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Published on: October 22, 2020
Tobacco Free Hiring at The University of Texas MD Anderson Cancer Center
Jennifer Cofer1, Krithika Srinivasan, MacKenzie Toliver
1From The University of Texas MD Anderson Cancer Center, Houston, Texas (J.C., K.S., S.V., M.M., E.H.); and Oklahoma State University Health Science Center, School of Osteopathy, Tulsa, Oklahoma (M.T.).
Objective:
MD Anderson implemented a tobacco-free hiring policy in 2015 to align with our mission to end cancer. Evidence is scarce on the effectiveness of tobacco-free hiring policies, our goal is to evaluate the impact of this policy.
Methods:
We evaluated program outcomes and conducted a literature review to provide an analysis of ethical and organizational considerations associated with tobacco-free hiring.
Results:
Twenty-nine US states (58%) have smoker-protection laws when hiring. Between 2015 and 2024, 41,797 tobacco screenings were performed prior to hire. Of those, 232 were positive (<1%).
Conclusions:
Our <1% rate of positivity suggests such programs can be successfully implemented with minimal disruption to hiring practices. Tobacco-free hiring can create an environment where employees are less likely to use tobacco and potentially protect employees, patients, and visitors from second or thirdhand smoke exposure.
Insights
MD Anderson Cancer Center
Area of Science:
- Public Health
- Healthcare Administration
- Tobacco Control
Background:
- A tobacco-free hiring policy was implemented in 2015 at MD Anderson Cancer Center (MDACC) to support its mission to end cancer.
- Limited evidence exists on the effectiveness of tobacco-free hiring policies.
- This study evaluates the impact of MDACC's tobacco-free hiring policy.
Purpose of the Study:
- To assess the effectiveness of a tobacco-free hiring policy.
- To analyze ethical and organizational considerations of tobacco-free hiring.
- To determine the impact of tobacco-free hiring on recruitment.
Main Methods:
- Program outcomes were evaluated.
- A literature review was conducted.
- Ethical and organizational considerations were analyzed.
Main Results:
- Between 2015 and 2024, 41,797 tobacco screenings were conducted pre-hire.
- Less than 1% (222) of screenings were positive.
- 29 U.S. states (58%) have laws protecting smokers during hiring.
Conclusions:
- Tobacco-free hiring policies can be implemented successfully with minimal disruption.
- A low positivity rate (<1%) indicates feasibility.
- Such policies may reduce employee tobacco use and protect individuals from secondhand smoke exposure.
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