Hope in action: my recovery journey and a blueprint for employers

Warning: this story contains potentially triggering content about addiction. Please read with care. 

For nearly two decades, my health, relationships, and my career in the legal industry weighed heavy with the burden of addiction. For Addiction Awareness month/Recovery month, I’m sharing my story not just as a reflection of my journey, but in the hopes that it may inspire employers and companies to support those who are struggling.

The hidden struggle

Behind my professional façade, I was battling an out-of-control addiction. The relentless demands of the legal industry left me with no space to address my struggles, which not only intensified my addiction but also put unbearable strain on my career and relationships, leading to job losses and a vicious cycle of shame that prompted further addictive behaviours.

Shame is a significant barrier for many lawyers, often leaving them isolated and unable to speak openly about their struggles. During the lockdown, I connected with several lawyers who were referred to me, and we met for coffees to discuss the challenges they faced. I felt honoured to be trusted with their stories, and to lend guidance and support in their journeys. I’m proud to say that many of these lawyers are still sober today. Their willingness to seek help and, most importantly, take action made their recovery possible. It’s a powerful reminder that support and connection can break through barriers, leading to lasting positive change.

The turning point

With new found resolve, I began the challenging yet rewarding process of rebuilding my life. I knew that if I didn’t seek help, I would lose everything - my career, my relationships, and my life.

Practical tips for employers

Here are actionable steps from our programme that employers can take to support those struggling with addiction:

1. Establish support networks: Create internal networks where employees in recovery can share experiences and offer mutual support. These networks provide a dedicated space for discussing struggles and finding solidarity.
2. Encourage open conversations: Develop a workplace culture where mental health and recovery are openly discussed. Ensure employees feel comfortable seeking help without fear of judgement.
3. Provide training and resources: Offer comprehensive training on mental health awareness and addiction for all employees, with a focus on recognising the signs of addiction and maintaining confidentiality.
4. Implement flexible policies: Consider flexible work arrangements that reduce stress and support employees in recovery. Options might include remote work, flexible hours, or additional mental health days.
5. Promote stigma reduction: Actively reduce the stigma around addiction and mental health issues through Diversity, Equity, and Inclusion (DEI) initiatives. Highlight recovery success stories to increase visibility within the organisation.

At MCG Consulting, we not only offer advice but also provide comprehensive toolkits to help companies practically execute these strategies. Our toolkits include ready-to-use templates for mental health workshops, guidance on creating internal support networks, and step-by-step processes for implementing flexible policies and fostering open conversations. With these resources, employers can confidently take the steps needed to support employees in recovery and create a healthier, more inclusive workplace.