Employee perceptions of substance use treatment organizational DEI commitment: Examining differences by race, gender, sexual identity, and leadership status

Literature highlights inequities in substance use treatment experiences among clients from marginalized and stigmatized groups, such as women; Black, Indigenous, people of color (BIPOC); and sexually and gender diverse people. In response, key governing bodies related to substance use treatment have implemented diversity, equity, and inclusion (DEI) initiatives to foster more representative, fair, and inclusive workforces to meet the needs of diverse client constituents. Despite these efforts, there have been no prior studies related to DEI commitment in substance use treatment organizations. As such, the current study examined differences in employee perceptions of their substance use treatment organization's commitment to DEI by race, gender, sexual identity, and leadership role status. Online survey-based data were collected in July-August 2024 from a sample of 369 employees at substance use treatment organizations in the United States. Using linear regression, we tested the associations between race, gender, sexual identity, and leadership role status with perceived organizational commitment to DEI. Female or BIPOC employees had lower perceived organizational commitment to DEI relative to male or White employees. There was no difference in organizational commitment to DEI by sexual identity or leadership role status. Findings suggest a heterogeneity in employee perspectives of substance use treatment-based DEI initiatives on the basis of race and gender. Substance use treatment organizations are recommended to consider differential employee perspectives to inform modifications for DEI initiatives.