Recovery Friendly Workplace Peer Learning Series Final
Report
June 2023
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Executive Summary
The Center for Health, Work, and Environment (CHWE) at the Coloardo School of Public Health
partnered with the University of Colorado (CU) Johnson Depression Center and the Colorado
Consortium for Prescription Drug Abuse Prevention to further address the national mental health
crisis and substance use epidemic. With funding from the American Rescue Plan Act (ARPA), the
team developed and launched the Recovery Friendly Workplace (RFW) initative to work with
partners and employees to educate, train, and provide resources to managers to support
employees in treatment and recovery from substances.
The RFW initiative helps address major mental health problems facing workforces and
communities including depression, suicide, and substance use disorders. Over the past 18
months, we conducted statewide outreach, convened and educated business leaders, shared
evidence-based tools, and provided technical assistance to increase awareness and assist in
implementing best practices in Colorado workplaces.
The project focused on convening business representatives to provide access to education and
services in high-risk industries including the construction, hospitality, and restaurant industries
across urban and rural areas of Colorado. Overall, the project had impact in reaching and
engaging employers in addressing behavioral health challenges that individual employees are
facing, including substance use and addiction. This report summarizes the impact the project has
had in delivery of the Workplace Mental Health Module, the hosting of the RFW Peer Learning
Series, and the ongoing employer outreach through the establishment of a new workgroup and
hosting of community events.
Overview of Evaluation Findings
The RFW Peer Learning Series consisted of four sessions held between September 2022 and
January 2023. There were 54 registered participants, and 41 participated in the RFW Peer
Learning Series, representing 37 organizations. In addition to participation in the Peer Learning
Series, 19 organizations completed the Health Links
®
Mental Health Module and 23 RFW-specific
advising sessions were held across 20 organizations.
Overall, we found high satisfaction with the series, with participants strongly agreeing that they
would recommend the series to others (average rating was 4.46 out of 5.00). Prior to participating
in the series, most respondents to the pre-survey questions agreed that they were knowledgeable
about how mental helath relates to the workplace, that they were active mental health advocates
in the workplace, and that they were comfortable addressing mental health concerns in the
workplace. All of these scores increased on the post-survey. The largest increase was to the
question related to confidence addressing substance use and recovery-related concerns in the
workplace (3.61 pre to 4.41 post), demonstrating the series was successful in giving participants
skills to take to their workplace.
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After the RFW Peer Learning Series, respondents indicated they needed to take the following
actions to move towards a RFW: offer education and training (59%); gain leadership support
(59%); assess organizational readiness (59%); coordinating with human resources (46%); assess
individual needs (40,9%); and implement new services and programs (41%).
The most frequent topics discussed during advising sessions included: 1) reviewing policies
(39%); 2) planning recovery friendly work events (30%); 3t) completing the Health Links Mental
Health Module baseline survey (26%); 3t) providing employee education or training (26%); and
5) conducting an employee survey to learn more about coping (17%).
The report below provides more detail about the evaluation of the RFW Peer Learning Series.
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Workplace Mental Health Module
We conducted outreach to employers to offer the Workplace Mental Health Module as a resource
for assessing current policies and practices for supporting employee mental health and well-
being. The module includes an online organizational survey, training, and virtual advising to help
organizations evaluate and enhance evidence-based workplace strategies to address worker
mental health including depression, anxiety, and substance use. The 18-item organizational
survey scores businesses in 4 domains (benchmarks): Workplace Culture; Employee Benefits;
Education and Training; and Equity and Accessibility.
Between January 2022 to June 2023, we had 19 organizations complete the Mental Health
survey. Participating organizations represent 23,057 working adults in the following industries:
health care and social assistance, accommodation and food service, finance and insurance,
transportation, warehousing and utilities, public administration, and mining, construction, and oil
and gas extraction.
Major themes include: 1) high employer motivation for supporting and enhancing workplace
mental health policies and practices; 2) focusing on mental health in order to reduce employee
stress; 3) increasing engagement; and 4) improving moral. These findings suggest that
organizations are prioritizing workplace mental health as a retention tool to support the well-being
of current employees, not necessarily to attract new talent. While most survey respondents
indicated that they offer employee assistance programs (EAPs), one-on-one advising sessions
with employers showed that these programs are underutilized by workers due to the limited
effectiveness of communication strategies. Based on our findings, the greatest opportunities for
workplace improvements are in education and training, specifically manger and supervisor
specific training on mental health crisis management and understanding mental health benefits,
policies, and guidelines.
Peer Learning Series Overview
The Center for Health, Work, and Environment (CHWE) at the Coloardo School of Public Health
partnered with the University of Colorado (CU) Johnson Depression Center and the Colorado
Consortium for Prescription Drug Abuse Prevention to further address the national mental health
crisis and substance use epidemic. The Recovery Friendly Workplace (RFW) project aims to work
with partners and employees to educate, train, and provide resources to managers to support
employees in treatment and recovery from substances. The RFW Peer Learning Series was
developed in 2022 with the goal of bringing together Colorado executives, management,
leadership, HR directors, and decision-makers to learn more about turning their organizations into
RFWs. The series consisted of expert speakers, case studies, and peer discussions around
RFWs and mental health in the workplace. Featured speakers came from behavioral health,
public health, the legal field, as well as representatives from businesees who are implementing
RFWs and people with lived experiences.
Four sessions were held between September 2022 and January 2023.
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Session 1 – People, Work and Health: What Employers Need to Know examined the
fundamentals of behavioral health, including mental health conditions, substance use, and sucice
prevention, as well as discussed the roles of employers and employees in addressing substance
use and builig a recovery friendly workplace.
Session 2 – Establishing a Recovery Friendly Workplace covered the different roles and
responsibilities of leadership, human resources, and legal professionals in addressing behavioral
health in the workplace. This session also covered how to create an inclusive and stigma free
workplace, as well as how to implement policies and practives that align with RFW values.
Session 3 – Recovery Friendly Workplace: Cornerstone Practices delved into common
workplaces stressors and their impact on employees, prevention strategies, coping techniques,
and evidence-based behavioral health services including employee assistance programs (EAP)
and peer support programs.
Session 4 – Next Steps: Colorado’s Recovery Friendly Workplace Initiative explored legal
implications of implementing a RFW, learning more about a person’s lived experience and the
role that work played, and highlighted next steps for RFW in Colorado and continued involvement.
Evaluation
An evaluation plan was developed for the RFW project that included tracking participation in the
four-part learning series, completion of the Health Links Mental Health Module, and participation
in Health Links advising. We developed pre/post surveys that assessed satisfaction with the
series, personal knowledge about and confidence in addressing substance use and recovery-
related concerns in the workplace, and planned actions as a result of participation. Three months
after the completion of the full series, we sent a follow-up survey to participants to learn what they
had done as a result of participating and what they still planned to do.
We also tracked completion of the Health Links Mental Health Module and participation in advising
sessions specific to the RFW content. A qualitative analysis of those sessions examined
organizational priorities, topics addressed during the session, and benefits to the organization if
they became a RFW.
Recovery Friendly Workplace Peer Learning Series Feedback
There were 54 registered participants, and 41 people who ultimately participated in the RFW Peer
Learning Series. The most common organizational role was human resources or other benefits
professional (39%) and well-being specialist 26%). The average number of employees from
participating organizations was 1,750, with a range of 3 to over 10,000. Participants represented
a range of industries including accommodation and food service, healthcare and social
assistance, public administration, local government, education, construction, mental health
services, academia and public health.
Attendance varied by session: session one (n=39), session two (n=30), session three (n=24), and
session four (n=26). Attendees participated in a pre-survey (n=31) and post-survey (n=22) about
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the RFW Peer Learning Series. Prior to participating, respondents hoped that the RFW Peer
Learning Series would help give them the knowledge to support employees in recovery,
information about how to educate leaders on RFW, and direction on how to take action. For
example, one respondent said they hoped to gain “a greater understanding of the issues of
recovery in the workplace, how organizations can support recovery, and resources to put in
place.”
Both pre and post-surveys assessed the level of agreement with statements about their role in
the organization’s workplace mental health and RFW. In the pre-survey, respondents agreed they
knew how to support workplace mental health in their organization (scores ranged from 4.00 to
4.26). However, respondents were more neutral about their confidence in addressing substance
use and recovery-related concerns (M=3.61). From the post-survey, respondents indicated higher
levels of agreement that they knew how to support workplace mental health. Specifically,
respondents agreed more strongly about how confident they were in addressing substance use
and recovery-related concerns (M=4.4). See Table 1.
In the pre-survey, respondents disagreed that workplaces do not benefit from providing support
or resources to people that are in recovery from substances (M=1.5). Respondents also disagreed
with the statement that workers should be terminated when substance use impacts their work
(M=2.06) and that only leaders (M=1.52) or supervisors and managers (M=1.61) should be
promoting a recovery-friendly workplace. In the post-survey, respondents' scores shifted to
stronger levels of disagreement, indicating their better understanding of the benefits of a RFW.
After the RFW Peer Learning Series, respondents indicated they needed to take the following
actions to move towards a RFW: offer education and training (59%); gain leadership support
(59%); assess organizational readiness (59%); coordinating with human resources (46%); assess
individual needs (40,9%); and implement new services and programs (41%). Prior to the training,
every action listed had 74%-90% of respondents indicating they would make this change. This
shift post-training demonstrated that respondents perhaps had a clearer picture of specific actions
to take, as opposed to doing everything.
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Table 1. Workplace Mental Health
Pre (n=31)
Post (n=22)
Statement
Overall
Mean
SD
Overall
Mean
I am knowledgeable about how mental health relates to
the workplace.
4.19
0.53
4.64
I am an active mental health advocate in the workplace.
4.26
0.62
4.23
I feel comfortable addressing mental health concerns in
the workplace.
4.13
0.83
4.41
The workplace plays a role in substance use recovery.
4.00
0.72
4.45
I am comfortable discussing how workplace benefits and
services may support substance use recovery.
4.00
0.92
4.27
I feel confident addressing substance use and recovery
related concerns in the workplace.
3.61
1.07
4.41
Note: These questions were asked on a five-point likert scale, where 1 = Stongly Disagree and 5 =
Strongly Agree
Table 2. Recovery Friendly Workplace
Pre (n=31)
Post (n=22)
Statement
Overall
Mean
SD
Overall
Mean
The workplace does not benefit from providing support or
resources to workers recovery bring from substance use.
1.48
0.62
1.45
A recovery friendly workplace shifts the responsibility of
recovering from the employee to the workplace.
2.61
0.90
1.91
A recovery friendly workplace eliminates consequences
for substance use at work.
2.00
0.84
1.27
Official workplace policies have little impact on
recovering from substance use.
2.52
0.76
1.77
Only organizational leadership needs to know what being
a recovery friendly workplace entails.
1.52
0.92
1.09
Only direct supervisors and managers need to promote
being a recovery friendly workplace.
1.61
0.90
1.41
Workers with a background of substance abuse should
not be allowed in the workplace.
1.26
0.76
1.09
A worker should be immediately terminated if substance
use that impacts work is discovered.
2.06
0.84
1.77
Note: These questions were asked on a five-point likert scale, where 1 = Stongly Disagree and 5 =
Strongly Agree
Participants in the RFW Peer Learning Series received a follow-up survey approximately three
months after the conclusion of the training. The response rate was low (n=9). However, the
feedback received indicated that respondents were implementing changes to their workplaces,
such as talking with leadership and sharing information with co-workers. Table 3 presents what
respondents are currently doing (or have completed), plan to do, or do not plan to do.
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Table 3. Since participating in the RFW Peer Learning Series, what actions have you taken
(or do you plan to take) to support employees in recovery?
Doing or Done
Plan to do
Don’t Plan to
Address
Statement
%
Count
%
%
Count
Accessed/used the RFW Toolkit
67%
6
33%
0%
0
Talked with leadership
89%
8
11%
0%
0
Shared information with coworkers
78%
7
22%
0%
0
Offered employee training on the topic of
substance use
44%
4
33%
22%
2
Enacted/Edited drug-free workplace
policies
11%
1
56%
33%
3
Added new employee benefits
22%
2
11%
67%
6
Leveraged employee assistance
programs
33%
3
56%
11%
1
Joined the RFW Employer Workgroup
67%
6
22%
11%
1
Health Links RFW Advising
Between September 2022 and May 2023, 23 RFW-specific advising sessions were held with 20
unique organizations (three organizations each had two sessions). Each advising session lasted
30 minutes. The motivation for attending RFW advising stemmed from: 1) participation in the RFW
series for organizations; 2) their desire to increase their knowledge of mental health culture,
substance use disorders, and RFWs; 3) wanting to support current employees who are in
recovery; 4) a desire to be a leader in the area of RFWs; and 5) needing to develop and review
specific RFW-related policies.
The top three organizational priorities at the time of advising were: 1) overall employee mental
well-being (91%); 2) health and well-being supports for employees in recovery (52%); and 3)
becoming a RFW (39%). A few companies stated that substance misuse and mental health
concerns are prevalent in their specific industries, such as “substance use & suicide is prevalent
in construction” and “substance use is very normalized in this organization [restaurant industry],
it's part of working here.” The prevalences, statistics, and personal history mentioned by
companies were catalysts for organizations seeking a RFW advising session.
The most frequent topics discussed during advising sessions included: 1) reviewing policies
(39%); 2) planning recovery friendly work events (30%); 3) completing the Health Links Mental
Health Module baseline survey (26%); 4) providing employee education or training (26%); and 5)
conducting an employee survey to learn more about coping (17%).
Employer Events
Our outreach and engagement activities involved partnering with chambers of commerce,
community groups, non-profits, advocates, stakeholders, and local governments to convene and
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build capacity for empowering employers and indviduals in supporting employees in treatment
and recovery in workplaces.
On June 8, 2023, we co-hosted an event on the University of Colorado Anschutz Medical Campus
(AMC) in partnership with the Colorado Attorney General's Office, the Colorado Consortium for
Prescription Drug Abuse Prevention, and The Aurora Chamber of Commerce. The event brought
together approximately 85 attendees from throughout the state of Colorado. The event was
promoted broadly to our members of the Health Links network, through the Center for Health,
Work & Environment’s listservs, newsletters, and social media. Additionally, we curated an invite
list consisting of Peer Learning Series Participants and RFW Workgroup Members, These
individuals received direct outreach via email invitation. Lastly, we published a press release
discussing the partnership and promoting the event to the CU AMC network.
Employer Workgroup
The mission of the RFW Employer Workgroup is to convene Colorado employers who are
champions for RFW policies and practices and be the voice of local employers on statewide RFW
issues. The Workgroup developed as a continuation of our successful Peer Learning Series in
partnership with the Colorado Consortium for Prescription Drug Abuse Prevention. Participants
of the Series were directly invited to participate during the final session. We also recruited
members through our Health Links monthly newsletters, and through Center for Health, Work &
Environment newsletters and social media. Furthermore, we published a press release discussing
the Initiative, Peer Learning Series and promoting the Workgroup. All of the information currently
lives on the RFW webpage.
As of June 2023, the workgroup consists of 96 members representing 70 organizations in a variety
of industries (academia, healthcare and social assistance, summer camps, global security and
aerospace, restaurant and hospitality, business networks, construction, consulting, non-profit, for-
profit, public health, and recovetry community organizations).
Next Steps
The RFW initative aims to benefit to the State of Colorado through increased access to behavioral
health supports by way of workplace initiatives. Data from the Substance and Mental Health
Services Administration show nearly 20% of Coloradans struggle with depression, anxiety,
addiction, and suicide. Increasing access to behavioral health services and recovery-friendly
programs offered through employers will result in fewer adverse behavioral health cases over
time. Workplaces play a critical role and our progress in engaging employers has demonstrated
that there is motivation to take action to adopt and implement better workplace supports for
employees that face behavioral health challenges. Expanding these activities will increase the
reach of these initiatives to new organizations.
13001 E. 17th Place, Mail Stop B119 HSC, Aurora, CO 80045
@CHWENews @CHWENews chwe.ucdenver.edu
The Center for Health, Work & Environment is one of six Centers of Excellence for Total Worker Health
®
and houses the Mountain & Plains Education
and Research Center, one of 18 centers of its kind supported by the National Institute for Occupational Safety and Health (NIOSH).