Designed and produced by UNISON Communications Unit. Published by UNISON, 1 Mabledon Place, London WC1H 9AJ. http://www.unison.org.uk CU/November 2001/12091/stock no 1982/30,000/Printer’s ref: 5708 Women’s health & safety A guide for UNISON safety representatives Organising for Health & Safety For help when you need it call UNISONdirect Freephone 0800 5 97 97 50 For information visit www.unison.org.uk 12091 wh&s guide 30/11/01 12:34 pm Page 2 3 Contents 3 Introduction 4 The Scale of the problem 5 Case study 1 7 The Law on Women’s Health and Safety 9 Case Study 2 16 Case Study 3 18 Case study 4 21 The Safety Representative’s Role 22 UNISON Survey 24 Further Advice and Information 2 Introduction Almost nothing is known about the effects of work on women’s health and safety. Yet nearly half of the UK workforce (72% of UNISON members) are women, with a large number of these working part-time or doing several part-time jobs. In many sectors, such as cleaning, women are frequently exposed to harmful chemicals, including solvents. These substances may affect fertility and pregnancy, and can lead to miscarriages or premature births. They also increase the risk of other diseases, such as dermatitis, allergies, and even cancer. Many women suffer from musculoskeletal disorders. They are probably the most common work-related problem among women workers. Musculoskeletal disorders are generally associated with heavy lifting tasks, awkward postures, monotonous and repetitive tasks and inadequate systems of work. Home care workers, healthcare workers and catering staff, who are usually women, often work in such conditions. Yet when employers carry out risk assessments for such work, gender is very rarely considered. Where women experience gynaecological or reproductive problems and other possible work-related concerns, a link is hardly ever made with their work. It is still the case today that women approaching their GP are rarely asked about their work or work patterns. It is clear that better information and far more research is needed into the effects of work on women’s health and safety. UNISON has produced this guide as a first step for safety representatives. It can be used to ensure that employers consider women staff when developing any health and safety initiatives, such as carrying out risk assessments, planning new systems of work, work equipment or personal protective equipment. It can also be used to start raising awareness of women’s health and safety concerns among members. Women’s health and safety 12091 wh&s guide 30/11/01 12:34 pm Page 2 54 It is generally perceived that the health and safety problems and needs of women workers are identical to those of men. This is clearly not true. Yet the HSE applies the same standard for both women and men, both in terms of work methods and work equipment. This has led to a number of health and safety problems for women at work. Case Study 1 Women working in a school kitchen were able to negotiate for protective shoes, as there had been a large number of slips, trips and falls injuries. However, the women found that the shoes were a bad fit, were too broad, and the soles were very inflexible. On reporting this to management, they were told that shoes had been supplied, and therefore the employer’s responsibilities had now been fulfilled. Any slips, trips or falls incidences that occurred would now be deemed the women’s fault! The UNISON safety representative argued that under the Personal Protective Equipment Regulations protective clothing such as shoes should be suitable for the risk and for the wearer, should be maintained, provided free of charge and used only as a last resort. As a result, the employer withdrew the original shoes and provided more suitable ones after consultation with kitchen staff. Women have also been left out of research into occupational ill health. Researchers have tended to concentrate on problems associated with heavy industries, usually dominated by men. This caused by a perception that women’s work is safe, and that only men do dirty, heavy, dangerous or stressful work. The common view is that the work women do is light, easy and risk free. But if we ask women members who work on computers all day doing intensive data entry work; or those working as home carers, The Scale of the Problem No one’s health should suffer because of the work they do. Yet many working women regularly suffer health and safety accidents and ill health at work. Many UNISON women members work in areas where the risk of ill health or injury is high. For example according to the Health and Safety Executive (HSE’s) 1995 Self- reported Work related Illness Survey (SWI): ■ At least 100,000 women a year suffer with back problems because of work. ■ One in ten 24-34 year old women workers have been physically attacked by a member of the public in the course of their work. Rates for women are generally a third higher than for men. ■ More than a quarter of women have to lift or move heavy loads at work. Musculo-skeletal disorders associated with heavy lifting, awkward postures, and repetitive tasks are by far the most commonly reported work related illness. ■ Stress is the second most commonly reported condition among working women, but the cause of the most concern. ■ One in five women said they were exposed to fumes, dust or other harmful substances at work. ■ Twice as many females as males reported suffering from work-related headache and eyestrain – an estimated 50,000 women workers. Over half of these workers attributed the cause to the use of VDU’s. ■ The highest rate for work-related skin diseases were in jobs like hairdressing and repetitive assembly – two highly concentrated female occupations. 12091 wh&s guide 30/11/01 12:34 pm Page 4 76 Although women are less likely to be killed at work, they are more likely than men to be affected by an occupational illness because of the areas they work in. And the types of accidents women suffer reflect the different tasks that they do. For example, women are more likely to have an accident because they are tired. Common complaints from women members include: ■ Stress caused by overwork and too many demands. ■ Headaches and eye strain after working on VDU’s. ■ Aches and pains in the neck, shoulders, arms or wrists. ■ Back pain. ■ Skin rashes, headaches, sore eyes or throat and breathing problems. ■ Infections. ■ Accidents involving slips, trips and falls. But none of these risks are inevitable. A properly managed workplace should be healthy and safe for all staff – including women. The Law on Women’s Health and Safety The general duty placed on employers to ensure the health, safety and welfare of employees clearly includes women workers. Under the Management of Health and Safety at Work Regulations employers should carry out a suitable and sufficient assessment of the risk to employees’ health and safety. Where employees include women of childbearing age and the work could involve risks specific to new and expectant mothers, the employer must take specific account of this group. Employers who do not carry out such an assessment could be in breach of the Sex Discrimination Act. lifting several clients each day without lifting aids, training or information on the risks; or cleaning staff with dermatitis or asthma caused by the cleaning fluids they use, they will all tell us that their work is not light, not easy and certainly not risk free. Different Risks There are several reasons why women face different risks to those experienced by men: ■ Women are physically different. On average women are shorter, lighter and less muscular than men. ■ Women tend to work in specific areas, unlike men, who are evenly spread across all occupational groups. Women tend to work in the service industry, on jobs which involve regular contact with people; caring or support jobs; or work in computerised areas, such as call centres. (Of course men doing these jobs face similar hazards). ■ Women get pregnant. Pregnant women, nursing mothers or those who have recently given birth need special protection from specific work hazards. ■ Women often have two roles – paid work, and home and family responsibilities. ■ Personal Protective Equipment (PPE) or tools used by women are designed for men. For example, many cleaners are women, yet they are still expected to use floor buffing machines which are heavy, and difficult to move. ■ Women experience the menopause. Going through the menopause (often called ‘the change’) can be very difficult for some women at work, and this should be recognised. Common menopausal symptoms can include sleeplessness causing tiredness; hormonal imbalances which may cause a range of problems including temporary loss of balance, hot flushes (a source of embarrassment for many women) and heavy or irregular bleeding which can cause lethargy, irritability and depression. 12091 wh&s guide 30/11/01 12:34 pm Page 6 98 There are a whole range of health and safety issues which can affect women members at work. Many of these will relate to work-related accidents and injuries, but some concerns relate to the conditions women are expected to work in. Case Study 2 The ladies’ toilet at a large hospital was supplied with an open waste paper basket for discarding soiled sanitary towels. Men usually empty these baskets. As well as the indignity of such a situation, these baskets can hardly be deemed suitable under the regulations. Another hospital in the same region did not supply any sanitary machines in the ladies’ toilets used by staff. In this hospital, the UNISON Branch negotiated for the installation of a sanitary towel machine. Under the Workplace (Health, Safety and Welfare) Regulations suitable means of disposal for sanitary dressings should be provided in toilets used by women. Here are some of the more common issues that may be of concern: Stress Stress can result wherever the demands of the job do not match the resources made available to the individual to do it, or where people have no control over what they do, or how and when they do it. When levels of stress are constant they can become unmanageable and bring the risk of ill health. For women, other factors may be involved. A number of studies have found that stress can affect working women more than men. But recognition of the differences between women and men’s health and safety is very limited in other health and safety legislation. For example no account is taken of the double exposure women face when using the same chemical at work and at home. This is a potential problem for cleaning staff – the majority of whom are women. The exposure limits set out in the Control of Substances Hazardous to Health (COSHH) Regulations are based solely on male bodies. Exposure limits are set on the basis of an eight hour day and five day week, which fails to recognise the differences in the way women work. For example, many women work part-time or do several part-time jobs in the same day. Individual risk assessments do not take this into account. Legislation which takes some account of women’s health and safety include: ■ The Control of Lead at Work Regulations, which excludes women of reproductive age from occupations involving significant exposure to lead. The levels of exposure allowed for women (and young people) are lower than those for adult males. (Although male workers can also be severely affected by exposure to lead). ■ The Ionising Radiation’s Regulations, which advise employers to take account of the special risks to pregnant and breastfeeding women. However, these regulations restrict the exposure of women to hazards by removing them from jobs rather than making the workplace safe for all. And it means that women may be exposed to hazards before they realise they are pregnant. This approach also completely fails to recognise that reproductive hazards can affect men. 12091 wh&s guide 30/11/01 12:34 pm Page 8 1110 seems likely. In other words, stress should be treated like any other hazard.” Safety representatives will need to ensure that any stress prevention policy takes account of women members and the factors that can cause or make worse work-related stress. RSI and WRULDS Repetitive Strain Injury (RSI) covers a wide range of injuries to muscles, tendons and nerves. Usually hands, wrists, elbows or shoulders are affected. Knees and feet can also suffer especially where jobs involve a lot of kneeling or operating foot pedals. RSI is the more common term for a set of disorders called Work Related Upper Limb Disorders (WRULDS). There are many different names for these painful injuries. They include tenosynovitis, carpal tunnel syndrome, tendonitis, epicondylitis or “tennis elbow”, bursitis, and cellulitis or “beat conditions”. These conditions can be intensely painful. They can make even the simplest manual tasks impossible. And the real tragedy is that they can be prevented. No one should have to suffer an upper limb disorder because of their work. Nearly all types of work carry some risk of RSI. It has been linked to the use of vibrating machines such as floor buffers used by cleaners, and to office work such as using computers, and keyboards, etc. Women in general and older women in particular are at greater risk than men of developing RSI because they often do the types of jobs which involve repetitive tasks for long shifts or with no breaks. Bad employers, poor work conditions and low wages force women workers to miss their breaks, work long hours in poorly designed workplaces and make them afraid to complain. A report by the International Labour Organisation (ILO) published as long ago as 1992 noted that “the relationship between gender, work and stress is complex and varied. Several factors seem to increase the impact of stress on women”. These include the fact that women are often paid less than men, many workplaces lack policies that allow for family responsibilities, and the types of jobs women do have built-in stress factors, such as high job demands and low worker control over the job. A study in the US found that over a ten-year period, women in jobs with high levels of strain but little control were nearly three times more likely to develop heart disease than a comparable group in other jobs. In addition, women are more likely to face additional stresses in the form of sex discrimination and harassment, bullying and violence. According to a recent TUC survey of women safety representatives, stress topped the list of priorities for women workers. There are no specific laws dealing with stress. However, employers do have a duty to ensure safe methods of working. Under the Management of Health and Safety at Work Regulations, employers must assess the nature and scale of risks to health in the workplace and ensure there are proper control measures in place. This applies just as much to the risk of stress as to other workplace hazards. In addition, the Working Time Regulations place limits on the length of the working week, and also force all employers to give paid holidays. These will help alleviate some of the worst causes of stress; long hours and too few rest opportunities. The HSE has produced guidance on stress at work. It makes no specific mention of women, but states that “ill health resulting from stress caused at work has to be treated the same as ill health due to other physical causes”. It also says, “Employers should bear stress in mind when assessing possible health hazards in their workplaces keeping an eye out for developing problems and being prepared to act if harm to health 12091 wh&s guide 30/11/01 12:34 pm Page 10 13 Women are also less likely to be able to rest once they get home. Instead of recovering they must often do the housework or look after the children. And many of the movements at work are repeated while doing housework. Frequent rest breaks, slowing the pace of work and redesigning equipment or tools all help to avoid strain injuries. Employers have a duty to prevent RSI by conducting risk assessments to identify the potential for RSI. This means that employers must work out the risk factors associated with each job, and if there is any possibility of RSI then that risk should be avoided where possible, and minimised where not. Safety reps will need to ensure that employers take steps to prevent the risk of RSI to women workers by: ■ Changing work practices. ■ Providing suitable breaks, and ensuring that they are taken. ■ Adapting or replacing work equipment that is used by women. ■ Providing proper information and training on the risk of RSI. A system for reporting and recording the symptoms of RSI should also be in place, and safety representatives should ensure that women are aware of when and how to use it. Violence Violence is a particular hazard for many members. But women are more likely to work in areas where the risk of violence is high, such as residential and home care, healthcare and community work. Clients or visitors may attack workers in these occupations and they may also be at risk on their way to or from client’s homes. In 12 addition, many women members work alone and have no training in how to deal with violent people. This increases the stress and danger. Survey results from the HSE show that 8% of women workers reported being physically attacked by a member of the public in the course of their work – rising to more than one in ten of 25-35 year olds – and nearly 1 in 5 women workers had been threatened with physical violence. In both cases the rates for women were up to 30 per cent higher than for men. Black and Asian women workers are at greater risk. This is because black women are far more likely than white women to be involved in the health sector, and twice as many Pakistani and Bangladeshi women work in sales than women in general; and also because they may be the victims of racial violence. Violence is not part of the job nor must it be dismissed as bad luck, incompetence, or the result of individual personalities. And no member should have to endure the threat of assault or abuse by clients, service users or a member of the public, as a result of their employment. Every employer must assess the risk of violence in exactly the same way as for any other hazard. Where the assessment shows a possibility of work-related violence or abuse occurring, employers must take action to remove or minimise that risk. Violence at work is not acceptable or part of the contract of employment. It is work-related, arising directly out of the member’s job and the circumstances in which they have to work. For example, an increasing number of women workers are expected to work alone and this can increase the potential for work-related violence. 12091 wh&s guide 30/11/01 12:34 pm Page 12 1514 Under the Control of Substances Hazardous to Health (COSHH) regulations, employers must assess the risks of hazardous substances used at work. These regulations cover not only chemicals but also all substances, which can have an effect on health. Latex gloves used by nurses, home and residential care workers and cleaners (the majority of whom are women) are made from natural rubber and are a major cause of allergic contact dermatitis. Protein in the latex is the cause of the allergy. Someone can use these gloves for years and then suddenly develop an allergy. This means that they could then get a reaction whenever they touch rubber. In extreme cases the reaction can cause unconsciousness. Cheaper gloves are usually more dangerous, but powdered latex gloves are by far the most dangerous. They contain cornstarch, which binds to the protein making it more easily absorbed. Also the dust, if breathed in, can cause asthma. UNISON believes that these gloves should never be used. Employers must: ■ Assess the risk caused by all hazardous substances. ■ Decide what precautions are needed to protect workers and the public. ■ Prevent exposure (for example by using a less harmful chemical, or ensuring that where gloves are used they are a last resort, fit for the purpose, and are not an additional hazard). If prevention is not possible, they must adequately control the exposure. ■ Ensure that control measures are used, maintained and monitored. ■ Monitor exposure to the hazardous substances. ■ Carry out appropriate health surveillance. ■ Ensure employees are informed, trained and supervised. Much of the risk of violence is predictable, often because previous incidences have occurred, and so can be assessed, minimised or prevented. But it may also be also predictable even where there are no previous incidences. Employers have legal duties to prevent violence to employees. Safety representatives can ensure that: ■ Employers take account of the potentially increased risk of violence to women when carrying out risk assessments. ■ Employers take account of women when developing policies on violence to staff. ■ Women are encouraged to report and record all incidents of violence, including threats and verbal abuse. Hazardous Chemicals Many women workers come into contact with hazardous substances at work, for example chemicals used by cleaners. If a woman worker became sensitised (allergic) to a cleaning fluid used at work, she would no longer be able to use any products that contain it at home either. Problems caused by using hazardous chemicals include dermatitis, asthma and reproductive disorders. Pregnant women face additional hazards from some chemicals, such as organic solvents. Staff should be provided with suitable training and information about any hazardous chemicals that they work with. Products should also be labelled with information including the hazards of the chemicals they contain, how to use them and the precautions needed. 12091 wh&s guide 30/11/01 12:34 pm Page 14 1716 The UNISON rep held a meeting with the cleaners to get their views and then carried out her own inspection. She reported all the risks she found to management in writing, asked them for their COSHH assessments of the products and for a meeting to discuss the problems. It turned out that no formal risk assessments of the products had been carried out. It was agreed that management would as a first step obtain all the manufacturers ‘safety data sheets’ for each product as a starting point for carrying out proper risk assessments. Data sheets include information about what is in the product, the hazards, the control measures needed, storage requirements etc. Among the improvements that UNISON agreed with management were that only three main cleaning chemicals would be used, that these would be colour coded and that all cleaners would be given training in their use covering the risks from the products and the precautions to be taken Back Pain At least 100,000 women suffer each year from back pain caused by work. Back pain does not necessarily involve just a few days off work. Any damage to the back or spine can make an everyday activity either impossible or extremely painful, and can lead to being incapacitated for weeks or even for life. Many women work in occupations where manual handling injuries, leading to back pain are a real concern. But manual handling injuries don’t just happen to people moving heavy loads. Anyone can suffer a back injury if they lift a load wrongly, or the weight shifts, or the lifting is repeated regularly. One of the most common causes of back injury to UNISON members is lifting people. This is a major hazard for home care, health care and residential care workers. Other UNISON members, such as cleaning, catering, and administrative staff suffer back injury as a result of repeated lifting of heavy objects. Safety representatives can ensure that: ■ Employers take account of risks to women workers when carrying out assessments under the COSHH Regulations. ■ Employers include all substances hazardous to health, including the effects of latex and/or dust, in their assessments. ■ Information and training is provided, including information from the safety data sheet which employers are required to obtain from suppliers of the hazardous chemicals used. ■ Women members are encouraged to report and record any incidents/accidents caused by the use of dangerous substances. Case Study 3 The following case study is an example of effective branch action, which succeeded in gaining changes to the substances used by cleaners. Cleaners in a school were using a whole range of cleaning fluids – lots of different products from lots of different manufacturers. To make matters worse, the products were not even labelled so cleaners did not know what to use in what circumstances, or what safety precautions they needed to take. Using unlabelled chemicals is very risky. Some chemicals must be diluted for safe use; and certain chemicals must never be used together, such as acids and bleach. Some cleaners had noticed that some cleaning agents irritated their skin if they were splashed with them. Some of the chemicals smelt funny and gave them a headache. 12091 wh&s guide 30/11/01 12:34 pm Page 16 1918 Under the Manual Handling Regulations employers must: ■ Avoid manual handling operations as far as is reasonably practicable. ■ Assess any hazardous manual handling operations that cannot be avoided. ■ Remove or reduce the risk of injury using risk assessment as the basis for action. ■ Give full training to any employee who has to lift or move any loads (including people). There is no “safe weight” for lifting. Weight is only one factor that needs to be considered. Others include: ■ The number of times the lifting and moving is repeated. ■ Type and size of the load. ■ Weight distribution. ■ The individual involved. Among the factors that relate to individuals are age, weight, sex, possible pregnancy, and any previous history of back pain. Safety representatives should ensure that: ■ The risk of back injury to women workers is considered when manual handling assessments or tasks are carried out. ■ Any inspections of the workplace seeks to identify uncontrolled sources of back strain, and includes checking that members are taking their rest breaks. ■ Adequate tools, equipment, training and information is provided. ■ Reporting and recording arrangements are in place. ■ New and Expectant Mothers Women workers often face an increased risk of back injury from carrying out similar stooping, lifting, and carrying tasks at work and at home. Poor manual handling practices is one of a number of causes of back injury at work. Other factors include: ■ Staff shortages. ■ Unsuitable and/or poorly maintained equipment. ■ Poor working environment. ■ Slippery floors. ■ Lack of training and information. Case Study 4 At a local school one member of the school meals staff is required to come into school early, before normal school opening, to set up the kitchen for the day and start the early preparations. Part of her duties involves bringing in the daily provisions order, which is delivered and left outside the door. The order includes large sacks of vegetables and crates of other foodstuff, which she lifts alone. The school meals worker regularly suffers from back pain and has taken sick leave on a number of occasions because of this. Employers have a legal duty to prevent back injuries by assessing manual handling tasks and reducing the risk of injury by introducing new ways of working, equipment, and training for staff. They must also take account of individual capabilities and the needs of new or expectant mothers. 12091 wh&s guide 30/11/01 12:34 pm Page 18 [...]... role as safety representative, and may also help to attract new UNISON members UNISON has produced a range of guidance and information sheets which safety representatives can use to tackle many of the health and safety problems faced by women members at work These are available from UNISON s Health and Safety Unit We can email copies of the information sheets (Please specify which word processing package... Risk Assessment: A Guide for UNISON Safety Representatives (A4 Booklet, stock number 1351) “The Health and Safety Six Pack”: A Guide to the Six Pack set of Health and Safety Regulations (A4 Book stock number 1660) Repetitive Strain Injury: Guidance for Safety Representatives and Members (A4 Pamphlet, stock number 1057) Working Alone: Guidance for Safety Representatives (A5 Book, stock number 1750) Health. .. wh&s guide 30/11/01 12:34 pm Page 26 26 27 Caring for Cleaners – A Guide for Safety Representatives (A5 Pamphlet, stock number 1183) Ending Back Pain from Lifting – A guide for Safety Representatives (A4 Booklet, stock number 1656) Violence at Work – Negotiating Guide for Safety Representatives (A4 Booklet, stock number 1346) If you have any specific health and safety queries, your Branch Health and... representative is available in the UNISON Health and Safety Representatives Guide UNISON has also produced a leaflet encouraging members to take up the role of the safety representative and an A4 poster to help with recruiting safety representatives 12091 wh&s guide 30/11/01 12:34 pm Page 24 24 25 Further Advice and Information The concerns dealt with in the previous pages are only some of the many hazards... Safety representatives will need to ensure that the health and safety effects on new and expectant mothers are taken into account when s Raising the health and safety problems women face at work with employers s Encouraging women to become safety representatives s Mounting health and safety campaigns aimed at women s Encouraging women to attend training courses s Finding other ways of raising awareness... Safety Representatives Please write or email the Health and Safety Unit at the above address The TUC has produced health and safety information aimed at women, and also publishes a comprehensive guide to health and safety called “Hazards at Work” Contact the: TUC Publications Department, Congress House, Great Russell Street, London WC1B 3LS Telephone 020 7636 4032 Or check out their website at www.tuc.org.uk... number 1750) Health and Safety Representatives Recruitment Poster (A4 , stock number 1681) Health and Safety Representatives Recruitment Leaflet (A4 Pamphlet, stock number 1682) Does Your Work Make You Sick? (A5 Recruitment Leaflet, stock number 722) UNISON s Health and Safety Representativess Guide (A5 Book, stock number 1684) Stress at work – A Guide for Safety Representatives (A5 Pamphlet, stock number... members are more likely to raise issues of concerns with them, particularly where the concern is of a sensitive or personal nature Female safety representatives are also much more likely to raise issues relating to women’s health and safety with employers And the work of women safety representatives may encourage other women members to become safety representatives Safety Representatives Checklist: Safety. .. and Safety Officer or Branch Secretary may be able to help If they are unable to answer the query, they may pass the query on to your regional office or to the Health and Safety Unit UNISON 1 Mabledon Place, London WC1H 9AJ Telephone 020 7551 1446, Fax 020 7551 1766, Email healthandsafety @unison. co.uk Your Comments UNISON welcomes comments on this booklet from Branch Health and Safety Officers and Safety. .. of women’s health and safety concerns 12091 wh&s guide 30/11/01 12:34 pm Page 22 22 UNISON Survey UNISON wants more women to take up the role of the safety representative A recent survey of safety reps carried out by UNISON shows that whilst the vast majority of UNISON members are women (almost three-quarters of the membership), less than 40% are safety representatives Where female safety representatives . ref: 5708 Women’s health & safety A guide for UNISON safety representatives Organising for Health & Safety For help when you need it call UNISONdirect Freephone. has produced health and safety information aimed at women, and also publishes a comprehensive guide to health and safety called “Hazards at Work”. Contact