Recovery Is in the Room: How Workplaces Can Support What They May Never See

People who know me well know that I’m in recovery from alcohol.

Some of you may have read bits and pieces of my personal story - how alcohol was never something that wrecked my job performance or showed up in obvious, dramatic ways. I didn’t stumble around or hit a public rock bottom. I showed up to work, met deadlines, took on leadership roles, and checked all the boxes.

But behind the scenes, I was slowly numbing myself out - creatively, emotionally, spiritually, and physically.

What alcohol was doing was keeping me stuck. It dulled my desire to do more with my life. It muted my health goals, blurred my vision, and became the thing I leaned on when work stress and burnout got too loud. I thought it helped. I thought it was a reward, a coping tool, a badge of "I’ve earned this."

And for a while, it was all around me at work. Bloody Mary Fridays. Celebratory shots in the breakroom. Wild nights out during employee off-site trips and meetings with clients. “What’s your drink of choice?” as casual interview banter. I was right there in the middle of it - laughing, pouring, participating - until I wasn’t.

Until I finally recognized that the very thing we were praising as fun and bonding was also the thing that was slowly killing my light. I knew I needed to make a change, not because my life was falling apart, but because I wanted it to come together in a deeper, more meaningful way. I also knew deep down that if I didn’t stop, it would only get worse and would be the thing that would ultimately take my life just as it did with my father.

When I finally decided to let go of alcohol, I was surprised by something I didn’t expect: shame. Not for what I had done while drinking, but for not drinking anymore. I was suddenly an outsider in a culture I used to help reinforce.

I don't want anyone else to feel that way.

Why This Matters at Work

According to federal data, more than 20 million full-time workers in the U.S. live with a substance use disorder - and many more are quietly navigating recovery.

We don’t always know who those people are. They could be your star performer, your team lead, your most empathetic manager. Recovery doesn’t wear a label, but it is in the room.

And what happens in that room - the workplace - matters.

Too many work cultures unintentionally celebrate drinking while offering no support or awareness for people who may be trying to step away from it. When alcohol is embedded in celebrations, casual conversations, or stress relief rituals, it becomes harder for someone in recovery (or even someone simply choosing not to drink) to feel like they belong.

So, how do we shift this? How do we become workplaces that support what we may never see?

Here are a few human-centered, research-backed ideas from both my personal experience and the Department of Labor’s Recovery-Ready Workplace Toolkit (I prefer the term “Recovery Friendly”):

1. Rethink the rituals.

That after-work happy hour might seem harmless, but for someone in recovery, it can be an isolating minefield. Offer alcohol-free options. Normalize not drinking. And most importantly - don’t make it weird when someone says no.

2. Train your people - especially your leaders.

In-person training is best. If that’s not feasible, online works too, but don’t skip it altogether. Training should include:

• The types of substances (including alcohol) and their effects

• How substance use impacts performance and behavior

• Your organization’s policies—and what support looks like

Research shows that employees are most likely to turn to their direct manager when they’re struggling with substance use. That manager needs to be ready - with empathy, not punishment.

3. Create safety.

Many employees won’t disclose that they’re in recovery. That doesn’t mean they aren’t. The policies, language, and culture you create still reach them. Maintain awareness of how often you are referencing drinking, particularly when doing the common thing often heard in a workplace about how you "need a drink" after a stressful day or incident. This doesn't mean you can't say anything at all, but having some sensitivity around it can help over-exposure on the subject. A recovery-ready culture reduces shame, builds trust, and offers quiet support to people doing the hard work behind the scenes.

4. Start young, start early.

Nearly 90% of individuals with severe substance use disorders began using before age 18. If your workplace hires young adults or teens, you have an opportunity to model healthier norms and educate early.

5. Adopt a Recovery-Ready (or Friendly) Workplace approach.

The federal RRW framework is a great starting point which outlines how organizations can reduce stigma, revise hiring policies, promote recovery literacy, and support access to care. It’s not just good for people, it’s smart business. Reduced turnover, lower healthcare costs, increased productivity, and higher morale all follow.

“Adopting RRW policies is not simply the right thing to do, it makes good business sense.” — U.S. Department of Labor

Recovery doesn’t always look dramatic. Sometimes, it’s a quiet shift that happens on someone’s lunch break. A decision made in the middle of a stressful meeting. A refusal that no one else even notices.

But that moment matters. That person matters. That person could be sitting right next to you—or showing up for you, every day.

Let’s build work cultures that make space for growth, healing, and real support.

Let’s make room for recovery.

If you’re navigating your own recovery or want to explore how your workplace can better support mental health and substance-free living, I’d love to connect. Contact me here.

Tracie Guild – Career, Health, and Recovery Coach and Former Breakroom Shot-Taker