Guest Q&A - Steven McCann on alcohol culture in professional services

Guest Q&A - Steven McCann on alcohol culture in professional services‍

 Steven McCann, Founder of MCG Consulting, joins us to talk about alcohol addiction, alcohol culture in professional services, and why recovery-informed workplaces matter.

‍A leading voice in workplace addiction and recovery inclusion, Steven advises organisations on addiction awareness, recovery-informed culture and social mobility. You can read more about Steven’s personal story with alcohol here.‍

Steven will be joining us for a webinar on Wednesday 15th October on how alcohol can influence behaviour, risk and belonging – and what leaders can do to shape a safer, healthier culture. Register for free here.

1. How did your experience with alcohol addiction impact your working life in professional services?

Alcohol addiction did not just affect my performance. It shaped every part of how I showed up at work.
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It was all-consuming and, for a long time, as secretive as it was serious. I lived in constant shame and anxiety, terrified of being found out.

Client events were very difficult, because they were always built around drinking. I felt I could not speak to anyone, because it simply was not a workplace conversation. That silence was as damaging as the drinking itself.

2. From your experience, is there an alcohol culture in professional services? If so, what does that look like?‍

Absolutely. December office parties tell their own story. Alcohol is everywhere, used to celebrate, commiserate, and network.
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Over the past 14 months, I have spoken to thousands of professionals across law and finance, and the message is clear: alcohol culture is deeply ingrained. For those who do not drink, or who are struggling, it can feel isolating and unsafe.

At one talk, a junior lawyer told me it was the first time they had ever felt seen at work. That recognition matters. It shows how much difference it makes simply to acknowledge the issue.

3. What risks does alcohol present to corporate workplaces?

The risks are wide-ranging. Firms lose talented people to alcohol misuse. Reputations suffer when incidents go public. Productivity drops, presenteeism rises, and costs mount.

But the greatest risk is cultural. In my article Inclusion, Recovery and Belonging piece for the Legal Services Board, I argued that belonging is not a luxury, it is a foundation. Workplaces that rely on alcohol for social connection are, often unintentionally, telling people who prefer not to drink: “You do not belong here.” That undermines inclusion, trust, and retention.

4. There’s an estimated £1.2 billion cost to the UK economy every year from alcohol-related workplace absences alone. What can workplaces do to address that?

It starts with cultural change, not crisis management. Senior leaders often do not realise how many of their people are affected, but research shows one in five legal professionals meet the definition of problematic drinking. That means hundreds or thousands of employees in a large firm. 

At MCG, we work with organisations to put proactive steps in place before crisis hits. As I wrote in my article, Supporting employees through hidden struggles, it’s about creating a culture where addiction is not taboo. That means:

• Encouraging open conversations.
• Rethinking workplace drinking culture.
• Introducing peer support networks such as MCG’s CMAR programme.
• Training managers to respond with compassion and signpost support.

These are not huge investments, but they transform workplace culture. I would much rather be invited in before a crisis happens than after someone has lost their life, their family, or their career. 

That is why we run Addiction Awareness Talks as part of the MCG Addiction Awareness Series, helping organisations start these conversations in a safe, impactful way. You can read more here.

4. We understand you’re passionate about ‘recovery-informed’ workplace culture and how it links to inclusion. Please tell us a bit more about that?‍

Recovery-informed culture starts with recognising that addiction is not a moral failing, it is often a coping mechanism. Too many people are written off because of stigma. In reality, people in recovery are some of the most resilient and committed colleagues you will ever find.

For me, inclusion and recovery are inseparable. If we are serious about reshaping professional services, we must centre compassion, inclusion, and lived experience. Recovery-informed culture means allyship: you do not have to be a therapist to help, you just have to listen without judgement and know where to signpost.

When organisations take this approach, people feel safe to be honest. Leaders learn how to respond. Colleagues start to see addiction not as a taboo but as part of the wider wellbeing and inclusion agenda. Every time I speak, someone comes up afterwards to say: “My brother, my mother, my colleague is in recovery.” These experiences are everywhere, they are just invisible until you make space for them.

And that is the point. Once you create recovery-informed workplaces, people step into that space. It can transform not only individual lives, but entire organisations. Recovery-informed workplaces do not just support individuals, they strengthen businesses from the inside out.

I feel deeply grateful to do this work, to help others, to sustain my own recovery, and to do something I truly love. It all began with a time when others had to help me, and I carry that forward in everything I do.

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