The prevalence and the negative impact of substance abuse in the workplace is profound. Warning signs of substance abuse are usually observable, and by recognizing the behaviors, employers can actively respond. Legal obligations relative to employees with addictions and implementing a substance abuse policy can be challenging to navigate. In an environment with increasingly legalized marijuana and an exploding prescription opioid epidemic, employers must face the reality of an increase in substance abuse. But how big of a problem is drug and alcohol use in the workplace?
The prevalence and the negative impact of substance abuse in the workplace is profound. Warning signs of substance abuse are usually observable, and by recognizing the behaviors, employers can actively respond. Legal obligations relative to employees with addictions and implementing a substance abuse policy can be challenging to navigate. In an environment with increasingly legalized marijuana and an exploding prescription opioid epidemic, employers must face the reality of an increase in substance abuse. But how big of a problem is drug and alcohol use in the workplace?
The federal Substance Abuse and Mental Health Services Administration (SAMHSA) reports that 68.9% of the estimated 22.4 million drug users over the age of 18 are employed full or part-time. The National Survey on Drug Use and Health found an average of 8.7% of full-time workers ages 18 to 64 heavily used alcohol in the past 30 days, and 8.6% used illegal drugs. An additional and 9.5% were dependent on or abused alcohol or drugs in the past year.
The federal Substance Abuse and Mental Health Services Administration (SAMHSA) reports that 68.9% of the estimated 22.4 million drug users over the age of 18 are employed full or part-time. The National Survey on Drug Use and Health found an average of 8.7% of full-time workers ages 18 to 64 heavily used alcohol in the past 30 days, and 8.6% used illegal drugs. An additional and 9.5% were dependent on or abused alcohol or drugs in the past year.
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Assisting even some workers with SUD can positively affect business and potentially saves serious sums of money for employers. The problem is not limited to on-the-job consumption, and individuals who never use drugs and alcohol while working can negatively impact the workplace.
Retired U.S. Army Gen. Barry R. McCaffrey, former director of the White House Office of National Drug Control Policy, said the drugs in the workplace results in about $200 billion in lost productivity annually.
Assisting even some workers with SUD can positively affect business and potentially saves serious sums of money for employers. The problem is not limited to on-the-job consumption, and individuals who never use drugs and alcohol while working can negatively impact the workplace.
Retired U.S. Army Gen. Barry R. McCaffrey, former director of the White House Office of National Drug Control Policy, said the drugs in the workplace results in about $200 billion in lost productivity annually.
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| Industry | Any SUD | Alcohol Use Disorder | Illicit Drug Use Disorder |
|---|---|---|---|
| Entertainment and food | 15% | 12% | 6% |
| Construction | 15% | 12% | 4% |
| Retail | 10% | 8% | 3% |
| Finance, Insurance, Real Estate | 9% | 8% | 2% |
| Education, Health, Social Services | 6% | 5% | 2% |
| Average of all industries | 9% | 8% | 3% |
Our clients have ample resources for effective substance abuse treatment that addresses their individual needs. To learn more about our LGBTQ-specific addiction treatment center, contact us today.
Given the negative impact in the workplace on safety, productivity, and financial costs, HR professionals can and should address the issue by implementing a substance abuse policy. Learning to identify the warning signs of substance abuse, HR teams can guide employees who exhibit signs to safe and effective treatment centers.
Many substance abusers don’t seek help because they are unwilling to accept that their use has become problematic. Because denial is a powerful coping mechanism, employees may reject the idea that substance use problems exist or that the addictions have become apparent to others. Some substance abusers may distrust assurances of confidentiality by treatment centers, employee assistance programs (EAPs), and HR departments. Many addicts, especially those with professional, white-collar jobs, are sensitive to the stigma associated with the label, an addict or an alcoholic.
Supervisors and managers often fail to act because they have not received training to identify possible warning signs of addiction. Frequently, they only recognize the symptoms until after failed an accident, failed or missed drug tests, or an embarrassing incident. HR leaders must play an important role when managing employees with substance abuse problems.
Given the negative impact in the workplace on safety, productivity, and financial costs, HR professionals can and should address the issue by implementing a substance abuse policy. Learning to identify the warning signs of substance abuse, HR teams can guide employees who exhibit signs to safe and effective treatment centers.
Many substance abusers don’t seek help because they are unwilling to accept that their use has become problematic. Because denial is a powerful coping mechanism, employees may reject the idea that substance use problems exist or that the addictions have become apparent to others. Some substance abusers may distrust assurances of confidentiality by treatment centers, employee assistance programs (EAPs), and HR departments. Many addicts, especially those with professional, white-collar jobs, are sensitive to the stigma associated with the label, an addict or an alcoholic.
Supervisors and managers often fail to act because they have not received training to identify possible warning signs of addiction. Frequently, they only recognize the symptoms until after failed an accident, failed or missed drug tests, or an embarrassing incident. HR leaders must play an important role when managing employees with substance abuse problems.
The U.S. Department of Labor recommends all employers have a written workplace policy that is shared with all employees during the onboarding process that clearly states expectations and rules regarding alcohol and drug use.
Most employers have several options for dealing with employees with alcohol or drug problems. However, some collective bargaining agreements or the U.S. Department of Transportation’s rules for employees in safety-sensitive positions may mandate specific requirements. There may be particular requirements, such as the terms of collective bargaining agreements or the U.S. Department of Transportation’s rules for employees in safety-sensitive positions. More information and guidance on those topics can found here: What are the requirements for drug testing commercial vehicle operators and employees who drive as part of the job?
Employers who do $100,000 worth of business with the federal government or receive federal grants of any amount are required to comply with the Drug-Free Workplace Act. At a bare minimum, said employers are required to have a drug awareness program.
The U.S. Department of Labor recommends all employers have a written workplace policy that is shared with all employees during the onboarding process that clearly states expectations and rules regarding alcohol and drug use.
Most employers have several options for dealing with employees with alcohol or drug problems. However, some collective bargaining agreements or the U.S. Department of Transportation’s rules for employees in safety-sensitive positions may mandate specific requirements. There may be particular requirements, such as the terms of collective bargaining agreements or the U.S. Department of Transportation’s rules for employees in safety-sensitive positions. More information and guidance on those topics can found here: What are the requirements for drug testing commercial vehicle operators and employees who drive as part of the job?
Employers who do $100,000 worth of business with the federal government or receive federal grants of any amount are required to comply with the Drug-Free Workplace Act. At a bare minimum, said employers are required to have a drug awareness program.
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The list below outlines behavioral characteristics that may be present with substance use. They are not always indicative of a substance use problem are general warning signs to watch out for. They do not always indicate a substance abuse problem, but they may warrant further observation.
The list below outlines behavioral characteristics that may be present with substance use. They are not always indicative of a substance use problem are general warning signs to watch out for. They do not always indicate a substance abuse problem, but they may warrant further observation.
AspenRidge Recovery has experience treating individuals from all socioeconomic and employment backgrounds. We also offer a host of programs to serve individuals with vastly different needs. We can also provide additional information on substance abuse in the workplace and ways to mitigate challenges and risks.
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Because drug and alcohol addiction doesn’t discriminate, it can affect anyone at any time, including working professionals. About 15 million professionals are working with a substance use disorder, and only one in ten seek treatment. Often standard inpatient residential rehab isn’t practical long-term. Few individuals have the luxury to walk away from their work for several months, even if they need and want treatment. This is where AspenRidge Recovery’s Professional Intensive Outpatient Program (PIOP) can play a role. Only located at our Fort Collins treatment facility, our PIOP is innovative, offering customized treatment for working adults.
While similar to many intensive outpatient programs where individuals get the treatment they need, our PIOP focuses on helping working adults with their unique issues. Drugs or alcohol don’t have to damage your work or home life any longer. Recovery is possible through treatment explicitly crafted to the needs of working professionals
Because drug and alcohol addiction doesn’t discriminate, it can affect anyone at any time, including working professionals. About 15 million professionals are working with a substance use disorder, and only one in ten seek treatment. Often standard inpatient residential rehab isn’t practical long-term. Few individuals have the luxury to walk away from their work for several months, even if they need and want treatment. This is where AspenRidge Recovery’s Professional Intensive Outpatient Program (PIOP) can play a role. Only located at our Fort Collins treatment facility, our PIOP is innovative, offering customized treatment for working adults.
While similar to many intensive outpatient programs where individuals get the treatment they need, our PIOP focuses on helping working adults with their unique issues. Drugs or alcohol don’t have to damage your work or home life any longer. Recovery is possible through treatment explicitly crafted to the needs of working professionals
While typical residential treatment for substance use disorder, mental health issues, or trauma can last anywhere from 30 to 90 days, intensive outpatient treatment allows clients to remain active in their daily life. Our Intensive Outpatient treatment for working adults delivers the same quality of care with sessions in the evenings so individuals can both work and receive treatment. AspenRidge’s professional intensive outpatient program (PIOP) is a 12-week program that includes individual, group and family therapy. Topics of discussion will focus on those pertinent to the lives of working adults and broader therapeutic concerns.
While typical residential treatment for substance use disorder, mental health issues, or trauma can last anywhere from 30 to 90 days, intensive outpatient treatment allows clients to remain active in their daily life. Our Intensive Outpatient treatment for working adults delivers the same quality of care with sessions in the evenings so individuals can both work and receive treatment. AspenRidge’s professional intensive outpatient program (PIOP) is a 12-week program that includes individual, group and family therapy. Topics of discussion will focus on those pertinent to the lives of working adults and broader therapeutic concerns.
Contact our drug and alcohol rehab center today to talk to our admissions team
We’ve designed PIOP to create a supportive therapeutic environment, specifically catering to the working professional experience. Within drug and alcohol treatment, patients form a stable and dependable foundation for their recovery. Doing so involves learning new techniques to handle stress, maintain work-life balance, navigating always shifting social norms, and rebuilding trust with partners and family damaged during substance abuse. Working through these issues allows patients to return all aspects of their personal and professional lives to a healthy, fulfilling state. No matter your addiction or mental health issue, our professional intensive outpatient program can help you heal.
We’ve designed PIOP to create a supportive therapeutic environment, specifically catering to the working professional experience. Within drug and alcohol treatment, patients form a stable and dependable foundation for their recovery. Doing so involves learning new techniques to handle stress, maintain work-life balance, navigating always shifting social norms, and rebuilding trust with partners and family damaged during substance abuse. Working through these issues allows patients to return all aspects of their personal and professional lives to a healthy, fulfilling state. No matter your addiction or mental health issue, our professional intensive outpatient program can help you heal.
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A community intensive outpatient program is a six to a twelve-week intensive outpatient program. This option is ideal if you are transitioning from a residential treatment program or a partial hospitalization program.
A community intensive outpatient program is a six to a twelve-week intensive outpatient program. This option is ideal if you are transitioning from a residential treatment program or a partial hospitalization program.
We offer our community intensive outpatient program at all three of our AspenRidge Recovery locations in Lakewood, Lone Tree, and Fort Collins. These substance abuse treatment facilities are exceptional choices for anyone suffering from addiction. Our passion is to help make sobriety an integral part of daily life.
We offer our community intensive outpatient program at all three of our AspenRidge Recovery locations in Lakewood, Lone Tree, and Fort Collins. These substance abuse treatment facilities are exceptional choices for anyone suffering from addiction. Our passion is to help make sobriety an integral part of daily life.
We can help develop coping skills during one or more of our addiction therapy programs. These therapy programs may include:
We can help develop coping skills during one or more of our addiction therapy programs. These therapy programs may include:
These therapy options can be part of individualized treatment. As part of our addiction treatment programs, we also offer dual diagnosis treatment in our community intensive outpatient program. Mental illness and addiction often appear together. Sometimes addiction causes mental illness. Other times mental illness causes addiction. In both cases, it is critical to get treatment for both disorders at the same time. That is where a dual diagnosis program can be helpful. Dual diagnosis programs allow us to treat these problems simultaneously for those who suffer from both an addiction and a mental illness.
These therapy options can be part of individualized treatment. As part of our addiction treatment programs, we also offer dual diagnosis treatment in our community intensive outpatient program. Mental illness and addiction often appear together. Sometimes addiction causes mental illness. Other times mental illness causes addiction. In both cases, it is critical to get treatment for both disorders at the same time. That is where a dual diagnosis program can be helpful. Dual diagnosis programs allow us to treat these problems simultaneously for those who suffer from both an addiction and a mental illness.
An employer’s actions related to employees who use or abuse alcohol or drug and or who are recovering from substance abuse may be subject to federal laws and regulations. Chiefly among those laws is the Americans with Disabilities Act of 1990 (ADA).
The ADA protects individuals with disabilities from discrimination in employment discrimination. According to the EEOC Technical Assistance Manual, Title I of the ADA, “A person who currently uses alcohol is not automatically denied protection simply because of alcohol use. An alcoholic is a person with a disability under the ADA and may be entitled to consideration of accommodation if s/he is qualified to perform the essential functions of a job. However, an employer may discipline, discharge or deny employment to an alcoholic whose use of alcohol adversely affects job performance or conduct to the extent that s/he is not ‘qualified.’”
The use of illegal drugs is not protected under the ADA, but people in recovery are. According to the EEOC’s Technical Assistance Manual, “Persons addicted to drugs, but who are no longer using drugs illegally and are receiving treatment for drug addiction or who have been rehabilitated successfully, are protected by the ADA from discrimination on the basis of past drug addiction.” However, a drug test that shows that the employee is using an illegal substance constitutes “using drugs illegally” and therefore bars the employee from ADA protections.
The ADA states that employers can prohibit the use of drugs and alcohol in the workplace and require that employees not be under the influence of alcohol or drugs. Employers can hold employees who are alcoholics or drug addicts to the same performance standards that apply to other employees.
State laws may also direct employer policies and procedures, and it’s essential to check rules applying your state.
An employer’s actions related to employees who use or abuse alcohol or drug and or who are recovering from substance abuse may be subject to federal laws and regulations. Chiefly among those laws is the Americans with Disabilities Act of 1990 (ADA).
The ADA protects individuals with disabilities from discrimination in employment discrimination. According to the EEOC Technical Assistance Manual, Title I of the ADA, “A person who currently uses alcohol is not automatically denied protection simply because of alcohol use. An alcoholic is a person with a disability under the ADA and may be entitled to consideration of accommodation if s/he is qualified to perform the essential functions of a job. However, an employer may discipline, discharge or deny employment to an alcoholic whose use of alcohol adversely affects job performance or conduct to the extent that s/he is not ‘qualified.’”
The use of illegal drugs is not protected under the ADA, but people in recovery are. According to the EEOC’s Technical Assistance Manual, “Persons addicted to drugs, but who are no longer using drugs illegally and are receiving treatment for drug addiction or who have been rehabilitated successfully, are protected by the ADA from discrimination on the basis of past drug addiction.” However, a drug test that shows that the employee is using an illegal substance constitutes “using drugs illegally” and therefore bars the employee from ADA protections.
The ADA states that employers can prohibit the use of drugs and alcohol in the workplace and require that employees not be under the influence of alcohol or drugs. Employers can hold employees who are alcoholics or drug addicts to the same performance standards that apply to other employees.
State laws may also direct employer policies and procedures, and it’s essential to check rules applying your state.
In addition to illicit drugs, prescription medications can also affect the ability to work safely. Nonetheless, employers are prohibited from discriminating against these individuals in their hiring and firing practices if the medications are for legitimate medical reasons. Such discrimination could be a violation of the ADA.
The ADA also prohibits employers from asking related questions unless they are job-related and consistent with business necessity. Employers can not have one, all-encompassing policy requiring employees to disclose prescription drug use.
In addition to illicit drugs, prescription medications can also affect the ability to work safely. Nonetheless, employers are prohibited from discriminating against these individuals in their hiring and firing practices if the medications are for legitimate medical reasons. Such discrimination could be a violation of the ADA.
The ADA also prohibits employers from asking related questions unless they are job-related and consistent with business necessity. Employers can not have one, all-encompassing policy requiring employees to disclose prescription drug use.
We can help develop coping skills during one or more of our addiction therapy programs. These therapy programs may include:
We can help develop coping skills during one or more of our addiction therapy programs. These therapy programs may include:
AspenRidge is focused on providing the best care possible. This does include working with patients and their families to offer the best possible outcome. As part of the services received at AspenRidge, each patient will be provided the ability to speak with specialists about insurance and other financial responsibilities. It is encouraged for prospective individuals to contact AspenRidge and their employer should they feel comfortable discussing their rehabilitative services. AspenRidge is dedicated and is legally obligated to follow all Health Insurance Portability and Accountability Act (HIPAA) requirements. Confidentiality will be maintained at AspenRidge.
Further information for treatment programs can be found on our website or by giving AspenRidge Recovery Centers a call directly 24/7 is also available by phone at (855) 281-5588.
AspenRidge is focused on providing the best care possible. This does include working with patients and their families to offer the best possible outcome. As part of the services received at AspenRidge, each patient will be provided the ability to speak with specialists about insurance and other financial responsibilities. It is encouraged for prospective individuals to contact AspenRidge and their employer should they feel comfortable discussing their rehabilitative services. AspenRidge is dedicated and is legally obligated to follow all Health Insurance Portability and Accountability Act (HIPAA) requirements. Confidentiality will be maintained at AspenRidge.
Further information for treatment programs can be found on our website or by giving AspenRidge Recovery Centers a call directly 24/7 is also available by phone at (855) 281-5588.
Our addiction specialists are here to help 24/7. Give us a call and we can help find the right treatment program for you or your loved one – even if it’s not ours! We are here to help.
Originally from Boca Raton, Florida, Danny moved to Denver to study at the University of Colorado and earned a master’s degree in counseling. Danny spent the first nine years of his career working in youth residential treatment. After managing that program for six years, Danny moved to AspenRidge and now leads the clinical team.
Danny specializes in brainspotting and reality therapy. He describes his area of expertise as treating substance use disorders, compulsive behaviors, and co-occurring mood disorders such as depression and anxiety that may travel with a substance use disorder. Danny has extensive experience in effectively treating incidental and complex trauma. He further describes his approach as science-driven, constantly reviewing the latest literature and theory. Danny ensures he has as many techniques as possible to help people improve their well-being and achieve their goals. Outside of work, he divides his time between family, basketball, and rock climbing. If Danny won the lottery, he’d start a tech company focusing on deep learning to support people in coping strategies. And, you know, keep working here.
Originally from Chino Hills, California, Chanel began her education at Gonzaga University, majoring in Psychology and minoring in Philosophy. She continued her education at the University of Denver and earned a master’s in clinical mental health counseling. Chanel completed internships at AspenRidge during her studies and eventually joined the team as a full-time primary clinician.
Chanel describes herself as a humanistic therapist focused on building rapport and trust. She knows that when both of those are realized, they can accomplish each client’s unique goals together. She specializes in mood and personality disorders as they relate to addiction and is passionate about healing trauma by way of brainspotting and other trauma therapy methods. She has a goal to visit every state capitol and has been to 29 so far! If she won the lottery tomorrow, Chanel said she start a bookstore with a bakery inside for guests to enjoy their favorite books with an excellent coffee and dessert.
Karlie is originally from Dayton, Ohio, and began her education in psychology at the University of Cincinnati. She participated in research studying ADHD in children, mindfulness and anxiety, and embodied cognition. After completing her bachelor’s degree, she continued her education at the University of Denver and earned a master’s in clinical mental health counseling with a side specialization in addiction. During grad school, she treated clients involved in the legal system as well as at a detox facility. After graduating, Karlie gained experience working in a residential program for eating disorders and a private practice before joining the AspenRidge team.
In her time here, Karlie trained as a clinical supervisor and an Acudetox therapist. She has a passion for working with clients to help them develop a more profound sense of identity to navigate depressive and anxious symptoms. She’s passionate about working with clients to work through trauma and improve mental stability. In her personal life, Karlie likes reading sci-fi and fantasy and going to Marvel movies. She enjoys playing board games and having home karaoke nights with her friends. Karlie says the best advice ever received is to not fall in love with potential. Fall in love with what is, then work to grow from there.
Jill is a Colorado native who received a master’s in clinical psychology with an emphasis on women’s studies from the University of Houston. Jill has worked in several inpatient and outpatient centers, treating clients in all levels of care in both individual and group settings.
She is a trauma-informed clinician who prioritizes the relationship between clinician and client. Addiction impacted her own family and influenced her compassionate and empathetic relationship with clients. She believes in healing the whole person in a safe and supportive environment. Jill enjoys spending time outdoors with her family, friends, and pets when she is not in the office. She spends most weekends in the mountains hiking, fishing, 4-wheeling, and camping. Jill is an avid photographer and particularly enjoys Colorado sunsets. If she won the lottery tomorrow, Jill would create a pet sanctuary where the community would unite. And, you know, keep working here.
Hailing from Boulder County, Courtney embarked on her academic journey by earning a bachelor’s degree in psychology. She furthered her education by completing a master’s of science in clinical mental health counseling from Capella University. Additionally, Courtney obtained certificates in Alcohol and Drug Studies and is certified in Branspotting, a clinical treatment technique aiding individuals in processing trauma.
Courtney’s professional experience in substance use treatment began in a holistic residential treatment center. Since then, she has worked across various settings including outpatient, inpatient, and community corrections programs.
Describing her therapeutic approach as evidence-based, Courtney champions a humanistic or person-centered approach as the ideal foundation. She integrates her expertise in Cognitive Behavioral Therapy (CBT), Acceptance and Commitment Therapy (ACT), and mindfulness-based practices to tailor interventions according to each client’s distinct needs.
Beyond her clinical practice at AspenRidge, Courtney finds solace in outdoor activities, sports, reading, and cherishing quality time with her family and beloved dog.
Justin was born and raised in Fort Collins, Colorado, where he began his clinical education at Colorado State University. He received his bachelor’s in health and exercise science with a concentration in sports medicine and eventually earned a master’s of psychology in addiction counseling. During his time as a therapist, Justin has worked in a residential addiction treatment facility, private practice, and outpatient settings.
Justin’s goal as a clinician is to help clients rediscover their own sense of agency over their lives. He knows therapy is a sacred process, and treatment is rarely as simple as finding the solution to one’s problems. Justin meets clients where they are and aims to help people learn to cultivate self-compassion, presence, and curiosity toward their pain. When he is not working with clients at AspenRidge, Justin plays basketball and disc golf, noodles on the guitar, and spends time with his wife and family. Justin says if he invented a holiday, it would definitely involve cookies, ice cream, and all sorts of sweet things.
Originally from Southern California and later the Hudson Valley area of New York, Brionna pursued her Bachelor’s degree in Psychology at the State University of New York at Oswego and completed her master’s in addiction counseling at Colorado State University.
Specializing in Compulsive Hoarding and Behavior Addictions, Brionna guides clients towards healthier relationships and boundaries. Additionally, she is trained in Brainspotting, offering a unique approach to trauma-informed care. Brionna’s therapeutic approach blends Cognitive Behavioral Therapy (CBT) and Dialectical Behavior Therapy (DBT), empowering clients to challenge negative thinking patterns and manage intense emotions through mindfulness practices.
Outside of work, Brionna finds solace in arts and crafts, particularly crocheting and creative writing. She cherishes quiet moments with a good book, her two beloved cats, and the tranquility of nature’s walking trails.
Kathleen was born and raised in Denver, Colorado, but spent half of her life in California. She holds a master’s in clinical psychology with an emphasis on marriage and family therapy. Additionally, she has a master’s in holistic wellness and is trained in EMDR therapy for both in-person and virtual settings. Kathleen has more than 15 years of experience treating people who have a substance use disorder.
She typically works with people interested in taking a holistic approach to treating their addictions. This will include healthy eating, movement, meditation, mindfulness and spirituality. Outside of work, she’s a devotee of Krishna, and her friends call her Karunya Shakti, which means compassionate energy. She enjoys singing and dancing in kirtan and reading ancient Vedic literature like the Bhagavad Gita and the Srimad Bhagavatam. If she weren’t so damn good at her job, she says she would probably be an electrical engineer.
A Denver native and lifelong Colorado resident, Megan embarked on her academic journey at the University of Northern Colorado. There, she earned dual bachelor’s degrees before pursuing a master’s degree in psychology. During her academic years, she dedicated herself to assisting refugees fleeing war and violence in their home countries.
Megan’s therapeutic approach is multifaceted, drawing from narrative, feminist, and existential therapy modalities. By employing these frameworks, Megan empowers her clients to confront their realities and comprehend the tangible impact of systemic factors on their lives.
Outside of her professional endeavors, Megan finds joy in the company of her partner and pets. She relishes spending time with friends, experimenting with new recipes in the kitchen, and exploring the great outdoors during milder weather.
Christy Schuett, originally from Aberdeen, South Dakota, holds a master’s degree in counseling from Northern State University. Her journey began with crisis intervention for families, evolving into roles in community counseling, corrections, and residential facilities. Christy’s worked inthe field for more than 30 years.
Specializing in diverse mental health challenges, including depression, addiction, and trauma, Christy embraces a person-centered approach. She tailors interventions to individual needs, drawing from modalities like mindfulness, DBT, CBT, and EMDR.
Outside of work, Christy finds solace in nature, enjoying activities like gardening and mountain biking, alongside cherished moments with her family and dogs. If she weren’t excelling in her current role, Christy would likely champion environmental activism, advocating for nature’s preservation.
Originally from Center Point, Iowa, Darcie pursued her academic journey at Walden University, earning a Bachelor of Science in Psychology. She then relocated to Alamosa, Colorado, where she obtained a master’s degree from Adams State University.
Describing her approach as eclectic, Darcie seamlessly combines person-centered and evidence-based practices. Drawing from her background in local improv groups, she infuses sessions with laughter and humor, fostering a non-judgmental space for clients. Darcie believes in collaborating with her clients, tailoring interventions to suit their individual needs.
Her expertise encompasses group and individual work, with a particular focus on trauma. Darcie finds fulfillment in working with the LGBTQ+ population, leveraging her skills to support and empower. The best piece of advice she’s ever heard is to never take advice from someone who does not have what you are seeking.
Originally from Nashville, TN, Jordan moved to Colorado with her family at age five. She has worked in behavioral health since graduating with her bachelor’s degree in 2019. Jordan developed her clinical approach in various inpatient, hospital, outpatient, and private practice settings. Jordan continued her studies and earned a master’s in clinical and mental health counseling. Between post-graduate work and additional training courses, she honed her skills in treating first responders and military personnel from a trauma-informed perspective. In 2023, Jordan joined the clinical team at AspenRidge Recovery. Jordan describes her approach as eclectic but most beneficial and includes a combination of cognitive behavioral therapy, solution-focused therapy, emotion-focused therapy, and family-oriented practices.
Outside AspenRidge, Jordan enjoys rock climbing, snowboarding, and playing volleyball and soccer. She believes she was probably a rodeo queen in another life and recharges by spending time with friends and family.