Whether it’s the classic office work party or after work pub drinks on a Thursday or Friday, drinking alcohol has been a long-standing aspect of work culture in the UK.
Yet in recent years, the government, and various government bodies, have warned against the negative consequences of drinking in a work environment with colleagues.
The Chartered Management Institute (CMI) towards the end of last year warned businesses of the dangers of creating environments where inappropriate behaviours can flourish, particularly after the numerous sexual assault allegations that arose over the year.
Best known, the Confederation of British Industry (CBI) faced a barrage of allegations, particularly from female staff members, about inappropriate behaviour, and in many cases sexual assault, that took place at staff parties.
This example, and many more, has been an indication to employers to not let staff consumption of alcohol get out of control.
This sentiment is being echoed, once more, by a Lancaster University think tank called the Work Foundation, and the International Alliance for Responsible drinking.
These bodies are urging employers to give up alcohol-oriented work socials for “inclusive and healthy workplace cultures” - such as meeting for breakfast or having an “away day”.
They also suggest employers run awareness sessions, teaching staff about the health risks associated with consuming alcohol.
There are many reasons why taking a more holistic approach to celebrations is good for business. Not focusing your events on drinking means that people who don’t drink, for personal or religious reasons, won’t be excluded.
While, of course, negating the possibility of inappropriate behaviour, which can cause rifts in your organisation, a tainted reputation, and potential tribunals, is also a main reason to have a re-think when planning your next work party.
But do organisations really need to ban drinking altogether, and set up alcohol education sessions in their place?
In short, I don’t think employers do have to be black and white in their approach to enabling drinking. Yes, if you want to foster an inclusive and diverse workforce then you should probably aim to have multiple options for employees to take part in during socials.
But taking it upon yourself to organise sessions to teach staff about the risks associated with drinking is a step too far, to me at least. This is because a main part of the HR function isn’t about babying your staff – it's about treating them like adults, being transparent, and letting them make decisions for themselves.
Pumping staff with loads of booze probably isn’t the most sensible idea, however creating an environment where they feel safe to do this, but also feel safe not to, is balanced and fair. Whereas, going all in on being against alcohol consumption, and willing to educate staff about this, comes across as a little patronising. Who would have thought that balance is the best answer?
