WORKING WITH EMPLOYERS TO SUPPORT SERVICE USERS INTO WORK. Information for service providers

Transcription

1 WORKING WITH EMPLOYERS TO SUPPORT SERVICE USERS INTO WORK Information for service providers DrugScope

2 This leaflet aims to highlight the evidence-based best practice in employment support for people with a past history of drug and alcohol use. Not everyone in treatment is ready to move into employment, and it can threaten recovery in some circumstances. For many service users, there will need to be a number of steps and interventions from a range of services before they feel able to enter the formal job market. For those not already in employment, however, getting a stable job is known to be one of the key steps towards sustained recovery from substance dependence, 1 but, as you will be aware, people with dependency issues can face a number of barriers if they are to achieve success in the job market. Studies have found that the most successful employment support programmes come from treatment providers themselves. 2 This means that there are a number of steps which you can take to help people get onto the right track. How can you support your service users into employment? Evidence suggests that the most successful programmes start by rebuilding peoples motivation and self-confidence, which may be underdeveloped among people with a history of dependency. 3 Employability skills are also crucial abilities that those coming out of treatment may need help with. 4 One of the most common concerns of employers is the general lack of basic employability skills of job candidates. 5 This means that the most successful employment programmes often focus on these areas. Some of the most important employability skills include: Working in a team alongside others and being sensitive to their needs. 1 Klee H, McLean I, Yavorsky C. (2002), Employing drug users: Individual and systemic barriers to rehabilitation, Work and Opportunity Series; No. 29. York: Joseph Rowntree Foundation. 2 McIntosh, J., Bloor, M. and Robertson, M. (2008), Drug treatment and the achievement of paid employment, Addiction Research and Theory, 16: pp Klee et. al., op. cit. 4 Sutton, L. Cebulla, A. Heaver, C. Smith (2004), Drug and Alcohol Use as Barriers to Employment: A Review of the Literature, Centre for Research in Social Policy, Loughborough University. 5 CBI (2011), Building for Growth: business priorities for education and skills, Education and skills survey 2011

3 What concerns might employers have? Sadly there is still a lot of stigma attached to people who are in treatment, or have been in treatment in the past, for a drug or alcohol problem. Some employers might believe that your clients would be unreliable or untrustworthy. Others may worry about the risk to their reputation if they were to recruit people with a history of dependency. 6 So how can you engage employers? Prioritising tasks and working to deadlines. Punctuality. Accepting responsibility for getting tasks done. Approach local employers directly and show them that your service users can make a positive contribution to their business. There are a number of practical steps that you can take to foster positive relationships with employers. 1. You may already have a reliable way to find out which 6 Nicola Singleton and Ben Lynam (2009), Policy Forum - The other half of the equation: employers readiness to recruit problem drug users, Drug and Alcohol Today 9 (1).

4 of your clients are ready to start looking for work but this might be enhanced with material from the Chartered Institute of Personnel and Development (CIPD), which is the world s largest professional human resources body. CIPD provide a standard risk assessment for drug-related issues 7 and if you used their criteria alongside your own then this could help reassure employers that your service users are ready for the world of work. CIPD suggests, for example, finding out whether a phased induction to the job would be needed for the client. 2. Building relationships with local employers and providing them with key information on dependency issues has been found 7 Chartered Institute of Personnel and Development (CIPD), (2007), Managing Drug and Alcohol Misuse at Work: A guide for people management professionals, London: CIPD, Appendix 4.

5 to improve access to placement opportunities and helps to counter any misunderstandings around past drug use. 8 This is particularly helpful with employers who say that they require applicants to have been abstinent for a significant period of time and do not realise, for instance, that substitute medication does not in most cases affect a person s ability to work. 3. Work placement and volunteering schemes have been shown to be one of the key initial steps into work. From an employer s point of view these schemes are also a low-risk way for service users to demonstrate their commitment and reliability in a job Successful employment programmes also provide ongoing support to both employers and employees. This support allows both sides to be more confident that any potential issues would be quickly spotted and resolved. 10 You could, for example, help employers to develop a substance misuse policy, for which a range of guidance already exists As some employers say they do not want their employees taking time off work, you might consider offering some treatment services outside of normal working hours. Alternatively, employers can be persuaded of the benefits to be had from allowing some reasonable flexibility themselves. 6. Get involved with the London Drug and Alcohol Network s employment project. You can find out more at org.uk/employment.html or employment-project@drugscope. org.uk Why not join LDAN? LDAN members enjoy a range of benefits and play a critical role in support of our work to provide representation for the drug and alcohol sector in London. See or call us on Sutton et. al., op. cit. 9 Department of Work and Pensions (2010) Problem drug users experiences of employment and the benefit system, Research Report No 640, Bauld et al. London: Department for Work and Pensions. 10 Sutton et. al., op. cit. 11 London Drug Policy Forum (2007), Tackling Drugs and Alcohol in the Workplace: A toolkit for business; CIPD (2007).

6 Contact information Address DrugScope/LDAN Asra House, 1 Long Lane, London SE1 4PG Phone Fax info@drugscope.org.uk Web The London Drug and Alcohol Network (LDAN) is a London-wide membership network representing providers of drug and alcohol service in London. The network was merged into DrugScope in 2009, combining expertise and resources while retaining LDAN s distinct identity and position in London. The LDAN Pathways to Employment project is funded and supported by Trust for London. Trust for London is the largest independent charitable foundation funding work which tackles poverty and inequality in the capital. DrugScope charity no: DrugScope is a company limited by guarantee, registered in England no: Images (C) John Birdsall/Photofusion and istockphoto.