#BTColumn – Substance use or abuse in the workplace

Disclaimer: The views and opinions expressed by the author(s) do not represent the official position of Barbados TODAY.

The National Council on Substance Abuse (NCSA) has been around for more than 20 years. The Council’s mandate is to educate the public on all matters related to drug demand reduction. This includes advocating for substance use and abuse to be seen as a public health issue which impacts persons from all strata of society, directly or indirectly. 

Substance abuse is defined as “… a pattern of using a substance (drug) that caused significant problems or distress”. Therefore, the NCSA is advocating for drug use to be considered as a disease.

According to an article published by the University of Nevada, ND, “A public health problem is a medical issue that affects a significant portion of a specific population. Some examples include chronic illnesses like Type 2 diabetes, infectious diseases such as HIV and tuberculosis, mental health challenges, and even motor vehicle accidents.”

The NCSA has consistently seen the use of marijuana, alcohol and cocaine among persons between the ages of 15 and 65. These people are our most productive citizens. The NCSA’s Barbados Drug Information Network Report (BARDIN, 2020) revealed marijuana, alcohol and cocaine as the materials for problematic substance use.

Alcoholism is the inability to control drinking due to both a physical and emotional dependence on alcohol.

Traditionally, drug use and abuse have been largely linked to poor personal choices. To combat this, we have turned a blind eye to individuals who engage in substance use and abuse. Our workplaces are not exempted from this approach. Is this seen as a best practice in the demand reduction field? International research has shown industries lose billions of dollars annually to substance use and abuse. Substance use and abuse in the workplace are also linked to a rise in health benefits cost, accidents, workers’ compensation claims and lost productivity. 

To combat these challenges, we must have a paradigm shift in the way we handle substance use and abuse issues in the workplace. As a result, experts working in the area of demand reduction encourage organisations to create a Recovery Friendly Workplace (RFW) – an environment that is safe for all employees, which includes recognising the unique strengths of individuals in recovery and view them as assets to their organisation. 

The Colorado Consortium for Prescription Drug Abuse Prevention defines a RFW as “an organisation that uses evidence-based policies and practices to unite the entire organisation by recognising recovery from addiction as a strength and by being willing to work intentionally with people in recovery. RFWs encourage a healthy, safe and productive work environment where employees and communities can collaborate to create positive change and eliminate barriers for those impacted by addiction.” Organisations labelled as Recovery Friendly Workplaces (RFWs) have seen improvements in employee morale, engagement and productivity, decreases in absenteeism, workplace accidents, downtime and turnover. 

Some organisations have also utilised Employee Assistance Programmes (EAPs) or drug testing to assist with the reductions in the mentioned issues. Research has also shown these approaches have reaped a level of success. However, they are often designed to target those who are already identified as having a substance use problem. 

The facts are clear for all to see. We need to assist persons in the workplace who have been affected by substance use challenges. This is key to their treatment and rehabilitation. Therefore, the NCSA will continue to advocate for a paradigm shift resulting in Recovery Friendly Workplaces (RFWS). This approach must be buttressed with amendments to existing legislation to reflect the change in perspective. It must also be noted that anecdotal reports suggest that employees with substance use or abuse challenges in the workplaces are often left to their own devices until self-destruction. This must also be addressed. 

Last but not least, more research needs to be done to help employers manage and care for employees with substance use or abuse challenges.

The NCSA encourages all organisations to develop or improve on their workplace substance abuse policies. This will correlate with improved productivity in the workplace, and by extension, a healthier population.

The NCSA remains committed to giving you the facts and letting you make the choice. If you or someone you know needs help with substance use or abuse challenges or needs additional information about a substance, contact us at the National Council on Substance Abuse at telephone (246) 535-6272 or visit the website at www.ncsa.gov.bb.

Contributed by The National Council on Substance Abuse.