All too often, I am the only woman in the room. I’m looking forward to the day when I’m not. It’s not that, as the only female, I feel alone but because, I know, greater female representation in my field of Environmental Health & Safety (EHS), will have a big impact on the service and expertise we provide.
The EHS field itself is actually quite diverse in its practice areas. A career in EHS can practices in a wide variety of areas -- air quality, water quality, food safety, healthy homes, preparedness, climate change, occupational health, industrial hygiene and more. EHS’ gender diversity is not as strong. Currently, there are more than . Only 27.3% of all EHS Specialists are women, while 68.0% are men.
Why do we need more women in EHS?
For one, women relate to people differently than their male counterparts, which can lead to a more inclusive environment. They can bring perspectives to situations that are unique to women, which again can lead to more inclusivity and can also allow for better solutions. That’s particularly important given the number of women currently in the workforce. According to , in 2021, about 71.75 million women were employed in the United States, an increase from 2020, when 69.23 million women were employed. Overall, , the first month of the pandemic, at 57.8 percent, according to the Bureau of Labor Statistics (BLS). Of all the net jobs the economy added in the past year, 3.3 million went to women and 3.1 million went to men. A workforce with more women requires some different EHS perspectives.
Consider Personal Protection Equipment (PPE). Male and female bodies obviously differ. During the pandemic, many issues about PPE were raised. Not only about shortages but about fit. PPE that fits properly offers more effective protection. Fortunately, more companies are making PPE in sizes and designs specifically for women. Boots, Fire-resistant clothing, fall protection, gloves, it all exists. There are even lines of maternity size PPE available. Could there be more? Yes. Fortunately, the group is a big proponent of it. We are constantly talking with vendors to encourage more PPE designed to specifically fit females be made available.
The committee of the American Industrial Hygiene Association (AIHA) is also raising awareness with a “Personal Protective Equipment and Clothing Fashion Show” that will be part of their annual PDC in May. Havin a lack of PPE for women often becomes an issue for companies because they either don’t know it exists, aren’t willing to look for it, or aren’t willing to pay for it. The ultimate solution is for companies to realize that women-specific PPE is not just a necessity but a requirement for them to have, identify their specific needs, and then dedicate the financial and other resources needed to obtain them. Having more female EHS professionals in our industry will certainly help raise more awareness.
Bringing overlooked workplace safety issues to light
The COVID pandemic has had a lot of good come out of it for today’s workplace. One of the biggest is bringing to the forefront as a significant and important aspect of EHS programs. Mental health is a key component of worker health and can include a lot of things including stress, fatigue, anxiety and lack of self-care.
When our employees are pushed to perform their jobs when their mental state isn’t considered, accidents can occur, and workplace violence issues can arise. EHS Managers have to find resources they can use and implement at their locations to help employees manage their mental health in a way that employees feel safe from retribution.
When our employees are pushed to perform their jobs when their mental state isn’t considered, accidents can occur, and workplace violence issues can arise. EHS Managers have to find resources they can use and implement at their locations to help employees manage their mental health in a way that employees feel safe from retribution.
According to , women around the world are disproportionately impacted by gender-based violence including sexual harassment and assault in the workplace. The 4th largest number of fatalities in 2020 was due to violence and other injuries by persons or animals, according to the US Bureau of Labor Statistics. Of those fatalities, 56% were from intentional injuries by another person (homicides). Data also shows that women are more likely to be victims of homicides: 17% of all fatalities where homicide was the cause were women, while only 7% were men. Over the past several years, we’ve heard multiple news stories or read articles where individuals from outside a company came to cause harm to those inside: estranged spouses or partners, members of the local community upset about the activities of the company, etc. (this is not including mass shooting incidents).
Companies need to have avenues where employees can come forward about potential issues so that protective actions can be taken. EHS managers can be a voice and proponent for that. One last item that I feel has to be mentioned is basic facility security. All employees need to be responsible for the security of the company, which means no one comes in the door unless they are an employee or an authorized visitor (meaning the employee who asked them to come is meeting them at the door and escorting them at all times). While facility security may not fall under the EHS umbrella at an organization, it’s ultimately about keeping people safe, and that’s absolutely what EHS is about.
As EHS leaders we need to lean in
The “Gender Initiative” within the Harvard Business School has conducted extensive research studies on this and have found biases in hiring and promotions where women simply aren’t being considered because it’s assumed they wouldn’t want the challenge, or their family commitments would keep them from succeeding. That may sound like a company-level item, but if EHS leaders are hiring team members, they have a voice and a part to play. Careers in EHS can be challenging but there are a growing number of women in our industry that are up for the challenge.
There are things like the lack of resources for women (i.e. sponsors and role models, proper-fitting PPE) that can put women in certain fields at a disadvantage. I admit, and want to be clear, that a huge amount of work has been done to address these issues over the past several years, but evidence exists that we still have a long way to go
Let’s make a difference
Gender equality in EHS initiatives must be a company priority, not just an EHS department priority. EHS leaders, however, can be a key player and promotor of gender equality in a number of ways.
For one, we can ensure there are adequate resources for both men and women, including previously mentioned PPE but also basic needs as separate restrooms and bathing facilities. We need to make sure hazards that are specific to women OR men need to be addressed and controlled the same as those that affect everyone. Additionally, we have to ensure that the controls implemented are able to be used by both men and women. Are they positioned in a way that everyone can reach or access them? Are they appropriate in size so that everyone can use them correctly?
It also takes smaller things such as addressing large groups as “folks” or “everyone” instead of “guys.” Let’s use more inclusive words or language in safety posters, announcements and other communications.
Having diversity and inclusion within the EHS profession is essential to our success. Having women as EHS leaders can help other women in EHS by being role models and mentors, which makes the profession as a whole stronger. I can’t wait to be among many women in the room.
At the end of the day, gender equality, gender equity, diversity and inclusion will put us in a better place to perform and keep our companies, our employees, our teammates, and the diverse world around us safer.
About the Author
Christina Roll is AXA XL’s Workers Safety Casualty Risk Consultant for the Americas, providing guidance to 色多多视频clients based on her nearly two decades of experience in hazard identification, evaluation, mitigation, and control; office and industrial ergonomic training and assessments; industrial hygiene assessments; OSHA compliance; safety and occupational health training; and workplace risk assessments.
