Risk factors and risk assessment

Risk factors and risk assessment

The next step is for employers, workers and contractors to consider risk factors that may exist at
the workplace.
Risk factors to consider when assessing whether risks exist or may arise from alcohol and
other drugs include:
•. usage of alcohol and/or other drugs in relevant social groups. If this increases,
decreases or is a known problem, it may have an impact at the workplace;
•. patterns of alcohol and/or other drug consumption. Different patterns of use create
different risks. For example, people who use large amounts on single occasions may
create different risks compared to people who are regular heavy users;
•. type of workplace culture. For example, there may be a culture at work that encourages
or accepts excessive consumption of alcohol and/or other drugs at the workplace;
•. availability of alcohol and/or other drugs. At some workplaces, workers are more likely
to be exposed to usage and therefore the risk of them being impaired may increase. In
other workplaces, they may be more exposed to the consequences. For example, workers
in the hospitality industry may be more at risk of harm from non-workers impaired by
alcohol;
•. isolation from family and friends. Workers in isolated areas or separated from family
and friends sometimes report that they are more likely to consume alcohol and/or other
drugs due to boredom, loneliness or lack of social activities;
•. inadequate job design and training. Unrealistic performance targets and deadlines,
excessive responsibility, monotonous work or low job satisfaction may, in some instances,
be risk factors. For example, symptoms of stress are sometimes associated with poor
health, including alcohol and/or other drug related problems. Inadequate training,
supervision and communication may also contribute to this risk factor;

•. inadequate supervision. Jobs where there is inadequate supervision and performance
management may increase the risk of alcohol and/or other drug related problems. For
example, inadequate supervision and communication about expected roles and behaviour
on the job and consequences of unacceptable behaviour may be a risk factor;
•. extended working hours or shift work. For example, illicit drugs, such as
amphetamines, or prescription medication, may be taken by workers to keep awake if they
are working long hours or engaged in shift work;
•. interpersonal factors. For example, bullying at work may increase risks — for guidance,
see the Commission's Violence, aggression and bullying at work: A code of practice
for prevention and management and MIAC's Prevention and management of violence,
aggression and bullying at work – code of practice published by Resources Safety; and
•. poor working conditions. For example, poor working conditions such as hot or
dangerous environments may contribute to alcohol and/or other drug taking.
The risks at every workplace must be assessed individually.
In assessing the above risks, consideration must be given to the related hazards that could
arise at the particular workplace.

During the development of a workplace strategy to address alcohol and other drug safety and
health issues, it is important to identify the cultural and workplace factors that may contribute to
risks from alcohol and drug use.
An employer should bear in mind that, if there are currently potential safety and health risks at the
workplace from alcohol and/or other drug usage, the employer is required to prevent them arising,
as far as practicable, under their general 'duty of care' to provide a safe working environment.