PR&LA Summer 2018

6  • PENNSYLVANIA RESTAURANT & LODGING matters • Summer 2018 Jim Gratton CHAIRMAN’S MESSAGE WITH OVER 115 AMERICANS dying from opioid overdose each day, the media and public health officials have finally dragged this tragic epidemic into the light. In January, Gov. Wolf signed a 90-day statewide disaster declaration to help combat the heroin and opioid epidemic. But the connection between this state and national crisis and other forms of substance addiction to our industry’s workforce remains mostly ignored. This May, Nation’s Restaurant News published a nine-part series that investigated how restaurants can recover from a culture of substance abuse. Several articles discussed the rampant abuse of drugs and alcohol in the hospitality industry, statements backed up by studies. According to the Substance Abuse and Mental Health Services Administration, roughly 20 percent of restaurant and hotel employees use illicit drugs, while 10 percent engage in heavy alcohol consumption. Our industry leads all other sectors in illicit drug use, and yet, we hardly talk about it. While the study doesn’t explore why the industry leads all other industries when it comes to illicit drug use, other agencies, such as the National Institute on Drug Abuse, have found that drug use is most prevalent in young people—18- to 25-year- olds, specifically—who make up a large part of the hospitality industry. It’s also hard not to notice that post-shift drinks and late- night, after-work parties are common, and drugs have long been part of the culture. It’s time to start having an open and frank conversation about what we can do to shift the culture. Developing clear drug and alcohol policies, incorporating substance abuse prevention information into training materials, or having mental health care resources at the ready are excellent starts. My company, Marriott International, has invested in health and wellness programs since 1993. It ties directly into our core philosophy: “Take care of your associates and they’ll take care of your customers and the customers will come back.” Through our wellness program, we provide resources to support physical, mental, and emotional health. When our employees are taken care of and have the tools to take care of themselves, they can focus more energy on contributing to the company’s culture, reputation, and bottom line. I know many of you are small, independent operators that don’t have a global corporation supporting your HR efforts. But you do have the PRLA. If you don’t know where to start, reach out to PRLA for help. That’s why you’re a member—so you don’t have to solve every problem on your own. PRLA’s team can help you track down the resources or contacts you need. • “Developing clear drug and alcohol policies, incorporating substance abuse prevention information into training materials, or having mental health care resources at the ready are excellent starts.” The Opioid Crisis is a Hospitality Industry Crisis