Behavioural addictions are the last ‘taboo’ in the workplace, and they are on the rise, particularly amongst young men. Professor Marcantonio Spada, Chief Clinical Officer, Onebright, believes that now is an important time to throw light on this subject and ensure individuals in your organisation feel they can speak up about their concerns and, if necessary, seek help.

A behaviour becomes problematic when it starts impacting negatively our everyday lives – we cannot maintain relationships, we struggle at work, we have problems with our finances, just to mention a few examples. So, for example, engaging in gambling and using smartphones, in and of themselves, are not problematic behaviours, but they can become so if use, need and dependency escalate.

What can you do to support male colleagues in facing behavioural addictions? Let’s start by looking at how big the issue is and the signs of behavioural addiction.

Which addictions are more prevalent in young men?

There is evidence of an increase in behavioral addictions driven by factors such as digital technologies and the availability of online activities. Approximately 1 in 8 people in the UK have a behavioural addiction. Substance misuse is historically more prevalent in men, but the fastest growing addiction categories in men in the UK are pornography, gambling, and problematic internet / social media use.

Why are young men more likely to have a behavioural addiction than young women?

The young adult brain is still in development, so the changes in neurochemistry produced by engaging in behaviours with ‘addiction potential’ can have a more powerful impact than in later life. These are behaviours that can provide a quick ‘dopamine’ hit (and immediate reward).

The parts of the brain that control emotional regulation and impulse control are not fully mature until the mid to late 20s, so young people typically have fewer coping mechanisms to counteract the potential development of an addictive behaviour.

In a nutshell, behaviours with an addiction potential may provide an easy way out of distress, especially in our youth (where we may be more impulsive and have lower distress tolerance), which may quickly progress to the formation of a behavioural addiction.

Men are more susceptible than women to some behavioural addictions partly due to brain function. The parts of the brain that control impulsivity develop more slowly in men. A classic example is gaming, where men are three times more likely than females to become addicted to video gaming.

What signs should you look out for in employees?

There are several signs to look out for in an employee who may be affected by a behavioural addiction, including (but not limited to):

• Erratic and continually unusual behaviour
• Tiredness
• Emotional imbalance – the person may appear more anxious, have mood swings, or have withdrawn and be experiencing depressed mood
• Constant interaction with phone or other types of technological devices
• Taking long breaks away from their desk and avoiding meetings and key tasks
• Trying to hide something

How can workplaces support employees with behavioural addictions? 

One of the most valuable courses of action to take is to understand and monitor employees’ mental health more generally. This can be done in a variety of ways, including setting up anonymous surveys for employees to find out how they are feeling, line management reviews of performance data to pick up any trends / patterns that may indicate significant behavioural change, educational sessions, and clear information regarding support available.

Fostering a company culture where everyone feels empowered to talk about their health and wellbeing is also key. As an employer, you have an obligation to look after the wellbeing of your employees at work. This should be led from the top down and ‘modelled’ as an organisational hallmark.

Internal methods for open communication are great but you could also look at external channels, such as therapists or counsellors whom an individual can speak to if they don’t want to speak with someone at work, or if they need to delve into matters with the support of a specialist. Also, asking employees what support they would like will ensure they are likely to be offered what they need.

Upskilling and training managers about behavioural addictions (and how prevalent they are) can be of enormous value. Senior leaders and line managers should understand the nature of the key behavioural addictions (gambling, gaming, pornography and smartphone) and their tell-tale signs, and how to approach an employee when they think any of these may be present. This will not only help individuals to be able to seek the support needed, but act as a method of prevention and early intervention.

When it comes to tackling behavioural addictions, start by having a policy in place, so that everyone knows what help is available to them, especially if you can provide support via employee assistance programmes, clinical mental health support and other channels. Make sure your employees know how they can access and use that support. It is best for individuals to access this support early on, before a significant ‘clinical’ problem arises.