Recent statistics indicate that one in 10 workers drinks at risky or high risk levels on a weekly basis, and almost one in five workers has reported using illicit drugs in the past 12 months.

ADCA Chief Executive Officer, David Templeman, believes responsible AOD management in the workplace should be seen as a priority, particularly with high risk jobs such as those in the construction industry, emergency services, and health care. There is also a need for a significant increase in workforce resources within the AOD sector to support those in need.

“AOD use can negatively affect workplace safety and productivity, which in turn has health, social, and economic implications for the wider community. The majority of Australians who use alcohol and other drugs are employed and it’s important to support to those who need help,” Mr Templeman said.

According to the survey conducted for the Alcohol Education and Rehabilitation Foundation (AERF) 79 percent of Australians didn’t think they had an alcohol problem, nor considered themselves binge drinkers. However, over one-fifth, or 21 percent, of this survey sample admitted they had passed out on at least one occasion as a result of excessive drinking.

ADCA’s Workplace and Workforce policy positions call on Governments at all levels, and industry, to initiate coordinated improvements regarding alcohol and other drug use, as well as the treatment and rehabilitation services.

“At present Australia has no national framework or strategy concerning the workplace and alcohol and other drugs use. This is in contrast to other countries where policies are a part of national strategy for dealing with AOD use and related harms,” Mr Templeman said.

Evidence shows many Australian employers are prepared to meet the costs associated with the development and implementation of workplace AOD policies and intervention strategies.  However, this is often hampered by limited availability of, and access to, good quality and cost effective tools, resources, and assistance.

“ADCA believes a series of supporting services could be created to help overcome this problem including a website focusing on workplace AOD issues which could be accessed by employers with AOD concerns, and by providing assistance for the development and implementation of education, training, and policy/intervention strategies for workplaces.”

“The success of any workplace intervention in reducing or preventing AOD-related harm is likely to have a flow-on effect to the wider community via a worker’s family, friendship and community networks, and that’s got to be seen as beneficial,” Mr Templeman added.

In addition, ADCA says there needs to be a coordinated approach to developing a national workforce development strategy, which addresses the needs of both specialist and non-specialist AOD workers who are currently experiencing difficulties in attracting and retaining qualified staff.

“The Federal Government, in conjunction with State/ Territory and Local Governments need to develop a national approach to recruitment, retention and education, including the enhancement of qualifications of AOD workers. At present the sector is facing a crisis situation where they simply cannot attract staff,” Mr Templeman said.

ADCA is calling for the Federal Government to work closely with the AOD sector to develop a sustainable set of minimum qualifications for AOD workers, and incorporate the workforce development needs of the sector into funding arrangements that better support them in the longer-term.

Media enquiries: Brian Flanagan, Manager Strategic Communications & Policy
Phone 02 6281 0686 or 0400 860 058