Hiring substance abusers: Attitudes of managers and organizational needs

Abstract

A survey was conducted with 70 managers responsible for hiring in large-, medium- and small-sized companies in the Montreal and Quebec City areas. A content analysis of the semi-structured interviews allowed us to examine the social representations underlying the managers’ attitudes towards the issue of substance misusing in the company or the hiring process. This examination in turn allowed us to develop a typology of the managers’ needs regarding the integration of this category of people into employment. Our results show how the representations of the determinants of drug addiction and of the role of the workplace generate attitudes that are closed-minded, ambivalent, tolerant or supportive, and that underlie the managers’ requirements for information on drug addiction, for internal rehabilitation services or external services supporting the reintegration of drug abusers into employment.

Notes

Notes

[1]  For the purposes of this study, a restrictive meaning of the concept of drug addicts or former drug addicts was used. This meaning refers to people who in the past have had problems related to licit or illicit drug use, but who are now either in a recent phase of non-consumption (in the process of getting off drugs) or in a long-term phase of non-consumption (former drug addicts).

[2]  Alcohol abuse is steadily rising among young people in Canada and the risk of alcoholism is considered to be high. Indeed, alcohol has become a lifestyle for 30–42% of those aged 18–24 (Survey on Drug Use in Canada, Health Canada, 2005). As for illicit drugs, young Canadians have one of the highest rates of cannabis use in the world. Out of 35 countries, Canada ranks first followed by Switzerland (Public Health Agency of Canada, 2004).

[3]  QSR NUD*IST Vivo Version 1.1.127

[4]  In this article, managers refer to the people responsible for hiring in the companies that participated in our survey.

[5]  The Quebec Commission des droits de la personne et des droits de la jeunesse considers that drug screening tests violate the fundamental rights of the employee or the job applicant (sections 4, 5, 10, 16, 18), involving mainly discriminatory effects. However, the employer can justify the use of these tests when judging that the safety of the public or other employees is threatened, or when the integrity, productivity or reputation of the company may be affected (Source: www.cdpdj.qc.ca).