Regina KambaAddiction in the workplace- How to deal
Have you ever been in a team with a colleague struggling with alcohol addiction?
Have you had to make up for a team member who would show up late at work every Monday or not show up at all?
Have you ever employed someone who would not show up for work for three days after receiving the salary?
In one way or another, we have been affected by addiction at workplace either as a colleague, supervisor or employer.
The workplace provides several opportunities for implementing prevention strategies to reduce the harm done by alcohol, since the majority of adults are employed and spend a significant proportion of their time at work. The workplace can also be a risk factor for harmful alcohol use.
The workplace could influence workers and those who do not drink in the following ways:
- through the perceived physical availability of alcohol at work, including the ease of obtaining it at work and of using it during working hours and breaks (there are those employers who have provided open bar in the workplace canteen);
- through organized and/or employer sponsored/subsidized social activities e.g. Friday drink-ups, happy hours, Christmas party bottomless alcohol, monthly town halls and so on;
- through the organization culture of indulging or perceived approval of drinking or the extent to which a workplace social network work under the influence of alcohol.
Other elements of work that may contribute to the use of alcohol and other substances include; high stress, low job satisfaction, long hours or irregular shifts, fatigue, periods of inactivity, lack of opportunity for promotion, easy access to alcohol and other substances.
When unaddressed, alcohol and other drug use disorders in the workplace are costly and dangerous for organizations, as well as individuals. Over 10% of workplace fatalities involve alcohol.
Beyond detriment to the bottom line of the organization and the health of employees, alcohol and other drug use can affect the attitudes and culture of an organization, lower morale, and decrease motivation, engagement, and trust.
According to WHO alcohol is the leading risk factor for premature mortality and disability among those aged 15 to 49 years, accounting for 10% of all deaths in this age group.
The Kenya National Strategic Plan for the prevention and Control of Non Communicable Diseases (NCD) 2021/22-2025/26 describes harmful use of alcohol as one of the main factors contributing to premature deaths and disability.
Why should a workplace address problematic substance use issues?
Many aspects of the workplace require alertness, and accurate and quick reflexes. An impairment to these qualities can cause accidents, incidents, and interfere with the accuracy and efficiency of work.
What are the costs to a workplace?
Costs to a business may be both direct and indirect. The impact of substance use that have been reported include:
- safety (fatalities, incidents, etc.)
- absenteeism/sick leave/turnover
- loss of production, and
- workplace violence and harassment.
Additional costs can include:
- tardiness/sleeping on the job
- theft to support the addiction
- poor decision making
- loss of efficiency
- lower morale and physical well-being of worker and co-workers
- increased likelihood of having trouble with co-workers or supervisors
- disciplinary procedures
- medical/rehabilitation/employee assistance programs
Signs of workplace drug and alcohol abuse
Some of the most obvious signs include:
- Absenteeism/More frequent personal or sick days. Employees affected by drug or alcohol addiction are likely to frequently show up late to work and take more personal or sick days off. In extreme cases, employees might begin calling out at the last minute or not even showing up at all. Such behavior is a potential sign of addiction, especially if they often take place on Mondays, Fridays, or just after payday.
- Physical and behavioral changes. Abnormal behavior and conduct, whether on or off the job, is another tell-tale sign that an employee may be struggling with drug or alcohol addiction. The physical signs include smelling of alcohol or drugs, extreme fatigue, bloodshot eyes, or slurred speech. When gripped by addiction, a person’s behavior is prone to change and they may avoid social interaction and behave in ways that seem unnatural. They may exhibit decreased personal hygiene, falling asleep while at work, trying to mask substance abuse (e.g. taking breath mints frequently).
- Lack of discipline. Drug and alcohol abuse can make even the best of employees argumentative, short-tempered or quarrelsome. Employees addicted to drugs or alcohol might stop interacting with their coworkers during breaks and typically keep to themselves. They may show rapid mood swings, grumpy and apprehensive in the mornings, after holidays or weekends, and gradually improving over the day some of the week.
- Declining work performance. Poor performance or drastic drops in performance is another indication of drug and alcohol abuse among employees. With their main focus being on their feelings and withdrawal, they are distracted. Naturally they may miss their deadlines or commitments increasingly, and their work, in general, becomes sloppy. They may register increased error rates, including accidents or near misses, impaired coordination or judgment,
What can the workplace do?
In a workplace, it is not the employer’s role to diagnose a person as having a substance use disorder, but to be aware of signs and identify if an employee is impaired; and to take the appropriate steps as per the organization’s policy.
Employers should:
- Establish clear drug-free workplace policies, and create awareness among the employees
- Establish procedures or policies so that help can be provided to those affected in a professional and consistent manner
- Educate themselves and employees on not only identifying the signs and symptoms of alcohol and drug use, but also the necessary steps to take when one suspects that a coworker may need help
- Embed substance use prevention in health and wellness programs/strategies
- Include stress management programs and strategies
- Provide brief interventions, counselling and referral services to employees on substance and alcohol use disorder
- Guarantee confidentiality of employees as part of combating stigma against seeking help
Organizational involvement by employers should be less about punishing employee misconduct, and more focused on finding creative ways to provide education and resources for employees, to support them in seeking out lifesaving treatment for themselves or a loved one.
Taking steps to address addiction is truly an opportunity to humanize the workplace and help reduce suffering and avoid painful, sometimes deadly, consequences.
