INSIGHT: BigLaw’s Little Addiction Secret Reveals Itself During the Holiday Season

“Clink, clink, clink” is the inevitable cue for the senior partner to stand up and give a toast at the firm’s annual holiday party. There will be congrats on a hard-fought victory. There will be discussion of the prospects for a good next year. And, of course, there will be drinking.

But underneath the laughter and good cheer lurks something rarely discussed above a whisper: that maybe some of the people in room had had a bit too much. Or maybe a bit of something extra.

While it’s only said as a secret, the fact is that addiction is a growing problem among attorneys. Prior research revealed that one out of every five attorneys struggles with problematic drinking behaviors. For years it has been taboo for firms to even acknowledge that addiction could be a concern in their workplace, and when they do, it is rarely given much attention.

With holiday parties in full swing, those already struggling with the challenges of addiction will be even more tempted to turn to drugs or alcohol. The social acceptance and even expectation of overindulgence within the legal community amplifies these to an even higher degree.

These parties provide a unique opportunity for the leadership in law firms—not just HR—to step back and take a mindful look at their workplace, their people, and the factors that may contribute to a culture of addiction. 2020 is the year to set a positive, supportive example.

Why Attorneys Are at Risk

There are three key reasons why the legal profession experiences addiction at a rate well above the average population. Ironically, the very characteristics that make someone a good attorney make them most susceptible to addiction.

1. High Standards

Attorneys by nature are smart, self-driven people who hold themselves to a high standard. Competition is a job requirement, and the long hours and expectation of perfection can be understandably overwhelming for even the highest performer. Today’s social media culture amplifies the pressure by constantly showing pictures of people who seem to have the perfect job, family, and life.

This can drive many to substance misuse in search of a way to cope. Often the white-collar professionals I work with were resistant to seek support, firmly believing that they could resolve problematic use themselves—once the deal is done, the promotion is attained, or their client’s needs are met. But, there’s always another deal, promotion, or client, and their own needs rarely get addressed.

2. It’s the Culture

Networking and client development are essential for advancement at law firms but can lead to a culture where drinking and overconsumption is not only accepted, but expected. Too often it can be seen as the way forge new relationships and project the “right” image to internal and external stakeholders.

A national survey reported 36 percent of attorneys engage in hazardous drinking patterns—more than double the rate of those in the equally stressful medical profession.

Faced with a hectic schedule that leaves little time for personal reflection, a cocktail after work can escalate to normalizing high-risk alcohol behaviors within professional and personal relationships.

In this scenario, attorneys can find themselves on a slippery slope of mounting work stressors, escalating interpersonal conflicts, and an increasing reliance on alcohol and other substances—but lacking the tools to stop the cycle.

3. Nowhere to Turn

Attorneys facing addiction have what are often insurmountable challenges attaining the help they need.

First, it can be difficult to self-identify as suffering with substance use disorder, especially for high performers. For those who can see they need help, addiction care often isn’t readily available. When help is theoretically available—thanks to greater acceptance in recent years of corporate resources devoted to mental health—the competitive nature of attorneys often prevents showing what can be interpreted as a “weakness.”

The multi-pronged role of HR— conducting both employee assistance and performance review functions—feeds fears of public shaming and negative career impact. In the end, help becomes elusive.

This lack of focused employee resources speaks to the wider misconceptions that frame addiction as a personal failing that lacks effective treatment options. This false narrative amplifies existing stigmas about what is fundamentally a manageable chronic disease.

What Law Firms Can Do

When it comes to the holiday party, it’s all about options. You likely have alcohol-free choices available at the bar, but if you have passed champagne, do you also have passed sparkling soda? Giving your employees more opportunities to have an alternative drink in their hand will relieve some of the social pressure that can come from holiday events.

Firm leadership must also set an example through their own actions and expectations of healthy behavior.

It’s also good to have options when it comes to planned activities. If the only thing for an employee to do at your holiday party is drink, then it’s a house bet to say that some employees will drink heavily. However, if you incorporate other activities—dancing to a live band, life-sized board games, or fun food stations where you can construct your own culinary creation—then you create the option for better outcomes.

Looking Ahead to 2020

Of course, fighting addiction is about far more than a holiday party, so take this seasonal opportunity to weave a meaningful strategy for 2020. Use your holiday party as a touchpoint to not only reflect on the past year, but to set a positive standard for employee wellness in the new year.

Provide healthy options, set a positive example and seek out those who need assistance. Create a safe, reliable and trust-worthy in-house resource for those struggling with anxiety, depression, and addiction, and consider tapping an outside partner for instances when the challenges are more complex.

Target these efforts most heavily to your youngest cohort, which has the highest incidence of both depression and addiction. Let these smart, talented people know that it’s normal to experience stress, but that there are resources and support available.

The business case for doing so is strong. With a fifth of a typical law firm under an unhealthy influence, your firm is losing countless productive hours and seeing employee retention problems that have both a financial and client service cost.

When you take the time to break down the norms that feed addiction in your firm, you can spend next year’s party cheering to a healthier, happier staff—and that’s a hard-fought victory worth celebrating.

This column does not necessarily reflect the opinion of The Bureau of National Affairs, Inc. or its owners.

Author Information

Dr. Harshal Kirane is the medical director of Wellbridge Addiction Treatment and Research, one of the nation’s first facilities to bring addiction research and treatment under one roof.