By Mariana Azcárraga Maybe*
For more than three decades, the International Labor Organization (ILO) has recognized the seriousness of the consumption of addictive substances in the workplace, since it has identified that it is a problem that affects a significant number of workers.
Substances that fall into this group include alcohol, nicotine (including its electronic release presentation), cannabis or THC-containing products, amphetamine-type stimulants and methamphetamine, cocaine and its derivatives, opioids, sedatives, or hypnotics used without medical prescription (clonazepam, alprazolam, etc.), hallucinogens (LSD, psilocybin) and inhalants.
Who is most affected by substance use?
It has been shown that the harmful effects of the consumption of these substances in the workplace and job performance are common at all organizational levels.
Young men have the highest rates of use of all drugs, including alcohol, in all types of jobs. Some specific occupations such as food and beverage service workers, construction and entertainment industry workers, lawyers, doctors, company directors, military personnel, business executives, truck drivers, pilots, and mass production line workers have increased risk for the development of alcohol and drug problems.
What is its impact?
The ILO describes that Substance use is associated with an almost threefold increase in work absenteeism and the cost for disabilities; increases the risk of accidents and staff turnover, reduces performance, which causes poor quality of work.
Furthermore, the impact of substance use extends beyond the person suffering from it: family, co-workers, income and motivation can all be affected. Consequently, the consumption of alcohol and other drugs is a problem that not only harms the consumer, but also the work environment and the efficiency of a company.
Actions to create a drug-free workplace
The first step for a workplace to be drug free must be taken by management. Employers should be trained and develop programs to prevent and care for workers with addictions early.
According to the type of company and functions that the workers have, the following elements can be considered within an effective program
Drug testing and education
Each company must assess the relevance of applying this type of test during the contracting process or periodically. It is important to understand how the results are carried out and interpreted, since some drugs may be negative days later and some substances may not be found by commercial detection kits. When applied correctly, they can decrease accidents and theft and increase labor productivity.
Policies regarding substance use inside and during work
The company must have a clear and explicit policy on substance use by workers. For example, the consumption of tobacco is not allowed within the facilities, explaining that marijuana is considered an addictive substance and that working under its effects is not allowed. The measures that will be taken in case of non-compliance with these rules must also be clearly established.
Promote a work ecosystem free of substance use
Do not offer or encourage the use of substances at work. Many people who use drugs report that there are situations at work where they are invited to consume alcohol and/or other drugs, such as at business meetings or when signing a contract, and they can hardly say no. Companies that encourage this behavior should be aware that while the immediate results of these meetings may seem good, they can be costly in the medium to long term.
Offer care and treatment
Referral to professional treatment and close supervision should be included in your policies and standards when employees violate substance use regulations. In addition, professional care should be recommended if an employee is found to have a substance use disorder, even if they do not have a work problem.
The myth of the functional addict
In the collective imagination, it is believed that a person is addicted if they consume a substance daily or if it has very serious consequences and “hits bottom”. Therefore, it must be clear that addictions are currently described as chronic and recurring diseases, in which the person loses control over consumption and has negative consequences in different areas of life, including work, family, legal, interpersonal or health.
Although some people call themselves “functional addicts,” when a mental health professional performs a comprehensive addiction assessment, they can easily identify if the person meets diagnostic criteria for addiction. Some may be able to continue working but still need treatment to overcome their disorder.
Do not promote stigmatization
Addictions are one of the mental disorders that cause the most stigmatization and discrimination because they are perceived as vices or moral problems. This causes people who suffer from them to feel ashamed and not seek treatment. It is necessary that these problems be considered as diseases and promote their treatment in a standardized manner, always respecting the confidentiality of the patient.
worth the effort
Investing in mental health and addiction prevention and treatment has been shown to benefit employees by improving their psychological and social well-being. In addition, it reduces absenteeism, conflicts and productivity problems in the company. It should be noted that drug use is increasing, so it is necessary for companies and workplaces to help solve this problem. The actions employers are taking are shifting from punishing workers who use to finding ways to provide education and treatment that can improve the quality of life for themselves and their families.
Actions against addictions are actually an opportunity to humanize the workplace and help reduce suffering and avoid painful or even fatal consequences.
Summary
- Substance use and addictions in the workplace can cause harmful effects for both the worker and the company.
- Substance users can be found at all levels of organizations.
- The company must have a clear and explicit policy on substance use by workers.
- Investing in mental health and addiction prevention and treatment benefits employees by improving their psychological and social well-being. In addition, it reduces absenteeism, conflicts and productivity problems in the company
*Mariana Azcárraga has a degree in medicine and surgery from UNAM, a specialization in psychiatry from the National Institute of Neurology and Neurosurgery, and a highly specialized diploma in Treatment, Prevention and Education of Substance Use from the University of Virginia in the United States . She is the director of the University Center for Health and Well-being at the Pan-American University.
Editor’s Note: This text belongs to our Opinion section and reflects only the author’s vision, not necessarily the High Level point of view.
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