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美国阿片类药物成瘾危机可能正在恶化

美国阿片类药物成瘾危机可能正在恶化

Christopher J. Swift 2020-07-09
怎样帮助阿片类药物成瘾者?首先需要消除他们身上的污名。

随着新冠病毒在2020年加剧了阿片类药物的危机,各个公司应该帮助结束这种成瘾带来的耻辱。图片来源:THOMAS BARWICK—GETTY IMAGES

虽然全球都在集中精力与新冠疫情作斗争,但美国一直以来存在的阿片类药物危机并未消失,而且可能正在恶化。

由美国政府资助的国家级监督工具“药物过量数据绘图应用计划”的早期数据显示,在疫情期间用药过量的情况正在增加,美国各地的医疗和执法部门都报告了用药过量和死亡人数激增的情况。

由于空前严重的失业危机、毒品和酒精使用量增加、国家封锁和居家隔离令的实施,导致人们陷入孤立的状态。公共卫生官员担心,疫情可能引发成瘾人数大幅度攀升。美国国家公共卫生组织Well Being Trust的一项研究估计,新冠疫情可能导致75,000名美国人死于药物或酒精滥用,或因为疫情而自杀。

阿片类药物成瘾对企业来说虽然是一个财务问题,但人们遭受的苦难代价却更大,更加令人不安。即使在“正常”时期,也有太多的人因为药物成瘾而独自挣扎,他们害怕被别人评头论足而放弃寻求帮助。根据美联社与NORC公共事务研究中心进行的一项调查显示,只有不到五分之一的美国人愿意与对处方药物成瘾的人做朋友、同事或邻居。

在与我们的非营利合作伙伴Shatterproof以及因为过量用药而失去亲人的同事进行的互动中,我了解到,应对这一国家危机最有效的方法之一就是接纳与成瘾有关的污名。

在讨论成瘾时使用的语言通常包括会招致污名和羞辱的词,例如“吸毒”、“瘾君子”及“干净和肮脏的”血液检查。

作为首席执行官,我已经知道如何通过在全公司范围内领导对话来改变员工对成瘾的看法。我鼓励所有的公司领导者推动公司内部的文化变革,并改变我们思考和谈论成瘾的方式,以便为那些可能能够及时寻求帮助的人移除污名障碍。

首先,领导者需要进行自我教育,然后再就这个曾经被视为禁忌的话题进行全公司范围的对话。他们可以通过听取当地卫生专家意见和阅读教育网站来学习。此外,他们必须确保公司中的每位员工都能够使用这些资源。

例如,在我们公司的内网上,有关阿片类药物危机的每篇文章都包含我们的合作伙伴Shatterproof提供的教育网站的链接。公司可以通过多种方式向员工提供成瘾相关资源,包括在发给所有员工的电子邮件中添加联邦机构网站(例如美国疾病控制和预防中心)的链接。

领导者可以采取多种方式在全公司范围内开展有关成瘾的讨论,例如全员会议。对我来说,这是对公司、社区和公民采取行动的公开呼吁,呼吁大家共同努力,在2018年结束阿片类药物危机。我概述了阿片类药物危机给企业以及需要成瘾教育和支持(例如员工援助计划)的雇员带来的沉重打击。我的行动号召发布在外部杂志网站以及我们的内网上。

因为我曾经公开且客观地谈论过阿片类药物的危机和成瘾问题,所以哈特福德(The Hartford)的员工在谈论这些话题时能够感到更加自在。

我们的员工做出了回应,分享了他们帮助滥用药物的家人,由于过量用药失去至亲以及自愿参加社区组织(如戒瘾慢跑活动Shatterproof Rise Up Against Addiction 5K)的经历。他们在我们的内网上撰写博客,发布社交媒体帖子。内网就像一个社交媒体平台,让他们可以快速创建和共享内容,并与全公司分享他们的想法。一位员工向我们讲述了其儿子与阿片类药物滥用所做的斗争。另一名员工讲述了她25岁的女儿因为用药过量而离世的故事。其他员工则回顾了其由于阿片类药物流行而失去家人、朋友或邻居的经历。

在内网帖子中,曾经在新泽西州东温莎办事处担任高级法律助理的艾莉·多尼讲述了其哥哥因为打曲棍球负伤后与阿片类药物成瘾进行斗争,最终死于用药过量的往事。她消除了对于阿片类药物和成瘾的误解:“这种药物的流行对每个人都一视同仁,其与年龄、民族、种族、宗教信仰、银行存款以及你在何处长大均无关。”

为了以高度可见的方式继续对话,我通过直接评论员工的帖子让员工参与进来。这样做很重要,因为它能够表明我们公司的领导层对员工的支持。在一次小型的面对面会议中,我会见了艾莉和其他员工,他们都有至亲因为用药过量而离世,我请他们讲讲自己的故事,并谈一谈公司如何才可以更好地给予其支持。

企业领导者还有责任确保管理人员有权获得有关公司福利和医疗资源的信息。他们能够让其人力资源和沟通团队对管理人员进行教育,以便发现药物滥用的迹象,并使员工获得支持和治疗。他们还可以让其人力资源团队与福利提供机构(如劳工赔偿和伤残保险公司)讨论预防成瘾的策略。此外,人力资源能够与医疗保健和处方提供者就改善包括远程医疗和数字化医疗在内的治疗机会进行交流。

最后,作为企业领导者,我们必须为解决成瘾危机的有效公共政策解决方案发声。去年,我与州和联邦立法机构就应对阿片类药物泛滥的公共政策进行了讨论。讨论的问题主要包括:阿片类药物处方的持续使用时间和剂量限制、医师和处方提供者接受有关处方阿片类药物适当使用的强制性教育,以及各州的处方药监控计划。该计划包含州内处方药的电子数据库,能够帮助识别滥用药物,并加以制止或预防;以及采用限制性药物配方(即为特定的医疗情况指定处方的列表)。

在疫情之前,由于全国范围内多方利益相关者的回应,应对药物成瘾危机已经取得了进步。现在,面对新冠疫情,充足的资金仍然至关重要。令我受到鼓舞的是,在最近通过的《冠状病毒援助、救济和经济安全法案》以及其他立法提案(例如《健康和经济复苏综合紧急解决方案法案》中,联邦立法者将优先纳入与物质使用障碍以及心理健康资助有关的内容。

然而在个人层面上,我们还有更多工作要做。

让我们所有人致力于从用词中删除污名化的词语。无论我们在哪里居住或工作,都可以做到。

我们可以说“物质使用障碍”而不是“药物滥用”;我们可以说“患有物质使用障碍的人”,而不是“瘾君子”;我们可以说“痊愈后的人”,而不是“改造后的瘾君子”。

最重要的是,我们可以培养同理心和希望,而不是污名化。只要一起努力,我们就能共同克服疫情加剧的药物滥用危机。(财富中文网)

克里斯托弗·J·斯威夫特是美国哈特福德金融服务公司的董事长兼首席执行官。

译者:Biz

虽然全球都在集中精力与新冠疫情作斗争,但美国一直以来存在的阿片类药物危机并未消失,而且可能正在恶化。

由美国政府资助的国家级监督工具“药物过量数据绘图应用计划”的早期数据显示,在疫情期间用药过量的情况正在增加,美国各地的医疗和执法部门都报告了用药过量和死亡人数激增的情况。

由于空前严重的失业危机、毒品和酒精使用量增加、国家封锁和居家隔离令的实施,导致人们陷入孤立的状态。公共卫生官员担心,疫情可能引发成瘾人数大幅度攀升。美国国家公共卫生组织Well Being Trust的一项研究估计,新冠疫情可能导致75,000名美国人死于药物或酒精滥用,或因为疫情而自杀。

阿片类药物成瘾对企业来说虽然是一个财务问题,但人们遭受的苦难代价却更大,更加令人不安。即使在“正常”时期,也有太多的人因为药物成瘾而独自挣扎,他们害怕被别人评头论足而放弃寻求帮助。根据美联社与NORC公共事务研究中心进行的一项调查显示,只有不到五分之一的美国人愿意与对处方药物成瘾的人做朋友、同事或邻居。

在与我们的非营利合作伙伴Shatterproof以及因为过量用药而失去亲人的同事进行的互动中,我了解到,应对这一国家危机最有效的方法之一就是接纳与成瘾有关的污名。

在讨论成瘾时使用的语言通常包括会招致污名和羞辱的词,例如“吸毒”、“瘾君子”及“干净和肮脏的”血液检查。

作为首席执行官,我已经知道如何通过在全公司范围内领导对话来改变员工对成瘾的看法。我鼓励所有的公司领导者推动公司内部的文化变革,并改变我们思考和谈论成瘾的方式,以便为那些可能能够及时寻求帮助的人移除污名障碍。

首先,领导者需要进行自我教育,然后再就这个曾经被视为禁忌的话题进行全公司范围的对话。他们可以通过听取当地卫生专家意见和阅读教育网站来学习。此外,他们必须确保公司中的每位员工都能够使用这些资源。

例如,在我们公司的内网上,有关阿片类药物危机的每篇文章都包含我们的合作伙伴Shatterproof提供的教育网站的链接。公司可以通过多种方式向员工提供成瘾相关资源,包括在发给所有员工的电子邮件中添加联邦机构网站(例如美国疾病控制和预防中心)的链接。

领导者可以采取多种方式在全公司范围内开展有关成瘾的讨论,例如全员会议。对我来说,这是对公司、社区和公民采取行动的公开呼吁,呼吁大家共同努力,在2018年结束阿片类药物危机。我概述了阿片类药物危机给企业以及需要成瘾教育和支持(例如员工援助计划)的雇员带来的沉重打击。我的行动号召发布在外部杂志网站以及我们的内网上。

因为我曾经公开且客观地谈论过阿片类药物的危机和成瘾问题,所以哈特福德(The Hartford)的员工在谈论这些话题时能够感到更加自在。

我们的员工做出了回应,分享了他们帮助滥用药物的家人,由于过量用药失去至亲以及自愿参加社区组织(如戒瘾慢跑活动Shatterproof Rise Up Against Addiction 5K)的经历。他们在我们的内网上撰写博客,发布社交媒体帖子。内网就像一个社交媒体平台,让他们可以快速创建和共享内容,并与全公司分享他们的想法。一位员工向我们讲述了其儿子与阿片类药物滥用所做的斗争。另一名员工讲述了她25岁的女儿因为用药过量而离世的故事。其他员工则回顾了其由于阿片类药物流行而失去家人、朋友或邻居的经历。

在内网帖子中,曾经在新泽西州东温莎办事处担任高级法律助理的艾莉·多尼讲述了其哥哥因为打曲棍球负伤后与阿片类药物成瘾进行斗争,最终死于用药过量的往事。她消除了对于阿片类药物和成瘾的误解:“这种药物的流行对每个人都一视同仁,其与年龄、民族、种族、宗教信仰、银行存款以及你在何处长大均无关。”

为了以高度可见的方式继续对话,我通过直接评论员工的帖子让员工参与进来。这样做很重要,因为它能够表明我们公司的领导层对员工的支持。在一次小型的面对面会议中,我会见了艾莉和其他员工,他们都有至亲因为用药过量而离世,我请他们讲讲自己的故事,并谈一谈公司如何才可以更好地给予其支持。

企业领导者还有责任确保管理人员有权获得有关公司福利和医疗资源的信息。他们能够让其人力资源和沟通团队对管理人员进行教育,以便发现药物滥用的迹象,并使员工获得支持和治疗。他们还可以让其人力资源团队与福利提供机构(如劳工赔偿和伤残保险公司)讨论预防成瘾的策略。此外,人力资源能够与医疗保健和处方提供者就改善包括远程医疗和数字化医疗在内的治疗机会进行交流。

最后,作为企业领导者,我们必须为解决成瘾危机的有效公共政策解决方案发声。去年,我与州和联邦立法机构就应对阿片类药物泛滥的公共政策进行了讨论。讨论的问题主要包括:阿片类药物处方的持续使用时间和剂量限制、医师和处方提供者接受有关处方阿片类药物适当使用的强制性教育,以及各州的处方药监控计划。该计划包含州内处方药的电子数据库,能够帮助识别滥用药物,并加以制止或预防;以及采用限制性药物配方(即为特定的医疗情况指定处方的列表)。

在疫情之前,由于全国范围内多方利益相关者的回应,应对药物成瘾危机已经取得了进步。现在,面对新冠疫情,充足的资金仍然至关重要。令我受到鼓舞的是,在最近通过的《冠状病毒援助、救济和经济安全法案》以及其他立法提案(例如《健康和经济复苏综合紧急解决方案法案》中,联邦立法者将优先纳入与物质使用障碍以及心理健康资助有关的内容。

然而在个人层面上,我们还有更多工作要做。

让我们所有人致力于从用词中删除污名化的词语。无论我们在哪里居住或工作,都可以做到。

我们可以说“物质使用障碍”而不是“药物滥用”;我们可以说“患有物质使用障碍的人”,而不是“瘾君子”;我们可以说“痊愈后的人”,而不是“改造后的瘾君子”。

最重要的是,我们可以培养同理心和希望,而不是污名化。只要一起努力,我们就能共同克服疫情加剧的药物滥用危机。(财富中文网)

克里斯托弗·J·斯威夫特是美国哈特福德金融服务公司的董事长兼首席执行官。

译者:Biz

While the entire globe has been focused on battling COVID-19, our nation’s ongoing opioid crisis has not disappeared. In fact, it may be worsening.

Early data from the Overdose Detection Mapping Application Program, a federally funded national surveillance tool, shows that drug overdoses are increasing during the pandemic, and local medical and law enforcement authorities across the U.S. are reporting spikes in overdose calls and deaths.

Public health officials fear the pandemic could spark a wave of new addictions due to increased drug and alcohol use linked to historic unemployment, as well as isolation fostered by state shutdowns and stay-at-home orders. One study by Well Being Trust estimated the COVID-19 pandemic could lead to 75,000 Americans dying from drug or alcohol misuse or suicide.

Opioid addictions are a financial problem for businesses, of course, but the toll in human suffering is far greater and more disturbing. Even in “normal” times, too many people who privately struggle with addiction do not reach out for help for fear of being judged. Fewer than one in five Americans are willing to be a friend, colleague, or neighbor of someone who is addicted to prescription drugs, according to a survey conducted by the Associated Press–NORC Center for Public Affairs Research.

I have learned from interactions with our nonprofit partner Shatterproof—and with colleagues who have lost loved ones to a drug overdose—that one of the most impactful ways to fight this national crisis is to take on the stigma associated with addiction.

Often, the language used when discussing addiction includes words that contribute to the stigma and shame, such as “drug abuse,” “addict,” and “clean and dirty” blood tests.

I personally have seen, as CEO, how I can change the perception of addiction by leading a companywide dialogue. I encourage all business leaders to drive cultural change within their companies and change the way we think and talk about addiction so that we can remove the hurdle of stigma for those who might otherwise seek timely help.

First, leaders need to educate themselves before leading a companywide dialogue on this once-taboo topic. They can learn by listening to local health experts and reading educational websites. Then they must ensure everyone in the company has access to these resources.

For example, on our company’s intranet, every article about the opioid crisis includes a link to an educational website offered through our Shatterproof partnership. Companies can provide addiction resources to employees in a number of ways, including links to the websites of federal agencies, such as the Centers for Disease Control and Prevention, within emails delivered to all employees.

Leaders can kick off a companywide conversation about addiction in many ways, such as an all-hands meeting. For me, it was a public call to action to companies, communities, and citizens to work together to end the opioid crisis in 2018. I outlined how the opioid crisis was taking a heavy toll on employers and employees who need addiction education and support such as employee assistance programs. My call to action was published externally on a magazine’s website, as well as on our intranet.

Because I have talked openly and nonjudgmentally about the opioid crisis and addiction, employees at The Hartford have felt more comfortable talking about these topics as well.

Our employees have responded by sharing their accounts of helping family members with substance misuse, losing loved ones to overdose, and volunteering at community organizations, such as Shatterproof Rise Up Against Addiction 5Ks. They have written blogs and social media posts on our intranet, which is like a social media platform allowing them to quickly create and share, and shared their thoughts with the entire company. One employee discussed her son’s struggle with opioid misuse. Another employee told the story of her 25-year-old daughter who died of a drug overdose. Others have reflected on losing a family member, friend, or neighbor as a result of the opioid epidemic.

In an intranet post, Allie Doney, who works as a senior legal assistant in our East Windsor, N.J., office, described her brother’s battle with opioid addiction after sustaining hockey injuries, which eventually led to him dying of a drug overdose. She tackled misconceptions about opioids and addiction: “This epidemic does not discriminate. It doesn't matter your age, your ethnicity, race, religion, how much money you have in the bank, where you grew up—nothing.”

To continue the dialogue in a highly visible way, I engaged employees by commenting directly on their posts. Doing so was important to show that our company’s leadership stood behind them. In a small face-to-face meeting, I met with Allie and other employees whose loved ones died of drug overdose, asking to hear their stories and how our company could better support them.

Business leaders also have the responsibility to ensure that managers are empowered with information about the company’s benefits and health resources. They can direct their human resources and communications teams to educate managers so they can spot the signs of substance misuse and connect employees to support and treatment. They also can instruct their HR teams to talk with benefit providers, such as workers’ compensation and disability insurers, about addiction prevention strategies. Also, HR can speak with health care and prescription providers about improving access to treatment, including telemedicine and digital options.

Finally, as business leaders, we must use our voices to champion effective public policy solutions that address the addiction crisis. Over the last year, I connected with state and federal lawmakers regarding public policies dealing with the opioid epidemic. These discussions have focused on opioid prescription duration and dosage restrictions; mandatory physician and provider education about appropriate prescription opioid use; states’ prescription drug monitoring programs, which are electronic databases of prescriptions within the state that can help identify and deter or prevent drug misuse; and the adoption of restrictive drug formularies, which are lists that designate specific prescriptions for medical conditions.

Prior to the pandemic, we saw progress resulting from our nationwide, multi-stakeholder response. Now, in the face of COVID-19, adequate funding remains critical. I am encouraged to see federal lawmakers prioritizing the inclusion of substance use disorder and mental health funding in the recently passed Coronavirus Aid, Relief, and Economic Security (CARES) Act and other legislative proposals, such as the Health and Economic Recovery Omnibus Emergency Solutions (HEROES) Act.

There’s more to be done at the individual level as well.

Let us all commit to removing stigmatizing language from our vocabulary. It’s something that can be done no matter where we live or work.

Instead of “drug abuse,” we can say “substance use disorder.” Instead of “junkie,” we can say “person with a substance use disorder.” Instead of “reformed addict,” we can say “person in recovery.”

Most important, we can foster empathy and hope instead of stigma—and together, we can overcome the crisis that the pandemic has compounded.

Christopher J. Swift is chairman and CEO of The Hartford.

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