🎯 Goal: Distribute initial stigma survey to evaluate current company perceptions about opioid and substance use disorder
Cordella Jackson, HR Director at Westside Logistics, knew that launching a new substance use policy required more than communication—it demanded listening. During a leadership meeting, she shared her enthusiasm for collaborating with Sara, Stan, and Emilia to build a strategy that reflected Westside’s diverse workforce.
To ensure the policy was understood and embraced, Cordella proposed a multi-phase feedback plan. First, a questionnaire would be added to the onboarding packet, inviting new hires to anonymously share their knowledge of substance use and stigma. Quarterly Q&A sessions would offer employees a safe space to ask questions and engage with the policy directly.
The cornerstone of Cordella’s strategy was a company-wide anonymous survey, distributed six and twelve months after launch. The goal: assess employee understanding, identify gaps, and refine the policy and communication strategy based on real feedback.
Cordella’s approach transformed policy into dialogue. Employees felt heard, and leadership gained insights to adapt in real time. It wasn’t just about rolling out a policy—it was about building a culture of trust, transparency, and continuous improvement.
Through Cordella’s leadership, Westside Logistics became a workplace where feedback wasn’t an afterthought—it was the engine of change.
- “Help me design a stigma assessment that measures both explicit and implicit biases about substance use disorders in the workplace”
- “How can I segment stigma survey data to identify which departments or demographics need targeted education while maintaining respondent anonymity?”
- “How can I create a pre/post survey comparison framework to demonstrate ROI and culture change after implementing substance use support programs?”
đź’ˇ Pro-tip: Use a third-party survey platform that guarantees anonymity and allows for longitudinal tracking without identifying individuals.