It’s a worrying thought, that these figures may be just the tip of the iceberg. It is common sense that few individuals will admit illegal or socially unacceptable activities to their employer and many are adept at covering up both the incidence and effects of their abuse.
How difficult is it to recognise substance abuse?
It can be very difficult, and sometimes colleagues will conspire to hide someone’s problem, fearing that telling the boss will result in the offender’s instant dismissal.
Also, because alcohol is not illegal, some levels of abuse may not be recognised as a problem. Some employers may even require staff to “entertain” clients by joining them for boozy lunches or nights on the town.
Is there any surefire way to detect abuse?
About 10% of employers use pre-employment screening to check for signs of abuse and 5% carry out random testing. Both methods can be expensive, but this is a reasonable option for employers responsible for public safety, such as train operators, and it enables them to comply with health and safety requirements.
Most employers have to learn to spot the symptoms of abuse. Signs could include persistent lateness, recurring illness, out-of-character behaviour or relationship problems.
Is there such a thing as a typical abuser?
Employers should be wary of stereotyping people with drug or alcohol problems. The image of drug-takers existing on the edges of society is far from the truth. Many drug abusers have jobs and may be quite successful.
Drug abuse in the workforce is up 3% to 18% and alcohol abuse has leaped 11% to 46% in the past two years. This may be the tip of the iceberg
Even more alcohol abusers are in work – in fact, your job can be positively related to instances of abuse – some of the highest consumers of alcohol are bar staff.
Stress can also be a contributory factor. Although not everyone reacts to stress by hitting the bottle or snorting cocaine, research shows that professionals such as doctors and others in high-stress environments display a higher-than-average propensity to substance abuse.
How can firms tackle abuse?
Because social drinking is part of the culture at some companies, it is important to make sure employees know what is and what is not acceptable, and how they will be dealt with if their abuse comes to the notice of employers. Organisations also need to develop systematic procedures to deal with abuse before anyone’s safety is at risk. On a construction site, for example, there should be clear rules posted that no drinking is allowed during the course of the working day.
To avoid employees covering up for a colleague, companies should reassure staff that they are prepared to be fair. Workmates may be more likely to report problems if they know that an abuser will be directed toward help rather than the dole queue.
So what options do firms have if they discover an employee has a problem?
Dismissal can be costly, particularly if a significant amount has been invested in the individual’s training and career development.
If the abuser is in a high-risk occupation, the only alternative may be to find the employee suitable work elsewhere. The other option is to require the employee to commit to a counselling programme. Give them a second chance and they may repay you by becoming loyal and valuable to the business.
