The passing of June marks the start of what’s known as “Dry July” across the island continent, an annual campaign inviting Aussies to abstain from alcohol for the entire month of July to help raise funds for cancer. Though the month-long campaign does not explicitly seek to address alcohol abuse, it nevertheless serves as an eye-opening experience as it forces people to come to terms with their dependency or disordered relationship with the substance.

As it happens, many in Australia like to (wrongfully) assume that illicit drugs—notably methamphetamine—pose the biggest threat to public health and/or make up the bulk of addiction cases across the nation—with emphasis on “like to,” because it enables them to justify or write off their use of very legal and normalised substances: tobacco and alcohol.

But as public health experts are adamant to point out, “it’s alcohol, first and foremost,” that’s the most problematic drug on the market. “And then [it’s] alcohol used with other drugs,” asserts South Australian Network of Drug and Alcohol Service executive director, Michael White. “And from a public health point of view…the burden of disease is cigarettes followed by alcohol and they completely outstrip every other drug.”

Even so, public awareness lags when it comes to recognising the harm that licit substances pose to the general consumer. People love—again, perhaps for reasons of security—to suppose that it’s only certain high-risk people that need worry about addiction issues. They believe that to fall into an addiction you must have a past history of trauma, a family history of substance abuse or mental health issues, current mental health issues, or at least disordered reasons for turning to alcohol (or other drugs) in the first place. But this just simply isn’t the case.

Peer pressure, pleasure seeking, performance enhancement, and social anxiety are above and beyond the primary motivations driving substance use in Australia, particularly among young adults, who constitute the majority of users and hospitalisations. University settings and campus life are well-known risk factors, as are party-scenes and nightlife. Also well-documented is the risk of abuse that workplaces pose—especially to newcomers.

According to the country’s Alcohol and Drug Foundation (ADF), young adult males in apprenticeships or trainee roles in male-dominated, blue-collar industries are in fact at the highest risk of harmful substance use. Pressure to “fit in” to work cultures, “hazing,” bullying, stress, and adverse working conditions (e.g., long hours, low wages, job insecurity, and little to no autonomy), have all been associated with an increased use of substances to cope. Gaps in policies that would ban smoking on the premises, and an inclination toward drinking-related team-bonding activities also contribute to younger workers’ marked susceptibility to addiction or misuse.

That being said, far from the personal shortcoming or moral failure that people so often make it out to be, addiction is absolutely a workers’ rights issue. Working Aussies have every right to a safe work environment free from threats to their health and wellbeing. They have every right to an employer that prioritises its duty of care and diligently adheres to all occupational health and safety regulations: consistently monitoring for risks, implementing appropriate safety measures, maintaining a safe and health-conscious culture, and providing adequate access to essential healthcare services.

Bearing this fact in mind, how, then, can employers deliver on an effective harm reduction strategy that rectifies the unique threats the workplace poses to employees’ relationship with substances?

The answer, unequivocally, starts with taking the time to identify the unique needs and risk factors present within one’s specific workplace. And to do so with the utmost amount of respect for the employees is trying to look out for what necessitates their involvement, alongside that of a team of expert consultants specialised in delivering customised, industry-specific solutions.

Harm Reduction: Why a Holistic Wellbeing Solutions Provider is Right for the Job

Before an organisation can even begin to put together a harm reduction strategy, the questions of “Who?” “What?” “Where?” and “How?” must first be satisfactorily addressed. As the ADF asserts through its findings, “users,” for lack of a better term, are not a homogenous group—and in the context of younger workers, neither are young adults. To find out what strategies will be most effective, therefore, requires engaging with workers directly.

Organisations need to first determine, demographically, who is the most at risk of abuse, or who is currently demonstrating risky behaviours. They need to find out what conditions of the workplace are contributing to this risk or presenting issue (e.g., is it high workloads and work-related stress? Low job autonomy? Long hours? Abusive managers? Interpersonal conflicts? etc.); that is affecting the worksite. Then, they need to consider the three R’s: reach, relevance, results. They need to think about how to best connect with at-risk or affected employees; how they can communicate with or support them in a way that will resonate with them; and what will yield optimal results. And—on top of all of that—they must continue to meet their organisational objectives.

No one expects an organisation to do it all alone; that’s why consulting groups exist to help. By partnering with a team of experienced consultants with industry expertise, organisations can aspire to develop an innovate strategy tailored to the needs of their own workforce, drawing upon results from comprehensive needs and wellbeing assessments, digital self-assessments and online surveys, workplace audits, and more.

Moreover, by partnering with a consulting team attached to a holistic wellbeing provider, the benefits are even greater: as these consultants, knowledgeable not only about assessments, people management, and compliance, but also global benefits and wellbeing strategies, can help put together a unique plan for organisations, offering referrals or recommendations to a variety of services or resources integral to a successful harm reduction strategy.

Such services include:

• In-the-moment counselling support: This provides employees seamless, 24/7 access to a live counsellor or specialist who can help them address any of their emotional or mental health needs. Research shows that around half of people who access drug and alcohol treatment in Australia also have a mental health condition; likewise, those seeking mental health treatment are 20 percent more likely to drink at dangerous levels and are 1.7 times more likely to use illicit substances—making mental health and substance use treatment dual priorities for supporting employees.
• Early intervention clinical support: In this evidence-based approach designed to reduce events by detecting and treating cases, clinicians use the power of a good conversation to determine if the person calling in for help is primarily facing a substance use issue; use enhanced substance-use screening tools to identify the level of care required to treat their issue; and provide referrals to local resources or services based on the care and support the situation requires, helping individuals to bypass key barriers often standing in their way of care: location, stigma, lack of time, and lack of awareness of the help that’s available to them.
• Wellness and cessation coaching: ADF’s research also shows that, especially among younger adults, messaging that is ‘positive’ (what can be gained from behaviour change) rather than ‘negative’ (what will be lost by not changing) is better received and has a greater impact when it comes to helping people redress their addiction issues. Similarly, survey responses clearly indicate that younger adults want information that is “accessible, relevant,” and “from a non-judgmental source.” With this service, ICF-credentialed coaches use evidence-based methods including motivational interviewing to empower individuals to nurture new habits, develop and progress toward a personalised wellness plan suited to their needs and goals. Even if those goals do not include sobriety or cessation, but rather a reduction in use, coaches will nevertheless provide them with the same level of support and encouragement, recognising that each person is the “expert of their own goals” and can determine what behaviour changes are right for them.
• Wellbeing ambassador programmes: Research on harm reduction in Australia shows that peer-led campaigns and education are seen as more credible, are more respected, and are more influential among younger adults—especially when championed by esteemed community figures. With a wellbeing ambassador programme, organisations can leverage individuals’ own, respectable peers as champions of safe substance use, healthy coping mechanisms, and better mental health care, helping to effectively reduce stigma, inspire help-seeking, and start an open dialogue about health and wellness at work.
• Digital wellbeing apps: When it comes to implementing solutions that “reach” and are “relevant” to younger adults, especially, the research couldn’t be clearer that digital apps and services yield the best results. Helping to close service gaps by combating stigma with anonymity, combating time constraints with easy and flexible 24/7 access, redressing location or language barriers, and tackling ignorance with self-assessments and educational resources, digital wellbeing apps are a proven and effective method of support for individuals struggling with substance use issues.

Substance abuse is an epidemic for a reason: it’s easy to slip into; it’s reinforced by social customs or expectations; it’s heavily stigmatised; and it’s extremely difficult to overcome. Very rarely can individuals successfully emerge from their disorder without professional support. As such, neither can organisations address substance abuse within their workplace without outside help. By working with a team of experts on a targeted harm reduction and benefits strategy, organisations can take the first, most essential steps toward curbing harmful substance use among their staff.