the workplace & aod use: r esearch & best practice approaches
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The workplace & AOD use: R esearch & best practice approaches. Ken Pidd National Centre for Education & Training on Addiction (NCETA) Office of the Federal Safety Commissioner AOD Forum April 8 th 2009, Melbourne. Overview. Background to NCETA: Who we are and what we do - PowerPoint PPT PresentationTRANSCRIPT
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The workplace & AOD use:
Research & best practice approaches
Ken Pidd
National Centre for Education & Training on Addiction (NCETA)
Office of the Federal Safety Commissioner AOD Forum
April 8th 2009, Melbourne
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Overview
• Background to NCETA:– Who we are and what we do
• Patterns of use & implications for safety and productivity:– What we know and what we don’t know
• Minimising the risk:– What works
• How to tailor a response for individual workplaces:– How NCETA can help
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• One of three national alcohol & drug research centres
• Funded by the Australian Government Department of Health and Ageing & the South Australian Department of Health
• Two main areas of research/practice– Alcohol and drug workforce development– Workplace alcohol and drug issues
NCETA
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Workers’ alcohol & drug use
•Until relatively recently, very little was known about workers’ AOD consumption at work or away from the workplace
•NCETA has undertaken a substantial amount of research to identify these the prevalence and patterns of AOD use among the workforce
•Allows workplaces to identify and profile AOD-related risk to safety and productivity
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2006 report
•Reviewed existing evidence on workplace interventions
•Reviewed existing evidence on workplace alcohol use and related injury
•Secondary analysis of 2001 NDSHS data (N = 26,744)
•Secondary analyses of hospital separations and coronial data
2008 reports
•Secondary analysis of 2004 NDSHS data (N = 29,445)
•Alcohol use in the Australian workforce
•Drug use in the Australian workforce
Resulted in unique & novel data on:
•Prevalence & patterns of AOD use among the Australian workforce
•Extent of AOD risk to safety & productivity in Australian workplaces
Research reports
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“….as much as 90% of the as much as 90% of the mistakes of thinking are mistakes of thinking are mistakes of perception”.mistakes of perception”.
deBono, 1999
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AlcoholOur most popular ‘drug’ •The vast majority (over 80%) of Australians over 14 years old drink.
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% of drinkers aged 14 years and over, by employment status
Alcohol use
89.4
75.1
65
70
75
80
85
90
95
In paid work Not in paid work
Employment status
Pe
rce
nta
ge
%
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Alcohol use
Short-term harm
•Intoxication harms
•Low risk
(Male) ≤ 6std drinks – (Female) ≤ 4 std drinks/occasion
Long-term harm
•Long-term heavy use harms
•Low risk
(Male) ≤ 28 std drinks – (Female) ≤ 14 std drinks/week
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•89.4% drink alcohol
Short-term risk •46.7% low risk
•18.3% risky/hi risk at least yearly
•16.7% risky/hi risk at least mthly
•7.8% risky/hi risk at least wkly
Long-term risk •78.5% low risk
•8.0% risky
•3.0% hi risk
Workers’ alcohol use
Patterns of consumption
42.8%
11%
24.5%
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20.0%
16.2%
8.0% 7.9%
4.9%
3.0%
9.3%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
14-19 20-29 30-39 40-49 50-59 60+ All
AGE (years)
%
Workers’ alcohol use by age% drinking weekly (or more often) at risky & hi-risk levels
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16.5%
13.3%
11.8% 11.4%10.7%
9.6% 9.4%
4.3%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
18.0%
%Workers’ alcohol use by industry% drinking weekly (or more often) at risky & hi-risk levels
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14.0% 13.5%
9.6%
6.9%6.1%
9.3%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
%Workers’ alcohol use by occupation
% drinking weekly (or more often) at risky & hi-risk levels
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Illicit drug use% of drug users aged 14 years and over, by employment status
17.3%
12.8%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
18.0%
20.0%
last 12 mths
%
In paid work
Not in paid work
17.3%
10.4%
12.8%
7.8%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
18.0%
20.0%
last 12 mths last mth
%
In paid work
Not in paid work
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13.4%
4.4% 3.9%2.8%
1.4% 1.0% 0.8%0.2% 0.2% 0.5% 0.1%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
%Workers’ illicit drug use
% of drug users (last 12 mths) by drug type
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Workers’ illicit drug use% of drug users (last 12 mths) by age
30.9%32.4%
20.4%
11.7%
5.8%3.6%
17.3%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
14-19 20-29 30-39 40-49 50-59 60+ All
Age (years)
%
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31.2%
24.1%
20.7%18.3% 17.3% 17.0% 16.4%
9.2%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
%Workers’ illicit drug use
% of drug users (last 12 mths) by industry
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Workers’ illicit drug use% of drug users (last 12 mths) by occupation
26.5%
21.6%
17.4%
13.8% 13.7%
17.3%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
%
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•Between 1989-1992, alcohol contributed to 4-5% of all workplace deaths
•4% to 11% of all workplace injuries in Australia are related to alcohol use
•In 2004/05 alcohol use cost Australian business an estimated $3.6B in terms of lost productivity
•In 2004/05 illicit drug use cost Australian business an estimated $1.6B in terms of lost productivity
Implications for safety & productivity
•arguments•violence•turnover•harassment
Alcohol and illicit drug use is also associated a range of other workplace problems including:
•poor performance•low morale•theft•bullying
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5.9%
2.5%
0.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
7.0%
Alcohol Drug
%Implications for safety & productivity
% of workers attending work under the influence
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9.3%
1.2%
0.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
7.0%
8.0%
9.0%
10.0%
Alcohol Drug
%Implications for safety & productivity
% of workers using at work
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3.9%
1.0%
0.0%
0.5%
1.0%
1.5%
2.0%
2.5%
3.0%
3.5%
4.0%
4.5%
Alcohol Drug
%Implications for safety & productivity
% of workers absent due to use
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Identification of ‘at risk’ workforce groupsIndustry & occupational groups
•Hospitality industry•Tradespersons
Gender groups•Males in general•Female supervisors, managers & hospitality industry workers
Young workers
Implications for workplace responses
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The type of drug
Much of the risk to workplace safety & productivity is likely to come from alcohol use not illicit drug use
Implications for workplace responses
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Alcohol 89.4% use
• 43% short-term harm• 17% monthly•8% weekly
• 11% long-term harm
• 5.9% worked under• influence of alcohol
• 3.9% absent due to• alcohol use
•Cost of alcohol-related absenteeism $437M-$1.2B (2001)
Illicit Drugs 17.3% use (last 12 mths) 10.4 % use (last mth)
• 13.5% cannabis• 4.4% ecstasy• 3.9% amphetamines• < 3% other drugs
2.5% worked under influence of drugs
1.0% absent due to drug use
Cost of drug-related absenteeism $213-$503M (2004)
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Implications for workplace responses
Traditional focus of attention
Tertiary treatment
low-risk users
Occasional & frequent risky users
High risk &dependent users
Traditional problem-orientated approach (a limited, treatment only response)
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High risk & dependent
users
Occasional & frequent risky
users
low-risk users
Focus of attention
Primary prevention
Secondary prevention
Tertiary treatment
The prevention approach (a broader, health & safety prevention response)
Implications for workplace responses
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Alcohol-related absenteeism (2001)(long term risk consumption)
No of workers days off %
Total 7,496,508 2,682,865 100%
High risk drinkers 220,000 563,000 21%
Risky drinkers 629,000 816,000 30%
Low risk drinkers
5,798,000 1,304,000 49%
•High risk (heavy) drinkers = av 2.6 days off
Only 220,000 regular heavy drinkers
•Low risk (light) drinkers = av 0.25 days off
5.8 Million regular light drinkers !
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OFFICE MEMO:
May all members of staff please note that there will only be one drink per person at this year's Christmas Party.
And please bring your own cup !
Regards, Management
The importance of good communication
Essential components of an effective response
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1. A formal written alcohol & drug policy
• Effectiveness of the policy development & implementation depend on:
– consultation
– feasibility study and risk assessment
– comprehensiveness
– dissemination
– on-going implementation/evaluation process
Essential components of an effective response
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2. Education Essential for effective policy dissemination &
acceptance
Helps prevent alcohol & drug problems in the workplace
Should Include an explanation of how the policy operates
Explain the roles & responsibilities of all employees
Provide information on the health & safety implications of alcohol & drug use
Provide information on where/how to seek assistance
Be on-going & delivered via a variety of media
Essential components of an effective response
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3. Training• Essential for policy implementation and management
• Needs to target key employees:– Supervisors/managers– OH&S staff/employee reps
• Should:– Outline rationale for policy & what it covers– Detail how to implement the policy & procedures– Enhance capacity to identify & manage alcohol & drug related
harm– Build communication, interviewing, and supervision skills – Be ongoing, & adaptable to changing circumstances
Essential components of an effective response
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Essential components of an effective response
4. Access to counselling & treatment services
•A range services are available:•Employee assistance program (EAP)
•Community non-profit organisations
•Public & private service providers
•Should be first & second & even third option of policy
•Anonymous voluntary access should also be allowed
•Leave provisions should be made available
•Confidentiality should be assured
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Other effective strategies
Brief interventions
Brief assessment of alcohol & drug use followed by feedback on how this use may be affecting the worker’s health & safety
•Supported by substantial evidence of efficacy
•Both in workplace & other settings
•Easy to implement, little training required
•Can be delivered by:•External health professionals
•Internal OHS&W staff
•Provision of alcohol & drug use diaries and self-help booklets
•Computer on-line intervention
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Other effective strategies
Health promotion
Use of alcohol & drug interventions (brief and intensive counselling) embedded within a broader workplace health program
•Employees more accepting of alcohol & drug interventions (risky use is inconsistent with healthy lifestyle)
•Known efficacy of workplace health program builds on efficacy of alcohol & drug brief interventions
•Reduces alcohol & drug related risks and improves employee health and welfare
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Psychosocial skills training
•Provision of training that focuses on knowledge, attitudes, & ‘life skills’
•Used in a wide variety of settings for a wide variety health-related behaviours
•Most commonly used in school drug education programs
•Workplace training focuses on:•workplace social & safety environment•group process•perceptions and tolerance of co-workers who use•attitudes toward policy
•Effective in changing attitudes toward use, reducing use that impacts the workplace, and improving teamwork
Other effective strategies
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Other effective strategies
Peer intervention
Use of trained peers (co-workers) to recognise and intervene with problem workers and change attitudes toward on-the-job use
•Substantial support for efficacy in range of settings
•Particularly efficacious when strong sense of identity among target group members
•Long history of workplace use (Canada, US, Australia)
•Can also:• improve management/union relationship•increase management/union partnerships in a range of issues
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Drug testing?
The US as an example:•Different legal framework
•Different rationale for testing
•Different quality control mechanisms•Mandatory guidelines•Certification by government agency•MRO
Other issues:•Focus on illicit drugs•Focus on use, not on problems associated with use•Accuracy of POCT on-site tests•The problem of false negatives at POCT•The cannabis problem
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0
2
4
6
8
10
12
14
16
Year
%
Positive test rate
0
2
4
6
8
10
12
14
16
Year
%Positive test rate
Current use
Drug testing?
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• Some evidence that testing has a deterrent effect – Effect relatively small
• 0.6 times less likely for instant dismissal• 0.7 times less likely for referral to treatment
– Similar effect for other responses
• 0.7 times less likely for AOD education• 0.7 times less likely for AOD policy• 0.8 times less likely for EAP
Drug testing?
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Employee attitudes toward testing
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• Drug testing is not a substitute for good management
• Drug testing can mask risk– Workers may change their behaviour to
avoid detection
– Workers may fail to report near misses and minor accidents/injuries
Drug testing?
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Management of AOD-related risk is no different to the management of any other OH&S or productivity risk
•Risk assessmentidentify nature/extent of risk and factors that contribute to this risk
•Needs assessmentstrategies to remove/minimise this risk are identified
Final points
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• Importance of employee involvement– consultation
–development–implementation
• The influence of workplace culture– employees’ consumption patterns– the success/failure of response strategies
• No ‘one size fits all’– a range of different strategies may be necessary– stand-alone responses may not be effective
Final points
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NCETA Resources
Data and information sheet series
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Information & Resource Kit
Booklet 1 Booklet 2
7 Fact Sheets
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Training Package
•Trainer’s instructions and notes
•Evaluation questionnaire
•Course handouts
63 PowerPoint Slides
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www.nceta.flinders.edu.au
Consultancy & Advice on:
Workplace AOD policies
Workplace AOD intervention strategies
Tailored employee awareness & education sessions
Tailored supervisor and OHS staff training programs
Evaluation of education, training & intervention strategies