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North London alcohol workplace project: IBA in workplace settings?. Dr Rachel Herring Middlesex University. James Morris The AERC Alcohol Academy. London Alcohol Summit 29 th November 2010. Background .

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dr rachel herring middlesex university

North London alcohol workplace project:

IBA in workplace settings?

Dr Rachel Herring

Middlesex University

James Morris

The AERC Alcohol Academy

London Alcohol Summit

29th November 2010

  • In 2009 Healthy Enfield applied to NHS London/RPHG to explore practicalities of delivering IBA in the workplace
  • There is limited research about the efficacy and practical implication of IBA in the workplace
  • Most alcohol workplace policy/intervention relates to higher risk/dependency, e.g. linked to disciplinary action - remember:

Increasing risk drinkers = 7.3 mHigher risk = 2.4m


Does it matter?

  • Total alcohol-related output loss to the UK economy of up to £6.4bn
    • Absenteeism through alcohol misuse costs the economy about £1.5bn (17m lost days). Drinking 7+ (women) or 14+ (men) units/week raises the likelihood of absence through injury by 20%
    • Inability to work (unemployment and early retirement) & premature deaths among economically active people costs £1.9 b (20m lost days)
    • Structural work factors can influence the risk of alcohol-misuse and harm
  • Alcohol-related absenteeism alone costs London employers £294m

“oil broker Stephen Perkins…woke up and found that he had drunkenly traded more than 7m barrels of Brent crude oil and caused a spike in crude prices that panicked world markets.”

The Guardian 30 June 2010

The Guardian 24 Nov 2010

broad aims
Broad aims
  • To deliver IBA training to a range of workplace roles to test the suitability and practicalities for various settings i.e. feasibility study
  • Not testing ‘does IBA work’ (i.e. outcomes for those receiving IBA in workplace settings (some studies have assessed this*)
  • Evaluation to inform future policy & practice

* E.g. Watson et al 2009 (AERC insight 63), Webb et all 2008 (Addiction journal)

  • IBA training to workplace roles:
    • Occupational Health
    • Employee assistance programmes
    • Union representatives
    • Managers of safety critical roles
    • Other health or safety roles or e.g. emergency services
    • Human Resources and other management roles responsible for employee health and wellbeing
  • Provision of IBA resources to support this
  • Support for workplace drug and alcohol policy
  • Hub: Enfield, Haringey, Barnet, Camden
independent evaluation
Independent evaluation
  • Assess the perceived value of IBA training to individuals within the workplace
  • Assess whether IBA training results in action to identify and advise staff regarding alcohol use/problems
  • Consider the aspects of the workplace setting that act to facilitate or deter action regarding the identification and delivery of advise to staff regarding alcohol use/problems
  • To make recommendations which may inform the development of workplace policies
  • Review of key literature
  • Pre and post training survey of all participants
  • Follow up interviews with a selected sample of participants
  • Buy-in: current climate of job-losses and uncertainty - extra responsibility /pressure means new projects are not a priority
  • Perceptions: disentangling disciplinary procedures and higher risk from the opportunity of early intervention (IBA)
  • Suitability of IBA: some roles are not likely to see full IBA as realistic e.g. a manger to screen a member of staff? IBA ‘lite’/leaflet instead?
thank you
Thank you

Dr Rachel Herring


James Morris, AERC Alcohol Academy


0207 450 2930