Dealing With Substance Use and Dependence at The Workplace

By Simon Mwangi

The workplace has not been spared the challenge of substance use dependence by employees which has obviously translated to deteriorated performance. The mental, emotional, and behavioral damage that results from drug or alcohol use can affect productivity, morale, and even the safety of other co-workers.

Employers have had to contend with this challenge for a while now and mainly resort to firing the victims. The main motivation for this decision is company turnover, where such individuals are seen as liabilities and with impaired performance are seen as affecting the company bottom line.
It is factual that some jobs are more affected than others. For instance, those in construction, mining, and some service industries have higher rates of alcohol and substance use disorders and medical conditions characterized by an uncontrollable use of alcohol or other substances.

Moreover, several individuals involved in jobs like long-distance truck driving have been observed to have high rates of substance use disorders.  Depending on the profession, factors like loneliness, work stressors and long hours put some individuals at a greater risk for drug and alcohol misuse.
Another factor that can lead to substance use in the workplace includes a workplace culture that supports alcohol use as a normative behavior. While this affects a number of occupations, research indicates that the prevalence of risky drinking seems to take place in male-dominated industries, where the workforce is 70% or more male.

To reduce the negative impact in the workplace in terms of safety, productivity and costs, employers can address substance use dependence through implementation of a workplace substance use policy, by learning the warning signs of possible substance use dependence and by guiding employees who exhibit such signs to obtain help.

Addiction in the workplace is everyone’s problem from the shareholders, board members, top management down to the lowest levels in the organization. Whether one is using substances at work or have a coworker who is, the best step is to get professional treatment. In the right environment, it becomes possible for a person to heal and overcome the damage dependence creates.

The first thing for employer to do is ensure that the workplace is ready for a drug-free policy and program by informing, educating, training, and motivating all stakeholders which includes employees and clients or customers. Preparation extends beyond simply informing employees about a drug-free workplace policy or program. The employer, human resources staff, supervisors, and employees all have a role to play in ensuring that the environment is conducive.

It is critical to ensure that everyone in the workplace understands that a drug-free workplace is more likely to be a safe, healthy, and productive. It is equally important to inform everyone in the workplace about the specifics of the policy and about available strategies and programs that support a drug-free workplace, health, and wellness.

Employees need to be motivated to support the policy and the available strategies and programs that support a drug-free working environment. There is also need to create a shared sense of responsibility for the success of a drug-free workplace policy and the strategies and programs that support it. Finally, this cannot be effective unless there’s developed a process to continually review and update the drug-free workplace policy and the strategies and programs that support a drug-free workplace.

A person in substance use dependence often needs support and guidance. It may be essential to talk to them in private about what is being manifested externally. There are instances where some will outright deny their use of the substance. Others may admit what is happening and may promise to change. These may be genuinely heartfelt promises, but they may be ineffective without help from a professional.
Internal and external support systems through the employer can provide additional resources. Internal supports include human resources departments, unions, security, management, in-house employee assistance programs (EAPs), and internal health and wellness programs. External supports include relationships with outside providers, such as an external EAP vendor, health promotion and wellness providers, substance misuse interventionists and treatment providers and health care professionals.