Is alcohol hurting your workplace culture?

From company parties to happy-hour meetups after work, alcohol is highly ingrained in many workplaces. But while drinking is a welcome way to blow off steam for many employees, it can cause undue stress for others, especially those in recovery. 

A culture that encourages drinking can be exclusionary to sober people in several different ways. For example, in some workplaces, "shmoozing" with management over beers is often seen as a way to get in their good graces and secure promotions. Some hiring managers have gone as far as to say that one of the criteria they look for in employees is how much they think they'd enjoy getting a drink with them. Of course, most would agree that the ability to have fun with someone when drinking is vastly removed from their ability to perform at their job; however, management may have an unconscious bias toward people with whom they feel they could "hang out" or party with outside of work.

Read more:  4 ways to support employees with alcoholism

Another example is the old adage, "Work hard, play hard." Cutting loose is seen as a sort of release valve for the pressure of long hours and high stress. One way that many companies encourage employees to relax and "cut loose" is at social events where drinking is encouraged, and sometimes even expected. For those who choose not to drink, comments like "Why aren't you drinking?" are all too common, giving the impression that there's something wrong with you if you're not taking part. This can create a toxic culture where sober employees may feel pressure to fit in and ultimately put their own health or recovery at risk.

To people who have never struggled with addiction, it may be hard to see why hosting a party at a bar could pose problems for someone in recovery. After all, they just have to say no when someone offers them a drink, right? Unfortunately, addiction is more complicated than this. Being in specific environments, stressful situations, or encountering certain cues can trigger powerful cravings. And while it's incorrect to claim personal responsibility doesn't factor in at all, preventing relapse is not a simple matter of willpower. In fact, it often requires learning certain strategies and developing skills over time. You can help your sober employees by taking care not to create an implicit pressure to drink. 

If you're organizing company social events, consider other activities outside of the usual post-work trip to the bar. Other options for social events include: 

• Brunch or office potlucks.
• Scavenger hunts.
• Escape rooms.
• Painting, ceramics, or cooking classes.
• Hiking or nature walks.
• Trivia competitions.
• Volunteer activities like working at a food shelter or cleaning up a park or beach.
  

And if you're responsible for getting the food and drinks for a party, make sure non-alcoholic beverages (not just water) are available. Having other fun beverage options besides water or seltzer shows you care about employees who choose not to drink alcohol.
You may wonder, how important is this, really? Very. You may think alcohol is a non-issue at your company, but are you sure? I often hear leaders of organizations say, "We don't have anyone in recovery here." I would drill down and ask them if they really know that, or if they've just assumed it. According to 2023 data compiled by the Substance Abuse and Mental Health Services Administration (SAMHSA), 17.1% of Americans 12 years old and older had a substance use disorder in the past year — 10.2% struggled with alcohol specifically. That means one out of every 10 people or your employees could have an alcohol use disorder.

Read more:  A growing problem for women in the workplace: Alcohol addiction

And while addiction is prevalent in our society, the shame around it still keeps people quiet.  Your employees may feel uncomfortable being forthright about their experiences with substance use, leading you to believe they never had any. Those in recovery may also fear the judgment of their peers and superiors, who may begin to make assumptions about them once they know they've struggled with addiction, even if they've turned their lives around. 

In an ideal workspace, employees would feel comfortable sharing their concerns and personal experiences to avoid these awkward situations. Some companies are "recovery-friendly" workspaces in which HR and management take a supportive approach toward those that struggle with or have struggled with substance use, ensuring that employees have access to an employee assistance program (EAP) that can connect them to treatment services.

However, even in these rare cases where a workplace is uniquely understanding of an employee's potential mental health concerns and struggles with addiction, issues can arise. For some people, their addiction may be tied to traumatic events and they don't feel like dredging up these memories. They may just feel more comfortable keeping some separation between their personal and professional lives. That should be okay. 

If you're an organization, you don't have to eliminate alcohol, but you do need to implement some best practices that make it safe for employees to choose not to drink. And avoid making any activities that involve alcohol mandatory. These can be especially difficult for those in early recovery. 

Read more:  The case for becoming a recovery-friendly workplace

If you're an employee who is in recovery, or if you simply choose not to drink, here are some polite responses you can use if someone is pestering you to drink at a work event: 

• "No thanks, I'm on a health kick right now."
• "I can't. I'm the designated driver tonight."
• "I've got an early start tomorrow."
• "Thanks for offering, but I don't really enjoy alcohol."
  

Refusing politely but confidently is usually effective. If your colleagues or superiors continue to pressure you and you feel your sobriety is at risk, do what you need to do to protect yourself. If you must leave the event, do so. 
The key to a more inclusive workplace culture is to be mindful of your employees or colleagues. There are various reasons why someone might not want to drink or be in situations where they may feel pressured, and it's important for people that work together to respect each others' boundaries. This goes a long way toward creating a truly positive company culture.