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- NSC.org
- NSC Shop
- Injury Facts
- Safety+Health Magazine
Diversity in the workplace refers to the presence and participation of individuals with varying backgrounds and perspectives, including those who have been traditionally underrepresented. Diversity factors include race, gender, age, language, etc. Equity in the workplace refers to ensuring policies and practices are fair and unbiased so everyone has equal opportunity to be safe and healthy at work. Inclusion is the practice of involving all employees and valuing their contributions so every worker feels respected and part of the team.
Different groups of employees may face unique risks or barriers. If safety equipment or procedures only consider a “typical” worker, they may overlook others’ needs. Something as basic as ill-fitting protective gear can put certain workers at higher risk. Workplace risk for injuries and fatalities is not the same for everyone. Below are specific areas where diversity, equity and inclusion play a major role.
Inclusion plays a critical role in providing a psychologically safe workplace. Psychological safety, the belief that one can speak up, ask questions or report mistakes without fear of punishment or humiliation, is a foundation of safe workplaces. When workers lack this sense of safety, they may withhold concerns, avoid reporting near misses or remain silent about unsafe conditions. This underreporting allows risks to persist and small issues to escalate into preventable incidents.
Research shows Black and Hispanic workers experience a significantly more work-related injuries and disabilities than non-Hispanic white workers. These disparities highlight how systemic inequities and occupational segregation funnel some populations into higher-risk jobs or leave them with less protection from hazards. Diversity, equity and inclusion gaps in safety culture directly translate to higher health and safety risks for these groups.
Language barriers contribute to about 25% of workplace incidents. Foreign-born employees who cannot understand English-only safety materials may not grasp critical procedures, leaving them at higher risk of injuries. Inadequate consideration of literacy, cultural norms or accessible communication methods further amplifies risk. Instruction given in an employee's native language leads to much better outcomes. Using visuals, clear symbols and relatable examples can help overcome differences in education or cultural norms.
Designed around mid-20th Century military male body standards, much personal protective equipment fails to protect or creates new hazards for diverse body shapes. These issues extend to machinery and equipment, where controls, seating and reach zones may not accommodate all worker statures or abilities. This may exclude qualified employees from operating certain equipment or face higher safety risks when they do. Inclusive safety means procuring a range of PPE sizes and equipment and involving employees in PPE and equipment trials.
Safety risk also stems from policies that ignore work-life balance. Rigid schedules, minimal leave or lack of accommodations for caregiving increase stress and fatigue. Stress from managing work-family conflict is significantly associated with more frequent mistakes and incidents. One study showed when work interferes heavily with family life (or vice versa) workplace injury risk increases by about 37%. Family-friendly policies, like flexible schedules, paid parental leave, childcare support and accommodations for pregnant or nursing mothers, mitigate risks.
Risk also emerges from who is (and isn’t) at the decision-making table. When safety leadership bodies lack diversity, they may overlook hazards affecting underrepresented groups. For example, in 2019, homicides accounted for 20% of all workplace deaths among women compared to 7.5% for men. Women also have higher rates of certain work-related health issues, like repetitive stress injuries and respiratory illness. These concerns may be minimized when safety oversight is dominated by one demographic.
Members of the LGBTQ+ community are disproportionately exposed to psychological and occupational hazards compared to their non-LGBTQ+ colleagues. These risks are rooted in discrimination and harassment, and negatively influence job security, psychological wellbeing and overall safety. A study by the Williams Institute found nearly 47% of LGBTQ employees have experienced discrimination or harassment at work, including verbal, physical or sexual mistreatment, with 17% reporting such experiences in the past year.
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