Stigma, mental illness, and SUD—changing the culture one contact at a time.

In 2014, the Johns Hopkins Bloomberg School of Health conducted a survey of 700 people to determine their attitudes about employment of people in recovery from substance use disorder (SUD). 64% of those surveyed believed employers should be able to deny work to an individual with SUD; 57% percent believe that those individuals should have the same access to employment—and health insurance—as someone who does not struggle with SUD.

In a similar study in the U.K., 58% of respondents said they believe drug addiction results from a lack of willpower. 43% said that they didn’t want to live near someone with SUD.

Just as there are facts to prove that climate change exists, there are facts to prove that SUD and mental illness are real—this isn’t exactly new news, especially in our field. It’s not the facts—or lack of facts—that are the problem—it’s what people believe that calls forth the stigma—both from the public point of view, and from the point of view of the person who struggles with mental illness or SUD. The facts also bear out that shame is linked to substance use issues—and of course, if shame is a driver to SUD, then it is piled on as a consequence of public stigma.

Research tells us that there are three possible strategies to combat stigma: 1) protest—tell people they’re wrong. This strategy is basically reactive, but can serve to further awareness. I don’t believe it is a leading strategy for eliminating stigma. Then there’s: 2) education—a much more effective tool, which can lead to improved attitudes as people are confronted with facts. Unfortunately, those who have tucked away stereotypes or prejudices are not apt to embrace education that could disavow them of their beliefs.

The third way to combat stigma is contact—direct contact with those who would potentially be stigmatized. Contact is a simple, human answer to the problem of stigma. Getting to know someone removes barriers—true in any sphere. And, getting to know someone in a work environment, where it is clear that an individual can be a contributing, viable workmate is one of the chief ways to chip away at a culture that will inevitably shift as people get to know other people.

I am very excited about our upcoming Solution Series on March 30th —our 11th—which highlights two employers who have taken strides to support their employees with mental illness and substance use disorder. The policies, practices, and processes they have in place all serve to reduce—and ultimately eliminate—stigma through awareness, education, and most importantly, through day to day contact among employees. Please join us—and please feel free to share your thoughts about stigma—what do you do—every day—that can work toward eliminating stigma?

Advertisements

Supporting the mental health of our employees—solutions and strategies that work.

In a recent article in The Boston Globe, reporter Kara Baskin highlighted the consequences of the “unrelenting pace” work in the restaurant industry can take on its employees—including serious mental health issues and struggles with substance use. The restaurant business is indeed vulnerable, as is just about every sector that expects long hours and 24/7 commitment from its employees: healthcare, business, education and non-profits where resources are scarce and there is always more work to be done. The stigma around disclosing mental health or addiction issues is strong, but inroads are being made to offer concrete ways to stand behind the mantra of work-life balance.

Luckily, there are employers who are leading the way in offering solutions and strategies for their employees who wrestle with mental health or substance use recovery.

02mentalhealthpic08

 

If you are a business owner or among the leaders of a vibrant non-profit, you will want to join us on March 30th for our 11th solution series discussion with three top industry leaders who will lay out their roadmaps for success in supporting their employees’ mental health and recovery efforts.