Alberta announces new guidelines to support recovery-friendly workplaces

The Government of Alberta is offering businesses a new guide to help workers who are dealing with addiction issues.

The Government of Alberta has announced its latest guidance plan to assist workplaces in providing recovery-friendly environments and support those who are struggling with substance abuse or addiction issues.

Mental Health and Addiction Minister Dan Williams made the announcement in partnership with a new Alberta Crown corporation called the Canadian Centre of Recovery Excellence (CORE).

“This guidance is a blueprint for employers to support employees in their recovery journey and benefit from healthier and more productive teams, reduced absenteeism and stronger workplaces, organizations and communities across our province,” said Williams.

“We hope to see organizations and businesses looking for opportunities to support their staff, employees and industry relationships through recovery.”

The guidance document released by CORE titled ‘Recovery-Friendly Workplaces’ makes the following seven recommendations for employers:

-Recognize and communicate that mental disorders are common and that no one is immune.

-Recognize that recovery is possible and more likely than not. It is achieved by supporting affected workers, optimizing recovery capital, taking steps towards prevention and early detection, facilitating access to care and offering appropriate accommodations.

-Adopt policies that facilitate hiring persons in recovery and optimize retention.

-Provide education for all personnel on mental health literacy and curbing stigma against mental and substance-related disorders.

-Leverage the unique perspectives, strengths and skills of people in recovery to inform workplace policies and mentor coworkers.

-Optimize and frequently communicate the availability of resources and supports.

-Transparently declare their commitment to the spirit and intent of recovery-friendly workplace practices, both internally and publicly.

According to the latest statistics from Alberta Health, approximately 10 per cent of employees employed in Alberta have struggled with substance abuse and one in five Albertans are suffering from mental illness or wellness challenges.

“We know as well that it’s a great cost to employers; we talk about productivity, it’s $8,500 a year per employer for the cost of not addressing this when it’s averaged across our economy,” said Williams.

Stats from the province also show that half of Albertans who suffer from addiction issues are those who work in the trades and three out of four are men.

Calgary man shares journey of recovery in the workplace

Timothy Hummel struggled with an addiction to alcohol for more than 10 years of his life while working in a residential moving job.

He says his employer failed to recognize the negative habits of addiction and that more workplaces should be educated on how to support struggling employees.

“The drinking went hand in hand with my occupation, where it was even the customer offering you alcohol on the job so it was hard to stay away from that when it was so accessible to you during those days,” Hummel said.

“What I didn’t have in my past occupation was the resources to get the help I needed.”

The now 34-year-old Calgary man has since turned his life around, achieving the milestone of becoming sober for the past couple of years and taking on a role as team lead for Recovery Support at the Calgary Dream Centre.

He’s since become engaged to his fiancée Kate and plans to become a certified recovery counsellor.

“Working here has taught me to stay strong, to do the work, stay in recovery and stay connected or reach out for help,” he said.

Melody Brown Foster, director of operations and administration at the Calgary Dream Centre, says a large portion of workers at the facility are in recovery.

She applauded the province’s guidance model and hopes other workplaces follow suit with becoming more aware of how to support those in need.

“It’s so important to realize that we’re people first, and so really working with the human side and having that compassion and empathy,” she said.

“It’s about knowing that 75 per cent of my staff are in a recovery journey; that’s actually one of our strategic goals is to provide opportunities for our staff to leave during their shifts to go attend a meeting, certainly to practice self-care, and make sure that they’re putting their recovery first.”