HSV534: Unit 7 writing Assignment

Please pick any of the following topics below for your paper. In your writing, please avoid writing in first person (making “I” statements).

1. Etiology of Theories – Discuss why understanding the etiology of theories is essential in being a well-rounded counseling and human services professional. Additionally, please discuss each of the theories in your text and discuss how all of the theories are necessary in working with a client. Your discussion should include appropriate research, prevention, and treatment issues such as selection, implementation, and outcomes.
2. Co-Occurring Disorders and Counseling and Human Services – Why are clients with co-occurring disorders such a huge strain on American society from a human services perspective? In what way do counseling and human service professionals attempt to help clients? Do you think that the field of human services should focus on other methods to improve the lives of these individuals?
3. Screening or Assessment Measures – Discuss at least 2 commonly used alcohol or drug screening or assessment measures that were not included in our discussions this module. Provide basic background information about the screen or assessment measure such as population, reliability, validity, and other essential criteria for use. How do these assessment tools help human service providers working in addictions? In your writing, please avoid writing in first person (making “I” statements).
4. Medication for Co-Occurring Disorders – At times, medication used to treat psychiatric conditions are abused by those who have been diagnosed with co-occurring disorders. Why is this so common? What can be done to help these individuals maintain medication compliance from a counseling and human service perspective?
5. Stigma of Addiction – Often times, the stigma of being an addict or alcoholic can cause problems within the workplace. Please share a summary of the research that has been done in regard to this topic. Is it beneficial to disclose an addiction at work or more harmful based on the research?
6. The Debate – Many substance abuse counselors argue that clients with co occurring disorders who are taking psychotropic medication for their mental illness are not in recovery. Select one side of this argument (for or against the use of psychotropic medications and provide an argument for the use of/non-use of psychotropic medications

Written Assignments:

• Students will be required to complete two papers during the 8 week module. Your first paper is due at the end of Unit 4 (57225) and the second paper is due at the end of Unit 7.  You can choose a 2nd topic for the final paper.
  
• Rubrics will be used to grade your work. Assignments should be written in the format of the most current edition of the APA manual. Please use a Microsoft Word format to submit papers (no PDFs or other programs please). Policies in regard to turning work in late also apply to these assignments.
• Each written assignment will consist of a paper that is at least 6 full pages. Each paper must be double spaced with size 12 Times New Roman font and 1 inch margins on all sides. You will need to follow the example provided under course information and need a title page, body (at least 6 full pages), and reference section all in APA style.
• Please use complete sentences, appropriate grammar, spelling, and references. You will also be required to use in-text references in your work in accordance with APA style to avoid plagiarism. Information to help with your writing is provided under the APA resources section of the course information tab.
• Please be sure to avoid using internet sources such as Wikipedia or other web-based resources that do not have strong academic backing. You must use at least 3 additional scholarly sources not used in this course. Plagiarism detection software will be used to scan each paper and any paper that is determined to have academic integrity issues will earn a score of 0 automatically.
• Students are encouraged to use University support services for writing and review closely all information in regard to academic integrity.
  

   

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Stigma of Addiction

The social exclusion of an individual confined to an addiction status has deeper consequences on one’s life, especially as it impacts the employment status of a person. Employment, an important aspect that occupies a major part of a person’s life, turns into a theatre where the effects of addiction discrimination unfold. This paper aims to review the literature concerning the issues of the stigma of addiction in the place of employment, the advantages and disadvantages of disclosing one’s addiction, as well as disparities that counseling and human services professionals should consider.

Understanding Addiction Stigma

Substance use disorder stigma may be broadly defined as prejudice and discrimination against people battling substance use disorders. This stigma is rooted at the very core of society’s perception of people struggling with substance dependence and misuse as being immoral, irresponsible, or even dangerous. As such, society often keeps those who have substance addiction separated and stigmatized from others and, overall, does not help them to heal.

Notably, the social stigma associated with addiction affects clients in their day-to-day lives and how society perceives and treats the issue (Adams & Volkow, 2020). For example, stereotype ideas can bring additional advocacy for vindictiveness compared to reformative measures regarding substance-use disorders and influence overall healthcare initiatives and funding. Stigma, therefore, is not just a personal deficit but influences the ways that societies deal with addiction and prevent it while seeking to classify it as a health issue.

Impact of Addiction Stigma in the Workplace

Discrimination based on substance dependency is a reality within the workplace environment. Substance-dependent employees are in a vulnerable position where they take chances of prejudice, job loss, and stigma. Accordingly, individuals are reluctant to come out and admit that they have an addiction and, as such, are left as addicts, relying on substance abusers as society’s burden. This brings about several issues, including challenges concerning career mobility. Potential employers can delay or completely deny employment, provide unfair treatment when it comes to promotions and other large projects, or fire employees due to their past substance use. Moreover, colleagues might develop some mistrust or discomfort, which otherwise creates a hostile environment at the workplace. Altogether, these factors increase the level of job stress and decrease the level of job satisfaction.

Further, the issue concerning the social aspect of the insanity of the employee can be faced with embarrassment, shame, and other negative emotions, resulting in low morale among the workforce. Such psychological effects are obtained, and they become a driving factor in perpetuating the cycle of addiction that is hard to treat without professional assistance. This may also result in stigmatization and self-awareness that may lead to isolation and the fear of being discriminated against; hence, the affected will not seek treatment and support services.

Disclosure of Addiction at the Workplace: Benefits and Risks

Choosing whether to self-disclose an addiction in the workplace is not an easy decision as it has several consequences. On the one hand, disclosure results in getting help and assistance under the Americans with Disabilities Act (ADA). For this reason, the employer may make reasonable adjustments, like offering special hours or leave for treatment to boost recovery. However, disclosing an addiction at work also has risks. Even where employees are covered legally against discrimination, they may still experience other types of discrimination, such as employers avoiding their company or not being entrusted with responsibilities like being left out of a team. These repercussions, sometimes, are more dreaded than the problems themselves, which means that many people keep their suffering a secret and do not get the help they need.

Moreover, Burns et al.’s (2021) research shows that the context and manner of disclosure can influence the outcomes. For instance, the outcomes can vary depending on whether people disclose in a favorable climate where they can be accepted with open arms as compared to a climate that is adverse to disclosure. In addition, the role of the individual in the organization and the interaction between the individual and their co-workers and supervisors also greatly influence the effects of disclosure.

Strategies to Mitigate Workplace Stigma

Counseling and human services personnel have the responsibility of preventing and managing the stigma associated with substance use and dependency in the workplace. Strategies that can be employed include education and training, implementing supportive policies, offering confidential support services, peer support networks, leadership involvement, and creating a safe and inclusive environment.

Education and Training

Education about substance dependency among employees should be conducted at all levels through various programs aimed at eradicating misconceptions. Training should also involve awareness of addiction as a disease as opposed to a weakness in character (Ramírez-Vielma et al., 2023). Education programs may consist of the organization of seminars, workshops, and online lessons to improve the overall understanding of addiction and its nature, possible reasons, and ways of curing it. These programs should also target stigma and the work environment to encourage client employees to work for their employers.

Supportive Policies

Policies that aim at preventing discrimination of persons with substance use disorders should be formulated and implemented. This also involves ADA compliance and creating a climate conducive to and supportive of people with disabilities, including those with an addiction. All policies should be communicated, and the company should state that it will provide reasonable accommodation for any disability, will not discriminate, and will maintain confidentiality of the matter. Employers should also set clear guidelines on how an employee can seek assistance and report any discrimination or harassment in relation to substance use disorders.

Confidential Support Services

Organizations should ensure that current and past employees are offered a chance to access counseling and support services that do not disclose information to anybody. Employee Assistance Programs (EAPs) can provide referrals for treatment and services while preserving anonymity. EAPs can also be particularly used in intervention and support to employees in cases involving substance abuse. These programs should be easily available, and the services provided should include counseling and referral to other treatment programs and support groups.

Peer Support Networks

Peer support networks can also be formed within work-related settings to create supportive structures where people with a given condition can share how they cope with the condition with others going through the same. Peer mentors could provide important insights, thus lowering the sense of loneliness (Joo et al., 2022). Noteworthy, the peer support networks can be organized by employees but overseen by professionals. Such networks can also assist in building interpersonal support, which is important for any individual in the recovery process.

HSV534: Unit 7 writing Assignment

Leadership Involvement

 Leaders can be encouraged to fully engage and advocate for such measures to show commitment. Management support has the potential to enhance the organizational culture for employees with addiction. Senior management can get involved in training programs, promote the changes in policies, and discuss the fact that it is crucial to eliminate the stigmatization of addiction. Subsequently, this would help foster a favorable working environment that embraces diversity and supports employees with such disorders (Simmons et al., 2023).

Creating a Safe and Inclusive Environment

Promoting a safe environment in the workplace is important so that all employees feel comfortable working in the organization. This can be realized through periodic surveys of the organizational culture, voice forums for the personnel, and diversity and inclusiveness endeavors (Strand et al., 2020). Conducting periodic workplace culture audits is recommended to determine areas where the organization needs to adapt and guarantee that its policies and programs work well. Also, surveys and focus group discussions, common practices in organizations, offer an opportunity to hear from the employees about how they feel about working in the organization.

The Role of Human Services Professionals

Substance use disorders make human services professionals inarguably one of the best-prepared professionals to spearhead the defense of employees furnishing such conditions. Their expertise enables them to handle and address problems revolving around counseling, social work, and psychological aspects concerning addiction and stigma. As such, they can engage employers to support them in developing relevant policies and practices to address the concerns of employees with addiction.

Another important task implemented by human services professionals is training and educating the employees and the management. By enhancing a focus and knowledge of addiction, they can assist in eradicating prejudice and promoting a better approach to handling substance dependency issues. This entails imparting information on how managers can identify an employee with an addiction, how to assist the employee, and how best to encourage any employee to seek help.

Human services specialists can also offer consulting help through counseling and peer support. They can play a crucial role in enlightening employees on issues related to addiction and assist them in overcoming a problem. Moreover, they can help get the treatment services and support groups that the employees may need to guarantee that they are taken through a complete treatment program.

Addressing Organizational Barriers

It is also necessary to take into consideration organizational factors that perpetuate the problem of prejudice towards people with mental disorders. This involves analyzing current policies and workplace procedures to find out whether there are critical spots that require intervention. Consequently, drug testing policies should be scrutinized to determine if they are biased or a hindrance to employees. Furthermore, human resource department policies should also ban discrimination against people with substance abuse disorders and specify personnel’s conduct towards employees with such diseases (Stangl et al., 2019).

Building a culture of support and openness, therefore, demands effort from every level of the organization. This can be achieved through constant training and product awareness through policies and leadership support. With the support of their employers, people with such issues can feel confident without shame and stigma that cause them more problems at work. Further, the development of other regular policy checkup processes that determine the continued relevance of these policies guarantees their irrelevance to workforce requirements.

Conclusion

Stigma in the workplace effectively contributes to many difficulties faced by individuals with substance use disorders. Despite the availability of help through disclosures, prejudice and isolation are some of the reasons people shun support. Much can be done to reduce and eradicate these problems through education offered by counseling and human services professionals, supportive policies, confidential services, peer support, and leaders’ involvement. Through the reduction of the stigma of addiction in the workplace, organizations can become more welcoming for everyone and tailor accommodations to people in recovery.

References

Adams, J. M., & Volkow, N. D. (2020). Ethical imperatives to overcome stigma against people with substance use disorders. AMA Journal of Ethics, 22(8), 702–708. https://doi.org/10.1001/amajethics.2020.702.

Burns, V. F., Walsh, C. A., & Smith, J. (2021). A qualitative exploration of addiction disclosure and stigma among faculty members in a Canadian university context. International Journal of Environmental Research and Public Health, 18(14), 7274. https://doi.org/10.3390/ijerph18147274

Joo, J. H., Bone, L., Forte, J., Kirley, E., Lynch, T., & Aboumatar, H. (2022). The benefits and challenges of established peer support programmes for patients, informal caregivers, and healthcare providers. Family Practice, 39(5). https://doi.org/10.1093/fampra/cmac004

Ramírez-Vielma, R., Vaccari, P., Cova, F., Saldivia, S., Vielma-Aguilera, A., & Grandón, P. (2023). Interventions to reduce the stigma of mental health at work: A narrative review. Psicologia, 36(1). https://doi.org/10.1186/s41155-023-00255-1

Simmons, M. B., Cartner, S., MacDonald, R., Whitson, S., Bailey, A., & Brown, E. (2023). The effectiveness of peer support from a person with lived experience of mental health challenges for young people with anxiety and depression: A systematic review. BMC Psychiatry, 23(1). https://doi.org/10.1186/s12888-023-04578-2

Stangl, A. L., Earnshaw, V. A., Logie, C. H., van Brakel, W., C. Simbayi, L., Barré, I., & Dovidio, J. F. (2019). The health stigma and discrimination framework: A global, crosscutting framework to inform research, intervention development, and policy on health-related stigmas. BMC Medicine, 17(1), 1–13. https://doi.org/10.1186/s12916-019-1271-3

Strand, M., Eng, L. S., & Gammon, D. (2020). Combining online and offline peer support groups in community mental health care settings: A qualitative study of service users’ experiences. International Journal of Mental Health Systems, 14(1). https://doi.org/10.1186/s13033-020-00370-x