
- KMA DESK
Inclusive Occupational Health: Building a Gender-Responsive Workplace
Introduction
The modern workforce is evolving and becoming more gender diverse. Women now more than ever are entering, re-entering and staying in the workplace for longer. However, occupational health has always had a traditional approach of a ‘one size fits all’ where policies and practices are designed the same way to address health and safety of employees without examining the role gender and age play. The workplace experience while similar, differs significantly based on gender, underscoring the importance of creating gender-inclusive workplaces.
A brief History of Occupational Health and Safety (OSH)
The Industrial Revolution (1760-1840) marked a major shift in the nature and scale of work with many people entering employment and flocking cities due to technologies, such as steam engines, textile machines, railways, and factories. The increased productivity introduced new hazardous factory conditions, long work hours, poor pay, and increase in child labour, and by the 19th century, Britain attempted to regulate workplace health and safety through the Factory’s Act 1802.
OSH in Kenya, dates back to the 1950s with the incorporation of the Factories Act of 1951, also known as the Factories and Other Places of Work Act, governed by (Chapter 514 of the Laws of Kenya). In 2007, it was replaced by the Occupational Safety and Health Act (2007), commonly known as OSHA 2007, with Work Injury Benefits Act (WIBA) being implemented in the same year. The Act promotes workplace safety by preventing work-related injuries and illnesses. It also safeguards third parties from injuries and diseases associated with the workplace. Additionally, WIBA was established to make sure that workers who sustain work-related injuries and diseases receive appropriate compensation.
Understanding Gender-Specific Health Needs in the Workplace
Gender-specific occupational health risks and challenges often stem from differences in biology, societal roles, and expectations. Women face challenges related to reproductive hazards, discrimination, harassment, marginalization, and the double burden of work, which can contribute to stress, anxiety, and other mental health concerns. A gender-responsive approach to occupational health ensures that all workers, regardless of gender, have equal opportunities to health, safety, and well-being, and have access to the necessary resources, support, and environments to thrive.
Common gender-related issues in occupational health include:
- Workplace Harassment and Discrimination: Gender-based discrimination, such as sexual harassment or discrimination, impacts the individual's mental and physical health.
- Reproductive hazards: Inadequate workplace policies to support menstruation, pregnancy, breastfeeding, and menopause.
- Mental Health: Women tend to report higher levels of occupational stress than men.
- Double burden of work: Women manage majority of unpaid domestic responsibilities while still engaging in paid employment.
- Workplace Safety: Exposure to hazardous chemicals and physically demanding tasks affects men and women differently due to physiological differences.
- Health and sanitation: Lack of access to clean, safe, and separate toilets and welfare amenities for women.
Strategies for Building a Gender-Responsive Workplace
To create a gender-responsive workplace, organizations must take proactive steps in designing occupational health policies and practices that consider the specific needs of all genders. Moreover, the International Labour Organization created 10 key guidelines to Gender Sensitive OSH practices that were aimed at governments, employers and workers highlight.
Example of gender- sensitive strategies
Conduct Gender Analysis: Assessment of health and safety needs of the workforce with a focus on gender differences.
Equal Access to Health Resources: Provide support services for female employees at various stages of life, such as pre-conception, pregnancy, and breastfeeding, and the menopause transition.
Safe and Inclusive Workspaces: Implementing zero tolerance policies for gender-based harassment or discrimination.
Flexible Work Policies: Provide flexible work arrangements, such as flexible hours or remote work options, to accommodate female employees' needs.
Support Mental Health: Promote mental health by offering counseling, stress programs, gender-specific support, and open dialogue to reduce stigma and support well-being.
Gender-Specific Health Benefits: Provide health benefits that cater to the various needs of female employees, such as coverage for reproductive health, family planning, hormone therapy for perimenopause employees.
Conclusion
Promoting gender-responsive workplaces is not just a box-checking exercise; it is an important step toward creating an inclusive and supportive environment for all employees. Central to this effort is the role of male allyship in supporting equitable policies, challenging harmful stereotypes, and addressing unconscious biases that affect women's safety and well-being.
Inclusive Occupational Health: Building a Gender-Responsive Workplace Webinar
Date: 27th February 2025
Moderator: Dr Sheila Njuguna -Co-Convenor- KMA Policy, Advocacy and Communications Committee (KMA-PAC).
Panelists: Dr. Ann Njuguna, Occupational Health Practitioner, MP Shah Hospital; Dr Nzyoki Mulovi, Workplace Wellness Consultant; and Dr. Michelle Muhanda, CEO and Founder of One Health Medical Center and Occupational Health Practitioner.
Author: Dr. Sheila Njuguna