The article titled “Employee Assistance Program Services for Alcohol and Other Drug Problems: Implications for Increased Identification and Engagement in Treatment” written by Jodi M Jacobson and Paul Sacco follows the study they conducted regarding the use of Employee Assistance Programs, or EAP’s, in the workplace and the further effects that it had on the company and individual. The article originally published on The American Journal on Addictions can be found on the website EBSCOhost, which provides scholarly articles and similar published works.
The central argument the researchers focused on was to determine whether or not EAP services were significantly beneficial for those with AOD, also known as Alcohol and Other Drug addiction. Furthermore, their study was directed to show employers how individuals with AOD can benefit in an environment where their needs can be met in a judgment free workplace. In order to gather data, the researchers drew from the pool of individuals associated with the National Epidemiologic Survey of Alcohol and Related conditions, or NESARC, from different backgrounds in all 50 states. To narrow the data, the researchers then separated participants into those who had access to EAP’s in their workplace and those who looked elsewhere for help. The researchers concluded that those who had used EAP’s in their workplace were less likely to foster feelings of negativity in the workplace for fear of being stigmatized compared to those who did not have access to an EAP.
Jacobson and Sacco elaborate on individuals in their study who had previously had experience with EAP’s and the demographics of those individuals. The study emphasizes how the use of EAP’s has varied across co occurring disorders and those who struggle with addiction, but they reported that the EAP gave them an outlet to receive help while simultaneously being able to live a normal life.
The influence of EAP’s on the vulnerable portion of the workforce reflected individuals who felt more comfortable reaching out for help, and did not feel they were outcasts. Individuals who suffer from an AOD addiction struggle to reach out and receive the help they need. However with the help of Employee Assistance Programs, those who are struggling have improved performance in the workplace.
The linked article below is published by the Substance Abuse and Mental Health Services Administration , or SAMSHA, which elaborates on the use of EAP’s and how to use them within a company. SAMSHA is an agency that promotes receiving help for addiction while simultaneously educating the public of addiction in hopes of reducing substance abuse. The organization breaks down what an EAP is, the different types (i.e. internal programs and external programs) that can be adapted in the workplace, how to select one, the costs and benefits of choosing an EAP and lastly the costs and services of adapting an EAP. SAMSHA shares this knowledge with the public in hopes of encompassing diversity and promoting a work environment that is suitable for peoples of all abilities and disabilities. As promoted by SAMSHA, Employee Assistance Programs target the needs of the individual in order to provide them a way of healing while continuing a healthy lifestyle.
Those who struggle with substance abuse often find the process of healing difficult, especially in the work force where they often feel like an outcast and carry a specific stigma. EAP’s work to break down the barriers to promote a work environment where individuals of all race, gender and socioeconomic backgrounds can receive the help that they need. In terms of diversity inclusion, those looking to promote an equal workplace should expand their thinking to ailments that burden individuals on a daily basis. Addiction is found in individuals of all ages, races, and socioeconomic backgrounds and is something we should further expand our minds to include when thinking about a more tailored workplace.