Purificación Moránpmoran@istas.ccoo.es

19/04/23

The gender dimension in workplace chemical risk

management.

Women´s health at workMarch 4-6 2015 Brussels

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The issue at hand

• Invisibility of women regarding the following factors: Type of activity: e.g.

cleaning services Type of comapny: large

companies or SMEs Type of contract: job

insecurity Existence of workers’

representation Actual participation in

risk management

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How variables condition health and safety

• Addressing occupational risks of female workers: Risk assessment Training Health surveillance Recognition of health damages as

occupational injuries

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Womens’ working conditions in Spain

• Temporary contract Women:24.65% Men: 23.87%

• Working hours: Part time Women:27.25% Men: 8.14%

• Temporary employment + part time Men: 21.13% Women: 41.39%.

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CASE 1

FEMALE WORKERS FROM THE CLEANING

SECTOR EXPOSED

TO CHEMICALS

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Background

• Company: Subcontractor providing cleaning services for a recently built hospital

111 workers, of which 85% are women / average age: 45

Representation bodies Work Councils Health and Safety Committee (3 representatives

from CC.OO)

• Preventive policy Cleaning company with its own preventive service. Management of occupational injuries by a mutual

insurance agency

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Background

• Risk assessment no specific risk assessment risk assessment does not integrate gender perspective

Training Workers did not receive any training on chemical risks

Furthermore• Temperature and humidity problems since the

inauguration of the hospital• Most significant health damages: musculoskeletal disorders

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The problem

• Workers who clean the area of doctors’ dormitory rooms began to suffer health problems

• In the severest case, a worker began to feel dryness and burning sensation in her eyes and face, skin rash around her neck and burning sensation in her tongue, palate and throat

• The product that causes such symptoms is still unknown

• The company lay the blame on the contractor (hospital): lack of information and coordination, etc.

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Union intervention

• The preventive service was requested to investigate the case and implement preventive measures

• Special meeting with the Health and Safety Committee to discuss this case. The Preventive Service received a proposal for precautionary measures that included prohibiting workers to enter the area

• The CC.OO. section in the hospital investigated if the medical staff was affected by similar symptoms

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Union intervention II

• A formal demand was filed to professionals from the regional health and safety unit (Castile and Leon), in charge of supervising occupational health and safety in the hospital and the company

• Request to the National Social Security Agency to determine the status of temporary incapacity for the affected worker

• Union representatives requested the transfer of the affected worker to another job to avoid further exposure in the area where symptoms were observed

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Resolution of the case

• The report submitted by the Regional Institute of health and safety at workplaces concluded that the damages must be considered as laboral pathology

• The Social Security Agency determined that the damages are considered professional injuries

• The Mutual Insurance Agency must therefore be responsible for medical treatment and compensation for the affected worker

• The affected worker was eventually transferred to another job given her sensitivity to chemical exposure

• The causes of observed allergies are still undetermined

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Lessons Learned

• Risk assessment did not include the gender perspective

• Lack of information on risks in this sector• Existence of union representation is a

decisive factor• Health damages:

difficulty to relate health damages with work health damages are not quantifiable, nor

quantified: Multiple chemical sensibility:LIFETIME EFFECTS.

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CASE 2

WORKERS EXPOSED TO

CHEMICALS IN HAIRDRESSIN

G JOBS

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BACKGROUND

• Company: SME in the beauty/hairdressing sector3 female workers / average age: 45

• Representative bodies: No Work Council or Health and Safety

Committee All workers are union members

• Preventive policy: External preventive service Occupational injuries managed by a Mutual

Insurance Agency

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BACKGROUND

• Risk assessment No specific risk assessment conducted Gender perspective is not integrated in risk assessment

• Training Only one worker received training

• Furthermore Low quality of preventive services for SMEs

NATURALIZATION OF RISKS: use of chemicals and consequences are considered normal

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The problem

• Hair-smoothing products contain formaldehyde (carcinogen, neurotoxic and sensitizer)

• Workers suffer from eye and throat irritation

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The problem

Source: Unmasking the Impacts of toxic chemicals on salon workers.Women voices for the earth.2014http://www.womensvoices.org/wp-content/uploads/2014/11/Beauty-and-Its-Beast.pdf

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“No-standard female workers perceive less risks (either physical or psychosocial) than those who have indefinite contracts”.

• Source:Risks’ perception at workplaces: gender differencies or structural constraints? Empirical support from a survey of 800 cases. IRES.

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•Relationship between job insecurity and risk perception

• Relationship between job insecurity and denial of workplace risks.

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Union intervention

• One of the workers (union member) consulted with the regional trade union occupational health department (CC.OO. Valencia)

• Union advisor provided information on possible substitutes to harmful products (formaldehyde-free hair smoothing products)

• A letter was sent to the company that included:

A proposal for an alternative chemicalReminder of employers’ obligations according to chemical risk regulationNotice to employers about the possible consequences of non-compliance with regulation

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Resolution of the case

• The company manager replaced the harmful product with a formaldehyde –free compound with the same properties

• Working conditions improved

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CASE 3

• Example of the only possible trade union intervention in a sector: 300,000 workers 90% of workers are women Only 100 company representives Nearly 3,000 union members (combining

two major trade union confederations)

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CASE 3

FEMALE WORKERS IN

THE AERONAUTICA

L INDUSTRY

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BACKGROUND

• Company: Large company (over 300 employees ) that manufactures aircraft componentsFemale workers whose average age is 45

• Representation bodies Work Council and Health and Safety

Committee

• Preventive policy Own preventive service Occupational injuries/diseases managed by a

Mutual Insurance Agency

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BACKGROUND

Risk assessment Specific risk assessment by type of risk Gender perspective not integrated in risk assessment

Training Workers received health and safety training

Furthermore Jobs require a high level of technical qualification

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• Female workers exposed to toxic products in the quality control department and neighboring areas

• Suspension of the employment contract was implemented during pregnancy (the social security system assumed the total costs)

• New management focused on profit criteria and less on preventive policies chose to terminate employment suspension during pregnancy.

The problem

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Union intervention

• LONG, PAINSTAKING PROCESS

• Consulting with trade union advisors (CCCO).

• Requesting a report from the Regional Institute of health and safety at work (ISGA from Galicia).

• Revision of multiple Safety Data Sheets

• Several meetings with he Health and Safety Commitee

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ISGA

Other sources of exposure as handling of chemicals at neighboring workplaces must also be taken into account

Reference TLVs for adult population do not include unborn children or babies. Exposure to carcinogens and mutagens below TLV is not exempt from significant risks

Chemicals labeled with R phrases: R40,R45,R46,R49,R62,R63 and R68, are presumably dangerous and must be considered as such according to the precautionary principle unless proven otherwise

To conclude, pregnant and breastfeeding women must not be at workplaces where such chemicals are handled

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• Suspension of employment for pregnant workers was re-implemented

• Women will not be recruited for highly qualified jobs given the difficulty to find substitutes in case of pregnancy and sick leaves

• Poor management practice: lack of training to prepare workers for these situations

Resolution of the case

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Lessons learned

• Intervention supported by union strucuture (health and safety advisors) within the framework of union representation makes possible the successful resolution of such situations

• A shift in employers’ mentality and increased support of public policies in the Social Security System are required for the protection of women in risk situations, especially during pregnancy

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Thanks