FEATURE DIG DEEPER
Adriana Aleksandrova, consultant for Healthscreen, explains why we need to rethink our approach to handling addiction in the workplace.
The recent global pandemic and subsequent cost- of-living crisis have created a perfect storm for rising substance use and misuse. Addiction is an issue that continues to plague workplaces across the country, affecting thousands of employees. With 60% of employers reporting issues with alcohol misuse, while 27% cite drug misuse as a problem, it is clear that the insidious nature of addiction not only impacts an individual's health and wellbeing but also their job performance, leading to absenteeism, accidents, decreased productivity levels, and a higher risk of inappropriate behaviour. As addiction-related issues continue to fester in the workplace, this can lead to an unhealthy work environment that can negatively affect all employees.
It's imperative that employers re-evaluate their approach to addiction in the workplace. Merely addressing the surface-level symptoms of addiction won't suffice. What's needed is a deeper understanding of the underlying causes, along with effective strategies to manage and prevent addiction. Employers have a responsibility to support the members of their teams who are struggling with addiction and to create a work environment that places a high value on employee wellbeing and productivity. It's time for organisations to take action and create a safer, more supportive work culture that fosters recovery and growth.
NEGATIVE IMPACT Substance abuse and addiction can have a significant impact on both employees and businesses. According to research, alcohol and drug abuse costs UK employers an estimated £7.3bn each year, with lost productivity accounting for £6.4bn of this figure. It has also been reported that employees with addiction issues are absent from work for an average of two to three weeks longer per year than their colleagues.
The impact of addiction is not limited to the individual employee; it can also affect colleagues and managers, leading to tension and conflict in the workplace, thus extending beyond the individual level to the entire organisation. It can create a ripple effect that permeates throughout the company, ultimately leading to overall decreased productivity, increased absences, and higher healthcare costs. Moreover, substance abuse can also lead to accidents and injuries, which can have severe consequences not only for the affected employee but also for the organisation as a whole.
Businesses must recognise that addiction is a workplace issue as much as it is a social or a personal issue. By creating a supportive work environment, employers can foster recovery and growth, and ensure the wellbeing and productivity of their employees.
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SURFACE-LEVEL SYMPTOM TREATMENT Many employers often rely on a surface-level approach to address addiction-related issues in the workplace. This typically involves addressing the visible symptoms of addiction, such as tardiness, non-attendance, or poor work performance, rather than its root causes.
To try and manage the issue, employers often resort to punitive measures, such as disciplinary actions or termination. However, this approach often fails to address the underlying causes of addiction, such as mental health issues or environmental stressors, and can exacerbate the problem by causing additional stress and shame for the employee.
Additionally, this approach can reinforce the stigma surrounding addiction and discourage employees from seeking help or disclosing their struggles with addiction. It can also lead to a culture of fear and mistrust in the workplace, where employees feel unsupported and are reluctant to speak out about their experiences.
It's important for directors and managers to recognise that addiction is a complex issue that requires a more holistic and compassionate approach. By focusing solely on the surface-level symptoms, they are missing an opportunity to address the root causes of addiction and to provide support for their employees in a meaningful way that can be beneficial both to the affected individuals and the businesses that employ them.
STIGMA AND LACK OF SUPPORT One of the biggest barriers to addressing addiction in the workplace is the stigma surrounding it. In the UK, a survey conducted by Action on Addiction found that 75% of people with addiction problems felt stigmatised and unsupported by their employer. This stigma can prevent employees from seeking help and can make it difficult for employers to provide support.
Moreover, employers in the UK may not have the resources or training to recognise and address addiction-related issues. According to a survey conducted by the Chartered Institute of Personnel and Development, approximately 77% of organisations (three-quarters) have a drug and/or alcohol policy implemented, with around half (51%) claiming they have a disciplinary procedure for managing substance use and misuse issues. However, significantly fewer provide employees with information about sources of support for drug and/or alcohol related problems (33%). Furthermore, only 30% provide guidance to managers on how to deal with disclosure and signpost to support, and just 27% give information to employees about disclosing a problem with substance misuse or abuse. This data clearly indicates that drug and alcohol misuse is not being adequately addressed in the workplace through support and training.
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