2022 Winter Leader - DEI in Safety

VOL9/NO1/WINTER 2022 IN SAFETY



CONTENTS VOL 9 | NO 1 | WINTER 2022 FEATURES 10 22 OSHA Initiatives Address We Are the Same Diversity, Equity, and Kind of Different Inclusion to Ensure Worker Safety By Sylvia Marusyk, Owner of MindBody Works By the Occupational Safety & Health Administration 26 12 Avoid These 3 Common Mistakes Build Safety Culture by Embracing Diversity, Originally published by the Equity and Inclusion Center for Creative Leadership Originally published by 30 the National Business Aviation Association Tipping the Socioeconomic Scale 16 By Brenda Kay Wiederkehr, CSC What Does Inclusion Owner of Access Compliance Really Mean? 34 12 By Rachel Bell, Brewers Association Safety Home Modifications for the COLUMNS Subcommittee Co-Chair Visually Impaired or Blind— The Complete Guide 18 Originally posted on The Way Forward for Hireahelper.com Diversity, Equity & Inclusion in Safety 4 Message from the Chairperson 6 By Abdel-Rahman Sabriye 42 Women in Safety Shedding a Light on Safe and Compliant Jobsite Lighting 22 SECTIONS vpppa.org 41 Infographic Corner 44 Membership Corner 46 Ad Index Leader—Winter 2022 3

A Message From the VPPPA Chairperson With the amazing VPPPA Hello my fellow VPPPA members, membership, Boards of Directors, staff, and A s we enter a new year, I cannot help but reflect on how far we’ve progressed VPP community all in 2021. Our amazing staff and VPPPA boards (both regional and national) working together, the worked hard through a challenging year to ensure the VPPPA community had best is yet to come. the resources they needed to maintain safety excellence at VPP workplaces throughout the country. I am very proud and humbled to be part of this outstanding group of professionals. Now we look forward to using the foundation of initiatives completed in 2021 as we move into 2022. Because everyone, regardless of their race, age, sex, religion, or other demographic, has the right to a safe workplace, it goes without saying that Diversity, Equity, and Inclusion (DEI) is more important than ever. I am proud to present this issue of the Leader magazine to all of our members and subscribers, and hope it will be the catalyst for many tough, but important, conversations on DEI in safety. We are also proud to partner with BSCP as an affiliate to support the Global Learning Summit happening this May. I encourage all of you to join through the VPPPA website (vpppa.org) to attend this worldwide safety professional educational event. We have a great safety excellence track lined up for this summit that you won’t want to miss. As we continue to expand our online member benefits, we listened to your feedback and created a new membership database. With this database it is easier than ever to update changing site personnel as well as search for other member companies within your industry to network with them directly. We have expanded our popular online webinars and e-learning opportunities. Please visit vpppa.org to learn more about our upcoming online educational events. You can also look for a new VPPPA webpage to be launched soon. We are as eager as ever to see you in person once again. Dates and plans have already been set for regional and national conferences. More information can be found on our website. We hope you will attend one or multiple conferences this year. As we enter into the new year knowing all the hard work we put into last year, I am confident we are ready for 2022. With the amazing VPPPA membership, Boards of Directors, staff, and VPP community all working together, the best is yet to come. —Terry Schulte, Chairman—National VPPPA Board of Directors We are better together! 4 Leader—Winter 2022 vpppa.org

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Women in Safety By Kahlilah Guyah, CSP, CHMM EHS Professionals: Elevate Your Impact Through Integrating Psychosocial Hazards VPPPA Presents… W e spend include aspects of physical, impact the holistic well-being Women in Safety most of our mental, and emotional well- of the workplace. waking hours being. A psychologically While the safety industry working— healthy and safe workplace is It is well documented that is still a male-dominated whether onsite or remote—and one that prevents harm to a companies in the top quartile industry, the number of the average person will spend workers’ psychological health for racial and gender diversity women is increasing each one-third of their lives at and promotes the workers’ financially outperform year. It’s important to the workplace. It has become psychological well-being.1 their less diverse industry identify and communicate increasingly evident that Creating a psychologically counterparts3. In addition the issues that women face. the workplace environment healthy and safe environment to the positive financial is a factor in the overall begins with identifying all the implications of diversity, In each issue of the health of workers, but many elements that could potentially belonging has been shown Leader, we will be including organizations’ environmental, harm workers and then taking to increase job performance, an article from a prominent health and safety (EHS) the steps necessary to eliminate reduce sick days, and reduce woman working in the programs focus solely on the or reduce them. turnover. Contrasting the safety and health industry. physical safety of the workers, many benefits of a diverse If you, or someone you and limit “health” to that EHS professionals have and inclusive workplace is the know, would like to write for which can be measured through always been instrumental in fact that one micro-exclusion this column, please contact sampling (e.g., industrial the reduction of workplace event causes an immediate VPPPA at communications@ hygiene monitoring, sound hazards, typically using risk 25% decrease in performance4. vpppa.org. levels, radiation, etc.). assessment methodologies Those who experience that help to identify workplace discrimination are documented As the workplace continues hazards and reduce the risk of to have an increased risk of to evolve, effective and harm to workers (see Figure mental illnesses, negative comprehensive EHS programs 1). This is the primary reason I physical health outcomes, cannot focus solely on believe that EHS professionals, and decreased self-control preventing physical injuries practitioners, and leaders are responses; this data does not and illnesses but must also uniquely positioned to positively consider the synergistic effects Figure 1: Risk Management Process2 Establish the Scope, Identify Analyze Evaluate Treat Monitor Context & Criteria Risk Assessment and Mitigation Improve Recording • Reporting • Communication • Consultation 6 Leader—Winter 2022 vpppa.org

on the physical safety for health and safety programs. Figure 2: Examples of Identity Categories workers with poorer mental This is also an opportunity and physical health5. to engage experts from Physical Ability DIVERSITY Native complementary fields including Language The above data shows a clear organizational development and Religion connection between diversity, mental health. equity, and inclusion (DEI) and Gender Sexual Citizenship the health of the workforce, Step 2: Identify Orientation but in many cases, DEI is solely Psychosocial the responsibility of the human Hazards & Risks Race Class Gender Identity resources (HR) organization. DEI & Expression is just one example of the way in In our risk assessment process, which psychosocial hazards— we focus on fifteen psychosocial Ethnicity Socioeconomic Parental Status aspects of work organization, factors that are known to Status the work environment, and have a powerful impact on the workplace social interactions organizations’ culture, the well- ©2021 Kahlilah Guyah / All Rights Reserved that are potentially harmful being of individual workers and to the worker—have been the company’s bottom line. the barriers that have prevented to create an organizational addressed differently than the While all fifteen are important the full participation of infrastructure that has multiple physical hazards6. elements for a psychologically underrepresented populations. touch points that integrate healthy and safe workplace, the support into the way business is The challenge is that many following three are typically the Inclusion is incorporating accomplished every day. EHS professionals are not as highest risks for the clients with and valuing the differences into well-versed in the psychosocial whom we work. the culture of the organization. Workload Management hazards of the workplace as they are with the hazards that Diversity, Equity, Belonging is the output of Workload management is often cause physical injuries and Inclusion & Belonging: diversity, equity and inclusion the psychosocial hazard with illnesses. This was the driver working in concert within the the highest risk score—affecting for the development of the 5Is Earlier in this article statistics work environment. Belonging more workers at a higher rate Psychological Health & Safety about the DEI-EHS connection is realized when workers feel than other psychosocial hazards. Integration Process™ with the were presented. It is important comfortable, connected and It is the ability to perform goal of helping organizations to differentiate between these as if they can contribute to the job tasks and responsibilities integrate psychosocial hazards terms which are often used organization in a meaningful within the given timeframe into their EHS programs. In interchangeably or incorrectly. way. Inclusion and belonging with adequate resources. Longer the next section, three of are the focus of the risk work hours attributed to an the five steps are described Diversity is the differing assessment process.7 environment with low workload providing a roadmap to include identities (see figure 2 for management are associated psychosocial hazards. examples) that exist among a Psychological Support: with deleterious health effects, certain population and, more including increased blood Step 1: Increase specifically, the presence of Psychological support refers pressure and cholesterol levels, Psychological Health & historically underrepresented to the level of social and reduced physical activity and Safety Literacy groups—populations that are emotional support that exists sleep; all of which affect the not white, male, able-bodied, in an organization. In many workers’ ability to achieve The first and most integral part heterosexual, or cis-gendered. organizations, the EHS program maximum job performance.8 of the risk assessment process is Diversity is just the beginning; is supported in several ways. hazard identification; however, it is the foundation upon Some examples include: Psychological Protection because psychoeducation has which equity, inclusion and not been a part of training belonging can be built. While • Staff within the In her book, The Fearless and education most EHS diversity is the presence of Organization, Dr. Amy professionals do not possess underrepresented groups within EHS department; Edmonson, highlighted the the knowledge to identify or the organization, their presence importance of psychological mitigate psychosocial hazards. does not necessarily equate • EHS teams and/or committees; safety in the workplace. She At EHS Compliance Services to equitable and inclusive • First aid and emergency describes psychological safety as Inc, we begin with awareness treatment at the workplace. and literacy training that gives responders; our clients the vocabulary Equity is the guarantee of fair required to begin integrating treatment, access, opportunity, • Workers with EHS training psychological hazards into their and advancement while also striving to identify and eliminate Psychological support leverages similar networks vpppa.org Leader—Winter 2022 7

an environment where workers of Controls that focuses on Prevention, promotion, Guidelines for Managing are not hindered from optimal psychological health and safety. and guidance to staged Psychosocial Risks. performance by interpersonal 1. Avoidance implementation 7 Mazor, Author. “Creating a fear. While not a new concept, 2. Elimination 2 ANSI/ASSP TR-31010- Culture of Belonging | Deloitte Dr. Edmonson created actionable 3. Substitute 2020. Technical Report on Risk Insights.” Deloitte Insights, steps that when taken can 4. Redesign Assessment Techniques. Park Deloitte, 15 May 2020, https:// create psychologically safe 5. Education Ridge, IL: American Society of www2.deloitte.com/us/en/ work environments and teams.9 6. Encouragement11 Safety Professionals, 2020 insights/focus/human-capital- Psychological protection 3 Hunt, Vivan, et al. McKinsey trends/2020/creating-a- are systems in place at the EHS Professionals can & Co, New York, NY, 2015, p. 3, culture-of-belonging.html. workplace that ensure workers’ elevate their impact in the Diversity Matters. 8 Ro, Christine. “How Overwork Is psychological safety is ensured.10 organization through following 4 Carr, Evan. Better Up, 2019, The Literally Killing Us—BBC Worklife.” these three steps: Value of Belonging at Work: BBC—Homepage, 19 May 2021, Step 3: Reduce 1. Increasing Literacy through New Frontiers for Inclusion, https://www.bbc.com/worklife/ Psychosocial Risks https://grow.betterup.com/ article/20210518-how-overwork- Psychoeducation resources/the-value-of- is-literally-killing-us. Following the identification 2. Identifying Hazards belonging-at-work-the- 9 Edmondson, Amy C. The of the hazards, they are 3. Reducing Risks business-case-for-investing- Fearless Organization. John analyzed and evaluated to in-workplace-inclusion. Wiley & Sons, 2018. yield a list of prioritized risks Including psychosocial Accessed 22 Dec. 2021. 10 Samrah, J., et al. “Know the the organization can address hazards in the EHS program 5 Williams DR, Lawrence JA, Davis Pyschosocial Factors.” Guarding through one or more of the will create more holistic EHS BA, Vu C. Understanding how Minds at Work, Canadian risk treatment options below programs, a psychologically discrimination can affect health. Centre for Occupational Health (also pictured in Figure 3). Most healthy and safe workplace, and Health Serv Res. 2019 Dec;54 and Safety, https://www. EHS professionals are familiar improve the performance of Suppl 2(Suppl 2):1374-1388. doi: guardingmindsatwork.ca/ with the traditional Hierarchy individuals who are impacted by 10.1111/1475-6773.13222. Epub 2019 about/about-psychosocial- of Controls that focuses on psychosocial hazards. Oct 29. PMID: 31663121; PMCID: factors. Accessed 22 Dec. 2021. physical hazards. The following PMC6864381. 11 NIOSH 20160. Fundamentals of is an adaption of the Total ENDNOTES 6 International Organization total worker health approaches: Worker Health Hierarchy 1 CAN/CSA-Z1003-13/BNA 9700- for Standardization, Geneva, essential elements for Switzerland, 2021, p. 1, advancing worker safety, 803/2013. Psychological health Occupational Health and Safety health, and well-being. By and safety in the workplace— Management—Psychological Lee MP, Hudson H, Richards Health and Safety at Work— R, Chang CC, Chosewood LC, Schill AL, on behalf of the NIOSH Figure 3: Psychological Health & Safety Hierarchy of Controls Office for Total Worker Health. Cincinnati, OH: U.S. Department Reducing Risk Hierarchy of Controls Work conditions that of Health and Human Services, negatively impact mental Centers for Disease Control and Avoid or Eliminate well-being and psychological Prevention, National Institute Substitute for Occupational Safety Redesign health & safety and Health, DHHS (NIOSH) Publication No. 2017–112. Substitute psychological safety & health promoting policies, Kahlilah Guyah is procedures & activities the CEO, Founder and Principal Consultant Redesign the work environment and at EHS Compliance workplace culture for mental well-being Services Inc. (EHSCSI). She helps organizations leverage their EHS and psychological health & safety programs to protect workers and the environment, deliver Educate Educate for psychological safety & health, business value and elevate brand suicide prevention and mental well-being reputation. Kahlilah is a speaker who has been featured at Encourage Encourage personal activities that promote mental conferences held by the National well-being and psychology safety Safety Council and the American Adapted from the NIOSH Society of Safety Professionals. Total Worker Health Kahlilah is a champion for integration who is on a mission to embed EHS excellence into daily business operations. When not working with clients, you can find Kahlilah mentoring emerging EHS professionals or hosting dynamic conversations on her LinkedIn Live show “Connecting the Dots.” 8 Leader—Winter 2022 vpppa.org

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SHA INITIATIVES Address Diversity, For decades, workers and worker Equity, and Inclusion to advocates have fought for diversity and equality in America’s Ensure Worker Safety workplaces. The promise of the American Dream has remained By the Occupational Safety & Health Administration out of reach for many, most often people of color and others who 10 Leader—Winter 2022 have been adversely affected by poverty, inequality, and racism. In an effort to turn the tide at a national level and minimize disparities toward the underserved, President Biden issued Executive Order 13985 (Advancing Racial Equity and Support for Underserved Communities Through the Federal Government) and challenged federal agencies to assess to what degree its programs support and can further the agenda that E.O. 13985 has laid out for all federal agencies. vpppa.org

O SHA’s mission is infectious diseases training of the Voluntary Protection standards to achieve excellence in to ensure safe and grants. OSHA expects that these Program. As OSHA reaches out workplace safety and health. They healthful working grants will help train nearly to groups and employers with also place significant emphasis conditions for 60,000 people, of which most an interest in participating on reaching vulnerable worker every worker in America. are underserved and hard-to- in the Challenge, the agency populations, including, but not Through efforts to enhance reach workers. In addition, the will prioritize outreach to limited to, African Americans, diversity, equity, and inclusion agency approved an additional underserved populations, such Hispanic/Latino workers, Asian in safety, OSHA aims to round of Susan Harwood grants as minority-owned businesses Americans, Native Hawaiians, protect the most vulnerable in 2021 for training and materials or companies made up of large and Pacific Islanders. workers—often people of color preparation for more than 43,000 numbers of underserved workers. or immigrants who have limited workers in 14 different languages. Too often, workers are English-speaking skills and are The OSHA Training Institute These and other OSHA left out or forgotten due unaware of their right to a safe Education Centers (OTI) also cooperative programs are built to their citizenship status, work environment. provide training to workers on collaborations with trade because English is not their and employers on maintaining and professional associations, first language, or because The agency is committed safe workplaces. labor unions, worker centers, of the color of their skin. to ensuring that every worker educational institutions, These workers may not be knows about their rights and is For fiscal year 2022, the goal community and faith-based aware of their rights or feel empowered to speak-up about is to reach more than 1.3 million groups, consulates, government uncomfortable raising safety health and safety concerns in individuals through Susan agencies, and a variety of small, concerns. OSHA wants to work their workplace. Harwood grantees and OTI, with medium, and large businesses. with all of its stakeholders to a focus on working with diverse These programs allow the address the issues surrounding Rulemaking. For the past communities to ensure that agency to develop voluntary, Diversity, Equity, and year, the Department of Labor historically underserved worker mutual relationships with Inclusion. As ambassadors to has issued rulemakings on and employer populations have stakeholders committed to small businesses, OSHA and our issues important to U.S. workers access to OTI’s training services. advancing workplace safety, partners must do everything in and their families, including OSHA continues to identify other and to recognize employers our power to make sure these worker safety, protections from opportunities to embed equity who go beyond the minimum workers get the protections discrimination, fair wages, principles within these programs. requirements of compliance with they deserve. retirement security, and health care. Building Alliances with Key Top: Fe y Justicia Worker Center Stakeholders. As part of OSHA’s trainer, Alejandro Zuniga, The agency has also Alliance Program, more than distributing masks and educational prioritized rulemaking on 240 organizations nationwide materials on chemical hazards to infectious diseases, workplace have partnered with the immigrant workers in the janitorial violence, and measures to agency to share information and restaurant industries as protect workers from the and develop materials to help part of the National Council for hazards of extreme heat, improve workplace safety. The Occupational Safety and Health’s especially among workers of Voluntary Protection Program, 2020 Susan Harwood training grant. color who disproportionately which comprises 1,281 sites Left: OSHA Susan Harwood training work in essential jobs under working cooperatively with grantee, Brazilian Worker Center, tough conditions. federal OSHA and another 770 conducting fall prevention training teaming with State Plan states, for construction in Woburn, MA, in Outreach and Worker Training. aims to prevent fatalities, February 2020. OSHA conducts outreach and injuries, and illnesses through training for underserved, hazard prevention and control, vulnerable workers, many worksite analysis, training, of whom are people of color. management commitment, The agency’s Susan Harwood and worker involvement. Training Grant Program Webinars on the revised Hazard provides hazard recognition and Communication Standard prevention training to hard-to- sponsored by a key alliance reach and diverse communities partner, Society for Chemical of at-risk workers. Many of Hazards Communication, the grantees provide training attracted 39,000 attendees. in workers’ native languages. Funding is awarded annually on Another program, the OSHA a competitive basis. Challenge, assists employers who may want to strengthen their In September 2021, OSHA safety and health management awarded 130 organizations over systems, but are not ready or $18 million in Susan Harwood able to meet the higher standards Training Grants and American Rescue Plan-funded COVID-19/ vpppa.org Leader—Winter 2022 11

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BY EMBRACING f team members can’t be DIVERSITY, EQUITY their authentic selves on the AND INCLUSION job, then the workplace isn’t as safe as it could be. vpppa.org One day, a young African American girl was watching a character parade at a major theme park with her father. “Oh, there’s one!” the girl exclaimed. It was at that moment that her father, Jim Peal, an expert in architecting and managing organizational change, realized his daughter had spent the entire parade looking for an African American woman dressed as a popular character. Picture a parade of business aviation professionals, maybe even those from your own organization. What does the parade look like? If all of the characteristics that make you “you” were visible, would you see someone of your faith, ethnic background, sexual orientation or other defining characteristics? Diversity Matters Diversity, equity and inclusion (DEI) is not just “the right thing to do.” DE&I is critical to an organization’s success. Peal says a truly diverse work team reflects society in general. Inclusion means making sure all members of that team feel welcome and a part of the organization, while equity means all team members receive equal compensation for equal work and have equal opportunities for advancement. Studies show that diverse teams are better than homogenous ones, generally making better decisions that often result in increased productivity. Equity and inclusion are important for ensuring a diverse team’s achievement. Kali Hague, a partner at Jetlaw, said that the history of a homogenous aviation workforce is understandable but not acceptable. “In aviation, we rely on checklists and process and tend to think more of the same is better,” she explained. Leader—Winter 2022 13

Studies show that diverse teams just culture, so you have the privately if a heavily tattooed information you need to adapt person, someone wearing attire are better than homogenous and evolve.” representing a certain religion, or a person of a different race ones, generally making better Bates says safety culture is moved along to another row? really a team event and asks decisions that often result in if you can have a good team Experts say that once you if you don’t have a just or fair identify your own bias, you increased productivity. one? If the team is unwilling have to confront it. In many to let a colleague be his or her cases, this means identifying Diversity’s Impact on authentic self, then the team and avoiding microaggressions. Safety Culture has collectively introduced a Microaggressions are casual distraction that decreases the statements in the form of What does DEI have to do with amount of energy each team backhanded compliments, safety culture? member can spend on safety. “innocent” jokes that are Experts say this so-called actually offensive, and other A diverse approach to safety “psychological safety” to be insensitive comments. For is a better approach because yourself and share your example, a male pilot saying different viewpoints and views is critical to a positive of a female pilot, “She’s experiences provide alternative safety culture. a pretty good pilot . . . for perspectives and ideas. a girl,” is an example of a However, diversity is only part Common backhanded compliment that is of the equation. It’s impossible Challenge: Bias a microaggression. to have a strong, positive safety culture without true One common challenge to Perpetrators of equity and inclusion, which are developing a diverse, equitable microaggressions are foundations of a just culture. and inclusive workforce is often unaware of the unintentional bias. offensive nature of their The Safety Management statements. Even the most International Collaboration “Bias is that invisible barrier well-intentioned person Group—which includes FAA, that we have toward other can accidentally commit EASA and other regulators groups,” said Risha Grant, a microaggression, so it dedicated to promoting a award-winning diversity is important that human common understanding of and inclusion consultant and resource specialists and safety management principles author, adding it’s an often managers actively engage and requirements—defines unrecognizable trait we learn with employees to discuss “safety culture” as “the set from our families. “Some of microaggressions, how of enduring values, behaviors those teachings cause us to have to avoid them and how to and attitudes regarding safety, a mistrust [of others].” productively call them out. shared by every member at every level of an organization.” Because a person may be Grant and Peal both note unfamiliar with a group of that a person who is a target The six attributes that make people, that group can seem of a microaggression needs up a safety culture are: threatening. Personal experience, a substantial amount of family, media and institutions are emotional energy to call out • Commitment all sources of bias. the offense. Therefore, these • Justness/Just Culture experts suggest that targeted • Adaptability While overt racism and individuals should first take • Information discrimination are often easy to stock of their emotional energy • Awareness identify, unintentional bias is before engaging. • Behavior more challenging for individuals and society as a whole to detect Positive Steps Wyvern CEO Sonnie Bates, and address. for Leaders CAM, says commitment is the most important of these Grant suggests considering It is clear that microaggressions attributes, as it ties the other who makes you uncomfortable and other non-inclusive actions five together. and ask yourself why. This is a have a direct impact on an simple way to determine your organization, so addressing “Commitment provides that own biases. biases and microaggressions is real desire to take the next step critical for ensuring a positive in the right direction,” said “If the middle seat is open safety culture. Bates. “With that commitment on an airplane, who do you not to take the next step, you want sitting next to you?” Grant ensure that you have a fair and asked. Would you celebrate 14 Leader—Winter 2022 vpppa.org

policies and procedures to What do you want that parade support those efforts. to look like in 10 or 20 years, so that the business aviation Since microaggressions industry looks more like are often the result of society in general and is safe, unintentional and unidentified sustainable and successful for biases, providing educational years to come? opportunities for team members to learn more about these National Business challenges can make a big Aviation Association difference for an organization. Founded in 1947 and based in Washington, DC, the National Where Will You Business Aviation Association Be Tomorrow? (NBAA) is the leading organization for companies that rely on general A diverse team can be a better aviation aircraft to help make team, and an equitable and their businesses more efficient, inclusive environment can productive and successful. Visit enhance safety. But how do you them at https://nbaa.org/. get there? Copyright 2021 Business Aviation Insider, reprinted with permission by the National Business Aviation Association. Picture again the parade of business aviation industry professionals. Think of your own organization’s parade. “In order to create a safe the same, each team member environment, you need to really is different. On the other have your attention [focused] hand, even if a team appears on the environment,” said to be very diverse, there are Peal. “Any time one of these always similarities. [microaggression] events happens, all of a sudden your Showing this kind of initiative attention is turned inward.” is one way to distinguish a leader from a manager. A leader Leaders must create an will take the time to get to know environment in which diversity his or her team and help that is celebrated and biases are not team get to know each other. tolerated. The first step is to become comfortable discussing To evaluate and improve safety these issues. Sometimes that culture, Bates recommends means being vulnerable or that leaders conduct interviews admitting you don’t know and surveys to gauge the enough about DEI but want to be organization’s safety culture, part of the conversation. then observe behavior to see if subsequent actions reflect One way to begin a the perspectives shared in the discussion about DEI is to have interviews and surveys. “diversity introductions.” Encourage team members to Finally, the group’s talk to each other about how structure must support they’re different. Peal says a positive safety culture, that even if a team all looks meaning that the organization needs to have the resources, A diverse approach to safety is a better approach because different viewpoints and experiences provide alternative perspectives and ideas. vpppa.org Leader—Winter 2022 15

What does in·clu·sion /in'klooZHən/ REALLY MEAN? By Rachel Bell, Brewers Association Safety Subcommittee Co-Chair 16 Leader—Winter 2022 vpppa.org

W ithin my For those of you who are Making mental industry, craft in a position to be inclusive, well-being a beer, Diversity, it requires a certain degree of priority is a Equity, and vulnerability and openness, great way to Inclusion (DEI) has been which is not a typical strength start building a focus for the last couple for management (or humans!). an inclusive years. This past summer, we If you have never been the victim environment. experienced the start of our of unfair barriers, it might be own “me too” movement. difficult to empathize with those in your mind, to figure out While these changes have been who have. Listening and believing if you did something wrong. positive and much needed, that someone is experiencing Eventually, you open up to once the flames died down something is a crucial skill for your manager, or HR about the it became clear that many of inclusivity. Tell the employee problem, and find out it has those who expressed interest that you hear them and will nothing to do with your work in being allies weren’t ready investigate the situation, and and they’ve had complaints to truly do the work that then actually do it with an open about this team or this person DEI requires. Diversity and mind, as an advocate. before, but they “can’t” do Equity are perhaps the easiest anything to fix it because that’s components to understand, Making mental well-being just the way ____ is. but Inclusion seems to be the a priority is a great way to biggest hurdle to overcome. start building an inclusive Being a woman in the beer environment. If someone is industry, particularly working Inclusivity is not implied coming out of a bad situation, in safety and trying to convince in diverse and fair hiring it’s possible that they a male-dominant workforce practices. It is an active step have developed anxiety or to change their practices is that takes the work to the next depression. Maybe they just definitely like banging my level and continues long after have had their confidence head against a wall some days. an employee is hired. In this shaken. No matter where they Sometimes bringing attention context, I view the opposite are on the mental well-being to DEI issues seems fruitless or of inclusion as the presence spectrum, check in with them even detrimental to my career. of barriers. These barriers can regularly and make sure they But I keep doing it because restrict an employee’s access have what they need to succeed I hope that one day, we can to knowledge, resources, or and aren’t encountering any all just work together, doing upward mobility. Sometimes problems. To me, this is a good what we love, and no one is these barriers exist for practice for all employees in ever made to feel excluded or some employees and not all situations, especially in the insignificant again. Being the others, which leads to interest of equity. As we all change we want to see and unfair advantages. know, distracted employees are doing the work against all forms more likely to have an accident of discrimination is worth it Inclusion might be the in the workplace, and stress is a for a happier, safer, and more hardest component for some big distraction. successful future. people to grasp because it requires them to accept and As someone who has Rachel Bell, acknowledge that there has personally had to fight to Brewers Association been an unfair bias applied to be seen as an equal in my Safety Subcommittee certain people. Either they don’t industry, it can feel hopeless. Co-Chair want to admit that they were You are constantly wondering part of the problem, or they why you have to fight just to refuse to believe they are part be told information relevant of the problem, and therefore to your job or have a chance shouldn't have to make up for to present ideas. You go over the mistakes of others? every conversation or situation As someone who has personally had to fight to be seen as an equal in my industry, it can feel hopeless. vpppa.org Leader—Winter 2022 17

The Way Forward for Diversity, Equity & Inclusion in Safety By Abdel-Rahman Sabriye (Illustration by Helena Pallarés) vpppa.org 18 Leader—Winter 2022

(Illustration by Helena Pallarés) W ith the Great inclusive, and equitable understanding of some of the Resignation workplace culture. hidden barriers to safety for (or the Big more vulnerable workers. Some Quit) well and Safety Professional examples of these barriers are: truly upon us, individuals Roles are voluntarily leaving their • The disparity in training jobs at profound rates, Safety professionals are and this trend is set to uniquely positioned to help and communication due to continue into the following organizations facilitate difficulties in speaking English. year. Diversity, Equity, and and implement robust DEI Inclusion (DEI) have become a strategies. GOOD safety • Disabled persons not being crucial part of working for an professionals often have organization. This has resulted incredibly close relationships considered in an emergency in organizations speaking with Human Resources (HR), evacuation plan. more about this issue and Operations, colleagues on the attempting to take concrete floor, and almost everyone • A woman not being given steps to diversify their team. in the organization. The role of a safety practitioner is to appropriate PPE that fits. However, diversifying teams influence both the organizations does not automatically mean and employees to make good Diversifying teams does not inclusion will follow. Employees and safe choices regarding their automatically mean inclusion have shown that they want to day-to-day work. This skill will follow. Employees have be part of organizations that can help influence decision- shown that they want to be prioritize meaningful DEI. makers to not only understand part of organizations that Research shows that nearly the importance of DEI but the prioritize meaningful DEI. 80% of surveyed people want benefits that DEI can bring to to work for an organization the organization. that prioritizes DEI issues. Organizations are starting Even from a safety to realize that cookie cutter, perspective, better DEI in check-the-box solutions do the organization allows for not cut it anymore for this better risk management. More new workforce. One-hour specifically, from a safety DEI training is not sufficient professionals’ viewpoint, in creating a truly diverse, DEI allows for a better vpppa.org Leader—Winter 2022 19

Safety professionals should within our profession and of DEI, lack of diversity, lack be championing a successful organizations one step at a time. of inclusion, and conscious or DEI program, as it can also unconscious bias, to name a few. positively affect employees’ But first, we need to Although these challenges are mental health and safety, which understand what challenges faced by most organizations, is essential. both the industry and the each organization and culture profession face: are different. Understanding Charity begins the performance of the specific at home The OHS Profession DEI program within the Challenges organization will help There are two main routes that diagnose issues that need to safety professionals can take Although there have been improve or good practices that to have a meaningful impact. significant changes in the safety need to continue. Firstly, in their respective industry in recent years, the workplaces or organizations safety profession itself faces The Way Forward and secondly, in the safety major DEI issues within the profession itself. Charity field. Two of the most discussed How do you meaningfully take begins at home, and we can topics are the DEI issues facing the first step toward, or enhance, start to address both the issues people of color and women. a DEI program? Part of the issue is not only within the safety One-hour DEI training Although we have started profession. Actionable items are is not sufficient in to see more women join the rarely addressed when DEI is creating a truly diverse, profession, it is still a male- discussed. I have included a few inclusive, and equitable dominated industry. Just to get ideas below that will help safety workplace culture. a scope, male OHS professionals professionals have a meaningful outnumber females by a ratio impact with their DEI program, Safety professionals should of roughly four to one. This either within their profession or be championing a successful becomes even more evident organization, or both. DEI program, as it can also when it comes to top health and positively affect employees’ safety management leadership • Committing as a safety mental health and safety, teams (Vice-Presidents up until which is essential. C-Suite), which are male- professional to lead by dominated in most organizations. example—This means acknowledging and checking This is a similar story when one’s own biases, whether it comes to people of color. conscious or unconscious, It is just as big of a challenge and putting systems in place securing leadership roles for to help mitigate them. this underrepresented group. Another issue is that not a lot • Increasing access to of research has been conducted to fully understand the scope appropriate Personal of the problem, and therefore Protective Equipment knowing exactly where we stand (PPE) for women—Women is challenging. have constantly struggled to find appropriate PPE. Organizational This is something usually Challenges in the control of safety professionals, so ensure that Although DEI does not usually this is addressed. fall directly under the purview of a safety professional, there • Partner with colleagues in is a lot that can be done to help advance true diversity, Human Resources (HR)— equity, and inclusion within HR can be a very powerful the workplace. Organizational partner to have in both challenges to DEI often include implementing and managing lack of understanding of the a successful DEI program. existence of inequities in the You do not have to do it alone, workplace or the importance there are huge HR benefits to an inclusive, equitable, and diverse organization. 20 Leader—Winter 2022 vpppa.org

• Promote, develop, and professionals have a wealth of Strong DEI programs have experience in creating senior been shown to improve advocate for effective leadership buy-in and this the psychological safety of education and training skill can be utilized for DEI. an organization and have programs—Safety been shown to increase job professionals understand Abdel-Rahman is satisfaction and reduce poor very well the importance an Environment, health conditions. of a well-trained and Health and Safety informed organization. professional who Ensuring that DEI is not has worked in a bevy of boiled down to a one-hour different industries such as training is essential. A food manufacturing, cosmetic, true understanding of the pharmaceutical and aviation. He importance of DEI to the has earned a BSc and Master of organization and how it Science in Occupational Health benefits everyone is key. and Safety and is currently completing a PhD. studying • Utilize skills in creating Occupational Health and Safety. Abdel is passionate about senior leadership buy- workplace health and safety, in—Strong DEI programs successful worker rehabilitation have been shown to improve and diversity/equity/inclusion the psychological safety of (DEI). He is a member of an organization and have Workplace Health without Borders been shown to increase job (Canada Chapter) as well as satisfaction and reduce poor other organizations that advance health conditions. Safety minorities in STEM. WE’VE GOT OPTIONS A GLOVE CLIP FOR EVERY USER Featuring interlocking teeth and ex resistant plastic they’re sure to keep your gloves safe and secure so that you’re never caught barehanded again. UTILITY GUARD® CLIP HANDI KLIP® CLIP 888.660.6133 GLOVE GUARD® CLIP GLOVEGUARD.COM [email protected] vpppa.org Leader—Winter 2022 21

SameWe Are the Kind 22 Leader—Winter 2022 vpppa.org

d f Differen Making the Case for By Sylvia Marusyk Diversity, Equity, and Lately, we’ve been hearing a lot about Inclusion in Safety diversity, equity, and inclusion; it’s in the media regularly, it’s on our social feeds daily, and workplaces everywhere are having serious conversations about it. Policies are in motion and employees are participating in workshops and training on what these concepts mean and how to effectively implement them every day. vpppa.org Leader—Winter 2022 23

Self-fulfillment needs Self- actualization: achieving one's full potential, including creative activities Esteem needs: prestige and feeling of accomplishment Belongingness and love needs: Psychological needs intimate relationships, friends Basic needs Safety needs: security, safety Physiological needs: food, water, warmth, rest F irst, let’s define some and happy workplace where all PPE, and teaching safe lifting terms (according to the members are welcomed and techniques. No one was really Oxford Dictionary): valued. But how does this apply talking about psychological to the world of safety? safety or the impact of stress DIVERSITY is the state of (my area of expertise). being diverse or a range of Most of us would agree different things. that most of our workplaces We’ve come a long way since in North America have done a then, but we have a long way to EQUITY is the quality of being sufficient job of emphasizing go to really bring the “health” fair and impartial. safety at work. When I started into “health and safety.” It working in the field of health can be so easy to identify INCLUSION is the action or state and safety 30 years ago, as and then remediate physical of being included within a a professional speaker and hazards in the workplace, group or structure. occupational therapist, many but the psychological and companies were still working emotional hazards are much Focusing on diversity, equity, on creating effective machine more nuanced and difficult to and inclusion is doing the right guarding, enforcing the use of identify. In order for health thing, creating a respectful 24 Leader—Winter 2022 vpppa.org

Focusing on The brain on stress has personal relevance and you difficulty understanding and get commitment. diversity, equity, identifying hazards in the environment. The brain on After all, we are all the same and inclusion is stress has difficulty figuring out kind of different. what to do next and how to do doing the right it, how to seek help from others. REFERENCES: The chronically stressed brain 1 https://www.simplypsychology. thing, creating puts the stressed individual and everyone around them at risk. org/frontal-lobe.html a respectful and 2 https://www.tuw.edu/health/ What does all of this have to happy workplace do with diversity, equity, and how-stress-affects-the-brain/ inclusion? where all Sylvia Marusyk is When people do not feel everything you never members included or respected at work, knew you wanted this can lead to chronic stress. in a public speaker. are welcomed This chronic workplace stress The owner and innovative mind affects people’s prefrontal behind MindBody Works; a and valued. cortex so that while at Canadian company focusing work, they have difficulty on creating and maintaining AND safety to truly be a focus, troubleshooting and problem- health and wellness in the we need to understand the solving. The result is a safety workplace, Sylvia is fun, sassy psychological impact of work risk to the stressed worker but and passionate about safety and relationships at work. also a safety risk to everyone & health. As an Occupational around them. Therapist with almost 30 years In North America, people of experience and expertise in report their two biggest When we look at Maslow‘s the field of health and safety, stressors as work and finances. hierarchy of needs, the she emphasizes that prevention Relationships with coworkers workplace needs to provide is the key to creating happy, and leadership are often triggers for the bottom three basic healthy individuals, employees for work-related stress. Some physiological and psychological and businesses. The former leaders take the approach that needs, at a minimum. host of the ‘Happy Hour with this is inevitable. After all, Sylvia!’ radio show, international not everyone gets along with As leaders, it can be difficult keynote speaker, “activational” everyone. While this can be to believe that this is your mentor and industry expert true, focusing on decreasing responsibility but increased has proven that the way we workplace stress, including accountability for it will look at corporate health, relationship stress, not only actually make your job easier. safety and wellness is due for makes good business sense but Being aware of the need that a change of perspective; and also has significant impact on people have to feel love and Sylvia is leading the charge. the safety and well-being of belonging, helps to reduce Her entertaining presentations everyone in the organization. the safety risk associated with focus on a proactive approach chronic workplace relationship to building healthy lives and Let’s look at how stress stress. In a direct way, focusing workplaces. Through the use effects the body, and on a workplace culture of of humour and her incredibly specifically, the brain’s ability acceptance, respect, and value, dynamic presentation style, to function. increases the safety of the Sylvia leaves audiences workplace for every worker. laughing, learning and going Chronic stress affects the home with the tools and entire body. It can cause When workers understand confidence to change their lives widespread inflammation, that treating others with respect for the better. which affects every and valuing their contributions, physiological process in the actually contributes to their own Talk to the head with policy and you body. One major concern is safety and well-being at work, get compliant behavior, talk to the brain inflammation. Over doing the right thing becomes heart with personal relevance and time this leads to shrinking of personally relevant. you get commitment. the prefrontal cortex which is responsible for problem- Talk to the head with solving, troubleshooting and policy and you get compliant decision-making. behavior, talk to the heart with vpppa.org Leader—Winter 2022 25

Avoid These Common 3Mistakes Y ou know that accessing Organizations people with disabilities, the full potential of all struggle with which are also relevant to an their workplace organization’s workforce. your talent is a strategic diversity and imperative—studies inclusion initiatives Organizations struggle have repeatedly shown that for many reasons. with their workplace diversity and inclusion initiatives for diverse teams drive better many reasons. We see a few common missteps: business performance, Originally published by and companies with more 1 Awareness-building the Center for Creative diversity become more without targeted action. Leadership in “Kick-Start innovative, resilient, and Your Diversity & Inclusion better able to respond to The value of diverse teams Efforts With a Focus on complex challenges. and organizations is widely Equity.” To view the documented. Numerous forms original article, please But a study from Harvard of diversity training have been visit https://www.ccl.org/ Business Review found deployed. Stories about pay articles/kick-start. inequity, overt and unintentional nearly 75% of employees in discrimination, and the 26 Leader—Winter 2022 experiences of marginalized underrepresented groups— employees and communities make headlines all over the women, racial and ethnic world. And more and more people are learning about unconscious minorities, and LGBTQ employees—don’t feel they’ve personally benefited from their companies’ diversity and inclusion programs. That doesn’t even address a broader array of traits and identities, such as generation and national culture, or vpppa.org

vpppa.org Leader—Winter 2022 27

bias—the implicit associations review is conducted to evaluate about groups of people that we pay equity, or executives set are unaware of and may not expectations for greater diversity even consciously believe. But and inclusion—but the crucial awareness alone doesn’t result role of leaders is minimized. in desired change. The capability to analyze People across organizations issues through an equity lens, are frustrated. Champions of to authentically engage diverse diversity wonder what else they people and perspectives, and can do. Leaders are looking for to interact across cultures and the right solutions. Employees one-on-one in ways that foster need training that supports allyship, inclusion, and belonging them in their real-life, day-to- are critical leadership skills for day interactions. an evolving world. Managers throughout the organization need to learn and practice specific behaviors. They need to see how making changes or developing new skills will make a difference to them, their colleagues, and their organization. And they need ongoing feedback, challenge, and support to learn from experience. But awareness What to Organizations that are serious alone doesn’t do instead: about improving their diversity result in and inclusion efforts need to: desired change. • define a leadership strategy, What to We’ve learned from our clients— • update leadership do instead: and our own experiences— development practices, and that aligning awareness and education with targeted action • create accountability systems can change the pattern and foster real progress. Progress to ensure leaders have the understanding and capability requires thoughtful leadership, needed to leverage the talent of all employees. so focus your efforts on building more equitable, diverse, and 3 Individual inclusive organizations. responsibility without 2 New expectations organizational without leadership change. engagement. People representing Often, efforts to create marginalized or minority more diverse and inclusive groups have long been expected organizations are viewed as to change themselves to merely HR work or as standalone accommodate the dominant initiatives. A diversity initiative workplace or societal culture. is launched, a compensation Their success hinges largely on their ability—or inability—to 28 Leader—Winter 2022 adapt to the “norm,” whatever that is in their context. They have also had the burden of speaking for, or explaining the perspective of, their vpppa.org

By leaning social identity group(s), or Fast-Forward too heavily on advocating for greater fairness, Your Diversity & individuals without representation, and power. Inclusion Efforts: developing Start With Equity, organizational The emphasis on individual Diversity & Inclusion processes responsibility often continues and practices, when organizations introduce Making progress on diversity & decisions are well-intentioned measures inclusion was top of mind for inconsistent, and to foster greater diversity & leaders around the world even people remain inclusion. Individuals who are before the events of 2020, which wary, or even part of dominant groups or highlighted more prominently demoralized. who hold positions of power racial inequity and the need for and influence are charged with action from organizations. The learning and implementing need for change has become changes. “Diverse” individuals more urgent now, as employees are often put in the spotlight are frustrated, grieving, and or expected to help their demanding clear action. colleagues get it right. On any given day, an employee may At CCL, we believe the most be working with a willing successful organizational ally, compliant colleague, or diversity, equity and inclusion resistant co-worker. (DEI) efforts prioritize equity first. But by leaning too heavily To reinforce this point, on individuals without our perspective is that DEI developing organizational initiatives will be more effective processes and practices, when framed as EDI initiatives, decisions are inconsistent, and emphasizing the importance of people remain wary, or even pursuing greater diversity and demoralized. Progress is slow, inclusion only after investing and the realization of a more in a culture of equity as the diverse workplace falls short foundation. of expectations. Organizations can tackle What to To accelerate change and the challenges, avoid serious The Center for do instead: positive impact, invest in missteps, and fast-forward Creative Leadership culture and systems that progress on diversity and We lift leaders who lift create and reinforce inclusion by using our 4-stage the world. diversity & inclusion REAL™ framework to take action. throughout the employee The approach involves senior We believe that experience—and give leaders taking responsibility for leadership is the critical equity top priority. Without organizational change, while lever for igniting positive, addressing EDI through building transformative, and a focus on equity, efforts to greater team and individual sustainable change, at capability. a time when the world promote diversity & requires new thinking and Ultimately, EDI is about culture, vision to solve both local inclusion are laudable, but leadership, and making your and global challenges. business better. The way forward not sustainable. is different for each organization, Since our founding but you can learn from what hasn’t in 1970, our mission has To accelerate change and positive worked in the past. been to advance the impact, invest in culture and systems understanding, practice, that create and reinforce diversity & With a tailored approach that and development of inclusion throughout the employee aligns awareness with action, leadership for the benefit experience—and give equity top priority. addresses organizational culture of society worldwide. We and systems, and engages leaders, strive to make the world all while keeping the focus on a better place through equity, your company can reap more effective leadership. the benefits of fully engaging the talents of all your workforce. vpppa.org Leader—Winter 2022 29

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W ith automation 2. Population density in Asthma Rate in Different Populations and artificial urban areas is higher in low intelligence, hazards socioeconomic areas 32% 17% for the individual 21% will be in other settings 3. Hazardous chemicals, outside of the workplace. structures, and transit 30% Transportation will be self- routes tend to favor the directed; construction will be lower socioeconomic areas White (7.7%) printed rather than assembled. Black (10.9%) Work activities will be directed 4. Dietary factors are weighted Native American (12%) and monitored remotely with 5. Economic job opportunities Hispanic (6.4%) machines and drones doing the heavy lifting. and educational 60% Black. People living in this where people live on streets opportunities are unequal, area have a five times greater lined by tall buildings. Studies Understanding the health and one often affecting the other risk of being hospitalized for have shown that children safety of the world in which we 6. Crime increases as economic asthma than the population of living on the lower levels of live, our environment, will need opportunities decrease California as a whole. such buildings may have a people to monitor, consult, and significantly greater risk of provide guidance. A good One area of great interest is It is estimated that NO2, health issues than those living example of this is a body of asthma, particularly in children. black carbon, and particulate on upper floors. information which looks at risk The American Lung Association matter cause up to five out of based upon race and economic found the Asthma rate in ten childhood asthma cases People are wondering how levels, and not surprisingly, different populations. (See chart versus two out of ten across the these health effects can or will levels of health rapidly above for reference.) Bay Area. Consultants who can be altered by environmental deteriorate the lower one goes on work with communities and modifications. Does planting the socioeconomic scale and with Within the Hispanic employers to abate such risk trees make a significant many non-White racial groups. population, the Puerto Rican factors will generate savings difference? Can we adjust group had a rate of 14%, for the health care of such airflow through urban planning To understand why, here which was the highest within populations far exceeding the with architectural design, are some recent studies. This that demographic. cost of their efforts. geographical layout, width relationship applies whether you and height modifications? live in urban or rural settings. If you were below the poverty The physical layout of a What impact will a reduction Some obvious factors include: threshold, your risk was 11% neighborhood can greatly of pollution in urban settings 1. The cost of housing is less in compared to 6.8% for families affect health as well. For have by switching to electric or over twice the poverty level. example, there is a great deal of hydrogen vehicles. and around industrial sites, interest, particularly as mega areas with danger such as Why does this happen? cities develop in certain parts There are a wide range of railroad tracks, highways, Safety professionals are of the world, on something other phenomena looking at deteriorating infrastructure increasingly getting involved called “Urban Canyons,” where people spend their time and housing in research looking into root causes. In one study Understanding on pollution found in the health and microenvironments that safety of the looked at Houston, Texas, world in which found that neighborhoods we live, our with Black, Hispanic, and environment, Latino populations had 37% will need people higher Nitrogen Dioxide to monitor, (NO2) levels than where the consult, and White non-Hispanic residents provide guidance. lived. Techniques used to study such matters are being utilized down to specific neighborhoods even though the technologies being utilized may be as remote as tracking with satellite data. Another study in West Oakland, California, experiences high utilization by trucks carrying goods from the Port of Oakland to the rail yards. There are about 50 trucking firms in the region and the area is 32 Leader—Winter 2022 vpppa.org

and what they are exposed to. I have been in the knowledge and insight acquired We are entering an How does the content in a river safety field for what through our own experiences era of opportunity affect a community? What is seems like my entire and training, Access Compliance for safety and health the impact of increased regional life. Growing up in a and its affiliates can be an professionals to forest fires with frequent smoke small farming town in the Midwest, effective tool in helping prevent evolve with the exposure even hundreds of where injuries or death affected accidents, injuries, and unsafe changing science and miles downwind? What impact the whole community, I was aware situations/environments. take on a knowledge do agricultural regions have on at a young age the dangers faced base in environmental the local population. We have in the working world. My life and work experiences sciences. so much to learn, and we need After completing high school, offer a customer more than 18 people who can find out and I served in the United States years of hands-on knowledge provide answers. Army for four years, United of occupational safety and States Army Reserves for eight health programs, including 16 We are entering an era of years, and in 1992 moved into years of managerial experience opportunity for safety and the Occupational Medicine in leadership, communication, health professionals to evolve and Health and Safety field. organization, analyzing and with the changing science Throughout my formative years problem-solving skills. As such, and take on a knowledge base and career, I have witnessed how Access Compliance and its in environmental sciences. safety—no matter where you are, affiliates are able to identify Being, and having, a knowledge at home, school, or work, is one various occupational health, base which may assist with of the most important elements medicine, and safety needs within public health could offer new of ensuring a healthy life, not just a variety of industry settings. career paths and lucrative for yourself, but all who come opportunities based upon the into contact with you. I believe I enjoy the challenge of skill sets learned and used in safety impacts the individual, designing and presenting industrial activities. the family, and the community. programs tailored to fit individual By providing access to valuable company needs and look information and sharing the forward to working with new and existing clients to advance a culture of safety in their respective organizations. ® • Keeps extension ladders from Ladder falls – slipping on slick surfaces such as 2nd leading cause of composite decking work-related • Unique design of foam creates tiny injur ie s! * suction cups that grip the surface, even when wet * https://www.cdc.gov/niosh/ nioshtic-2/20034690.html • Light weight for easy use, weighs less than 6 pounds Working Concepts, Inc. • Works on smooth surfaces, plastic, 888-456-3372 • www.softknees.com • [email protected] wood, concrete, etc., even when wet Patent Pending • Prevents marring and scratches to deck caused by ladder feet • Attaches to the bottom ladder rung, with adjustable strap, for easy movement of ladder along wall • Fits most extension ladders, up to 21” wide • Replaceable self-adhesive foam pad vpppa.org Leader—Winter 2022 33

HOME MODIFICATIONS FOR THE CHAPTERS COMPLETE 1 Types of Visual Impairment GUIDE 2 Home Modifications for Those With Low Vision 3 Additional Home Modifications for the Totally Blind 34 Leader—Winter 2022 4 Adaptations to Help With Daily Living and Chores 5 Modification Costs and Funding vpppa.org

THE BLIND OR f you are visually impaired or blind (or caring for someone who Originally posted on is), modifying your house to fit your specific needs can make Hireahelper.com all the difference. It can allow you to move around more easily and complete day to day tasks in less time. Leader—Winter 2022 35 While everyone is different and there are varying degrees of vision loss, there are usually fairly simple, low-cost changes you can make to the spaces you spend the most time in. If you or your loved one’s vision is gradually diminishing, you can start making these changes ahead of time for added convenience. If the vision loss is sudden or you have a child that is visually impaired, there are adaptive techniques you can learn to help your days go by smoothly. In either instance, it’s important to ensure your living space is safe, comfortable and easy to navigate. In this guide, we’ll show you how to make sure your home is organized in a way that meets the most important requirements. vpppa.org

Types of Visual vision is usually around 20/200 way that will make life more Rearrange the Furniture Impairment or less. The degrees of visual efficient. Depending on the impairment are: degree of visual impairment, Rearranging the furniture in First off, let’s explore the there are simple adjustments your house can help you move varying degrees of visual • Moderate Visual Impairment: that can be made to help with around more easily and avoid impairment. Visual impairment your day-to-day activities. injury. There are also certain usually means that both eyes are 20/70 to 20/160 ways you can arrange your experiencing a significant loss of Thankfully, many of these furniture to add convenience vision that cannot be fixed with • Severe Visual Impairment modifications are low cost and and functionality to your living glasses. The two main categories can be fairly easily implemented. space. You can: of visual impairment are: (Legally Blind): It’s just a matter of knowing the 20/200 to 20/400 basics and planning. • Place mirrors strategically to Low Vision—These people are partially sighted, which • Profound Visual Adjust the Lighting avoid glare or reflecting light. means they can see to varying degrees but have a visual acuity Impairment (Legally Blind): You will want to provide plenty • Keep some chairs near the of 20/70 or poorer. Experiencing 20/500 to 20/1000 of light in the areas of the home windows in case you want low vision to the point that it Those with profound visual that are used for recreation, to read, work or craft in the interferes with your daily life impairment are often able to reading and socializing. Light natural light. can be incredibly frustrating. perceive the difference between should always be aimed at People with low vision may light and dark, or daylight the point of focus, i.e., where • Arrange furniture close require special equipment and/ and nighttime. Some of these you will be doing work, not at together so that you can or modifications. people can recognize forms or the eyes. Tips to help provide easily converse with others. where the light is coming from, adequate lighting around the Most people described as which allows them a bit more house include: • When buying new furniture, “legally blind” have some flexibility than those who are try to pick upholstery with vision, but are experiencing totally blind. • Adding floor and table texture. This will help you enough vision loss that they Total Blindness—These lamps around the living identify the different pieces are entitled to government or people have no light perception room, dining room, kitchen of furniture better. private agency service. Their and are unable to see forms. and bedroom. Clip-on Around 85% of people with eye lights can be placed • Place brightly colored vases Most people disorders have some remaining strategically around the or lamps near key items sight, while only 15% of them house for added convenience. of furniture so that you can described as are totally blind. Being totally locate it more easily. blind is the most difficult visual • Use lighting that is 60–100 “legally blind” impairment to live with, but watts. Replace burned out Eliminate Safety Hazards also the rarest. bulbs regularly so that you have some are able to see better. Feeling safe inside your own Home Modifications for home is important. There are vision, but are Those With Low Vision • Allow for natural light a number of things you can do to prevent falls and other experiencing If you or a loved one is living throughout the home by injuries—and most of them are with one of the above types using adjustable blinds or quite simple. You can: enough vision of visual impairment you will sheer curtains. want to outfit your home in a • Keep desk and table chairs loss that they • Experiment with lighting pushed in and train your family to do the same. All of are entitled to to find out which works best the time. No exceptions. for your individual needs. government or There is halogen, fluorescent, • Use non-skid, non-glare incandescent or flood lighting products to clean and private agency and most people will prefer polish your floors. Avoid different ones. It’s worth waxing floors, which can service. noting that fluorescent light make them slippery! does bother many visually impaired people. • Remove low-lying objects that might be trip hazards • Keep a flashlight or heavy- such as coffee tables and duty light on a keychain or end tables. have a few around the house in case you need additional • Ensure there are no cords in light at night. any of the pathways so that you don’t trip. • Make sure light is uniform • Make sure electrical cords throughout your entire are removed from pathways hallway to more easily identify or taped down securely. where it curves or ends. • Tape down any area rugs you have and replace any worn carpeting or floor coverings. 36 Leader—Winter 2022 vpppa.org

• Keep all floors dry and wipe • Color-code household items them. It can also eliminate any tripping hazards and reduce up any spills immediately. you use often, or bills and frustration when documents you may need to doing everyday chores. • Install grab bars or safety work with. (Brightly colored Here are some tips to help you rails in high-slip areas like post-it notes work great!) say organized: your bathroom or on the stairs. • Drape a brightly colored • Label, label, label. Label • Mark step edges with yellow blanket or towel in a reflective tape so that you contrasting color on the back everything in your home, from can easily identify them. of your favorite chair or your reusable bottles to hangers for spot on the couch. clothing to on/off switches. • Always keep your fire You can even label cabinets! extinguisher and first • Use dark, solid colors as aid kit in the same, easily borders around white or light • Use drawer dividers and accessible place. objects (such as a light switch). This will help it to stand out. closet organizers to • Make sure all exits are separate clothing. marked with a bright, • Place dark objects (like contrasting color in case chairs) in front of lighter • Label clothing with the of emergency. colored walls which will also letter of the clothing color help these items to stand out. on the tag. • Have smoke and fire alarms checked often, and ensure • Avoid using clear glass • Develop a system to keep they are loud enough that you dishes and cups, as they are can hear them in all areas of more difficult to see. food and toiletry items the house. organized. Always keep these • Paint doorknobs and door items in the same place and Use Contrasting Colors frames a bright color so that label them as necessary. they are easier to see. Keep the color principles top • Always keep chairs and of mind as you prepare your • Use a different color of paint home. Know that bright colors other easily movable are often the easiest to see since on the ceiling than the walls. furniture in the same place. they reflect light. Solid, brighter colors such as orange, red, and • Use solid (non-patterned) • Use large numbered yellow are more visible than rugs to help you identify devices for telephones, their muted counterparts. different areas of the home. timers, calculators, or anything with numbers that It’s important to keep in Create an Organized need to be seen. mind that dim light can wash Environment out certain colors, while bright • Train family members to light can amplify them. Test If you keep your home what works best for you, and organized it will be easier to respect the organizational use contrasting colors to make find things when you need system you’ve developed. the areas of your house easier Explain to them why and how to distinguish. it helps you. • Use brightly colored vases, Test what works best for lamps or sculptures to help you, and use identify where key pieces of contrasting furniture are. colors to make the areas of • Avoid upholstery and rugs your house that are patterned. Stripes easier to and checks can create distinguish. confusion for some people who are visually impaired. • Use color to indicate changes in surface level (such as on the stairs). • Use contrasting colors to warn about places that may be hazardous or require extra attention (such as fluorescent tape on the inside of doors or cabinets that may be ajar). vpppa.org Leader—Winter 2022 37

Things should Additional Home Remove Obstacles • Label all medicines and always be Modifications for the and Hazards Totally Blind any unidentifiable food with placed in the As with those who have low braille labels. same spot, If you or your loved one are vision, people who are fully fully blind, there will be some blind will want to remove as • Keep any cleaning products and you should additional unique procedures many trip hazards and obstacles in a safe cabinet and ensure make sure your that you will need to implement. as possible. Things should each product is properly (Of course, the inability to see always be placed in the same labeled. It can be handy to keep family follows light, color or form will make the spot, and you should make sure these in a completely separate these house lighting and contrast instructions your family follows these house spot from the food products to from the last section impractical). rules whenever possible. Other avoid contamination. rules whenever There are also extra precautions tips to keep yourself safe from possible. you will need to take to stay safe hazards at home include: • Avoid having a flat-topped and organized in your house. stove in your kitchen. Your 38 Leader—Winter 2022 • Install a phone entry system stove should have a change of However, there are still texture to indicate where the plenty of inexpensive, simple for your front door so that burner is located. If possible, ways to make your house safer you can speak to anyone who avoid easy to turn knobs on and more livable. comes to it. the stove and oven. • Avoid having any low- • Install handrails in the hanging lamps or other bathroom, by the tub, in the obstacles you could bump shower and down the side of your head on. any stairs in your house. • Keep furniture in the • Close closet and cupboard same place at all times and doors as soon as you are done instruct family members to with them (and have your do the same. family do the same). • Identify spots throughout Install Safe Flooring your home where you can put your walking cane down and Installing safe, non-slip easily retrieve it again. flooring throughout your home is one of the best things you can • Keep anything that can be do for your safety. Nowadays, easily knocked off a table there are even tactile warning away from the edges, perhaps strips and tiles to help you avoid having too many lamps, navigate throughout your art, or breakable sculptures. house with ease. Here are some things you can do to your floor to keep you safe: • Install warning textiles in front of doorways or changes in level throughout the home. • Install tactile strips along routes you often take in the house. This will make it more convenient to get around! • Take away any area rugs or, if you prefer to have them, ensure they are taped down properly. • Avoid slick surfaces in areas like the kitchen and bathroom. Have a bathmat (or several) in the bathroom at all times. Give Your Home a Tactile Effect Adding tactile elements to your interior design can help vpppa.org

you use your sense of touch Label Foods don’t accidentally touch the • Make sure your telephones to navigate your house with sharpened edge of the blade. have large print keypads ease. There are several things If there is some usable vision or dials. you can keep in mind when you can use a magnifying • Keep everything in its place designing your home or that glass to identify the foods in at all times. It will be so • Use felt-tip markers on you can easily modify after the your kitchen; however, if you much easier to navigate your fact. You should: can’t see that well then there kitchen if you know exactly white paper or 20/20 high- are a few modifications you where to look. contrast pens when writing. • Buy furniture that has can implement: textured upholstery. This • Keep a cafeteria tray handy • Purchase a large-screen, will allow you to recognize • Use braille labels to mark high-definition television furniture in different rooms to use as a prep area. This will to improve your viewing by their texture. foods and medicines, help you contain any spills experience. especially if they can pose and keep you organized. • Use tactile markers in your some kind of danger (like if • Turn your computer’s you are allergic or need to • Label shelves and drawers, settings to use speech kitchen and bathroom to take a specific dose). synthesis to read on-screen let you know where things if needed. text and relay screen contents. are located and when to • Use rubber bands to identify use caution. certain food or medicine Adjust for Housekeeping • Make sure all emergency items. Place a different and Laundry contact numbers are • Use embossed letter stickers number of rubber bands on written largely and clearly or each different container. Even simple chores like laundry programmed into your phone. to help you distinguish can take longer than necessary between different things. For • Use brightly colored and if you don’t have some Modify for a Service Dog example, an “F” could let you labeled index cards to label modifications in place. There are know you are turning on the items around the kitchen. a few things you can do to make If you or your loved one is living room fan. life easier: fully blind you might have a • Use pipe cleaners, velcro, seeing-eye dog. This can be a • Mark toothbrushes or velour pads or foam alphabet • Place tactile stickers on the life-changing opportunity, but other important items with letters to label different dials and commonly used it requires lots of preparation. rubber bands or other tactile things (like canned goods). settings of your washing While we could write an entire aids so that you can easily machine and dryer. If you guide on this subject alone, here identify them. • Learn to identify share a household, you can use are some easy modifications you kitchen items by their transparent stickers to make can make for your service dog: • Use braille labels for weight, location, sound, sure the rest of your family can size, or shape. see the dials as well. • Make sure any paths or anything that needs walkways are large enough special identification. Adapt Your Kitchen • Pin your socks together with to accommodate both you and sock locks before putting them your service dog. Adaptations to Cooking with impaired vision away, and teach your family Help With Daily can be not only frustrating to do the same. • Ensure the backyard is Living and Chores but also dangerous if the right fenced and doesn’t have any precautions aren’t taken. When • Load the dishwasher from holes your pet can escape from. There are tons of things you cooking, there are a few safety back to front and remember can do to make you or your tips, tricks and adaptations we’d to always load knives and • Give your service dog ways to loved one’s day-to-day life like to suggest: forks point-side down. open and close doors around more efficient. These home your house so that they can adaptations are simple • Use scoop measuring cups • Place safety pins in clothing always get to you. You can do and can give you a sense of of the same color or label this by adding “tugs” to each independence and safety while that hold exact amounts such clothing with a letter of door and teaching them how to performing everyday tasks. as ½ cup, ⅓ cup and 1 cup clothing color on the tag. use them. measurements. You can store these inside food canisters • Place dividers in drawers • Add tugs to the fridge, freezer like flour, sugar or oatmeal and closets to separate or any cabinets you will want for added convenience. different kinds of clothing. them to be able to access. Always have extra measuring cups nearby when cooking. • Label all cleaning supplies • Store toxic items securely in with braille or felt letters so a drawer or cabinet your dog • Store spices in baby food that you know what you are doesn’t have access to. jars with a wide mouth for cleaning with at all times. easier measuring. • Install a self-feeding system Improve Communication • Keep a cutting board that and Technology Usage so that they are always fed and have access to water has a light and a dark side Part of feeling at home in your so that you will have a living space is being able to • Create a sleeping area for contrasting surface no matter function and use technology your pup in your room. what you are cutting. normally. These tips can help Make sure it is nearby in case you stay in touch with your loved you need assistance but also • Store knives in old paper ones and the world more easily: in a place that you won’t trip towel rolls so that you over it. vpppa.org Leader—Winter 2022 39

Modification Costs • Devices like glasses, sticks, of your own pocket. However, and Funding computer software and if you are unable to, there are rehabilitation equipment options available to help you While many home modifications cost $120 total a year on cover some (or all) of the costs. for the blind are on the lower average, per person. end of the cost spectrum, it HomeAdvisor has a list of can still feel overwhelming to • Healthcare, home help, tons of grants for disability make these changes. Making personal affairs, personal accommodation in the home, your home comfortable, care, transportation and but we’ve listed some of the navigable and safe should be top social activities can cost more well-known ones below. priority and there are several almost $2,000 annually. organizations ready to help. • V.A. Home Loans and Grants: If • A trained service dog General Costs of Home you are a veteran, you might Modification can cost anywhere from be eligible for a special housing $40,000 to $60,000 initially adaptation (SHA) grant from According to HomeAdvisor, the and will, of course, require the U.S. Department of Veteran average cost to remodel for maintenance costs like food Affairs. This would grant you disability accommodation is and veterinary bills. money to adapt a house you between $1,271 and $8,934. own or live in to your needs. While costs will vary greatly • Tactile markers, braille labels depending on the modifications and other tactile aids are • U.S.D.A. Housing Repair Loans you require, there are some quite inexpensive, at around and Grants: Loans of up to general price estimates available. $3 for a sheet. Tactile floor tiles $20,000 and grants up to and surface indicators can get a $7,500 are available to low- bit more pricey depending on income citizens aged 62 and how many and what material older who qualify. you buy. • Self-Sufficiency Grant from Help with Adaptations ModestNeeds.org: This grant is aimed at people who don’t If you have recently become qualify as low income but still visually impaired or are have a need for assistance. changing to a new living They provide adaptive home situation that will need repairs for families just above accommodations, you can the poverty line. contact your local social services department and find a social • The National Council of State worker that can help fund your Housing Agencies (NCSHA): home improvements. Individuals and families can find several different kinds of If you are a homeowner with support through the NCSHA savings, it’s likely that you will including loans, grants have to pay for the repairs out and help locating helpful organizations in their area. A trained service dog can If your home modifications are going to be major, you may cost anywhere want to consider some of the from $40,000 to above resources. Luckily, you can $60,000 initially make many of the modifications listed in this guide at a low cost. and will, of course, require We recommend checking with your occupational maintenance therapist to see what they costs like recommend before setting in on food and any home renovations. veterinary bills. Home adaptations for visual impairments are meant to 40 Leader—Winter 2022 enhance your home and make it easy for you to do the daily tasks you need to do. We hope you found some of our ideas helpful and they make a positive difference in your life. vpppa.org

Infographic Corner The Equal 85% of people with eye Employment disorders have some Opportunity remaining sight, while only Commission received 15% of them are 23,976 allegations totally blind. of race-based discrimination in fiscal year 2019. Nearly 80% According to HomeAdvisor, the average cost to remodel for disability of surveyed people accommodation is between want to work for an organization that $1,271 and prioritizes DEI issues. $8,934. Male OHS professionals outnumber According to data from the Bureau females by a ratio of roughly of Labor Statistics, the majority of the U.S. workforce in 2019 identified as four to one. white (77.7%) In North America, people report their and male (53%). two biggest Black workers constituted 12.3% of all stressors workers but comprised a mere 6.4% of construction occupations. as work and finances. vpppa.org Leader—Winter 2022 41

By Brian Earl VP Sales and Marketing, Erickson Shedding a Light on Safe and Compliant Jobsite Lighting P roper light levels on Engineering Society (IES) has Safe light levels construction sites recommendations for several are outlined in are critical to worker workspaces and has developed OSHA Standard productivity and requirements and standards on 1926.56, where jobsite safety. Safe light levels which fixture manufacturers safe minimum are outlined in OSHA Standard test their fixtures and publish light levels for 1926.56, where safe minimum their fixtures data. Lighting various areas of light levels for various areas of designers use this data with operation within a operation within a jobsite are lighting software to design a jobsite are listed. listed. Below is a brief extract particular space, considering from OSHA Standard 1926.56(a). the size of the area to be Now that we know the illuminated, mounting height, minimum light levels, how do surface reflectance, and we design our work sites to minimum light levels. These meet those minimums? This is figures, combined with fixture where a bit of lighting science performance, will give the comes in. The Illuminating number of selected fixtures Foot-Candle Levels Area of Operation* 5 General Construction Area Lighting 3 General Construction Areas, concrete placement, excavation and waste areas, access ways, active storage areas, loading platforms, refueling, and field maintenance areas 5 Indoors: warehouses, corridors, hallways and exit ways 5 Tunnels, shafts, and general underground work areas: (Exception: minimum of 10fc is required at tuna and shaft heading during drilling, mucking and scaling. Bureau of Mines approved cap lights shall be acceptable for use in the tunnel heading) 10 General construction plant and shops (e.g., batch plants, screening plants, mechanical and electrical equipment rooms, carpenter shops, rigging lofts and active store rooms, mess halls and indoor toilets and workrooms.) 30 First aid stations, infirmaries, and offices. *Ref: OSHA Regulations, 1926.56—Illumination 42 Leader—Winter 2022 vpppa.org

and spacing to achieve the software, to easily layout Using this desired light level in the a lighting space meeting science, Ericson selected area. design criterion. This offers can help contractors and customers contractors easily Using this science, Ericson several options to most calculate the can help contractors easily efficiently, effectively, and proper type of calculate the proper type of safely light a workspace. From fixture, quantity, fixture, quantity, and spacing open areas to hazardous or and spacing to to properly light a space. Our wet environments, tunnels, properly IES layouts save contractors to mining shafts and vertical light a space. several hours of installation wind turbine towers, let our time and material expense Ericson engineers help design by taking the guesswork out a safe lighting layout for your of minimum light levels for general to most challenging worker productivity and safety. spaces and environments. Gone are the days of simply returning to the site and Written by Brian Earl, VP replacing the lightbulb with a Sales and Marketing. Brian brighter one to achieve desired has over 25 years experience light levels. in the industrial power and lighting industry including IES Ericson published IES Certifications for Lighting Design Drawings on several of its in demanding spaces. fixtures, allowing our technical team or others with proper Lighting SL Linear Challenging String Lights Environments for 103 years. EC&M Category Winner EXPERIENCE. INNOVATION. EXPERTISE. WWW.ERICSON.COM vpppa.org Leader—Winter 2022 43

Membership Corner Follow us on social media! LinkedIn: VPPPA, Inc. Congratulations to Facebook @VPPPA our Winter Members Twitter: @VPPPA of the Month! Instagram: @VPPPA_Inc SAVE THE DATE December: Join us in-person at the Roster Contest Kevin O’Brien 2022 Safety+ Symposium Access Compliance, LLC for an event that creates a Thank you to our wonderful members Environmental Health and Safety Director community unlike any other! who participated in the VPPPA Roster Contest! During December Region II August 23–25, 2022 8, 2021–January 14, 2022, we asked our members to log into the Member January: Walter E. Washington Convention Center Portal to update their profiles, Jeremy Darrington Washington, D.C. contact information, communication Shermco Industries preferences, and their company EHS Manager—Machine Services Division, Official Event Hotel roster. It is important that we make Global Environmental Leader sure your membership information Renaissance Washington, D.C. is correct and updated for many Region VI Downtown Hotel reasons. To benefit each association member, updated contact information Want to submit someone to be Highlights: is needed to inform you of upcoming considered as a VPPPA Member of the events, newsletters, new benefits, or Month? Email membership@vpppa. • Direct access to key opportunities for education. org. Visit vpppa.org to read more about the current Member of the Month. OSHA representatives All members who updated their profiles during the eligible time frame • 90+ workshops were entered into our Roster Contest. • Earn industry CEUs Three members were randomly • More than 200 exhibitors selected to win $50 Amazon gift cards. • VPPPA Scholarship Golf Tournament Congratulations to: 1. Evelin Alvarez—Dunn Edward’s on Sunday, August 21 Corp—Phoenix, AZ • Monument Trolley Tour 2. Jorge Nieves—Wieland Metal • Closing Reception at Swingers Services West—Ontario, CA Crazy Golf 3. Dian Mead—Prayon—Augusta, GA • Walking challenge Even though the contest is over, • Post-symposium workshops on we still encourage you to log into the Member Portal and verify all your Friday, August 26 contact information is correct, so you don’t miss out on all the valuable *All events subject to change. benefits you deserve. If you have any www.vpppa.org questions or have trouble logging into #SafetyPlus2022 the Member Portal, please contact [email protected]. Regional Events Many VPPPA Regions are hosting events in the coming year. Make sure to visit www.vpppa.org/regional-events for the most up-to-date information on events happening in your region. 44 Leader—Winter 2022 vpppa.org

A note from VPPPA’s Affiliate Member Benefits Tier 1 Tier 2 Tier 3 Membership & Outreach ($500) ($1000) ($1,500) Manager, Son Nguyen Discounted Booth Rate at VPPPA Safety+ Symposium I’m thrilled to announce Discount on advertising in VPPPA VPPPA publications launched our new Tiered Exhibitors get free access to pre-and- Affiliate post attendee direct mail lists Membership ($500 value for non-members) Program recently. Our current Affiliate Members will keep most Free copy of our award-winning of their benefits for the same price. industry magazine, The Leader However, you have the option to upgrade to a higher tier which Access to VPPPA Affiliate Member logo includes lots of exciting and new exclusive benefits for our Tier 2 Access to Members-only Online and 3 members. Some of the new Directory—ability to send and receive benefits we’ve introduced are: email to other directory members • Online Directory—Our member Free rotating web banner ad on VPPPA Membership page directory allows you to search by organization name, industry Ability to create exclusive coupons for category, location, or keywords. VPPPA members Update your Directory Listing now through the VPPPA Member Portal. Basic Online Directory listing (Company name, address, phone, • Member Coupons—Members email, category listing) can add any sort of special offer Upgraded Online Directory listing to other members. Coupons (Company name, address, phone, will appear on the Directory email, upload logo, upload description, Listing as well as the overall category listing) Coupon Directory. Top visibility in Online Directory • New VPPPA Affiliate Member Logo—Add the new logo to your Rights to print and use VPPPA logo website or marketing materials to display your VPPPA membership Please contact [email protected] to experience a higher level of and your commitment to safety. benefits or if you have any questions. Expired Benefits VPPPA is committed to ensuring the security and protection of the personal information that we process, and to provide a compliant and consistent approach to data protection. With GDPR now in effect, we’d like to inform you of the recent update to our privacy policy. Affiliate members will no longer receive a monthly VPPPA membership list. However, members will still be able to reach out and communicate with other members through our new Online Directory. vpppa.org Leader—Winter 2022 45

www.vpppa.org VPPPA National Board of Directors Ad Index Chairperson Advertiser Website Page Terry Schulte, NuStar Energy, LP Always in Mind (A.I.M) www.aimforsafety.com 15 Vice Chairperson Dan Lazorcak, CSP, Honeywell International Bollé Safety www.bollesafety-usa.com 48 Treasurer Ericson www.ericson.com 43 Sean D. Horne, Valero Energy Gas Clip www.gascliptech.com 5 Secretary Vacant Glove Guard www.gloveguard.com 21 Director from a Site With a Collective Roco Rescue www.rocorescue.com 2 Bargaining Unit Jack Griffith, Central Plateau Safety+ Symposium www.vpppa.org 47 Cleanup Company Working Concepts www.softknees.com 33 Director from a Site Without a Collective Bargaining Agent VPPPA contacts To reach the VPPPA National Office, call (703) 761-1146 or visit Johnathan “JD” Dyer, Structuretone/LF Driscoll www.vpppa.org. To reach a particular staff member, please refer to the contact information below. Director from a DOE-VPP Site Michelle Keever, UCOR, an Amentum-Led Sara A. Taylor, CMP Kerri Usher Son Nguyen Partnership with Jacobs Director of Operations Communications & Membership & [email protected] Outreach Manager Outreach Manager Director from a VPP Contractor/ [email protected] [email protected] Construction Site Heidi Hill Brad Gibson, S&B Engineers & Constructors Partnership Manager Ariana Hanaity Bryan Knight [email protected] Communications Coordinator UX Web Services Programmer Director-at-Large [email protected] [email protected] Shelly Ettel, Amentum Lisa Silber Sales & Advertising Sierra Johnson Director-at-Large Coordinator Senior Education Coordinator Bill Linneweh, CSP, Hendrickson International [email protected] [email protected] Director-at-Large Saprena Lyons, Fluor Idaho Director-at-Large Christina Ross, Morton Salt Director-at-Large Daniel Charles, Brandenburg Industrial Service Company Director-at-Large Andy Foster, Hanford Mission Integrated Solutions Editor Kerri Usher, VPPPA, Inc. Associate Editor Ariana Hanaity, VPPPA, Inc. EDITORIAL MISSION The Leader (ISSN 1081-261X) is published quarterly for VPPPA members. The Leader delivers articles from members for members, safety and health best practices, developments in the field of occupational safety and health, association activities, educational and networking opportunities and the latest VPP approvals. Ideas and opinions expressed within the Leader represent the independent views of the authors. Postmaster >> Please send address changes to: VPPPA, Inc. • 7600 Leesburg Pike, East Building, Suite 100 • Falls Church, VA 22043-2004 VPPPA, Inc., the premier global safety and health organization, is a nonprofit 501(c)(3) charitable organization that promotes advances in worker safety and health excellence through best practices and cooperative efforts among workers, employers, the government and communities. 46 Leader—Winter 2022 vpppa.org

91% of 2021 attendees said they would recommend Safety+ to peers in their field REGISTRATION IS NOW OPEN LET’S REUNITE IN OUR NATION’S CAPITAL Join us in-person at Safety+ for a symposium Visit: vpppa.org that creates a community unlike any other! #SafetyPlus2022 + Earn industry CEUs + 90+ workshops + Direct access to key OSHA representatives + More than 200 exhibitors + Expand your safety network August 23–25, 2022 Walter E. Washington Convention Center Washington, DC

7600 Leesburg Pike, East Building, Suite 100 Falls Church, VA 22043-2004 Tel: (703) 761-1146 Fax: (703) 761-1148 www.vpppa.org VPPPA, a nonprofit 501(c) (3) charitable organization, promotes advances in worker safety and health excellence through best practices and cooperative efforts among workers, employers, the government and communities. SCAN QR CODE TO LEARN MORE ABOUT VPPPA, INC. http://bit.ly/jVQcBo PRINTED ON RECYCLED PAPER