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A Commitment to Social Responsibility
Few programs can match the comprehensiveness and scope of services offered by the Employee and Family Assistance Program. The hallmark of this management and employee group is its caring approach. The simplicity of the model's concept and inherent flexibility gives it tremendous potential.
The employees of a workplace, large or small, are most always members of a family unit and a community and a peer group. The personal difficulties encountered by employees are identical to the problems experienced by the community as a whole. The employee assistance program that recognizes the workplace, as part of a larger system, is in a much better position to respond to the actual needs of its members. The EFAP/ARS Model of EAP, when correctly developed and applied, becomes a very forceful instrument for not only responding to needs, but also creating positive change in the society in which the workplace is an integral part.
There should be no thought that we, EFAP/EAP or not, can ever solve all of the workplace problems, or take responsibility for an individual's conscience or behaviour. There will be disappointments, despite the combined efforts of those involved. We can make progress toward meaningful social responsibility, which, after all, is really no more than the old-fashioned notion of helping each other. Respect for the individual is more than a statement ~ it is a working solution for most of our problems. The EFAP/ARS Model displayed below indicates the interaction of participating areas.
Revealing Statistics
- 10-20% of Canadian workers may be problem drinkers.
- 15% suffer behavioural health problems, other than alcoholism.
- 30% of alcoholics are blue-collar workers, often in skilled trades; 45% are professional and managerial people.
- 3-5% of the work force misuses drugs like Valium, demerol, codeine, cannabis and cocaine.
- 50% of alcoholics are women; 25% are office workers, like secretaries and bookkeepers.
- Alcoholic employees are absent from work 2.4 times more often than non-alcoholic with 2.5 times the number of absences of 8 days or more, 3.6 times the accident rate, and 5 times the number of compensation claims.
- Alcoholics can cost employers 25% of their salary package each year.
- $1-$3 billion is lost annually in Canadian business due to alcohol-related problems alone.
- 18% of all industrial accidents, resulting in permanent disability, are believed to have been caused by alcohol/drug abuse.
- Up to 48.5% of accidents in mining, railway and forestry may be alcohol and/or drug-related.
- An estimated 25% of employee health care dollars have been linked to alcohol and drug problems.
- It is estimated that 20% of Canadians have some type of mental disorder and only 25% of them are thought to be receiving any kind of treatment.
- A National Institute of Mental Health report indicated that one our of three suffers from a mental, emotional or substance abuse problem in their lives.
- A Canadian government study showed 46% of all work disabilities were caused by emotional disorders.
- It is estimated that between 5-15% of people hospitalized for psychiatric diagnoses could be better treated with quality care on an out-patient basis.
- At least 65% of Canadian workers are dismissed for personal, rather than technical reasons.
- It is estimated that 50-75% of EAP referrals involve alcohol abuse, with rehabilitation rates averaging 70% of these referrals.
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