Diversity & Inclusion in Occupational Health & Safety: ISO 45001
Occupational health and safety (OHS) management systems must protect all workers. However, the current ISO 45001:2018 standard lacks explicit guidance on diversity and inclusion. A revision project led by Troy Winters is underway to update the standard, focusing on diversity, inclusion and worker wellbeing【717129603605926†L70-L104】. The revised version is expected by 2027【717129603605926†L107-L114】. This article explains why diversity and inclusion matter in OHS and how organizations in the United States and Canada can prepare.
Why Diversity and Inclusion Matter
Diverse workforces encompass differences in age, gender, ethnicity, ability and cultural backgrounds. Inclusive safety management recognizes these differences and ensures that policies and procedures protect everyone. The ISO 45001 revision aims to:
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Provide clearer guidance on evaluating workforce diversity and identifying vulnerable groups【717129603605926†L70-L104】.
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Address psychosocial risks and mental health by incorporating concepts from ISO 45003【717129603605926†L70-L104】.
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Promote diversity, inclusion and equity as core elements of OHS management【717129603605926†L70-L104】.
Current ISO 45001 Requirements
While the existing standard does not explicitly mention diversity, it requires organizations to consult workers and consider their needs in OHS policies and objectives. Employee participation and consultation ensure that diverse voices are heard. ISO 45003 provides guidance on managing psychosocial risks and should be integrated with diversity and inclusion initiatives.
Preparing for the Revision
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Assess workforce diversity – Gather demographic data (e.g., age, gender, disability) to understand representation and identify groups that may face specific risks.
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Review OHS policies – Ensure policies are inclusive and address the needs of diverse workers. Consider language barriers, ergonomic differences and cultural factors.
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Engage employees – Create forums for workers to share their experiences and suggestions on safety and wellbeing.
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Provide training – Offer diversity and inclusion training for managers and employees to raise awareness and mitigate unconscious bias.
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Integrate psychosocial risk management – Adopt ISO 45003 guidelines to address mental health and ensure psychological safety.
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Monitor legislative changes – Stay informed about changes in OHS legislation related to diversity and inclusion in the US and Canada.
Benefits for US & Canadian Organizations
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Compliance and risk reduction – Inclusive policies reduce the risk of discrimination claims and comply with employment laws.
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Improved safety outcomes – Tailoring safety measures to diverse needs reduces accidents and injuries.
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Enhanced culture and engagement – Inclusive workplaces foster employee loyalty and productivity.
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Attracting talent – Demonstrating commitment to diversity and wellbeing enhances recruitment and retention.
Regional Considerations: US vs Canada
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United States – Employers must comply with federal laws (e.g., ADA, OSHA) and may encounter state laws addressing diversity and discrimination. OHS programs should consider cultural diversity and multilingual communication.
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Canada – Canadian employers must adhere to the Canadian Human Rights Act and provincial OHS legislation. There is a strong emphasis on inclusion and psychological health, and bilingual (English/French) communication may be required.
Action Plan for Implementing Diversity & Inclusion in OHS
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Leadership commitment – Senior management must champion diversity and wellbeing.
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Policy review – Update OHS policies to address diversity and include provisions for vulnerable groups.
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Employee engagement – Create inclusion committees or focus groups to gather input.
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Training programs – Provide diversity awareness training and mental health education.
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Data collection – Monitor safety performance across demographic groups to identify disparities.
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Continuous improvement – Regularly review and refine inclusion strategies, aligning with forthcoming ISO 45001 revisions.
Frequently Asked Questions (FAQs)
Why is diversity important in OHS?
Because workers have diverse needs; inclusive safety policies ensure all employees are protected.【717129603605926†L70-L104】
When will the ISO 45001 revision be published?
It is expected around 2027【717129603605926†L107-L114】.
Will diversity be mandatory?
The revision aims to provide clearer guidance; organizations should start preparing now.
What is ISO 45003’s role?
It offers guidance on psychosocial risk management and complements diversity initiatives.
How can we collect diversity data?
Use anonymous surveys and HR data while respecting privacy laws.
Are there legal requirements?
Yes, anti-discrimination and equal employment laws in the US and Canada require equal treatment.
What training should managers receive?
Diversity, unconscious bias, and inclusive leadership training.
How does this affect SMEs?
Smaller organizations benefit from inclusive practices through improved safety and culture.
Can we implement changes before the revision?
Yes; proactive measures will ease the transition when the new standard is released.
What resources are available?
ISO, government agencies and industry associations provide guidance on diversity and inclusion.
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