Addiction Prevention Plan at Saipa Azin Company

The geographic expansion of cities, population growth, and the resulting rise in social harms have prompted managers of social and industrial centers to take practical and wide-ranging actions to reduce the presence of vulnerable individuals in both living and working environments. One such initiative involves supportive and educational rehabilitation programs targeting social harm.
Vulnerable or at-risk groups, despite having distinct characteristics, also share common traits. This support program categorizes individuals primarily based on these shared traits. Personnel working in these centers—whether as managers, supervisors, social workers, or other roles—must not only be proficient in their academic fields but also equipped with relevant knowledge and awareness to deliver effective and appropriate services to those under their care.
From this perspective, organizing specialized training sessions for staff in such centers is essential. These sessions enhance the capabilities of professional personnel and improve the effectiveness of social work and welfare services provided to other employees. Furthermore, therapeutic support and social work assistance play a significant role in improving the performance of staff affected by social harms.
Ultimately, this initiative aims to reduce the prevalence of social harm within the company—its core objective.

Given the approach of industrial companies toward optimizing resources and increasing productivity, employees often place significant pressure on themselves—driven by economic motivations and the desire to boost income. As a result, the prevalence of social harms, particularly addiction, among staff in such companies is notably high. Work-related stress can lead to depression, psychological disorders, and ultimately addiction, which in turn reduces service quality and overall performance.

Mental health is a state of emotional well-being and social stability in which an individual recognizes their abilities, copes effectively with everyday stress, works productively, and contributes meaningfully to their environment. Industrial companies face intense workplace pressures and frequent stress-inducing experiences, making the social and psychological consequences of work a major threat to employee well-being.
While it may not be possible to eliminate work-related stress entirely, addressing the psychological, physical, and social dimensions of employee health can be a meaningful step toward improving well-being and enhancing hope and quality of life. Therefore, this proposed plan aims to implement supportive programs that promote mental health among staff—both by providing services to them and empowering them to deliver services to others. This dual approach seeks to prevent addiction and support the recovery of those affected.

Addiction Prevention, Mental Health Promotion, and Treatment for Employees of Saipa Azin Company

The goal of treating and promoting mental health among employees in industrial companies is to provide psychosocial support, strengthen self-confidence, improve physical and mental well-being, foster a sense of belonging to the workplace, and establish a supportive social structure for these individuals. From this perspective, psychosocial support not only benefits the employees but also reduces the likelihood of addiction by enhancing mental health—ultimately leading to increased work efficiency.

Key Objectives:

– Raising awareness and disseminating information about addiction within the company
– Improving work efficiency
– Reducing high-risk behaviors
– Enhancing decision-making abilities among staff
– Improving interpersonal relationships between workers, supervisors, and managers
– Strengthening collaboration among core team members and various departments
– Familiarizing staff with effective communication methods for engaging with clients to improve treatment outcomes
– Providing maintenance therapy for individuals unable to quit substance use
– Offering abstinence-based treatment for individuals seeking to quit substance use
– Conducting regular addiction screenings to ensure the health of employees and those in recovery

Implementation Steps for Saipa Azin Personnel:

1. Establish communication with company managers and decision-makers (core team) to assess available resources and needs
2. Present a general framework and educational topics
3. Select appropriate spaces for holding training sessions
4. Conduct educational sessions for the target group based on scientific curricula
5. Administer pre-tests and post-tests in each session to measure knowledge and awareness improvement
6. Form a prevention team
7. Hold separate meetings for core team members to ensure continuity of prevention programs after training ends
8. Deploy a psychologist and counselor on-site if needed
9. Provide maintenance therapy using methadone and buprenorphine
10. Refer individuals seeking abstinence-based treatment to rehabilitation centers (camps)
11. Conduct addiction testing for referred employees

Educational Content Includes:

– Definitions of prevention, addiction, substance abuse, goals and types of prevention
– Understanding narcotics: pharmacology, sociology, and psychology of substance use
– Identifying common mental disorders among individuals with addiction and the role of co-occurring conditions in treatment
– Life skills training
– Biological foundations and aspects of substance use
– Risk and protective factors contributing to substance use (individual, family, community)
– Additional topics to be developed and delivered following needs assessment and curriculum planning

Action Steps:

1. Hold an orientation and briefing session on the addiction prevention program for company managers and decision-makers
2. Present the program’s objectives and educational topics to management
3. Conduct a needs and resource assessment of the target environment for program implementation
4. Submit the operational plan and timeline to relevant management
5. Inform staff to raise awareness about the goals and purpose of workplace prevention programs
6. Administer pre-tests and post-tests during each training session to evaluate learning outcomes
7. Provide group and individual responses to participants’ questions during training sessions
8. Prepare session reports for submission to management at midterm and upon program completion
9. Refer patients for maintenance therapy to the institute’s addiction treatment clinic
10. Refer patients for abstinence-based treatment to the institute’s rehabilitation camp
11. Conduct addiction screening tests for referred staff either at the company or at the institute’s harm reduction center
12. Provide counseling services either at the clinic, harm reduction center, or by deploying a counselor to the company site

Program Timeline Overview

| Month | Activities |

|——-|————|
| Month 1 | Orientation session with company experts (core team) |
| Month 2 | First educational session at centers
First team meeting at centers |
| Month 3 | Second educational session at centers
Second team meeting at centers |
| Month 4 | Third educational session at centers
Third team meeting at centers |
| Month 5 | Fourth educational session at centers
Fourth team meeting at centers |
| Month 6 | Fifth educational session at centers
Fifth team meeting at centers
Program evaluation and performance reporting
Maintenance therapy for referred patients
Abstinence-based treatment for referred patients
Counseling and addiction testing for staff |

Costs Covered by Simaye Sabz Rahayi Institute:

– Fees for instructors and experts
– Transportation for instructors and experts
– Development of the educational program
– Preparation of reports

Costs Covered by the Company (if needed and agreed upon):

– Printing brochures, flyers, and outreach materials
– Venue for training sessions
– Refreshments for training sessions
– Educational and consumable supplies (e.g., whiteboard, projector, stationery)
– Addiction testing: 100,000 IRR per person
– Maintenance therapy with methadone: 1,000,000 IRR per person/month
– Abstinence-based treatment at the institute’s camp: 1,500,000 IRR per person/month
– On-site counselor: 6,000,000 IRR per month
– Daily counseling (rotational): 300,000 IRR per session