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Working Towards Recovery

Working Towards Recovery. Nicola Singleton UK Drug Policy Commission Pathways to Employment Workshop: Capital Concerns conference 9 th March 2011. Relevant UKDPC research.

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Working Towards Recovery

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  1. Working Towards Recovery Nicola Singleton UK Drug Policy Commission Pathways to Employment Workshop: Capital Concerns conference 9th March 2011

  2. Relevant UKDPC research • Working towards recoveryStudy of service users, drug treatment & employment service professionals, employershttp://www.ukdpc.org.uk/publications.shtml#Employment_report • Stigma towards drug users & their familiesExtent, nature & the impact on recoveryhttp://www.ukdpc.org.uk/publications.shtml#Stigma_reports

  3. Crucial to recovery I think that it's crucial for pathways to employment to be established with drug users otherwise it makes a detox and rehab and treatment avenue almost a farce really, unless you have something at the end of it what is the point of going through all of that? • An integral part of the rehabilitation process, but also an end goal. • Concern on all sides if work introduced “too soon”.

  4. Recognised by the public • 73% agreed “people recovering from drug dependence should have the same rights to a job as everyone else”

  5. … and some employers • A number of employers we interviewed reported very positive experiences: • Loyal • Hard-working • Enthusiastic

  6. But not straightforward …

  7. An array of hurdles Becoming ‘Job Ready’ - user focus • Primary needs • Accommodation • Health • Personal support • Gaining confidence and motivation. • Detachment from ‘everyday’ living and the labour market. • Qualifications and skills

  8. The issue of stigma • Recovering drug users experience: • Job offers withdrawn following disclosure • Sacked when drug use history revealed • Being told to come off methadone/subutex even though performance satisfactory • Blamed unfairly for any thefts in workplace • Self-employed people losing customers • Exclude themselves from jobs requiring CRB checks • Made fearful by colleagues attitudes to “junkie scum” • Unsympathetic managers

  9. The issue of stigma • Public attitudes survey • 41% would be willing to work with someone with a history of drug dependence (10% do or have done). • BUTPeople who have lived, worked or been close friends with someone with drug dependence have more positive attitudes. • Employers attitudes: • ~ 3/4 of employers in small survey would not employ a former heroin or crack user even if fit for the job; • < 1/5 had experience of employing someone with drug problems. • Several employers interviewed who had reported positively

  10. Issues for employers • Risk of employing PDUs • Reputation • Managing drug use • To other employees • Fit For The Job • Reliability, honesty, capability • Stereotypical views & lack of information • Practical issues • Criminal record, health problems, treatment regime and medication

  11. Implications • Long time frame – valuing interim outcomes • Co-ordination & responsiveness • efficiencies • collaboration around shared outcomes • Addressing attitudes & concerns • Positive examples – demonstrate benefits to employers • Provide information guidance & support • Address systemic barriers

  12. What now? Co-ordination & responsiveness • Focus on individuals - complex, varying needs requiring • realistic timescales • personalised, flexible, often multi-agency response • ongoing care and support  a single Recovery/Rehabilitation Plan? • Commissioning for recovery • range of services/opportunities • incentivising positive outcomes • optimising use of funding streams • Engage employers

  13. What now? Addressing attitudes & concerns • Building motivation & aspirations – clients & professionals • Focus on individuals – people not PDUs • Greater use of volunteering & work placements • Promote success stories – share good practice • Provide information and guidance • Methadone and employment • Handling disclosure • In-work support – employer as well as employee

  14. What now? Addressing systemic barriers • Incentives for employers? – risk mitigation • Review of legislative / contractual barriers • ISA / CRB checks • Benefit rules • Contractual clauses relating to criminal records • 2-year drug-free rules • ROA & Equalities Act • Public sector leading by example?

  15. Thank you www.ukdpc.org.uk 020 7812 3794 nsingleton@ukdpc.org.uk

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