Drug and Alcohol Dependence – managing for productivity and health

In our recent columns we’ve looked at issues such as workplace trauma and managing conflict. This time we’re going to take a look at another of the more challenging workplace management issues – drug and alcohol dependencies.

Substance abuse and dependence can be the cause of absenteeism, accidents, injury, death, poor work quality and costly mistakes, reduced morale, productivity loss, staff turnover, co-worker disputes, property damage and theft.

It is a topic that raises so many questions – not only for those struggling with substance dependence themselves (will I lose my job if I own up?), but also for their colleagues  and their managers (how do I raise this?).

At Seed we’ve three decades worth of experience encountering this issue and it’s become something we’re very comfortable dealing with. All of our drug and alcohol support services are provided through our strategic partnership with Care NZ. Recently we spent some time with Tim Harding, Care NZ CEO, discussion this topic. The remainder of this article retraces some some of the key threads of our conversation.

A health issue…and a financial one

“It’s a health issue, not a moral one,” Tim points out immediately, “and in the workplace it’s now also being seen as a productivity issue.”

“Addiction is about productivity as as well as about health and safety, and workplaces are increasingly turning their attention in this direction.”

While it’s the more sensational substances that get all the press, it’s the two long-standing substances that cause the most damage in our communities: alcohol and tobacco. And it’s the same in the workplace. Alcohol is the more significant cause of absenteeism and poor quality work, but tobacco is still the substance that causes the most health problems for New Zealanders.

How big is the problem?

According to the Alcohol Advisory Council (ALAC) of New Zealand, 80% of New Zealanders say they drink alcohol and 26% of New Zealanders say they smoke. Of those who smoke, 43% of men and 27% of women report using cannabis at some time in their life, and 70% of our youth have tried cannabis by the age of 21). Of course, not everyone who drinks abuses alcohol (only 8% of adults say they drink to get drunk), but local research offers some surprising results.

“Over the course of their lifetime a little over 6% of New Zealanders suffer from substance abuse or dependence at some point in their life,” Tim explains.

New Zealand research in 2002 also found that up to 9% of men and 3% of women 'took an alcoholic drink first thing in the morning' and 32% of men and 16% of women would meet clinical criteria for alcohol abuse or dependence.

“The cost to New Zealand business of drug and alcohol abuse alone is conservatively estimated at $140 million, and that doesn’t take into account its contribution to workplace accidents and injury. In 2002 the cost to New Zealand business of absenteeism from illness and injury was an estimated $3 billion”

“An employee with substance abuse problems can cost between 25 - 50% of their salary through low productivity, sickness and accidents.”

These are not small figures, and add to that the other workplace environmental impacts of poor quality work, reduced concentration and low safety standards and the picture deepens.

“There are a lot of consequences other than just short-term intoxication,” Tim explains. “If people are drinking heavily or using other drugs it affects the workplace. It shows up in absenteeism and moods swings – you’ll have colleagues who are grumpy Monday to Thursday, and then half asleep on Friday because they’ve been out all night on pay day.”

“To say it’s their personal life and not a work issue is simply short-sighted. It’s inevitable – they bring it with them,” Tim adds.

So where do we start…how do we manage this topic in our workplace?

“You have to start with the policies…work out the strategy you want to take based on the scope of the problem in your workplace, but then get a policy in place as soon as possible,” Tim advises.

A drug and alcohol policy outlines clearly the standard of behaviour that’s required to keep the workplace safe, the process that will be followed to address any issues relating to drug and alcohol abuse, and also the support that’s available to employees who need or wish to overcome any addictions. 

“The policy will give you a common reference point and it brings the topic into the workplace discussion proactively in a fairly natural way. Then if you do have to address an issue, it won’t be so out of the blue and there’ll already be some expectations regarding how it will be followed up – this is a much healthier position to manage from.”

“A good policy can also reassure people that your primary concern is supporting their wellbeing and the wellbeing of their colleagues…it’s about  supporting your workplace to grow and develop beyond these issues, not sacking individuals.”

Tim also encourages managers to consult with key staff areas when developing the policy: “As well as seeking relevant expert advice, consult with staff. This will build some ownership across the workplace and prevent it being perceived as another ‘thing’ imposed by an out of touch management team.

Raising the conversation

For many managers the key challenge is in raising the conversation. It needs to be done in a clear but non-judgemental manner.  Again this is where having clearly established policies can really help – keep in mind that an employee’s immediate fear will always be losing their job.

As Tim explains, “Employees do need to understand that there will be consequences for poor performance and any breach of agreed behavioural standards, but we also need to make it clear that this is about working together for everyone’s benefit.

“Employers desire healthy, productive workers and although the reasons are often complex, addiction is never an enjoyable state of affairs for any individual. There are increasing numbers of organisations doing some wonderful things that communicate this very clearly today – offering nutrition support, subsidising gym memberships, free flu vaccines etc.

“Healthier people work better and are happier – they contribute more as employees and family members. It’s in everyone’s interest.”

What help is available?

Supporting managers to raise these conversations and to establish clear policies in advance, with input from staff, is a key part of the help and support that Seed and Care NZ can provide together.

As well as supporting managers to create an environment that promotes health and wellbeing with regard to alcohol and drug dependence, Care NZ offers a broad range of supportive interventions that are proven to help people move beyond their addictions.

Working together Seed and Care NZ can provide full assessment services and a range of tailored interventions including:

    - Proven drug and alcohol abuse programmes - covering prevention, assessment and treatment (both industry-specific and individually tailored)

    - Tailored drug, alcohol and absenteeism programmes

    - Comprehensive reporting standards that include measurement of progress, outcomes and costs

    - Leading edge, research based clinical drug and alcohol counselling

    - Both outpatient and residential services

    - Consultation services to support drug and alcohol policy development

“The quality of the services available to support drug and alcohol dependence has developed greatly in recent years. Today everything we do is evidence based.

“The most dangerous thing in the area of addictions is secrecy…once addictions are out in the open they lose some of their power and people can begin to find support instead of judgement. As that happens our interventions can really make a difference.

“Care NZ is delighted to work collaboratively with Seed – we’re working together to reduce personal damage and the loss of productivity that occurs due to alcohol and drug dependence.  These processes are now proven. They work,” says Tim.

If you would like to learn more about how Seed and Care NZ can support your workplace to manage issues relating to drug and alcohol dependence we’d love to hear from you. Contact us here. 

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