Substance AbuseThe prevalence of substance misuse across societies is well documented and reported. Given the rise in the availability in a range of substances it is to be expected that there also may be an increase in the numbers of employees that are involved in their misuse.
The management of substance misuse in the work place is not only an issue of health promotion, although this is a significant area. There are also potential business risks to not addressing the wider issues, for example:
- Decision Making - Quality of decisions taken may be seriously impaired by the effects/after effects of substance/alcohol misuse.
- Health & Safety - There are potential risks to all staff from staff members being in the work place experiencing the effects/after effects of substance/alcohol misuse.
- Team Culture - Groups of people working together do so more productively when the dynamics are positive. Substance misuse can affect negatively the dynamics of a workforce by collusive responses of colleagues, either well meaning or to cover up other unacceptable practices.
- Retention - Replacing key personnel is a lengthy process and recruitment / training costs coupled with the shortage in staffing can amount to large sums for the business.
- Policy Vacuum - Without policies covering the wider issues of substance/alcohol misuse the business may be exposed to external criticism and possibly liable for the actions of its employees. Internally employees will not have had direction to the help sources available or the potential personal consequences of their actions.
- Adverse Publicity - Cases involving senior executives and/or high profile personnel will attract media coverage that will reflect upon the business.
Components - Needs Assessment - Managing substance misuse in the workplace may in itself be an organisational change and as with all business change it will require an analysis/assessment of need. The requirements of different organisations will vary. Organisations employing large numbers of staff operating dangerous machinery or driving vehicles may be very different from an organisation employing staff to operate computers or those making qualitative judgements.
- Policy Development - A written policy states clearly the organisation’s position in regard to substance misuse, the position with regard to employee assistance, and the organisation’s expectations of the employee. A policy forms the base line from which to monitor and manage the change this will create within the organisation, the individual employee, and the impact upon productivity. As with all policies it is important to review regularly the organisation’s substance misuse approach.
It is not sufficient to carry out a needs assessment and develop a policy, although this is the important first stage to a significant organisational change. Businesses will no doubt wish the expense of providing these first two components to be offset by the benefits that would be gained by implementing such a policy. However, policy development alone will not be enough to impact upon the work environment and in order to have an effective policy the following four components should also be considered:
- Employee Education - A drug and alcohol employee education plan is essential in order to raise awareness in all staff of substances being misused, signs of substance misuse, the personal health issues, the business impact and available assistance. This process will assist in breaking any culture of silence relating to misuse issues.
- Supervisor Training - Managers and supervisors can provide valuable support for the introduction of a policy, provided they are trained and feel confident to do so. Their role needs to be clearly set out and they will require some ongoing support and regular update training.
- Employee Support - Organisations will need to develop an employee support programme, which assists an employee with personal problems, including drug/alcohol misuse. This component would be a sign of employer commitment and a source of improved productivity. Organisations themselves do not have to fund treatment services directly. However the provision of resource information and access to treatment will be cost effective.
- Drug Testing - This may be a further component of a work place policy. Drug testing has its place and can be helpful. Drug testing can also be a source of conflict in industrial relations, and can cause anxiety/concern among employers and employees. A successful drug-testing programme will require planning and consultation, consistent application, confidentiality and provisions for appeal.
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