Recovery Ready Workplace Initiative Badge

Purpose of the Initiative

This awareness effort, led by the Wellness Council of Indiana, is designed to help employers build supportive, recovery ready workplaces. The series focuses on raising awareness, reducing stigma and providing practical tools to succeed. The initiative raises awareness of how substance use disorder (SUD) impacts the workplace and offers a flexible set of resources that employers can use to coordinate communication, policy and wellness efforts to support those in recovery. Rather than a formal program or training, this initiative serves as a strategic guide available for employers to use in ways that best support their teams, values and readiness. The materials can stand alone or complement existing wellness work.

Why Recovery Ready Workplaces Matter?

SUD is a reality in all work industries. Employers are in a unique position to create lasting change in the lives of someone in recovery. According to the National Safety Council, 70% of adults struggling with SUD are in the workforce and one in 12 workers have an untreated SUD.1 Our 2022 Substance Use and Recovery Survey found that 89% of employers agree SUD is problem in their community but only 8% agree SUD is a problem in their organization.2

Based on the 2022 Fors Marsh Survey3, an employer who supports an employee in recovery can expect:

  • Decreases in absenteeism and turnover.
  • Decreases in operating costs.
  • Increases in retention rates, productivity and overall employee well-being.

By becoming a Recovery Ready Workplace, you gain dedicated and driven employees. Research shows:

  • According to the National Safety Council, an individual in recovery is absent 3.6 days less than the general workforce resulting in $3,200 savings per year.
  • Employers save an average of $8,500 in turnover, absenteeism, presenteeism and healthcare costs.1
  • According to SHRM, the cost of replacing an employee range from 90% to 200% of that employee’s annual salary, not including losses in company knowledge, continuity and productivity.4

How to Use This Recovery Ready Initiative

This initiative is a flexible guide intended for HR professionals, wellness coordinators and organizational decision-makers. Whether you are just beginning to explore this topic or looking to alter or adopt recovery ready policies, this initiative will help you:

  • Launch an internal awareness initiative and build a team.
  • Engage leadership and staff in creating lasting cultural and policy change.
  • Leverage educational tools and communications strategies.
  • Create, review and edit policies and programs.

This initiative includes practical steps, policy templates and supplemental resources that can be used for education and awareness throughout the workplace.

You don’t need to have everything in place. This initiative is designed to meet you where you are. Start by understanding where your organization currently stands.

  • Gauge leadership support
  • Evaluate existing wellness and consistent efforts
  • Identify communication channels and internal champions
  • Understand current policy review practices

Get started by completing the Internal Readiness Checklist

If several boxes remain unchecked, that’s OK. This initiative is meant to meet you where you are in your well-being journey. The upcoming tools and templates are designed to help you build momentum

Once you have a sense of readiness, gather a small team of internal champions who will support and lead the effort. Involving key voices across departments helps build shared ownership.

Identifying Key Champions (HR, Wellness, Leadership)

Successful implementation starts with the right team. Consider identifying individuals across roles who can help champion this initiative. Examples include:

  • HR or Benefits Staff – for policy review, communication and internal processes
  • Wellness Coordinators – for integrating messaging into wellness programs
  • People Leaders – for modeling respectful language and encouraging team participation
  • Employees with lived experience – to share perspectives or help shape messaging

Before launching your campaign, determine what you’re hoping to achieve. Start small and specific, then grow your capacity and culture.

Setting Goals for Your Workplace (awareness, policy, training)

This is a starting point for awareness and action. We encourage you to review the following resources to understand current best practices.

Goals might focus on:

  • Raising internal awareness about substance use disorders and recovery.
  • Improving drug free workplace, naloxone, fair chance hiring and second chance policies.
  • Training management on warning signs, naloxone administration and policies.
  • Improving access to and understanding of resources and information.

Example Goal Setting:

Awareness Goals

Goal: Raise internal awareness about substance use disorders and recovery.
Example Goal: “By the end of Q3, the internal communications team will publish a four-part email series on substance use disorders and recovery, using educational content to reach at least 80% of employees.”

Policy Review Goals

Goal: Improve workplace policies related to hiring, drug testing, naloxone and second chance practices.
Example Goal: “By Q4, the HR team will complete a policy audit using a recovery-informed lens and identify at least three areas (e.g., drug testing protocols, hiring practices, return-to-work policies) to revise.”

Training and Leadership Engagement Goals

Goal: Equip people managers with tools and knowledge to administer naloxone.
Example Goal: “By the end of the year, 100% of managers will complete the naloxone training.”

Communication and Messaging Goals

Goal: Provide employees with clear, compassionate language for conversations around substance use and recovery.
Example Goal: “By December 31, 2026, the HR and wellness teams will develop and distribute a conversation guide to help employees and managers speak supportively and respectfully about substance use disorder and recovery.”

Resource Access Goals

Goal: Improve employee understanding and access to resources, support and information related to substance use and recovery.
Example Goal: “Within two months of campaign launch, the wellness team will update the intranet to include a centralized page with links to local treatment providers, recovery support services, naloxone access points and internal assistance programs.”

Setting two to three SMART goals at the start of your campaign helps keep momentum focused and manageable. You can always build on these goals as your initiative grows.

With your team and goals in place, it’s time to prepare your internal rollout.

Key actions:

  • Share briefing materials with leadership to gain visible support
  • Launch an internal substance use or recovery awareness activity (i.e. shared posters, intranet posts, email series, newsletter highlight with educational messages)
  • Host a short briefing conversation with staff and leadership on policies and best practices
  • Provide managers and supervisors with toolkit or tip sheet on recovery information
  • Collect employee feedback (survey, suggestion box, focus group, etc.)
  • Plan a kickoff conversation (e.g. in a staff meeting or town hall)
  • Introduce the initiative’s purpose and what staff can expect
  • Use respectful, comprehensive language throughout – Words Matter

Use your own internal communications:

  • To ensure consistency and alignment across the organization, your initiative and resources should be integrated into your existing internal communications strategy. Leverage already established tools – such as newsletters, intranet posts, staff meetings and team huddles to keep messaging accessible and relatable. Use your initiative not as a separate campaign but as a complement to your ongoing well-being efforts.
    • Suggested Integration Points:
      • Link initiative content with current wellness messaging
      • Include key terms and talking points in leadership toolkits
      • Add to onboarding or employee resource libraries
  • Sample messaging for leadership, HR and employees:
    • For Leadership: “As leaders, we have a responsibility to model supportive and recovery-informed practices. Addressing substance use disorders in the workplace isn’t just a health issue. It’s about building a culture where every team member feels safe, respected and empowered to seek support. This initiative gives us the tools to foster that kind of environment.”
    • For Human Resources: “We’re taking steps to better understand and respond to substance use disorders in the workplace. From hiring practices to second-chance policies and employee support, our goal is to create a fair, stigma free environment where recovery is recognized and supported. This guide offers practical strategies we can adapt to meet our team’s needs.”
    • For Employees: “We’re committed to creating a workplace where everyone feels valued and supported. Including those impacted by substance use disorder. You’ll start seeing new resources and tools that raise awareness, reduce stigma and make it easier to access help, support recovery and look out for one another.”
  • Tips for launching the initiative internally:
    • Secure leadership buy-in – provide a briefing document or talking points so leaders can confidently speak to the initiative’s purpose and value
    • Host a kickoff conversation – use a team meeting or virtual huddle to introduce the initiative and its goals
    • Keep messaging clear and use comprehensive language – reinforce respectful language when sharing materials, Words Matter
    • Create space for feedback – offer an anonymous way for employees to share questions, concerns or suggestions
  • Incorporating messaging into existing communications channels: to maximize reach and sustainability, weave initiative messaging into communication platforms already in use across the organization. Examples include:
ChannelHow to Use
Email NewslettersShare educational blurbs, spotlight key terms and promote downloadable tools.
Intranet / Staff PortalCreate a landing page or resource hub for ongoing access.
Team MeetingsInclude short discussion prompts or talking points during regular staff check-ins.
Digital DisplaysHighlight quick facts or quotes related to health and well-being.
Wellness Program MaterialsIncorporate comprehensive visuals and language and feature the initiative in campaigns.

Educational Materials to Share

Update or review policies based on recovery ready best practices. Below are some examples of possible policy additions or modifications of a Recovery Ready Workplace.

It’s time to celebrate your commitment! You’re now ready to complete your application to earn your badge.

  • Once approved, employers will receive a digital badge to showcase their commitment to this initiative.
  • Organization’s logo will be highlighted on WCI’s website for 12 months.
    • After 12 months, a renewal option will be available to maintain your badge recognition.

Resource:

Recovery Ready Workplace Media Kit

Recovery Ready Workplace Application

Key Terms

Here are a few important terms and definitions to keep in mind:

  • Substance Use Disorder (SUD) – health conditions that typically develop over time in association with repeated substance use that changes the way the brain works. These changes can lead to compulsive cravings, reduced control over substance use and continued use despite negative personal health and social consequences. SUDs range from mild to severe. Even when someone recognizes the harm caused by their substance use, they may struggle to manage or stop it.
  • Substance Misuse – refers to the use of illegal drugs and the misuse of prescription medications or alcohol, which includes any use that puts a person’s health or others’ safety at risk.
  • Recovery – a process of change through which individuals improve their health and wellness, live self-directed lives and strive to reach their full potential.
  • Addiction – a broad term generally used to refer to severe SUD and sometimes applied to certain compulsive behaviors that exhibit similar behaviors and neural mechanisms to SUD (e.g., compulsive gambling).

References

1New Analysis: Employers Can Save Average of $8,500 for Supporting Each Employee in Recovery from Substance Use Disorder | National Safety Council
2Indiana Workplace Substance Use and Recovery Survey 2022 | Wellness Council of Indiana
3Recovery Friendly Workplace Survey 2025 | Fors Marsh
4Turnover Cost Calculation Spreadsheet | SHRM

Educational Materials

Ready to Get Started?

The Wellness Council of Indiana team is here to support you. Contact us at info@wellnessindiana.org to schedule a consultation or ask questions about your badge journey.

Ready to advance your workplace well-being?

Take the next step with AchieveWell-a roadmap and coaching model to help move from awareness to sustained well-being.