2022 Winter Leader - DEI in Safety by VPPPA

IN SA FE TY

VOL9/NO1/ WINTER 2 022

CONTENTS

VOL 9 | NO 1 | WINTER 2 0 22

FEATURES

OSHA Initiatives Address Diversity, Equity, and Inclusion to Ensure Worker Safety

We Are the Same Kind of Different By Sylvia Marusyk, Owner of MindBody Works

By the Occupational Safety & Health Administration

Avoid These 3 Common Mistakes

Build Safety Culture by Embracing Diversity, Equity and Inclusion

Originally published by the

Originally published by

the National Business Aviation Association

What Does Inclusion Really Mean? By Rachel Bell, Brewers Association Safety Subcommittee Co-Chair

The Way Forward for Diversity, Equity & Inclusion in Safety By Abdel-Rahman Sabriye

Center for Creative Leadership

Tipping the Socioeconomic Scale By Brenda Kay Wiederkehr, CSC Owner of Access Compliance

Home Modifications for the Visually Impaired or Blind— The Complete Guide Originally posted on

12 COLUMNS

Hireahelper.com

4 6 42

Women in Safety Shedding a Light on Safe and Compliant Jobsite Lighting

SECTIONS 41 44 46

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Message from the Chairperson

Infographic Corner Membership Corner Ad Index Leader—Winter 2022

A Message From the VPPPA Chairperson Hello my fellow VPPPA members,

s we enter a new year, I cannot help but reflect on how far we’ve progressed in 2021. Our amazing staff and VPPPA boards (both regional and national) worked hard through a challenging year to ensure the VPPPA community had

the resources they needed to maintain safety excellence at VPP workplaces throughout the country. I am very proud and humbled to be part of this outstanding group of professionals. Now we look forward to using the foundation of initiatives completed in 2021 as we move into 2022. Because everyone, regardless of their race, age, sex, religion, or other demographic, has the right to a safe workplace, it goes without saying that Diversity, Equity, and Inclusion (DEI) is more important than ever. I am proud to present this issue of the Leader magazine to all of our members and subscribers, and hope it will be the catalyst for many tough, but important, conversations on DEI in safety.

With the amazing VPPPA membership, Boards of Directors, staff, and VPP community all working together, the best is yet to come.

We are also proud to partner with BSCP as an affiliate to support the Global Learning Summit happening this May. I encourage all of you to join through the VPPPA website (vpppa.org) to attend this worldwide safety professional educational event. We have a great safety excellence track lined up for this summit that you won’t want to miss. As we continue to expand our online member benefits, we listened to your feedback and created a new membership database. With this database it is easier than ever to update changing site personnel as well as search for other member companies within your industry to network with them directly. We have expanded our popular online webinars and e-learning opportunities. Please visit vpppa.org to learn more about our upcoming online educational events. You can also look for a new VPPPA webpage to be launched soon. We are as eager as ever to see you in person once again. Dates and plans have already been set for regional and national conferences. More information can be found on our website. We hope you will attend one or multiple conferences this year. As we enter into the new year knowing all the hard work we put into last year, I am confident we are ready for 2022. With the amazing VPPPA membership, Boards of Directors, staff, and VPP community all working together, the best is yet to come.

— Terry Schulte, Chairman—National VPPPA Board of Directors We are better together!

Leader—Winter 2022

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Women in Safety

EHS Professionals: Elevate Your Impact Through Integrating Psychosocial Hazards

VPPPA Presents… Women in Safety While the safety industry is still a male-dominated industry, the number of women is increasing each year. It’s important to identify and communicate the issues that women face. In each issue of the Leader, we will be including an article from a prominent woman working in the safety and health industry. If you, or someone you know, would like to write for this column, please contact A PV at communications@ vpppa.org

e spend

include aspects of physical,

impact the holistic well-being

most of our

mental, and emotional well-

of the workplace.

waking hours

being. A psychologically

working—

healthy and safe workplace is

companies in the top quartile

whether onsite or remote—and

one that prevents harm to a

for racial and gender diversity

the average person will spend

workers’ psychological health

financially outperform

one-third of their lives at

and promotes the workers’

their less diverse industry

the workplace. It has become

psychological well-being.1

counterparts3. In addition

increasingly evident that

Creating a psychologically

to the positive financial

the workplace environment

healthy and safe environment

implications of diversity,

is a factor in the overall

begins with identifying all the

belonging has been shown

health of workers, but many

elements that could potentially

to increase job performance,

organizations’ environmental,

harm workers and then taking

reduce sick days, and reduce

health and safety (EHS)

the steps necessary to eliminate

turnover. Contrasting the

programs focus solely on the

or reduce them.

many benefits of a diverse

physical safety of the workers,

It is well documented that

EHS professionals have

and inclusive workplace is the

and limit “health” to that

always been instrumental in

fact that one micro-exclusion

which can be measured through

the reduction of workplace

event causes an immediate

sampling (e.g., industrial

hazards, typically using risk

25% decrease in performance4.

hygiene monitoring, sound

assessment methodologies

Those who experience

levels, radiation, etc.).

that help to identify workplace

discrimination are documented

hazards and reduce the risk of

to have an increased risk of

to evolve, effective and

harm to workers (see Figure

mental illnesses, negative

comprehensive EHS programs

1). This is the primary reason I

physical health outcomes,

cannot focus solely on

believe that EHS professionals,

and decreased self-control

preventing physical injuries

practitioners, and leaders are

responses; this data does not

and illnesses but must also

uniquely positioned to positively

consider the synergistic effects

As the workplace continues

Figure 1: Risk Management Process2

Establish the Scope, Context & Criteria

Identify

Analyze

Evaluate

Treat

Monitor

Risk Assessment and Mitigation

Improve Recording • Reporting • Communication • Consultation

Leader—Winter 2022

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on the physical safety for

health and safety programs.

workers with poorer mental

This is also an opportunity

and physical health5.

to engage experts from

The above data shows a clear

Figure 2: Examples of Identity Categories

DIVERSITY

complementary fields including

connection between diversity,

organizational development and

equity, and inclusion (DEI) and

mental health.

the health of the workforce, but in many cases, DEI is solely the responsibility of the human resources (HR) organization. DEI is just one example of the way in which psychosocial hazards— aspects of work organization, the work environment, and workplace social interactions that are potentially harmful to the worker—have been addressed differently than the physical hazards6. The challenge is that many EHS professionals are not as well-versed in the psychosocial hazards of the workplace as they are with the hazards that cause physical injuries and illnesses. This was the driver for the development of the 5Is Psychological Health & Safety Integration Process™ with the goal of helping organizations integrate psychosocial hazards into their EHS programs. In the next section, three of the five steps are described providing a roadmap to include psychosocial hazards.

Step 1: Increase Psychological Health & Safety Literacy

Step 2: Identify Psychosocial Hazards & Risks we focus on fifteen psychosocial factors that are known to

Native Language

Gender

Sexual Orientation

Citizenship

Race

Class

Gender Identity & Expression

Ethnicity

Socioeconomic Status

Parental Status

have a powerful impact on the organizations’ culture, the wellbeing of individual workers and the company’s bottom line. While all fifteen are important

elements for a psychologically healthy and safe workplace, the following three are typically the highest risks for the clients with whom we work.

Diversity, Equity, Inclusion & Belonging:

Earlier in this article statistics about the DEI-EHS connection were presented. It is important to differentiate between these terms which are often used interchangeably or incorrectly. Diversity is the differing identities (see figure 2 for examples) that exist among a certain population and, more specifically, the presence of historically underrepresented groups—populations that are not white, male, able-bodied, heterosexual, or cis-gendered.

of the risk assessment process is

Diversity is just the beginning;

hazard identification; however,

it is the foundation upon

because psychoeducation has

which equity, inclusion and

not been a part of training

belonging can be built. While

and education most EHS

diversity is the presence of

professionals do not possess

underrepresented groups within

the knowledge to identify or

the organization, their presence

mitigate psychosocial hazards.

does not necessarily equate

At EHS Compliance Services

to equitable and inclusive

Inc, we begin with awareness

treatment at the workplace. Equity is the guarantee of fair

our clients the vocabulary

treatment, access, opportunity,

required to begin integrating

and advancement while also

psychological hazards into their

striving to identify and eliminate

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Religion

In our risk assessment process,

The first and most integral part

and literacy training that gives

Physical Ability

the barriers that have prevented

to create an organizational

the full participation of

infrastructure that has multiple

underrepresented populations.

touch points that integrate

Inclusion is incorporating and valuing the differences into

support into the way business is accomplished every day.

the culture of the organization. Belonging is the output of diversity, equity and inclusion working in concert within the work environment. Belonging is realized when workers feel comfortable, connected and as if they can contribute to the organization in a meaningful way. Inclusion and belonging are the focus of the risk assessment process.7

Psychological Support:

Workload Management

Workload management is often the psychosocial hazard with the highest risk score—affecting more workers at a higher rate than other psychosocial hazards. It is the ability to perform job tasks and responsibilities within the given timeframe with adequate resources. Longer work hours attributed to an environment with low workload management are associated

Psychological support refers

with deleterious health effects,

to the level of social and

including increased blood

emotional support that exists

pressure and cholesterol levels,

in an organization. In many

reduced physical activity and

organizations, the EHS program

sleep; all of which affect the

is supported in several ways.

workers’ ability to achieve

Some examples include:

maximum job performance.8

•

Staff within the

• •

EHS teams and/or committees;

•

EHS department; First aid and emergency responders; Workers with EHS training Psychological support

leverages similar networks

Psychological Protection In her book, The Fearless Organization, Dr. Amy Edmonson, highlighted the importance of psychological safety in the workplace. She describes psychological safety as

Leader—Winter 2022

an environment where workers

of Controls that focuses on

are not hindered from optimal

psychological health and safety.

performance by interpersonal

fear. While not a new concept,

2. Elimination

Dr. Edmonson created actionable

3. Substitute

steps that when taken can

4. Redesign

create psychologically safe

5. Education

work environments and teams.9

6. Encouragement11

Psychological protection workplace that ensure workers’ psychological safety is ensured.10

elevate their impact in the

organization through following these three steps: 1.

Step 3: Reduce Psychosocial Risks

Increasing Literacy through Psychoeducation

2. Identifying Hazards

Following the identification

3. Reducing Risks

of the hazards, they are

Including psychosocial

analyzed and evaluated to yield a list of prioritized risks the organization can address through one or more of the risk treatment options below (also pictured in Figure 3). Most EHS professionals are familiar with the traditional Hierarchy of Controls that focuses on physical hazards. The following Worker Health Hierarchy

EHS Professionals can

are systems in place at the

is an adaption of the Total

Avoidance

hazards in the EHS program

will create more holistic EHS programs, a psychologically healthy and safe workplace, and improve the performance of individuals who are impacted by psychosocial hazards.

ENDNOTES 1

CAN/CSA-Z1003-13/BNA 9700803/2013. Psychological health and safety in the workplace—

Prevention, promotion, and guidance to staged implementation ANSI/ASSP TR-310102020. Technical Report on Risk Assessment Techniques. Park Ridge, IL: American Society of Safety Professionals, 2020 Hunt, Vivan, et al. McKinsey & Co, New York, NY, 2015, p. 3, Diversity Matters. Carr, Evan. Better Up, 2019, The Value of Belonging at Work: New Frontiers for Inclusion, https://grow.betterup.com/ resources/the-value-ofbelonging-at-work-thebusiness-case-for-investingin-workplace-inclusion. Accessed 22 Dec. 2021. Williams DR, Lawrence JA, Davis BA, Vu C. Understanding how discrimination can affect health. Health Serv Res. 2019 Dec;54 Suppl 2(Suppl 2):1374-1388. doi: 10.1111/1475-6773.13222. Epub 2019 Oct 29. PMID: 31663121; PMCID: PMC6864381. International Organization for Standardization, Geneva, Switzerland, 2021, p. 1, Occupational Health and Safety Management—Psychological Health and Safety at Work—

Figure 3: Psychological Health & Safety Hierarchy of Controls

Reducing Risk Hierarchy of Controls

Avoid or Eliminate

Work conditions that negatively impact mental well-being and psychological health & safety

Substitute

Substitute psychological safety & health promoting policies, procedures & activities

Redesign

Redesign the work environment and workplace culture for mental well-being and psychological health & safety

Educate

Educate for psychological safety & health, suicide prevention and mental well-being

Encourage Adapted from the NIOSH Total Worker Health

Leader—Winter 2022

Encourage personal activities that promote mental well-being and psychology safety

Guidelines for Managing Psychosocial Risks. 7 Mazor, Author. “Creating a Culture of Belonging | Deloitte Insights.” Deloitte Insights, Deloitte, 15 May 2020, https:// www2.deloitte.com/us/en/ insights/focus/human-capitaltrends/2020/creating-aculture-of-belonging.html. 8 Ro, Christine. “How Overwork Is Literally Killing Us—BBC Worklife.” BBC—Homepage, 19 May 2021, https://www.bbc.com/worklife/ article/20210518-how-overworkis-literally-killing-us. 9 Edmondson, Amy C. The Fearless Organization. John Wiley & Sons, 2018. 10 Samrah, J., et al. “Know the Pyschosocial Factors.” Guarding Minds at Work, Canadian Centre for Occupational Health and Safety, https://www. guardingmindsatwork.ca/ about/about-psychosocialfactors. Accessed 22 Dec. 2021. 11 NIOSH 20160. Fundamentals of total worker health approaches: essential elements for advancing worker safety, health, and well-being. By Lee MP, Hudson H, Richards R, Chang CC, Chosewood LC, Schill AL, on behalf of the NIOSH Office for Total Worker Health. Cincinnati, OH: U.S. Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, DHHS (NIOSH) Publication No. 2017–112. Kahlilah Guyah is the CEO, Founder and Principal Consultant at EHS Compliance Services Inc. (EHSCSI). She helps organizations leverage their EHS programs to protect workers and the environment, deliver business value and elevate brand reputation. Kahlilah is a speaker who has been featured at conferences held by the National Safety Council and the American Society of Safety Professionals. Kahlilah is a champion for integration who is on a mission to embed EHS excellence into daily business operations. When not working with clients, you can find Kahlilah mentoring emerging EHS professionals or hosting dynamic conversations on her LinkedIn Live show “Connecting the Dots.”

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SHA INITIATIVES For decades, workers and worker advocates have fought for diversity and equality in America’s

Address Diversity, Equity, and Inclusion to Ensure Worker Safety By the Occupational Safety & Health Administration

workplaces. The promise of the American Dream has remained out of reach for many, most often people of color and others who have been adversely affected by poverty, inequality, and racism. In an effort to turn the tide at a national level and minimize disparities toward the underserved, President Biden issued Executive Order 13985 (Advancing Racial Equity and Support for Underserved Communities Through the Federal Government) and challenged federal agencies to assess to what degree its programs support and can further the agenda that E.O. 13985 has laid out for all federal agencies.

Leader—Winter 2022

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SHA’s mission is

infectious diseases training

of the Voluntary Protection

standards to achieve excellence in

to ensure safe and

grants. OSHA expects that these

Program. As OSHA reaches out

workplace safety and health. They

healthful working

grants will help train nearly

to groups and employers with

also place significant emphasis

conditions for

60,000 people, of which most

an interest in participating

on reaching vulnerable worker

every worker in America.

are underserved and hard-to-

in the Challenge, the agency

populations, including, but not

Through efforts to enhance

reach workers. In addition, the

will prioritize outreach to

limited to, African Americans,

diversity, equity, and inclusion

agency approved an additional

underserved populations, such

Hispanic/Latino workers, Asian

in safety, OSHA aims to

round of Susan Harwood grants

as minority-owned businesses

Americans, Native Hawaiians,

protect the most vulnerable

in 2021 for training and materials

or companies made up of large

and Pacific Islanders.

workers—often people of color

preparation for more than 43,000

numbers of underserved workers.

or immigrants who have limited

workers in 14 different languages.

English-speaking skills and are

The OSHA Training Institute

cooperative programs are built

to their citizenship status,

unaware of their right to a safe

Education Centers (OTI) also

on collaborations with trade

because English is not their

work environment.

provide training to workers

and professional associations,

first language, or because

and employers on maintaining

labor unions, worker centers,

of the color of their skin.

safe workplaces.

educational institutions,

These workers may not be

community and faith-based

aware of their rights or feel

The agency is committed to ensuring that every worker

These and other OSHA

Too often, workers are left out or forgotten due

knows about their rights and is

For fiscal year 2022, the goal

empowered to speak-up about

is to reach more than 1.3 million

groups, consulates, government

uncomfortable raising safety

health and safety concerns in

individuals through Susan

agencies, and a variety of small,

concerns. OSHA wants to work

their workplace.

Harwood grantees and OTI, with

medium, and large businesses.

with all of its stakeholders to

a focus on working with diverse

These programs allow the

address the issues surrounding

year, the Department of Labor

communities to ensure that

agency to develop voluntary,

Diversity, Equity, and

has issued rulemakings on

historically underserved worker

mutual relationships with

Inclusion. As ambassadors to

issues important to U.S. workers

and employer populations have

stakeholders committed to

small businesses, OSHA and our

and their families, including

access to OTI’s training services.

advancing workplace safety,

partners must do everything in

worker safety, protections from

OSHA continues to identify other

and to recognize employers

our power to make sure these

discrimination, fair wages,

opportunities to embed equity

who go beyond the minimum

workers get the protections

retirement security, and

principles within these programs.

requirements of compliance with

they deserve.

Rulemaking. For the past

health care. The agency has also

Building Alliances with Key Stakeholders. As part of OSHA’s

prioritized rulemaking on

Alliance Program, more than

infectious diseases, workplace

240 organizations nationwide

violence, and measures to

have partnered with the

protect workers from the

agency to share information

hazards of extreme heat,

and develop materials to help

especially among workers of

improve workplace safety. The

color who disproportionately

Voluntary Protection Program,

work in essential jobs under

which comprises 1,281 sites

tough conditions.

working cooperatively with

Outreach and Worker Training.

federal OSHA and another 770

OSHA conducts outreach and

teaming with State Plan states,

training for underserved,

aims to prevent fatalities,

vulnerable workers, many

injuries, and illnesses through

of whom are people of color.

hazard prevention and control,

The agency’s Susan Harwood

worksite analysis, training,

Training Grant Program

management commitment,

provides hazard recognition and

and worker involvement.

prevention training to hard-to-

Webinars on the revised Hazard

reach and diverse communities

Communication Standard

of at-risk workers. Many of

sponsored by a key alliance

the grantees provide training

partner, Society for Chemical

in workers’ native languages.

Hazards Communication,

Funding is awarded annually on

attracted 39,000 attendees.

a competitive basis. In September 2021, OSHA

Another program, the OSHA Challenge, assists employers who

awarded 130 organizations over

may want to strengthen their

$18 million in Susan Harwood

safety and health management

Training Grants and American

systems, but are not ready or

Rescue Plan-funded COVID-19/

able to meet the higher standards

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Top: Fe y Justicia Worker Center trainer, Alejandro Zuniga, distributing masks and educational materials on chemical hazards to immigrant workers in the janitorial and restaurant industries as part of the National Council for Occupational Safety and Health’s 2020 Susan Harwood training grant. Left: OSHA Susan Harwood training grantee, Brazilian Worker Center, conducting fall prevention training for construction in Woburn, MA, in February 2020. Leader—Winter 2022

Leader—Winter 2022

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f team members can’t be their authentic selves on the job, then the workplace isn’t as safe as it could be. One day, a young African American girl was watching a character parade at a major theme park with her father. “Oh, there’s one!” the girl exclaimed. It was at that moment that her father, Jim Peal, an expert in architecting and managing organizational change, realized his daughter had spent the entire parade looking for an African American woman dressed as a popular character. Picture a parade of business aviation professionals, maybe even those from your own organization. What does the parade look like? If all of the characteristics that make you “you” were visible, would you see someone of your faith, ethnic background, sexual orientation or other defining characteristics?

Diversity Matters Diversity, equity and inclusion (DEI) is not just “the right thing to do.” DE&I is critical to an organization’s success. Peal says a truly diverse work team reflects society in general. Inclusion means making sure all members of that team feel welcome and a part of the organization, while equity means all team members receive equal compensation for equal work and have equal opportunities for advancement.

BY EMBRACING DIVERSITY, EQUITY AND INCLUSION

Studies show that diverse teams are better than homogenous ones, generally making better decisions that often result in increased productivity. Equity and inclusion are important for ensuring a diverse team’s achievement. Kali Hague, a partner at Jetlaw, said that the history of a homogenous aviation workforce is understandable but not acceptable. “In aviation, we rely on checklists and process and tend to think more of the same is better,” she explained.

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Leader—Winter 2022

Studies show that diverse teams are better than homogenous ones, generally making better decisions that often result in increased productivity. Diversity’s Impact on Safety Culture What does DEI have to do with safety culture? A diverse approach to safety is a better approach because different viewpoints and experiences provide alternative perspectives and ideas. However, diversity is only part of the equation. It’s impossible to have a strong, positive safety culture without true equity and inclusion, which are foundations of a just culture. The Safety Management International Collaboration Group—which includes FAA, EASA and other regulators dedicated to promoting a common understanding of safety management principles and requirements—defines “safety culture” as “the set of enduring values, behaviors and attitudes regarding safety, shared by every member at every level of an organization.” The six attributes that make up a safety culture are:

• • • • • •

Commitment Justness/Just Culture Adaptability Information Awareness Behavior Wyvern CEO Sonnie Bates,

CAM, says commitment is

person, someone wearing attire

and evolve.”

representing a certain religion,

Bates says safety culture is really a team event and asks if you can have a good team

or a person of a different race moved along to another row? Experts say that once you

if you don’t have a just or fair

identify your own bias, you

one? If the team is unwilling

have to confront it. In many

to let a colleague be his or her

cases, this means identifying

authentic self, then the team

and avoiding microaggressions.

has collectively introduced a

Microaggressions are casual

distraction that decreases the

statements in the form of

amount of energy each team

backhanded compliments,

member can spend on safety.

“innocent” jokes that are

Experts say this so-called

actually offensive, and other

“psychological safety” to be

insensitive comments. For

yourself and share your

example, a male pilot saying

views is critical to a positive

of a female pilot, “She’s

safety culture.

a pretty good pilot . . . for a girl,” is an example of a

Common Challenge: Bias One common challenge to developing a diverse, equitable and inclusive workforce is unintentional bias. “Bias is that invisible barrier that we have toward other groups,” said Risha Grant, award-winning diversity and inclusion consultant and author, adding it’s an often unrecognizable trait we learn from our families. “Some of those teachings cause us to have a mistrust [of others].” Because a person may be unfamiliar with a group of people, that group can seem threatening. Personal experience, family, media and institutions are all sources of bias. While overt racism and discrimination are often easy to identify, unintentional bias is more challenging for individuals and society as a whole to detect and address.

backhanded compliment that is a microaggression. Perpetrators of microaggressions are often unaware of the offensive nature of their statements. Even the most well-intentioned person can accidentally commit a microaggression, so it is important that human resource specialists and managers actively engage with employees to discuss microaggressions, how to avoid them and how to productively call them out. Grant and Peal both note that a person who is a target of a microaggression needs a substantial amount of emotional energy to call out the offense. Therefore, these experts suggest that targeted individuals should first take stock of their emotional energy before engaging.

who makes you uncomfortable

five together.

Positive Steps for Leaders

and ask yourself why. This is a

It is clear that microaggressions

simple way to determine your

and other non-inclusive actions

own biases.

have a direct impact on an

“Commitment provides that real desire to take the next step in the right direction,” said

Leader—Winter 2022

privately if a heavily tattooed

information you need to adapt

attributes, as it ties the other

the most important of these

just culture, so you have the

Grant suggests considering

“If the middle seat is open

organization, so addressing

Bates. “With that commitment

on an airplane, who do you not

biases and microaggressions is

to take the next step, you

want sitting next to you?” Grant

critical for ensuring a positive

ensure that you have a fair and

asked. Would you celebrate

safety culture.

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policies and procedures to

What do you want that parade

support those efforts.

to look like in 10 or 20 years,

Since microaggressions

so that the business aviation

are often the result of

industry looks more like

unintentional and unidentified

society in general and is safe,

biases, providing educational

sustainable and successful for

opportunities for team members

years to come?

to learn more about these challenges can make a big difference for an organization.

Where Will You Be Tomorrow? A diverse team can be a better team, and an equitable and inclusive environment can enhance safety. But how do you get there?

National Business Aviation Association Founded in 1947 and based in Washington, DC, the National Business Aviation Association (NBAA) is the leading organization for companies that rely on general aviation aircraft to help make their businesses more efficient, productive and successful. Visit them at https://nbaa.org/.

“In order to create a safe

really is different. On the other

have your attention [focused]

hand, even if a team appears

on the environment,” said

to be very diverse, there are

Peal. “Any time one of these

always similarities. is one way to distinguish a

attention is turned inward.”

leader from a manager. A leader

Leaders must create an

will take the time to get to know

environment in which diversity

his or her team and help that

is celebrated and biases are not

team get to know each other. To evaluate and improve safety

become comfortable discussing

culture, Bates recommends

these issues. Sometimes that

that leaders conduct interviews

means being vulnerable or

and surveys to gauge the

admitting you don’t know

organization’s safety culture,

enough about DEI but want to be

then observe behavior to see

part of the conversation.

if subsequent actions reflect

One way to begin a discussion about DEI is to have “diversity introductions.”

own organization’s parade.

Showing this kind of initiative

happens, all of a sudden your

tolerated. The first step is to

professionals. Think of your

the same, each team member

environment, you need to

[microaggression] events

of business aviation industry

the perspectives shared in the interviews and surveys. Finally, the group’s

Encourage team members to

structure must support

talk to each other about how

a positive safety culture,

they’re different. Peal says

meaning that the organization

that even if a team all looks

needs to have the resources,

A diverse approach to safety is a better approach because different viewpoints and experiences provide alternative perspectives and ideas.

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Leader—Winter 2022

What does

in·clu·sion /in'klooZHən/ REALLY MEAN? By Rachel Bell, Brewers Association Safety Subcommittee Co-Chair

Leader—Winter 2022

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ithin my

For those of you who are

industry, craft

in a position to be inclusive,

beer, Diversity,

it requires a certain degree of

Equity, and

vulnerability and openness,

Making mental well-being a priority is a great way to start building an inclusive environment.

Inclusion (DEI) has been

which is not a typical strength

a focus for the last couple

for management (or humans!).

years. This past summer, we

If you have never been the victim

experienced the start of our

of unfair barriers, it might be

own “me too” movement.

difficult to empathize with those

While these changes have been

who have. Listening and believing

positive and much needed,

that someone is experiencing

once the flames died down

something is a crucial skill for

it became clear that many of

inclusivity. Tell the employee

those who expressed interest

that you hear them and will

in your mind, to figure out

in being allies weren’t ready

investigate the situation, and

if you did something wrong.

to truly do the work that

then actually do it with an open

Eventually, you open up to

DEI requires. Diversity and

mind, as an advocate.

your manager, or HR about the

Equity are perhaps the easiest

Making mental well-being

problem, and find out it has

components to understand,

a priority is a great way to

nothing to do with your work

but Inclusion seems to be the

start building an inclusive

and they’ve had complaints

biggest hurdle to overcome.

environment. If someone is

about this team or this person

Inclusivity is not implied

coming out of a bad situation,

in diverse and fair hiring

it’s possible that they

practices. It is an active step

have developed anxiety or

that takes the work to the next

depression. Maybe they just

level and continues long after

have had their confidence

an employee is hired. In this

shaken. No matter where they

context, I view the opposite

are on the mental well-being

of inclusion as the presence

spectrum, check in with them

of barriers. These barriers can

regularly and make sure they

restrict an employee’s access

have what they need to succeed

to knowledge, resources, or

and aren’t encountering any

upward mobility. Sometimes

problems. To me, this is a good

these barriers exist for

practice for all employees in

some employees and not

all situations, especially in the

others, which leads to

interest of equity. As we all

unfair advantages.

know, distracted employees are

Inclusion might be the

more likely to have an accident

hardest component for some

in the workplace, and stress is a

people to grasp because it

big distraction.

requires them to accept and

As someone who has

acknowledge that there has

personally had to fight to

been an unfair bias applied to

be seen as an equal in my

certain people. Either they don’t

industry, it can feel hopeless.

want to admit that they were

You are constantly wondering

part of the problem, or they

why you have to fight just to

refuse to believe they are part

be told information relevant

of the problem, and therefore

to your job or have a chance

shouldn't have to make up for

to present ideas. You go over

the mistakes of others?

every conversation or situation

before, but they “can’t” do anything to fix it because that’s just the way ____ is. Being a woman in the beer industry, particularly working in safety and trying to convince a male-dominant workforce to change their practices is definitely like banging my head against a wall some days. Sometimes bringing attention to DEI issues seems fruitless or even detrimental to my career. But I keep doing it because I hope that one day, we can all just work together, doing what we love, and no one is ever made to feel excluded or insignificant again. Being the change we want to see and doing the work against all forms of discrimination is worth it for a happier, safer, and more successful future. Rachel Bell, Brewers Association Safety Subcommittee Co-Chair

As someone who has personally had to fight to be seen as an equal in my industry, it can feel hopeless.

vpppa.org

Leader—Winter 2022

The

Way

Forward

for Diversity, Equity & Inclusion in Safety

By Abdel-Rahman Sabriye

(Illustration by Helena Pallarés)

Leader—Winter 2022

vpppa.org

(Illustration by Helena Pallarés)

ith the Great

inclusive, and equitable

understanding of some of the

Resignation

workplace culture.

hidden barriers to safety for

(or the Big Quit) well and

truly upon us, individuals are voluntarily leaving their jobs at profound rates, and this trend is set to continue into the following year. Diversity, Equity, and Inclusion (DEI) have become a crucial part of working for an organization. This has resulted in organizations speaking more about this issue and attempting to take concrete steps to diversify their team. However, diversifying teams does not automatically mean inclusion will follow. Employees have shown that they want to be part of organizations that prioritize meaningful DEI. Research shows that nearly 80% of surveyed people want to work for an organization that prioritizes DEI issues. Organizations are starting

more vulnerable workers. Some

Safety Professional Roles

•

Safety professionals are uniquely positioned to help organizations facilitate

•

and implement robust DEI strategies. GOOD safety professionals often have incredibly close relationships

•

The disparity in training and communication due to difficulties in speaking English. Disabled persons not being considered in an emergency evacuation plan. A woman not being given appropriate PPE that fits.

with Human Resources (HR), Operations, colleagues on the floor, and almost everyone in the organization. The role of a safety practitioner is to influence both the organizations and employees to make good and safe choices regarding their day-to-day work. This skill can help influence decisionmakers to not only understand the importance of DEI but the benefits that DEI can bring to the organization. Even from a safety

to realize that cookie cutter,

perspective, better DEI in

check-the-box solutions do

the organization allows for

not cut it anymore for this

better risk management. More

new workforce. One-hour

specifically, from a safety

DEI training is not sufficient

professionals’ viewpoint,

in creating a truly diverse,

DEI allows for a better

vpppa.org

examples of these barriers are:

Diversifying teams does not automatically mean inclusion will follow. Employees have shown that they want to be part of organizations that prioritize meaningful DEI.

Leader—Winter 2022

Safety professionals should be championing a successful DEI program, as it can also

within our profession and

of DEI, lack of diversity, lack

organizations one step at a time.

of inclusion, and conscious or

But first, we need to

unconscious bias, to name a few.

positively affect employees’

understand what challenges

Although these challenges are

mental health and safety, which

both the industry and the

faced by most organizations,

is essential.

profession face:

each organization and culture

Charity begins at home

The OHS Profession Challenges

the performance of the specific

significant changes in the safety

diagnose issues that need to

There are two main routes that safety professionals can take to have a meaningful impact. Firstly, in their respective workplaces or organizations and secondly, in the safety profession itself. Charity begins at home, and we can start to address both the issues

One-hour DEI training is not sufficient in creating a truly diverse, inclusive, and equitable workplace culture.

are different. Understanding

Although there have been industry in recent years, the safety profession itself faces

DEI program within the organization will help improve or good practices that need to continue.

major DEI issues within the field. Two of the most discussed topics are the DEI issues facing people of color and women. Although we have started

The Way Forward How do you meaningfully take the first step toward, or enhance, a DEI program? Part of the issue

to see more women join the

is not only within the safety

profession, it is still a male-

profession. Actionable items are

dominated industry. Just to get

rarely addressed when DEI is

a scope, male OHS professionals

discussed. I have included a few

outnumber females by a ratio

ideas below that will help safety

of roughly four to one. This

professionals have a meaningful

becomes even more evident

impact with their DEI program,

when it comes to top health and

either within their profession or

safety management leadership

organization, or both.

teams (Vice-Presidents up until C-Suite), which are male-

•

dominated in most organizations.

acknowledging and checking

it comes to people of color.

one’s own biases, whether

It is just as big of a challenge

conscious or unconscious,

securing leadership roles for Another issue is that not a lot of research has been conducted

and putting systems in place

•

to fully understand the scope

Leader—Winter 2022

to find appropriate PPE. This is something usually

Organizational Challenges

of a safety professional, there

appropriate Personal

have constantly struggled

is challenging.

fall directly under the purview

Increasing access to

(PPE) for women—Women

knowing exactly where we stand

Although DEI does not usually

to help mitigate them.

Protective Equipment

of the problem, and therefore

professional to lead by example—This means

This is a similar story when

this underrepresented group.

Safety professionals should be championing a successful DEI program, as it can also positively affect employees’ mental health and safety, which is essential.

Committing as a safety

in the control of safety professionals, so ensure that

•

this is addressed. Partner with colleagues in Human Resources (HR)—

is a lot that can be done to

HR can be a very powerful

help advance true diversity,

partner to have in both

equity, and inclusion within

implementing and managing

the workplace. Organizational

a successful DEI program.

challenges to DEI often include

You do not have to do it alone,

lack of understanding of the

there are huge HR benefits to

existence of inequities in the

an inclusive, equitable, and

workplace or the importance

diverse organization.

vpppa.org

•

Promote, develop, and

professionals have a wealth of

advocate for effective

experience in creating senior

education and training

leadership buy-in and this

programs—Safety

skill can be utilized for DEI.

professionals understand very well the importance of a well-trained and informed organization. Ensuring that DEI is not boiled down to a one-hour training is essential. A true understanding of the importance of DEI to the organization and how it

•

benefits everyone is key. Utilize skills in creating senior leadership buyin—Strong DEI programs have been shown to improve the psychological safety of an organization and have been shown to increase job satisfaction and reduce poor health conditions. Safety

Abdel-Rahman is an Environment, Health and Safety professional who has worked in a bevy of different industries such as food manufacturing, cosmetic, pharmaceutical and aviation. He has earned a BSc and Master of Science in Occupational Health and Safety and is currently completing a PhD. studying Occupational Health and Safety. Abdel is passionate about workplace health and safety, successful worker rehabilitation and diversity/equity/inclusion (DEI). He is a member of Workplace Health without Borders (Canada Chapter) as well as other organizations that advance minorities in STEM.

Strong DEI programs have been shown to improve the psychological safety of an organization and have been shown to increase job satisfaction and reduce poor health conditions.

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Leader—Winter 2022

We Are the

Same Kind 22

Leader—Winter 2022

vpppa.org

f Differen

Making the Case for Diversity, Equity, and Inclusion in Safety

vpppa.org

By Sylvia Marusyk

Lately, we’ve been hearing a lot about diversity, equity, and inclusion; it’s in the media regularly, it’s on our social feeds daily, and workplaces everywhere are having serious conversations about it. Policies are in motion and employees are participating in workshops and training on what these concepts mean and how to effectively implement them every day.

Leader—Winter 2022

Selfactualization: achieving one's full potential, including creative activities

Self-fulfillment needs

Esteem needs: prestige and feeling of accomplishment

Psychological needs

Belongingness and love needs: intimate relationships, friends Safety needs: security, safety

Basic needs

Physiological needs: food, water, warmth, rest

irst, let’s define some

and happy workplace where all

PPE, and teaching safe lifting

terms (according to the

members are welcomed and

techniques. No one was really

Oxford Dictionary):

valued. But how does this apply

talking about psychological

to the world of safety?

safety or the impact of stress

DIVERSITY is the state of being diverse or a range of different things.

(my area of expertise). We’ve come a long way since then, but we have a long way to

EQUITY is the quality of being

sufficient job of emphasizing

go to really bring the “health”

fair and impartial.

safety at work. When I started

into “health and safety.” It

working in the field of health

can be so easy to identify

and safety 30 years ago, as

and then remediate physical

a professional speaker and

hazards in the workplace,

occupational therapist, many

but the psychological and

companies were still working

emotional hazards are much

and inclusion is doing the right

on creating effective machine

more nuanced and difficult to

thing, creating a respectful

guarding, enforcing the use of

identify. In order for health

of being included within a group or structure. Focusing on diversity, equity,

Leader—Winter 2022

that most of our workplaces in North America have done a

INCLUSION is the action or state

Most of us would agree

vpppa.org

Focusing on diversity, equity, and inclusion is doing the right thing, creating a respectful and happy workplace where all members are welcomed and valued.

The brain on stress has difficulty understanding and environment. The brain on

psychological impact of work and relationships at work. In North America, people report their two biggest stressors as work and finances. Relationships with coworkers and leadership are often triggers for work-related stress. Some leaders take the approach that this is inevitable. After all, not everyone gets along with everyone. While this can be true, focusing on decreasing workplace stress, including relationship stress, not only makes good business sense but also has significant impact on the safety and well-being of everyone in the organization. Let’s look at how stress effects the body, and specifically, the brain’s ability to function. Chronic stress affects the entire body. It can cause widespread inflammation,

what to do next and how to do

REFERENCES:

it, how to seek help from others.

The chronically stressed brain puts the stressed individual and everyone around them at risk. What does all of this have to do with diversity, equity, and inclusion? When people do not feel included or respected at work, this can lead to chronic stress. This chronic workplace stress

work, they have difficulty troubleshooting and problemsolving. The result is a safety risk to the stressed worker but also a safety risk to everyone around them. When we look at Maslow‘s hierarchy of needs, the workplace needs to provide for the bottom three basic physiological and psychological needs, at a minimum. As leaders, it can be difficult to believe that this is your responsibility but increased accountability for it will actually make your job easier. Being aware of the need that people have to feel love and belonging, helps to reduce the safety risk associated with chronic workplace relationship stress. In a direct way, focusing on a workplace culture of acceptance, respect, and value,

Sylvia Marusyk is everything you never knew you wanted in a public speaker. The owner and innovative mind behind MindBody Works; a Canadian company focusing on creating and maintaining health and wellness in the workplace, Sylvia is fun, sassy and passionate about safety & health. As an Occupational Therapist with almost 30 years of experience and expertise in the field of health and safety, she emphasizes that prevention is the key to creating happy, healthy individuals, employees and businesses. The former host of the ‘Happy Hour with Sylvia!’ radio show, international keynote speaker, “activational” mentor and industry expert has proven that the way we look at corporate health, safety and wellness is due for a change of perspective; and Sylvia is leading the charge. Her entertaining presentations focus on a proactive approach to building healthy lives and workplaces. Through the use of humour and her incredibly dynamic presentation style, Sylvia leaves audiences laughing, learning and going home with the tools and confidence to change their lives for the better.

workplace for every worker. When workers understand that treating others with respect

physiological process in the

and valuing their contributions,

body. One major concern is

actually contributes to their own

brain inflammation. Over

safety and well-being at work,

time this leads to shrinking of

doing the right thing becomes

the prefrontal cortex which

personally relevant. Talk to the head with

solving, troubleshooting and

policy and you get compliant

decision-making.

behavior, talk to the heart with

vpppa.org

https://www.simplypsychology. org/frontal-lobe.html https://www.tuw.edu/health/ how-stress-affects-the-brain/

increases the safety of the

which affects every

is responsible for problem-

After all, we are all the same kind of different.

stress has difficulty figuring out

cortex so that while at we need to understand the

get commitment.

identifying hazards in the

affects people’s prefrontal

AND safety to truly be a focus,

personal relevance and you

Talk to the head with policy and you get compliant behavior, talk to the heart with personal relevance and you get commitment.

Leader—Winter 2022

3 Y

ou know that accessing the full potential of all

your talent is a strategic imperative—studies

have repeatedly shown that diverse teams drive better business performance,

and companies with more diversity become more innovative, resilient, and better able to respond to complex challenges. But a study from Harvard Business Review found nearly 75% of employees in Originally published by the Center for Creative

underrepresented groups— women, racial and ethnic minorities, and LGBTQ

Leadership in “Kick-Start

employees—don’t feel they’ve

Your Diversity & Inclusion

personally benefited from

Efforts With a Focus on

their companies’ diversity

Equity.” To view the original article, please visit https://www.ccl.org/ articles/kick-start.

and inclusion programs. That doesn’t even address a broader array of traits and identities, such as generation and national culture, or

Leader—Winter 2022

Avoid These Common Mistakes Organizations struggle with their workplace diversity and inclusion initiatives for many reasons.

people with disabilities, which are also relevant to an organization’s workforce. Organizations struggle with their workplace diversity and inclusion initiatives for many reasons. We see a few common missteps:

Awareness-building without targeted action. The value of diverse teams

and organizations is widely documented. Numerous forms of diversity training have been deployed. Stories about pay inequity, overt and unintentional discrimination, and the experiences of marginalized employees and communities make headlines all over the world. And more and more people are learning about unconscious

vpppa.org

Leader—Winter 2022

review is conducted to evaluate pay equity, or executives set expectations for greater diversity and inclusion—but the crucial role of leaders is minimized. The capability to analyze issues through an equity lens, to authentically engage diverse people and perspectives, and to interact across cultures and one-on-one in ways that foster allyship, inclusion, and belonging are critical leadership skills for an evolving world. Managers throughout the organization need to learn and practice specific behaviors. They need to see how making changes or developing new skills will make a difference to them, their colleagues, and their

bias—the implicit associations

organization. And they need

about groups of people that we

ongoing feedback, challenge, and

are unaware of and may not

support to learn from experience.

even consciously believe. But awareness alone doesn’t result in desired change. People across organizations

But awareness alone doesn’t result in desired change.

What to do instead:

are frustrated. Champions of diversity wonder what else they can do. Leaders are looking for the right solutions. Employees need training that supports them in their real-life, day-today interactions.

We’ve learned from our clients— and our own experiences— that aligning awareness and education with targeted action can change the pattern and foster real progress. Progress requires thoughtful leadership, so focus your efforts on building

2 Leader—Winter 2022

What to do instead:

more equitable, diverse, and inclusive organizations.

New expectations without leadership engagement. Often, efforts to create

more diverse and inclusive organizations are viewed as merely HR work or as standalone initiatives. A diversity initiative is launched, a compensation

Organizations that are serious about improving their diversity and inclusion efforts need to:

• •

define a leadership strategy,

•

create accountability systems

update leadership development practices, and to ensure leaders have the understanding and capability

needed to leverage the talent of all employees.

Individual responsibility without organizational change. People representing

marginalized or minority groups have long been expected to change themselves to accommodate the dominant workplace or societal culture. Their success hinges largely on their ability—or inability—to adapt to the “norm,” whatever that is in their context. They have also had the burden of speaking for, or explaining the perspective of, their

vpppa.org

social identity group(s), or advocating for greater fairness, representation, and power. The emphasis on individual responsibility often continues when organizations introduce well-intentioned measures to foster greater diversity & inclusion. Individuals who are part of dominant groups or who hold positions of power and influence are charged with

By leaning too heavily on individuals without developing organizational processes and practices, decisions are inconsistent, and people remain wary, or even demoralized.

What to do instead:

learning and implementing changes. “Diverse” individuals are often put in the spotlight or expected to help their colleagues get it right. On any given day, an employee may be working with a willing ally, compliant colleague, or resistant co-worker. But by leaning too heavily on individuals without developing organizational processes and practices, decisions are inconsistent, and people remain wary, or even demoralized. Progress is slow, and the realization of a more diverse workplace falls short of expectations.

Fast-Forward Your Diversity & Inclusion Efforts: Start With Equity, Diversity & Inclusion Making progress on diversity & inclusion was top of mind for leaders around the world even before the events of 2020, which highlighted more prominently racial inequity and the need for action from organizations. The need for change has become more urgent now, as employees are frustrated, grieving, and demanding clear action. At CCL, we believe the most successful organizational diversity, equity and inclusion (DEI) efforts prioritize equity first. To reinforce this point, our perspective is that DEI initiatives will be more effective when framed as EDI initiatives, emphasizing the importance of pursuing greater diversity and inclusion only after investing in a culture of equity as the foundation. Organizations can tackle the challenges, avoid serious

To accelerate change and

missteps, and fast-forward

positive impact, invest in

progress on diversity and

culture and systems that

inclusion by using our 4-stage

create and reinforce

REAL™ framework to take action.

diversity & inclusion

The approach involves senior

throughout the employee

leaders taking responsibility for

experience—and give

organizational change, while

equity top priority. Without

addressing EDI through building

a focus on equity, efforts to

greater team and individual

promote diversity &

capability.

inclusion are laudable, but not sustainable.

Ultimately, EDI is about culture, leadership, and making your business better. The way forward is different for each organization, but you can learn from what hasn’t worked in the past. With a tailored approach that aligns awareness with action,

To accelerate change and positive impact, invest in culture and systems that create and reinforce diversity & inclusion throughout the employee experience—and give equity top priority.

vpppa.org

addresses organizational culture and systems, and engages leaders,

The Center for Creative Leadership We lift leaders who lift the world. We believe that leadership is the critical lever for igniting positive, transformative, and sustainable change, at a time when the world requires new thinking and vision to solve both local and global challenges. Since our founding in 1970, our mission has been to advance the understanding, practice, and development of leadership for the benefit of society worldwide. We strive to make the world a better place through more effective leadership.

all while keeping the focus on equity, your company can reap the benefits of fully engaging the talents of all your workforce.

Leader—Winter 2022

Safety and He alth te individ nds to ual wi focus o t h their w n the i machin o nterac rk env es, the tion of i r onmen substa their jo an t nces th ; the p b. But h a y t s i o t c n h a e enco e futur l outla work h y, the unters e spea azards k w s h to a w are sep i l e p erform orld w arated ing here h by cha u mans nging and roles a nd tec hnolog ies.

SOCIOECO 30 Leader—Winter 2022

vpppa.org

TIPPING THE

CONOS MIC CALE By Bre nda K ay Wie Owne derke r of Ac hr, CS cess C C ompli ance

vpppa.org

Leader—Winter 2022

ith automation and artificial intelligence, hazards for the individual

2. Population density in urban areas is higher in low socioeconomic areas 3. Hazardous chemicals,

will be in other settings

structures, and transit

outside of the workplace.

routes tend to favor the

Transportation will be self-

lower socioeconomic areas

directed; construction will be

4. Dietary factors are weighted

printed rather than assembled.

5. Economic job opportunities

Work activities will be directed

and educational

and monitored remotely with

opportunities are unequal,

machines and drones doing the heavy lifting. Understanding the health and safety of the world in which we live, our environment, will need people to monitor, consult, and provide guidance. A good example of this is a body of information which looks at risk based upon race and economic levels, and not surprisingly, levels of health rapidly deteriorate the lower one goes on the socioeconomic scale and with many non-White racial groups. To understand why, here are some recent studies. This relationship applies whether you live in urban or rural settings. Some obvious factors include: 1.

The cost of housing is less in and around industrial sites, areas with danger such as railroad tracks, highways, deteriorating infrastructure and housing

Understanding the health and safety of the world in which we live, our environment, will need people to monitor, consult, and provide guidance.

Leader—Winter 2022

Asthma Rate in Different Populations

17% 32%

one often affecting the other 6. Crime increases as economic opportunities decrease

21%

One area of great interest is asthma, particularly in children. The American Lung Association found the Asthma rate in different populations. (See chart above for reference.)

30%

Within the Hispanic population, the Puerto Rican group had a rate of 14%, which was the highest within that demographic. If you were below the poverty

White (7.7%) Black (10.9%) Native American (12%) Hispanic (6.4%)

threshold, your risk was 11% compared to 6.8% for families over twice the poverty level. Why does this happen? Safety professionals are increasingly getting involved in research looking into

60% Black. People living in this

where people live on streets

root causes. In one study

area have a five times greater

lined by tall buildings. Studies

on pollution found in

risk of being hospitalized for

have shown that children

microenvironments that

asthma than the population of

living on the lower levels of

looked at Houston, Texas,

California as a whole.

such buildings may have a

found that neighborhoods

It is estimated that NO2,

with Black, Hispanic, and

black carbon, and particulate

health issues than those living

Latino populations had 37%

matter cause up to five out of

on upper floors.

higher Nitrogen Dioxide

ten childhood asthma cases

(NO2) levels than where the

versus two out of ten across the

these health effects can or will

White non-Hispanic residents

Bay Area. Consultants who can

be altered by environmental

lived. Techniques used to

work with communities and

modifications. Does planting

study such matters are being

employers to abate such risk

trees make a significant

utilized down to specific

factors will generate savings

difference? Can we adjust

neighborhoods even though

for the health care of such

airflow through urban planning

the technologies being utilized

populations far exceeding the

with architectural design,

may be as remote as tracking

cost of their efforts.

geographical layout, width

with satellite data. Another study in West

The physical layout of a

significantly greater risk of

People are wondering how

and height modifications?

neighborhood can greatly

What impact will a reduction

Oakland, California, experiences

affect health as well. For

of pollution in urban settings

high utilization by trucks

example, there is a great deal of

have by switching to electric or

carrying goods from the Port of

interest, particularly as mega

hydrogen vehicles.

Oakland to the rail yards. There

cities develop in certain parts

are about 50 trucking firms

of the world, on something

other phenomena looking at

in the region and the area is

called “Urban Canyons,”

where people spend their time

There are a wide range of

vpppa.org

and what they are exposed to. How does the content in a river affect a community? What is the impact of increased regional forest fires with frequent smoke exposure even hundreds of miles downwind? What impact do agricultural regions have on the local population. We have so much to learn, and we need people who can find out and provide answers. We are entering an era of opportunity for safety and health professionals to evolve with the changing science and take on a knowledge base in environmental sciences. Being, and having, a knowledge base which may assist with public health could offer new career paths and lucrative opportunities based upon the skill sets learned and used in industrial activities.

I have been in the safety field for what seems like my entire life. Growing up in a small farming town in the Midwest, where injuries or death affected the whole community, I was aware at a young age the dangers faced in the working world. After completing high school, I served in the United States Army for four years, United States Army Reserves for eight years, and in 1992 moved into the Occupational Medicine and Health and Safety field. Throughout my formative years and career, I have witnessed how safety—no matter where you are, at home, school, or work, is one of the most important elements of ensuring a healthy life, not just for yourself, but all who come into contact with you. I believe safety impacts the individual, the family, and the community. By providing access to valuable information and sharing the

knowledge and insight acquired through our own experiences and training, Access Compliance and its affiliates can be an effective tool in helping prevent accidents, injuries, and unsafe situations/environments. My life and work experiences offer a customer more than 18 years of hands-on knowledge of occupational safety and health programs, including 16 years of managerial experience in leadership, communication, organization, analyzing and problem-solving skills. As such, Access Compliance and its affiliates are able to identify various occupational health, medicine, and safety needs within a variety of industry settings. I enjoy the challenge of designing and presenting programs tailored to fit individual company needs and look forward to working with new and existing clients to advance a culture of safety in their respective organizations.

We are entering an era of opportunity for safety and health professionals to evolve with the changing science and take on a knowledge base in environmental sciences.

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Leader—Winter 2022

HOME MODIFICATIONS FOR

CHAPTERS THE COMPLETE GUIDE

34 Leader—Winter 2022

Types of Visual Impairment

Home Modifications for Those With Low Vision

Additional Home Modifications for the Totally Blind

Adaptations to Help With Daily Living and Chores

Modification Costs and Funding

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THE BLIND OR

Originally posted on Hireahelper.com

f you are visually impaired or blind (or caring for someone who is), modifying your house to fit your specific needs can make all the difference. It can allow you to move around more easily and complete day to day tasks in less time. While everyone is different and there are varying degrees of vision loss, there are usually fairly simple, low-cost changes you can make to the spaces you spend the most time in. If you or your loved one’s vision is gradually diminishing, you can start making these changes ahead of time for added convenience. If the vision loss is sudden or you have a child that is visually impaired, there are adaptive techniques you can learn to help your days go by smoothly. In either instance, it’s important to ensure your living space is safe, comfortable and easy to navigate. In this guide, we’ll show you how to make sure your home is organized in a way that meets the most important requirements.

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Leader—Winter 2022

way that will make life more

or less. The degrees of visual

efficient. Depending on the

impairment are:

degree of visual impairment,

your house can help you move

First off, let’s explore the

Moderate Visual Impairment:

there are simple adjustments

around more easily and avoid

•

20/70 to 20/160

that can be made to help with

injury. There are also certain

Severe Visual Impairment

your day-to-day activities.

ways you can arrange your

modifications are low cost and

and functionality to your living

Profound Visual

can be fairly easily implemented.

space. You can:

Impairment (Legally Blind):

It’s just a matter of knowing the

20/500 to 20/1000

basics and planning.

Those with profound visual

impairment. Visual impairment

perceive the difference between

usually means that both eyes are

light and dark, or daylight

experiencing a significant loss of

and nighttime. Some of these

vision that cannot be fixed with

people can recognize forms or

glasses. The two main categories

where the light is coming from,

of visual impairment are:

which allows them a bit more

means they can see to varying

flexibility than those who are totally blind. Total Blindness—These

degrees but have a visual acuity

people have no light perception

of 20/70 or poorer. Experiencing

and are unable to see forms.

low vision to the point that it

Around 85% of people with eye

interferes with your daily life

disorders have some remaining

can be incredibly frustrating.

sight, while only 15% of them

People with low vision may

are totally blind. Being totally

require special equipment and/

blind is the most difficult visual

or modifications.

impairment to live with, but

Most people described as

also the rarest.

Adjust the Lighting

of light in the areas of the home that are used for recreation, should always be aimed at the point of focus, i.e., where

Leader—Winter 2022

Keep some chairs near the

• •

•

Adding floor and table

•

or lamps near key items

Feeling safe inside your own a number of things you can do to prevent falls and other

are able to see better.

injuries—and most of them are

Allow for natural light

quite simple. You can:

throughout the home by

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sheer curtains. Experiment with lighting to find out which works best

Keep desk and table chairs pushed in and train your family to do the same. All of

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the time. No exceptions. Use non-skid, non-glare products to clean and

There is halogen, fluorescent,

polish your floors. Avoid

incandescent or flood lighting

waxing floors, which can

and most people will prefer

make them slippery!

impaired people. Keep a flashlight or heavyduty light on a keychain or have a few around the house in case you need additional

•

Place brightly colored vases

Eliminate Safety Hazards

•

does bother many visually

with one of the above types

of furniture better.

bulbs regularly so that you

noting that fluorescent light

If you or a loved one is living

try to pick upholstery with

home is important. There are

different ones. It’s worth

Home Modifications for Those With Low Vision

When buying new furniture,

watts. Replace burned out

for your individual needs.

•

easily converse with others.

Use lighting that is 60–100

using adjustable blinds or

•

together so that you can

locate it more easily.

and bedroom. Clip-on

house for added convenience.

Arrange furniture close

of furniture so that you can

room, dining room, kitchen

strategically around the

natural light.

identify the different pieces

lamps around the living

lights can be placed

windows in case you want

texture. This will help you

adequate lighting around the house include:

avoid glare or reflecting light.

to read, work or craft in the

the eyes. Tips to help provide

private agency service. Their

•

you will be doing work, not at

•

are entitled to government or

Place mirrors strategically to

reading and socializing. Light

vision, but are experiencing enough vision loss that they

•

You will want to provide plenty

“legally blind” have some

Most people described as “legally blind” have some vision, but are experiencing enough vision loss that they are entitled to government or private agency service.

furniture to add convenience

20/200 to 20/400

impairment are often able to

are partially sighted, which

Thankfully, many of these

(Legally Blind):

varying degrees of visual

Low Vision—These people

Rearranging the furniture in

•

• Types of Visual Impairment

Rearrange the Furniture

vision is usually around 20/200

light at night. Make sure light is uniform throughout your entire

of visual impairment you will

hallway to more easily identify

want to outfit your home in a

where it curves or ends.

Remove low-lying objects that might be trip hazards such as coffee tables and

• • •

end tables. Ensure there are no cords in any of the pathways so that you don’t trip. Make sure electrical cords are removed from pathways or taped down securely. Tape down any area rugs you have and replace any worn carpeting or floor coverings.

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•

Keep all floors dry and wipe

• • •

them. It can also eliminate any

you use often, or bills and

tripping hazards and reduce

Install grab bars or safety

documents you may need to

frustration when

rails in high-slip areas like

work with. (Brightly colored

doing everyday chores.

your bathroom or on the stairs.

post-it notes work great!)

Here are some tips to help you

Drape a brightly colored

say organized:

Mark step edges with yellow reflective tape so that you

blanket or towel in a

•

Label, label, label. Label

contrasting color on the back

Always keep your fire

of your favorite chair or your

reusable bottles to hangers for

extinguisher and first

spot on the couch.

clothing to on/off switches.

accessible place.

•

Use dark, solid colors as borders around white or light

Make sure all exits are

objects (such as a light switch).

marked with a bright,

This will help it to stand out.

contrasting color in case

•

can easily identify them.

aid kit in the same, easily

•

Color-code household items

up any spills immediately.

of emergency.

•

Place dark objects (like chairs) in front of lighter

Have smoke and fire alarms

colored walls which will also

checked often, and ensure

help these items to stand out.

they are loud enough that you can hear them in all areas of the house.

• •

Use Contrasting Colors Keep the color principles top of mind as you prepare your home. Know that bright colors are often the easiest to see since they reflect light. Solid, brighter colors such as orange, red, and yellow are more visible than their muted counterparts. It’s important to keep in

• •

Avoid using clear glass

• • •

dishes and cups, as they are

•

Use a different color of paint on the ceiling than the walls. Use solid (non-patterned)

•

rugs to help you identify

closet organizers to separate clothing. Label clothing with the letter of the clothing color on the tag. Develop a system to keep food and toiletry items

label them as necessary. Always keep chairs and other easily movable furniture in the same place. Use large numbered devices for telephones, timers, calculators, or

different areas of the home.

Create an Organized Environment

Use drawer dividers and

items in the same place and

Paint doorknobs and door they are easier to see.

You can even label cabinets!

organized. Always keep these

more difficult to see. frames a bright color so that

everything in your home, from

anything with numbers that

•

need to be seen. Train family members to respect the organizational

If you keep your home

system you’ve developed.

out certain colors, while bright

organized it will be easier to

Explain to them why and how

light can amplify them. Test

find things when you need

it helps you.

mind that dim light can wash

what works best for you, and use contrasting colors to make the areas of your house easier to distinguish.

•

Use brightly colored vases, lamps or sculptures to help identify where key pieces of

•

furniture are. Avoid upholstery and rugs that are patterned. Stripes and checks can create confusion for some people

• •

who are visually impaired. Use color to indicate changes in surface level (such as on the stairs). Use contrasting colors to warn about places that may

Test what works best for you, and use contrasting colors to make the areas of your house easier to distinguish.

be hazardous or require extra attention (such as fluorescent tape on the inside of doors or cabinets that may be ajar).

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Leader—Winter 2022

Remove Obstacles and Hazards

As with those who have low vision, people who are fully

• •

each product is properly

as possible. Things should

labeled. It can be handy to keep

always be placed in the same

these in a completely separate spot from the food products to

•

tips to keep yourself safe from

•

If you or your loved one are

•

(Of course, the inability to see

hanging lamps or other your head on. Keep furniture in the

•

same place at all times and

•

There are also extra precautions

your home where you can put your walking cane down and

you will need to take to stay safe

Install handrails in the bathroom, by the tub, in the any stairs in your house. Close closet and cupboard doors as soon as you are done with them (and have your family do the same).

do the same. Identify spots throughout

the stove and oven.

shower and down the side of

instruct family members to

light, color or form will make the from the last section impractical).

•

obstacles you could bump

fully blind, there will be some

lighting and contrast instructions

avoid easy to turn knobs on

you can speak to anyone who

•

stove in your kitchen. Your

burner is located. If possible,

for your front door so that

Avoid having any low-

Avoid having a flat-topped

texture to indicate where the

Install a phone entry system

comes to it.

avoid contamination.

stove should have a change of

hazards at home include:

that you will need to implement.

Keep any cleaning products

many trip hazards and obstacles

rules whenever possible. Other

additional unique procedures

braille labels. in a safe cabinet and ensure

your family follows these house

Things should always be placed in the same spot, and you should make sure your family follows these house rules whenever possible.

any unidentifiable food with

blind will want to remove as

spot, and you should make sure

Additional Home Modifications for the Totally Blind

Label all medicines and

Install Safe Flooring Installing safe, non-slip

easily retrieve it again.

flooring throughout your home

Keep anything that can be

is one of the best things you can

easily knocked off a table

do for your safety. Nowadays,

plenty of inexpensive, simple

away from the edges, perhaps

there are even tactile warning

ways to make your house safer

avoid having too many lamps,

strips and tiles to help you

and more livable.

art, or breakable sculptures.

navigate throughout your

and organized in your house. However, there are still

•

house with ease. Here are some things you can do to your floor to keep you safe:

• •

Install warning textiles in front of doorways or changes in level throughout the home. Install tactile strips along routes you often take in the house. This will make it more

•

convenient to get around! Take away any area rugs or, if you prefer to have them, ensure they are taped

•

down properly. Avoid slick surfaces in areas like the kitchen and bathroom. Have a bathmat (or several) in the bathroom at all times.

Give Your Home a Tactile Effect

Adding tactile elements to your interior design can help

38 Leader—Winter 2022

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you use your sense of touch to navigate your house with

Label Foods

If there is some usable vision

don’t accidentally touch the

•

sharpened edge of the blade.

ease. There are several things

you can use a magnifying

you can keep in mind when

glass to identify the foods in

at all times. It will be so

designing your home or that

your kitchen; however, if you

much easier to navigate your

you can easily modify after the

can’t see that well then there

kitchen if you know exactly

fact. You should:

are a few modifications you

where to look.

•

Buy furniture that has

foods and medicines,

help you contain any spills

furniture in different rooms

especially if they can pose

and keep you organized.

by their texture.

some kind of danger (like if

Use tactile markers in your

you are allergic or need to

kitchen and bathroom to

take a specific dose).

are located and when to

Use rubber bands to identify certain food or medicine

Label shelves and drawers,

Adjust for Housekeeping and Laundry

Use embossed letter stickers

number of rubber bands on

can take longer than necessary

to help you distinguish

each different container.

if you don’t have some

•

Use brightly colored and

modifications in place. There are

labeled index cards to label

a few things you can do to make

know you are turning on the

items around the kitchen.

life easier:

•

Use pipe cleaners, velcro,

•

Make sure your telephones have large print keypads or dials. Use felt-tip markers on white paper or 20/20 highcontrast pens when writing. Purchase a large-screen, high-definition television to improve your viewing

•

experience. Turn your computer’s settings to use speech synthesis to read on-screen

•

text and relay screen contents. Make sure all emergency contact numbers are written largely and clearly or

Even simple chores like laundry

example, an “F” could let you living room fan.

•

if needed.

items. Place a different

programmed into your phone.

Modify for a Service Dog If you or your loved one is

fully blind you might have a

Place tactile stickers on the

seeing-eye dog. This can be a

dials and commonly used

life-changing opportunity, but

Mark toothbrushes or

velour pads or foam alphabet

other important items with

letters to label different

settings of your washing

things (like canned goods).

it requires lots of preparation.

rubber bands or other tactile

machine and dryer. If you

While we could write an entire

Learn to identify

share a household, you can use

kitchen items by their

guide on this subject alone, here

identify them.

transparent stickers to make

weight, location, sound,

are some easy modifications you

Use braille labels for

sure the rest of your family can

size, or shape.

can make for your service dog:

anything that needs

see the dials as well.

aids so that you can easily

•

use caution.

between different things. For

•

Keep a cafeteria tray handy to use as a prep area. This will

let you know where things

•

Use braille labels to mark

textured upholstery. This will allow you to recognize

•

can implement:

Keep everything in its place

•

special identification.

Adapt Your Kitchen

•

but also dangerous if the right

•

precautions aren’t taken. When

like to suggest:

•

Use scoop measuring cups

measurements. You can store

•

these inside food canisters like flour, sugar or oatmeal for added convenience.

Adaptations to Help With Daily Living and Chores There are tons of things you can do to make you or your loved one’s day-to-day life

Always have extra measuring

• •

cups nearby when cooking. Store spices in baby food jars with a wide mouth for easier measuring. Keep a cutting board that has a light and a dark side

to do the same. Load the dishwasher from

•

back to front and remember forks point-side down.

•

Place safety pins in clothing

•

• •

cleaning with at all times.

Improve Communication and Technology Usage Part of feeling at home in your

fenced and doesn’t have any holes your pet can escape from. Give your service dog ways to open and close doors around

door and teaching them how to

Label all cleaning supplies that you know what you are

Ensure the backyard is

this by adding “tugs” to each

Place dividers in drawers

with braille or felt letters so

your service dog.

always get to you. You can do

clothing color on the tag.

different kinds of clothing.

walkways are large enough

your house so that they can

of the same color or label

and closets to separate

Make sure any paths or to accommodate both you and

clothing with a letter of

that hold exact amounts such as ½ cup, ⅓ cup and 1 cup

sock locks before putting them

to always load knives and

cooking, there are a few safety tips, tricks and adaptations we’d

•

away, and teach your family

Cooking with impaired vision can be not only frustrating

Pin your socks together with

• •

use them. Add tugs to the fridge, freezer or any cabinets you will want them to be able to access. Store toxic items securely in a drawer or cabinet your dog doesn’t have access to. Install a self-feeding system so that they are always fed and have access to water Create a sleeping area for

more efficient. These home

so that you will have a

living space is being able to

adaptations are simple

contrasting surface no matter

function and use technology

Make sure it is nearby in case

and can give you a sense of

what you are cutting.

normally. These tips can help

you need assistance but also

Store knives in old paper

you stay in touch with your loved

in a place that you won’t trip

towel rolls so that you

ones and the world more easily:

over it.

independence and safety while performing everyday tasks.

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•

your pup in your room.

Leader—Winter 2022

•

Modification Costs and Funding While many home modifications for the blind are on the lower end of the cost spectrum, it can still feel overwhelming to make these changes. Making your home comfortable, navigable and safe should be top priority and there are several organizations ready to help.

General Costs of Home Modification

According to HomeAdvisor, the average cost to remodel for disability accommodation is between $1,271 and $8,934. While costs will vary greatly depending on the modifications

•

Devices like glasses, sticks,

of your own pocket. However,

computer software and

if you are unable to, there are

rehabilitation equipment

options available to help you

cost $120 total a year on

cover some (or all) of the costs. HomeAdvisor has a list of

average, per person. Healthcare, home help,

tons of grants for disability

personal affairs, personal

accommodation in the home,

care, transportation and

but we’ve listed some of the

social activities can cost

more well-known ones below.

almost $2,000 annually. A trained service dog

•

V.A. Home Loans and Grants: If you are a veteran, you might

can cost anywhere from

be eligible for a special housing

$40,000 to $60,000 initially

adaptation (SHA) grant from

and will, of course, require

the U.S. Department of Veteran

maintenance costs like food

Affairs. This would grant you

and veterinary bills.

money to adapt a house you

Tactile markers, braille labels and other tactile aids are quite inexpensive, at around

•

own or live in to your needs. U.S.D.A. Housing Repair Loans and Grants: Loans of up to

$3 for a sheet. Tactile floor tiles

$20,000 and grants up to

and surface indicators can get a

$7,500 are available to low-

bit more pricey depending on

income citizens aged 62 and

how many and what material you buy.

•

older who qualify. Self-Sufficiency Grant from ModestNeeds.org: This grant

Help with Adaptations

is aimed at people who don’t

visually impaired or are

have a need for assistance.

qualify as low income but still

If you have recently become

They provide adaptive home

changing to a new living

repairs for families just above

situation that will need accommodations, you can contact your local social services department and find a social worker that can help fund your home improvements. If you are a homeowner with

you require, there are some

savings, it’s likely that you will

general price estimates available.

have to pay for the repairs out

•

the poverty line. The National Council of State Housing Agencies (NCSHA): Individuals and families can find several different kinds of support through the NCSHA including loans, grants and help locating helpful organizations in their area. If your home modifications

A trained service dog can cost anywhere from $40,000 to $60,000 initially and will, of course, require maintenance costs like food and veterinary bills. 40 Leader—Winter 2022

are going to be major, you may want to consider some of the above resources. Luckily, you can make many of the modifications listed in this guide at a low cost. We recommend checking with your occupational therapist to see what they recommend before setting in on any home renovations. Home adaptations for visual impairments are meant to enhance your home and make it easy for you to do the daily tasks you need to do. We hope you found some of our ideas helpful and they make a positive difference in your life.

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Infographic Corner

The Equal Employment Opportunity Commission received

23,976 allegations of race-based discrimination in fiscal year 2019.

Nearly 80% of surveyed people want to work for an organization that prioritizes DEI issues.

85% of people with eye disorders have some remaining sight, while only

15% of them are totally blind. According to HomeAdvisor, the average cost to remodel for disability accommodation is between

$1,271 and $8,934.

Male OHS professionals outnumber females by a ratio of roughly

four to one.

In North America, people report their

two biggest stressors

According to data from the Bureau of Labor Statistics, the majority of the U.S. workforce in 2019 identified as

white (77.7%) and male (53%). Black workers constituted 12.3% of all workers but comprised a mere 6.4% of construction occupations.

as work and finances.

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Leader—Winter 2022

By Brian Earl VP Sales and Marketing, Erickson

Shedding a Light on Safe and Compliant Jobsite Lighting

roper light levels on

Engineering Society (IES) has

construction sites

recommendations for several

are critical to worker

workspaces and has developed

productivity and

requirements and standards on

jobsite safety. Safe light levels

which fixture manufacturers

are outlined in OSHA Standard

test their fixtures and publish

1926.56, where safe minimum

their fixtures data. Lighting

light levels for various areas of

designers use this data with

operation within a jobsite are

lighting software to design a

listed. Below is a brief extract

particular space, considering

from OSHA Standard 1926.56(a).

the size of the area to be

Now that we know the

illuminated, mounting height,

minimum light levels, how do

surface reflectance, and

we design our work sites to

minimum light levels. These

meet those minimums? This is

figures, combined with fixture

where a bit of lighting science

performance, will give the

comes in. The Illuminating

number of selected fixtures

Foot-Candle Levels

Safe light levels are outlined in OSHA Standard 1926.56, where safe minimum light levels for various areas of operation within a jobsite are listed.

Area of Operation*

General Construction Area Lighting

General Construction Areas, concrete placement, excavation and waste areas, access ways, active storage areas, loading platforms, refueling, and field maintenance areas

Indoors: warehouses, corridors, hallways and exit ways

Tunnels, shafts, and general underground work areas: (Exception: minimum of 10fc is required at tuna and shaft heading during drilling, mucking and scaling. Bureau of Mines approved cap lights shall be acceptable for use in the tunnel heading)

General construction plant and shops (e.g., batch plants, screening plants, mechanical and electrical equipment rooms, carpenter shops, rigging lofts and active store rooms, mess halls and indoor toilets and workrooms.)

First aid stations, infirmaries, and offices.

*Ref: OSHA Regulations, 1926.56—Illumination

Leader—Winter 2022

vpppa.org

and spacing to achieve the

software, to easily layout

desired light level in the

a lighting space meeting

selected area.

design criterion. This offers

Using this science, Ericson can help contractors easily calculate the proper type of fixture, quantity, and spacing to properly light a space. Our IES layouts save contractors several hours of installation time and material expense by taking the guesswork out of minimum light levels for worker productivity and safety. Gone are the days of simply returning to the site and replacing the lightbulb with a brighter one to achieve desired light levels. Ericson published IES Drawings on several of its fixtures, allowing our technical team or others with proper

contractors and customers several options to most efficiently, effectively, and safely light a workspace. From open areas to hazardous or wet environments, tunnels, to mining shafts and vertical wind turbine towers, let our Ericson engineers help design a safe lighting layout for your general to most challenging spaces and environments.

Using this science, Ericson can help contractors easily calculate the proper type of fixture, quantity, and spacing to properly light a space.

Written by Brian Earl, VP Sales and Marketing. Brian has over 25 years experience in the industrial power and lighting industry including IES Certifications for Lighting Design in demanding spaces.

SL Linear String Lights

Lighting Challenging Environments for 103 years.

EC&M Category Winner

EXPERIENCE. INNOVATION. EXPERTISE.

WWW.ERICSON.COM

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Leader—Winter 2022

Membership Corner

Facebook @VPPPA Twitter: @VPPPA Instagram: @VPPPA_Inc

Congratulations to our Winter Members of the Month!

SAVE THE DATE December:

Kevin O’Brien

Access Compliance, LLC

Environmental Health and Safety Director Region II

Join us in-person at the 2022 Safety+ Symposium for an event that creates a community unlike any other! August 23–25, 2022

Walter E. Washington Convention Center Washington, D.C.

Official Event Hotel January:

Jeremy Darrington Shermco Industries

EHS Manager—Machine Services Division, Global Environmental Leader Region VI

Want to submit someone to be considered as a VPPPA Member of the Month? Email membership@vpppa. org. Visit vpppa.org to read more about the current Member of the Month.

Renaissance Washington, D.C. Downtown Hotel

Highlights:

Roster Contest Thank you to our wonderful members who participated in the VPPPA Roster Contest! During December 8, 2021–January 14, 2022, we asked our members to log into the Member Portal to update their profiles, contact information, communication preferences, and their company roster. It is important that we make sure your membership information is correct and updated for many reasons. To benefit each association member, updated contact information

•

Direct access to key

is needed to inform you of upcoming

• • • •

OSHA representatives 90+ workshops

events, newsletters, new benefits, or

• • • •

Earn industry CEUs More than 200 exhibitors VPPPA Scholarship Golf Tournament on Sunday, August 21 Monument Trolley Tour Closing Reception at Swingers Crazy Golf Walking challenge Post-symposium workshops on Friday, August 26

*All events subject to change. www.vpppa.org #SafetyPlus2022

opportunities for education. All members who updated their profiles during the eligible time frame were entered into our Roster Contest. Three members were randomly selected to win $50 Amazon gift cards. Congratulations to: 1.

Evelin Alvarez—Dunn Edward’s Corp—Phoenix, AZ

2. Jorge Nieves—Wieland Metal Services West—Ontario, CA 3. Dian Mead—Prayon—Augusta, GA Even though the contest is over, we still encourage you to log into the Member Portal and verify all your

Regional Events

44 Leader—Winter 2022

contact information is correct, so

Many VPPPA Regions are hosting events

you don’t miss out on all the valuable

in the coming year. Make sure to visit

benefits you deserve. If you have any

www.vpppa.org/regional-events for the

questions or have trouble logging into

most up-to-date information on events

the Member Portal, please contact

happening in your region.

membership@vpppa.org.

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A note from VPPPA’s Membership & Outreach Manager, Son Nguyen

Affiliate Member Benefits

Tier 1 ($500)

Tier 2 ($1000)

Tier 3 ($1,500)

I’m thrilled to announce VPPPA launched our new Tiered Affiliate Membership Program recently. Our current Affiliate Members will keep most of their benefits for the same price. However, you have the option to upgrade to a higher tier which includes lots of exciting and new exclusive benefits for our Tier 2

Discounted Booth Rate at VPPPA Safety+ Symposium Discount on advertising in VPPPA publications Exhibitors get free access to pre-andpost attendee direct mail lists ($500 value for non-members) Free copy of our award-winning industry magazine, The Leader

and 3 members. Some of the new benefits we’ve introduced are:

•

Online Directory—Our member directory allows you to search by organization name, industry category, location, or keywords. Update your Directory Listing now

•

Access to Members-only Online Directory—ability to send and receive email to other directory members

through the VPPPA Member Portal. Member Coupons—Members can add any sort of special offer to other members. Coupons will appear on the Directory Listing as well as the overall

•

Access to VPPPA Affiliate Member logo

Coupon Directory. New VPPPA Affiliate Member Logo—Add the new logo to your website or marketing materials to display your VPPPA membership and your commitment to safety.

Expired Benefits

VPPPA is committed to ensuring the security and protection of the personal information that we process, and to provide

Free rotating web banner ad on VPPPA Membership page Ability to create exclusive coupons for VPPPA members Basic Online Directory listing (Company name, address, phone, email, category listing) Upgraded Online Directory listing (Company name, address, phone, email, upload logo, upload description, category listing) Top visibility in Online Directory

a compliant and consistent approach to data protection. With GDPR now in effect, we’d like to

Rights to print and use VPPPA logo

inform you of the recent update to our privacy policy. Affiliate members will no longer receive a monthly VPPPA membership list. However, members will still be able to reach out and communicate with other members through our

Please contact membership@vpppa.org to experience a higher level of benefits or if you have any questions.

new Online Directory.

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Leader—Winter 2022

www.vpppa.org

VPPPA National Board of Directors Chairperson Terry Schulte, NuStar Energy, LP Vice Chairperson Dan Lazorcak, CSP, Honeywell International Treasurer Sean D. Horne, Valero Energy Secretary Vacant Director from a Site With a Collective Bargaining Unit Jack Griffith, Central Plateau Cleanup Company Director from a Site Without a Collective Bargaining Agent Johnathan “JD” Dyer, Structuretone/LF Driscoll Director from a DOE-VPP Site Michelle Keever, UCOR, an Amentum-Led Partnership with Jacobs Director from a VPP Contractor/ Construction Site Brad Gibson, S&B Engineers & Constructors Director-at-Large Shelly Ettel, Amentum

Ad Index Advertiser

Website

Always in Mind (A.I.M)

www.aimforsafety.com

Bollé Safety

www.bollesafety-usa.com

Ericson

www.ericson.com

Gas Clip

www.gascliptech.com

Glove Guard

www.gloveguard.com

Roco Rescue

www.rocorescue.com

Safety+ Symposium

www.vpppa.org

Working Concepts

www.softknees.com

Director-at-Large Bill Linneweh, CSP, Hendrickson International Director-at-Large Saprena Lyons, Fluor Idaho Director-at-Large Christina Ross, Morton Salt Director-at-Large Daniel Charles, Brandenburg Industrial Service Company Director-at-Large Andy Foster, Hanford Mission Integrated Solutions

Page

Editor Kerri Usher, VPPPA, Inc. Associate Editor Ariana Hanaity, VPPPA, Inc. EDITORIAL MISSION

The Leader (ISSN 1081-261X) is published quarterly for VPPPA members. The Leader delivers articles from members for members, safety and health best practices, developments in the field of occupational safety and health, association activities, educational and networking opportunities and the latest VPP approvals. Ideas and opinions expressed within the Leader represent the independent views of the authors. Postmaster >> Please send address changes to: VPPPA, Inc. • 7600 Leesburg Pike, East Building, Suite 100 • Falls Church, VA 22043-2004 VPPPA, Inc., the premier global safety and health organization, is a nonprofit 501(c)(3) charitable organization that promotes advances in worker safety and health excellence through best practices and cooperative efforts among workers, employers, the government and communities.

46 Leader—Winter 2022

VPPPA contacts Sara A. Taylor, CMP Director of Operations staylor@vpppa.org Heidi Hill Partnership Manager hhill@vpppa.org Lisa Silber Sales & Advertising Coordinator lsilber@vpppa.org

o reach the VPPPA National Office, call (703) 761-1146 or visit T www.vpppa.org. To reach a particular staff member, please refer to the contact information below.

Kerri Usher Communications & Outreach Manager kusher@vpppa.org Ariana Hanaity Communications Coordinator ahanaity@vpppa.org

Son Nguyen Membership & Outreach Manager snguyen@vpppa.org Bryan Knight UX Web Services Programmer bknight@vpppa.org

Sierra Johnson Senior Education Coordinator sjohnson@vpppa.org

vpppa.org

91%

of 2021 attendees said they would recommend Safety+ to peers in their field

REGISTRATION IS NOW OPEN LET’S REUNITE IN OUR NATION’S CAPITAL Join us in-person at Safety+ for a symposium that creates a community unlike any other! + Earn industry CEUs + 90+ workshops + Direct access to key OSHA representatives + More than 200 exhibitors + Expand your safety network

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Visit: vpppa.org #SafetyPlus2022

7600 Leesburg Pike, East Building, Suite 100 Falls Church, VA 22043-2004 Tel: (703) 761-1146 Fax: (703) 761-1148 www.vpppa.org VPPPA, a nonprofit 501(c) (3) charitable organization, promotes advances in worker safety and health excellence through best practices and cooperative efforts among workers, employers, the government and communities.

SCAN QR CODE TO LEARN MORE ABOUT VPPPA, INC.

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2022 Winter Leader - DEI in Safety

Articles inside

Message from the Chairperson