WORKPLACE INTERVENTION: ALCOHOL POLICY

Far too little attention has been paid to Alcohol-related problems in the workplace which has become a major public health problem. Although there are no direct legal requirements engaging organisations to implement alcohol policy in Nigeria,  few policies like ‘Factories Act 1990 which in essence is the same as the 1987 legislation' details the responsibilities of employers, workers, manufacturers and government agencies in the maintenance of the health and safety of workers. Enforcement of legislation is carried out by the Factory Inspectorate of the Ministry of Labour. Alcohol policy in the workplace aims at employees safety, well-being and organisation image. It is a framework for observing and tackling alcohol-related problems at an early stage and providing assistance to the employees affected. Health checks, employees assistance programs and workplace alcohol education, includes interventions adopted in the workplace. Alcohol misuse (alcohol consumption) is defined as continuous use of a substance in a situation harmful to the physical well-being. High levels of alcohol consumption have been identified as a risk factor for growing ailments and deaths, associated with approximately 60 different health conditions. 

Globally estimates of 3-5% of the average employees are alcohol dependent while drinking habits of 25% make them at risk to dependence. This implies that the populations at risk are the working population. Thus the workplace offers a prospect for tackling alcohol misuse. The modern knowledge of workplace interacts with different settings. A workplace cuts across the family, school and community and creates a means for a wider out reach. A person’s workplace has immense effect on their health physically and psychologically which promotes effectiveness at work. Alcohol misuse is related to various harms in the workplace as well as increasing accidents and mistake at work, reduced efficiency, poor work performance, bad conduct, increasing absenteeism, lateness, sickness absence and provides an atmosphere of tense relationship between employer and employee.  It can be observed that the population at risk is the working population.

Workplaces also contribute to alcohol misuse among the working population. Certain factors like stress, Unrealistic Deadlines, Peer Pressure, easy access to Alcohol, harassment, Demanding Jobs, Nosy Working Environment, Discrimination & Workplace culture all contribute to an individual’s drinking habits. 

There are reasons to believe that alcohol consumption and misuse has led to a series of substantial problems in the work place. However the key problem with this explanation is that there is very little evidence for support. Various epidemiological studies have shown an association between alcohol misuse and workplace related problems. Further research is recommended to establish a direct relationship between alcohol misuses and workplace related problems, to strengthen alcohol policies in the workplace and intervention mechanism. The incorporation of workplace programs to access alcohol-linked-illnesses among employees has shown substantial benefits. For example the fact that employers and colleges have the chance to observe a change or developing alcohol related problems in employees due to long time spent at the workplace. A serious weakness with this argument, however, is that the workplace programs were initiated to identify employees exhibiting alcohol related problems. It failed to take into consideration that most workers in the latter stage might not display such attitudes
 The workplace related alcohol problems should be regarded as a health issue and not a call for discipline and should be stated clearly in the policy. There should be a lead officer or consultant who should support and provide assistance to employees with alcohol related problems or those developing one. There should be confidentiality in the programs to encourage employees to seek help. More awareness programs should be implemented in the workplace on the risk and policy governing alcohol misuse in the workplace and consequences involved in breaching the policy. Employees who had undergone treatment should be assured of their jobs; this will encourage employees openness about alcohol problems. The employers should access the policy by evaluating interventions to determine its effectiveness and probability for change in the policy. Workplaces including small businesses should be encouraged to adapt alcohol policy in the workplace. A standard method for evaluation should be adapted to evaluate alcohol policy in the workplace and how effective and beneficial it is to the economy as a whole.