Today, women are becoming more numerous in the global workforce and are moving into traditionally male-dominated industries. A half a decade ago, industries like construction, property management, maintenance and production management could not boast of many female employees. Today, even though women’s representation in many of these industries is still under 10 percent, the number is rapidly growing. For employers who want to recruit and retain staff, building an inclusive
workplace culture that supports employees across differences in race, class, and gender is crucial to success. The knowledge and skills to do this are frequently missing in many work environments.
This poses a range of gender-related questions about the different effects of work-related risks on men and women. For example, women have different exposure limits and protections when it comes to hazardous substances, biological agents, the physical demands of heavy work and ergonomic design. Occupational health and safety regulations have traditionally focused on dangerous jobs in sectors dominated by male workers. As a result, OSH standards and exposure limits to hazardous substances are often based on male populations and laboratory tests. The risks to men workers are better known and addressed and OSH hazards affecting women have been traditionally under-estimated. These factors can affect the bottom line by lowering retention rates, reducing morale and increased absenteeism. There are also the direct and indirect costs of complaint investigations that must be considered. Below we outline just some of the issues that can be beneficial to address and to improve women’s well-being in the workplace.