How Can We Support the Peer Recovery Workforce?

Peer recovery support workers, or peers, provide crucial support and offer hope and guidance to individuals recovering from substance use disorders. Unlike many other clinical and social service providers, peers have personal experience navigating pathways of recovery and personal growth from a substance use disorder that they draw on to support their participants. Peers’ lived experiences in recovery allow them to approach participants with empathy. This emotionally intensive role often places peers at increased risk for burnout, which underscores the importance of effective self-care and a recovery-oriented organizational culture. A recovery-oriented organization supports clients, employees, and partners by promoting recovery, personal growth, and a diverse work environment. It supports wellbeing for everyone and avoids stigmatizing peer support specialists and clients. As evidence mounts regarding the helpful impact of peers on individuals in recovery, we must understand how the peer workforce is changing and how we can help peers thrive and provide effective care. 

What is the demand for peer support services?

In 2024, RTI conducted a study on behalf of the New Jersey Prevention Network (NJPN), a key organization that provides training and professional development services to the peer workforce, to understand peers’ work experiences. As part of this project, employers from 23 programs across New Jersey completed surveys regarding their peer workforce. Employer survey responses demonstrate an increasing demand for peer recovery support workers, as ten of the responding programs across New Jersey are actively seeking to hire peer recovery support workers for various services. Five programs reported recently hiring new peer recovery support workers in the last 90 days. 

How do peer support workers experience their work?

In addition to the employer survey, RTI also surveyed 174 peers to understand their work experiences. The survey illuminated risk factors that could reduce the peer workforce: 

• Around one-third of peers reported providing services that indicate a role expansion, including providing case management and navigation services. Ambiguity regarding peers’ scope can create challenges within the care team or organization. Utilizing best practices for peer integration enables the whole team to work more effectively with other recovery professionals.
• One-quarter of peers reported indicators of burnout, which is a common concern in high-demand, emotionally intensive roles like recovery support. Research highlights that burnout among behavioral health professionals can lead to reduced job performance and poorer client outcomes, emphasizing the need for supportive workplace environments and strategies to promote worker well-being.

Peer Experiences of Potential Negative Workforce Factors (N=148 peers)

Despite the presence of these risk factors, our findings show that peers are staying in their jobs. Just six peers (4% of the sample) reported that they intend to leave their peer role in the next 12 months. Employer survey respondents noted only 5 peers (5% of the workforce in participating programs) left their roles in the past 3 months. Our findings highlight several work-related feelings that can support peer retention in the workforce, including job satisfaction, empathy, and meaning.

Peer Experiences of Potential Positive Workforce Factors

How can we support the peer workforce? 

RTI’s peer survey data suggest several ways that employers and other organizations can better support peers: 

• Peer respondents want opportunities to connect with other peers. An overwhelming majority (88%) agreed or strongly agreed they can count on support from their coworkers when needed.
• Peer role confusion can be mitigated by supervisors’ guidance. Peer responses show that peers frequently met with supervisors (24% met daily and 51% met weekly). As with coworkers, most peers (85%) report they can count on support from their supervisors.
• Most peers have been issued state or national certifications signaling their readiness to provide recovery services. However, peer survey responses suggest strong support for additional education, training, and certification. Peers want opportunities to grow in the field and new strategies to support their participants.
• Along with reported indicators of burnout, peer respondents expressed the need for mental health support. Organizations can support the peer workforce by embracing a recovery-oriented organizational culture while integrating peers into their workforce. There are several toolkits promoting best practices for integrating peer support workers in interdisciplinary care teams. 

Where can peer support workers go for support? 

Organizations like NJPN provide training, professional development, and supports to help peers and their employers support the recovery workforce as it continues to grow. For more information about their offerings, visit NJPN.org. For information beyond New Jersey, each state typically has its own Recovery Community Organization (RCO) and workforce development organization for peer training and certification information. There are also a few national organizations including NAADAC, the Association for Addiction Professionals, the National Association of Peer Supporters (NAPS), and the Center for Addiction Recovery Support (CARS). 

Learn more about how RTI's research supports substance use treatment and recovery efforts.