The substance culture as a preventive measure against substance abuse in the workplace
The operating culture of the work community is actively and constantly created through actions, choices and decisions. The operating culture is affected by the attitude towards negative speech, such as what kind of negative speech is allowed in the work community and whether colleagues are judged for their views, actions or habits. The culture is also affected the way we talk about stakeholders or partners. Different opinions and attitudes must be allowed in the work community. The workplace culture is at its best when the individual differences of employees are seen as an asset to the community and all the members can have their voices heard. It is important that a person does not need to justify abstaining from substances in the work community or at workplace parties; that there is a culture in the work community that allows everyone to make their own choices.
For example, the following factors may be present in a culture that increases substance abuse-related harm:
- talking positively about partying together under the influence of substances
- laughing at or sharing photos or videos of a colleague who makes a fool of themselves when intoxicated at a workplace party
- laughing together at how no one remembers what happened at the company party
- good work performance is rewarded with or the prize in the work community lottery is a bottle of alcohol
Workplace support
The work community is often an important everyday resource for an individual. Colleagues are with you through the ups and downs of life and are, therefore, able to support you during difficult times. Even if private life is not talked about openly in the work community, the existence of the community and seeing the continuity of life in the workplace’s operations is important from an individual’s point of view.
If someone in the work community is having hard times with substance abuse, the support of their colleagues is also important then. A colleague does not need to ask directly about problems/challenges; often, it is enough to ask your colleague how they are and listen to what the colleague has to say. You do not always need to have ready answers in peer support. A colleague can simply listen or ask “what could best help you in this situation?” or “how have you coped with similar situations before; what helped you then?”. In order to ensure the best possible continuity of the work community and the workplace’s operations and the well-being of its members, i.e. employees, the work community must support employees struggling with substance abuse-related problems by keeping them involved in the community and showing interest in their lives.
Naturally, the supervisor has a special duty to take care of the well-being of their employees at work and to intervene as early as possible if they notice any significant changes in the behaviour of an employee.
However, in addition to occupational health care or other mental health services or services for substance abusers, an individual also needs support from the work community in everyday life.