Alcohol and other drug use in the defence and police force: What can employers do to reduce risks?
July 2024
If you are a member of the police or defence forces, you have a high chance of being exposed to traumatic events, high stress situations, and long and irregular working hours. Some will use alcohol or other drugs to manage these pressures.
There are a few things workplaces can do to reduce the risk and ensure they are well equipped to respond.
There are high rates of alcohol use disorder linked to stress and trauma
Almost one in 10 Australian Defence Force members have experienced PTSD in the last 12 months, even higher at 17.7% for people who have transitioned out. One in 10 Australian police employees have PTSD. PTSD is a risk factor for developing alcohol and other drug use issues to try to alleviate symptoms of trauma.
Among transitioned defence force personnel, almost half have experienced alcohol use disorder at some point in their lives, while about 30% of Australian police employees consume alcohol at risky levels.
A good workplace policy reduces risk and problems
A good alcohol and other drug policy is the foundation for best practice prevention and responding. It promotes a workplace culture where wellbeing is at the front and centre.
But alcohol and other drugs are not the only factors that can contribute to workplace health and safety risks. Fatigue, stress, and mental and physical health issues are also a result of trauma and stressful work environments, risking work health and safety.
Alcohol and other drug policy is best embedded in a broader fitness for work policy, and takes a harm reduction, person centred approach.
The key is tailoring. We recently worked with a major professional sporting organisation to assist with the development of a new illicit drugs policy. To ensure we met their unique environment and needs, we combined a review of the evidence and legal frameworks with extensive consultations to carefully align with their values, perspectives and beliefs. We were able to equip our client with all the information they needed to develop an effective and evidence based illicit drugs policy.
Good dissemination is critical
Once a great policy is in place, good implementation is the key to effectiveness.
Members need to know the policy exists, what’s in it and what it means for them, including supports they can access if they need it. Senior officers need to know how to action the policy, including how to identify impairment and raise concerns sensitively.
There are so many options that can be tailored to a specific workplace. We worked with a major mining company to develop educational materials to disseminate their new alcohol policy, including an eLearning module as well as a series of posters on risky drinking.
Offering alcohol or other drug specific support through EAP or other mechanisms provides essential support and enables members to participate in a return to work program.
Recently, we developed a detailed recommendation paper for the Department of Veterans’ Affairs, documenting the key elements veterans need access to in order to effectively address alcohol and other drug needs.
What about testing?
Alcohol and drug testing is most effective when used as a gate keeper to prevent safety issues. Most workplaces don’t benefit from testing. It does little to reduce drug use, especially without a comprehensive fitness for work policy.
Alcohol and drug testing is most effective in industries where safety is a concern, such as where people are driving vehicles, using firearms or operating in risky situations. Testing is less effective for people in administrative positions, where the greatest impact is poor work performance, rather than safety.
Testing can also help to improve workers’ knowledge about alcohol and other drug risks and can be used to connect workers to alcohol and other drug support services if needed.
How we can help
Our WorkEdge program is specifically designed to address alcohol and other drug issues and related mental health needs in the defence and police forces, as well as other workplace settings. Our best practice policy program ensures that your organisation complies with its legal and duty of care obligations while promoting a workplace culture that values the safety and wellbeing of all.
We have worked with numerous safety sensitive organisations, designing and developing alcohol and other drug information and educational content, EAP and health behaviour change programs, and policy development.
With extensive expertise and experience in alcohol and other drug responses, we provide practical, simple, effective and sustainable solutions to the complex issue of work health and safety.
Please feel free to contact us at workedge@360edge.com.au or on 1300 988 184 for a free and confidential discussion.
Are you interested building your skills in responding to alcohol and other drugs? Check out our diverse range of clinical practice workshops.
