I work with companies to confront addiction in the workplace. The hidden crisis is costing corporate America millions.
In a revealing discussion with Nicole Fox, vice president of marketing and communications at Shatterproof, the urgent need for corporate America to confront the rising addiction crisis is brought to light. As addiction rates soar across the United States, particularly among working adults, Fox emphasizes that the issue often remains hidden in white-collar environments. Many employees, especially those in high-pressure roles, may appear to thrive on the surface—exemplified by the overachieving analyst or the ever-present vice president. However, beneath this facade, many are struggling with substance use disorders, a reality that is often overlooked in workplaces that prioritize performance over mental health.
Shatterproof, a national nonprofit dedicated to combating the addiction epidemic, has partnered with organizations like the National Safety Council to quantify the staggering costs of substance use in the workplace. For instance, a company with 45,000 employees could face losses of up to $50 million each year due to turnover, absenteeism, and healthcare expenses related to addiction. Conversely, the potential savings are significant: companies can save approximately $8,500 annually for each employee in recovery. Fox stresses the importance of fostering a culture where employees feel safe to seek help without fear of job loss or stigma. A recent survey conducted by Shatterproof revealed a stark disparity between public willingness to work alongside individuals with substance use disorders and the reality of workplace acceptance. While 70% of adults expressed openness to having a coworker with a substance use disorder, nearly half would hesitate to work closely with them, highlighting a pervasive “not in my backyard” mentality.
To address this hidden crisis, Fox advocates for proactive measures within organizations. Managers and coworkers should be trained to recognize subtle changes in behavior that may indicate an employee is struggling, such as withdrawal or defensiveness. Providing specific action plans based on company resources can empower staff to support their colleagues effectively. Additionally, Fox highlights the success of “courageous conversations,” where company leaders openly discuss addiction and its impact, fostering an environment of understanding and support. By replacing judgment with curiosity, organizations can create a culture that not only acknowledges the reality of addiction but actively works to support those affected, ultimately benefiting both employees and the bottom line.
Nicole Fox is the vice president of marketing and communications at Shatterproof.
Courtesy of Shatterproof
Addiction is rising across the US, and it’s hitting the workforce harder than ever.
In corporate America, perfectionism and pressure often mask who’s truly at risk.
Here’s how I help companies confront addiction, and what employers can do next.
Shatterproof is a national nonprofit dedicated to reversing the US addiction crisis through stigma reduction, treatment reform, and workplace education.
Business Insider correspondent Reed Alexander spoke with Nicole Fox, vice president of marketing and communications at Shatterproof, who has worked directly with companies to help tackle addiction in their ranks. This as-told-to interview has been edited for length and clarity.
Addiction doesn’t always show up in the way that society likes to portray it. Many people are able to maintain their lifestyles without subscribing to what the media tells us addiction looks like. Especially in
white collar settings
, it doesn’t show up like absenteeism or poor performance. On Wall Street, it often hides behind overperformance.
It might be, you know, the analyst who’s the first one in, the last one out, the VP who never misses a target; but they might be quietly
unraveling
after hours.
We partnered with the National Safety Council to create a substance-use cost calculator. Take for example, an employer with 45,000 employees. They will lose $50 million annually in turnover, absenteeism, and healthcare costs related to substance use disorder. And for every employee who’s in recovery, that same company can save about $8,500 annually.
We need coworkers and managers to be equipped to step in and have productive, compassionate conversations that prioritize employee mental health.
Addiction
isn’t a failure of character. It’s a challenge of our culture.
The hidden crisis
Addiction exists
inside every workforce
, including white-collar industries. One in six Americans — almost 50 million people over the age of 12 — have substance use disorder. Of that population, 70% are employed.
Overdose is also the No. 1 killer of 18 to 44-year-olds. That cohort alone is over half of
America’s workforce
. It’s not a niche health issue. We really see this as the public health crisis of our time.
We conducted a large-scale survey to measure public attitudes, people’s beliefs, and their knowledge around substance use disorder. It’s called the Shatterproof Addiction Stigma Index. We found that although 70% of adults said that they’re willing to have someone with a substance use disorder as a coworker, about half — so 48% — were unwilling to work closely with that person. Even more were unwilling to hire someone with substance use disorder — that’s 55% — or to have them as a supervisor — that’s 67%.
So while people say the words and check the boxes that they’re willing to work with someone with a substance use disorder, it’s kind of that “not in my backyard.” Like, yes, I’m willing to, but as long as it’s not with me personally.
The disparity between people’s own understandings and their own belief in their own compassion — that was really surprising.
They say, “Yes, I’m willing to work with someone with a substance use disorder. It’s fine if they work at my company as long as they don’t manage me, as long as I don’t manage them, as long as they don’t sit next to me.”
Warning signs and behaviors that drive addiction at work
High-pressure cultures glorify burnout: it masks warning signs and it can even reinforce unhealthy coping mechanisms.
Alcohol is a big piece
of this. When we talk about substance use disorder, you hear the term addiction — people’s first thought isn’t always alcohol. It’s so deeply normalized. You’ve got client dinners, you’ve got team bonding, closing deals, and the low stigma around alcohol use makes it easy for those problems to go unnoticed.
Thirty-four percent of people who need treatment report not getting it because they’re afraid that bad things would happen to them — like they would lose their job, lose their home, lose their children. And unfortunately, those fears are really valid concerns. Employees need to know that they can seek help without risking their careers.
We’re not expecting
managers
to be therapists or clinicians; they just need to be recognizers. So teaching them how to spot the subtle changes when someone is withdrawn, if they’re defensive, communications shifts, and then equipping them with specific steps to take based on their company’s own EAP and benefits — that gives them an action plan to help and to help swiftly.
We’ve seen the most success when there is true engagement from the top. It’s twofold — creating a safe, productive space for their employees, but then also the recognition that ignoring addiction is really expensive.
We’ve worked with companies — we’ve called them “courageous conversations” — where the CEO brings this up at an all-staff. We have someone from Shatterproof present to help guide the conversation, and they share how substance use disorder has impacted them personally. HR is there, all the employees are there, and they have this really vulnerable conversation together.
We’re setting the stage for education, so we’re inviting people to replace judgment with curiosity.
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