9 out of 10 employees, who acknowledge having consumed alcohol in the past year, meet the criteria for excessive alcohol consumption, as measured by the number of drinks per day or per week, and by volume of alcohol consumed.

There were few reported cases of employees’ maladaptive behavior associated with the use of substances such as of khat, tobacco products (sheesha, kuber, and cigarettes), and cannabis. More so, it was reported that supervisors often provide these substances so that rangers can work longer hours without fatigue.

Respondents acknowledge the role of supervisory leadership, sharing of information, and understanding of the officers’ needs as key components towards building a culture of health and wellness. This was particularly noted with regards to family obligations, leave time, and mid-school year duty station transfers. KWS supervisors also noted the need for additional leadership training and support.

Respondents were not satisfied with the level of intervention, prevention, and support offered. For the most part, participants stated that they did not have access to counselors Participants stated that stated that the current manner in which individuals are removed from the station – without necessarily their knowledge of the reason - There were positive responses regarding the importance of Leadership, Psychological, and Spiritual Counseling, and Family Systems to effectuate intervention and treatment. Importantly, there was an acknowledgment that intervention and treatment changes behavior.

Respondents demonstrate an inability to communicate with their superiors. There is a widespread level of distrust in supervisory leadership, lack of consistent processes, and expectations that contribute to officers’ alcohol and substance use. Moreover, supervisors identified generational differences in communication with younger officers, especially as this relates to their belief and commitment for advancement in KWS.

Respondents explained that there is a lack of consistency in the advancement and promotional processes. Transfer and promotion do not necessarily follow the posted civil service requirements. For those individuals who are in recovery or abusing substances, many times they are transferred to a remote or conflict area. In sum, the problem is transferred to another station. Inconsistency in transfer, advancement and promotion compound feelings of social isolation, depression, and lack of motivation, and contribute to substance abuse.

Participants indicated that the denial of scheduled leave time and the related lack of opportunity to engage in positive social, familial, behavioral, and physical activities contributes to alcohol and substance use.

It is natural to assume that there is a level of tension between the individual’s behavior while off duty and the demands placed on police officers to “report at a moment’s notice” or to have their shift extended. However, participants reported a level of concern for their personal safety and the safety of the community when a co-worker reports to work while intoxicated. Moreover, the sober individual is held accountable by his/her supervisor for the harmful behavior of the intoxicated co-worker. These concerns were magnified because a number of ‘drivers’ come to work intoxicated.

Officers have a measurable exposure to trauma and it falls to the organization to determine how to address individuals who are experiencing both stress and trauma. Participants report very little support from supervision and management, there is the somewhat contradictory opinion that officers should handle trauma experienced by the respondent without the help of others.

Patterns and consequences of alcohol and substance use consumption varied by sex of the respondent. The most common reason given by both male and female respondents is that women refrain from use or misuse because they have greater responsibilities to take care of their children and their families. Importantly, it was also noted that female employees – whether working in the bush or in an administrative office role - stated that they are at a greater risk of harm for gender-based violence from an intoxicated colleague or supervisor. In sum, duty assignment by gender is an important concern.