate in initiatives, celebrate successes and encourage a sense of community among employees. A recovery-friendly workplace promotes a culture of inclusivity, empathy and respect that enhances overall morale and teamwork.

The Recovery-Friendly Workplace movement began in New Hampshire under Governor Chris Sununu and has since expanded to more than 20 states. These workplaces encourage collaboration among government, employers and other recovery care providers within a local community. Over the past 18 months, I have explored the benefits of the recovery-friendly workplace movement, including visits to several states to engage with implementers and businesses with RFW programs. Concurrently, an RFW county pilot initiative was launched, and the positive response from the business community has led to developing a certification process and broader state-wide RWF initiative.

In early August, I attended the SAMHSA Wellness in Workplace Summit, which brought together stakeholders and experts from businesses, nonprofits, unions and federal and state agencies. The event featured presentations from organizations such as White House Office of National Drug Control Policy-Office of Recovery (ONDCP), Mental Health America (MHA), the National Safety Council (NSC), and the Society of Human Resource Management (SHRM) and highlighted innovative approaches like Soberforce, an employee-led movement within Salesforce. This conference, along with the ONDCP prioritizing recovery-friendly workplace initiatives, reflects the growing momentum at the national level.

In essence, mental health, substance use and addiction are devastating diseases with those struggling often face immense harm, loss and sometimes even death. For many of us, they are challenging, uncomfortable topics of discussion, particularly in the workplace, often leading to a harmful silence. Stigma, fear and misinformation are just a few barriers preventing individuals from seeking the help they need. However, it is important to stress that these diseases are treatable and reversible and the sooner addressed the better.

Creating a recovery-friendly workplace goes beyond supporting individuals in recovery; it's about cultivating a culture of care that can build a stronger, more resilient workforce, leading to long-term business success. Whether your company is beginning this journey or seeking to improve its current efforts, committing to being recovery-friendly is a meaningful step forward for both your workplace and your employees.

Recovery Friendly NJ

Notice: This article reflects the opinion of the author and does not necessarily reflect the opinion of the Partnership for a Drug-Free New Jersey (PDFNJ). This information should not be construed as legal advice from the author or PDFNJ. Please consult your own attorney before making any legal decisions.

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The Partnership for a Drug-Free New Jersey’s Drugs Don’t Work in NJ workplace program provides technical assistance to any New Jersey business, not-for-profit, community or faith-based agency interested in updating their drug-free workplace policies and procedures. All programs and services are provided free of charge.