Substance Misuse Prevention in the Workplace

The Substance Misuse Prevention program helps management and staff make informed decisions about substance use and the workplace.

A substance is anything taken into the body that changes the way a person thinks, acts or feels. Substances can be legal (alcohol or prescribed and over-the-counter medication) or illicit (marijuana and amphetamines).

What are the issues?

Employees have choices to make every day and some of them will be about substance use. Many people use substances without negative consequences. A certain percentage— for a variety of reasons— will experience difficulties. Studies show that use of substances can affect a worker's judgement, alertness, perception, motor coordination and emotional state. A 2004 Canadian study by the Alcohol Policy Network, stated substance use-related problems cost Ontario workplaces billions of dollars each year. Whether consumed at work or elsewhere, your employees' use of substances can have a significant impact for your workplace.

Statistics and trends

• 2002 study in Alberta shows that
  • 88% of workers have used prescription and over the counter medications in the previous 12 months
  • 11% of employees have consumed alcohol while at work
  • 10% of the workforce are problem drinkers
• 2004 Canadian Addiction Survey shows that
  • 79% of Canadian adults are current drinkers
  • Number of current marijuana users has doubled to 14% since 1994
• CAMH Addiction report shows that 5.6% of drinkers, drink daily

Cost to business

• 2002 Alberta survey described employee problems with alcohol and illicit drugs as factors that cost workplaces an estimated $67 million per year
• The Costs of Substance Abuse report found that productivity loss for substance-related costs amounted to $24.3 billion in Canada for 2002.

Company benefits associated with a Substance Misuse Prevention Program at work

• Improved workplace health & safety
• Reduced incidence of substance use-related injury and illness
• Decreased cost and claims with Workplace Safety and Insurance Board (WSIB)
• Reduced corporate legal liability
• A supportive environment where employees and management have a clear understanding of how the organization deals with substance use in the workplace

Building a Successful Program in Your Workplace

1. Awareness Building
2. Education and Skill Building 
3. Environmental Supports
4. Policy and Guideline Development

Awareness Building

Substance use and misuse can be difficult topics for people to talk openly about. Remember substances include caffeine, prescription and over-the-counter medications and herbal and naturopathic remedies.

Raising awareness about a variety of substances and their potential impact on the job is a necessary first step for workplaces who are interested in preventing or decreasing substance misuse. Simple items such as posters, payroll inserts or e-mail messages can increase awareness in a non-threatening manner. Once people become aware of the issues they may wish to learn more. 

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Education and Skill Building

Once employees are aware of the variety of substances and their potential impact on the job, the next step is to provide education and build their skills. The Substance Misuse Prevention Resources page lists a variety of resources that you can use in this step of health promotion.

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Environmental Support

A workplace that encourages substance misuse prevention awareness and activities provides a benefit to both staff and management. Some environmental risk factors for substance misuse at work include: easy access to substances, workplace culture and social controls, as well as job stress and feelings of alienation. An environment that is supportive on many fronts will assist the efforts of individuals dealing with this issue.

"Workplace Stressors" have been shown to impact employee mental health. Employees have twice the risk of substance abuse when there are high workplace stressors. Employee perceptions of high work demand / low control; high effort / low reward in return; lack of work-life balance and lack of fairness in the workplace greatly influence their mental and physical health. Decreased mental health may lead to issues such as low productivity, low moral and increased absenteeism.

It is important to reduce work-related factors linked to substance use such as:

• high stress
• low job satisfaction
• long hours or irregular shifts
• fatigue
• repetitious duties
• periods of inactivity or boredom
• isolation, remote or irregular supervision
• easy access to substances

If it is possible, provide Employee Assistance Programs (EAP) services for staff. Work with EAPs to help a worker with a substance abuse issue get back into the workforce.

The Alcohol Policy Network Report highlights 3 risk factors thought to increase employee alcohol use and misuse which include:

1. A workplace culture that accepts or encourages drinking…
   as a way to bond with clients and colleagues or to deal with stress. Workplace culture is influenced by factors such as organizational policies and practices; regional, occupational or industry norms; the attitudes, preferences and behaviours of individuals or groups with power and influence; the socioeconomic and ethno-cultural make-up of the workforce; and the promotion and availability of alcohol in the community-at-large
    
   How to address workplace culture:
   • Encourage healthier options for dealing with stress
   • Encourage and support managers and supervisors to reinforce workplace health policies
   • Develop new strategies to bond with clients and colleagues rather than the traditional 'liquid lunch'
      
2. Workplaces where people feel alienated or unsupported…
   either because of the work they do (e.g., boring, isolating, stressful), or the environment in which it is done (e.g., poor working conditions, long periods away from family and friends, tolerance of sexual harassment, verbal/physical aggression, disrespectful behaviour)
    
   How to address workplaces where people feel alienated or unsupported:
   • Explore ways to address work-life balance
   • Include employee input when discussing work
   • Encourage and support supervisors to:
     • give positive feedback to employees
     • use two-way communication (good listeners)
     • focus on output, not hours
     • maintain consistency
     • coach and mentor employees
        
3. Workplaces with poor controls on alcohol consumption…
   due to poor on-the-job supervision (common in shift work); lack of policies on alcohol consumption; impairment, possession, availability; limited awareness or enforcement of existing policies
    
   How to address workplace controls:
   • Be aware of corporate liability
   • Draft and implement policies that address substance use while on the job and for corporate events where alcohol is served
   • Ensure workplace policies are known and enforced

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Policy and Guideline Development

Having a policy to deter or prevent substance misuse is part of a comprehensive healthy workplace program.

An effective policy outlines and communicates corporate expectations. It explains the steps for staff to use when addressing issues of substance misuse and helps them to get assistance that may be needed. Once developed, the policy needs to be reviewed regularly.

Policy Development Resources

Alcohol Policy Network:

• provides a guide to developing a workplace policy
• View sample workplace policies in other sections such as construction, education, manufacturing, public, transportation as well as samples from international workplaces
• Municipal Alcohol Policy: Information for York Region Municipalities to prevent problems related to alcohol service on municipally-owned property or municipally-sponsored events
• Alcohol-Related Responsibility: Policy & Liability Community Resources for Golf Course

Drug Testing

The topic of worksite drug testing can be a controversial one. If your workplace is considering worksite drug testing, ensure it is part of a comprehensive program. It may also be helpful for employers to review the Canadian Human Rights Policies on Alcohol and Drug Testing

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Links

Workplace Resources

Remember you can always consult with York Region's Workplace Wellness Team about needs assessments, action plans, resources and evaluations. There are many resources to help and a workplace wellness representative can assist you develop a comprehensive substance misuse prevention program.

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For more information, please contact
York Region Health Connection at 1 800 361-5653, TTY 1-866-252-9933