Purificación Morán pmoran@istasoo.es

1. The gender dimension in workplace chemical risk management. Women´s health at work March 4-6 2015 Brussels Purificación Morán pmoran@istas.ccoo.es 03/01/2020

2. The issue at hand • Invisibility of women regarding the following factors: • Type of activity: e.g. cleaning services • Type of comapny: large companies or SMEs • Type of contract: job insecurity • Existence of workers’ representation • Actual participation in risk management

3. How variables condition health and safety • Addressing occupational risks of female workers: • Risk assessment • Training • Health surveillance • Recognition of health damages as occupational injuries

4. Womens’ working conditions in Spain • Temporary contract • Women:24.65% • Men: 23.87% • Working hours: Part time • Women:27.25% • Men: 8.14% • Temporary employment + part time • Men: 21.13% • Women: 41.39%.

5. CASE 1 FEMALE WORKERS FROM THE CLEANING SECTOR EXPOSED TO CHEMICALS

6. Background • Company: Subcontractor providing cleaning services for a recently built hospital 111 workers, of which 85% are women / average age: 45 Representation bodies • Work Councils • Health and Safety Committee (3 representatives from CC.OO) • Preventive policy • Cleaning company with its own preventive service. • Management of occupational injuries by a mutual insurance agency

7. Background • Risk assessment • no specific risk assessment • risk assessment does not integrate gender perspective • Training • Workers did not receive any training on chemical risks • Furthermore • Temperature and humidity problems since the inauguration of the hospital • Most significant health damages: musculoskeletal disorders

8. The problem • Workers who clean the area of doctors’ dormitory rooms began to suffer health problems • In the severest case, a worker began to feel dryness and burning sensation in her eyes and face, skin rash around her neck and burning sensation in her tongue, palate and throat • The product that causes such symptoms is still unknown • The company lay the blame on the contractor (hospital): lack of information and coordination, etc.

9. Union intervention • The preventive service was requested to investigate the case and implement preventive measures • Special meeting with the Health and Safety Committee to discuss this case. The Preventive Service received a proposal for precautionary measures that included prohibiting workers to enter the area • The CC.OO. section in the hospital investigated if the medical staff was affected by similar symptoms

10. Union intervention II • A formal demand was filed to professionals from the regional health and safety unit (Castile and Leon), in charge of supervising occupational health and safety in the hospital and the company • Request to the National Social Security Agency to determine the status of temporary incapacity for the affected worker • Union representatives requested the transfer of the affected worker to another job to avoid further exposure in the area where symptoms were observed

11. Resolution of the case • The report submitted by the Regional Institute of health and safety at workplaces concluded that the damages must be considered as laboral pathology • The Social Security Agency determined that the damages are considered professional injuries • The Mutual Insurance Agency must therefore be responsible for medical treatment and compensation for the affected worker • The affected worker was eventually transferred to another job given her sensitivity to chemical exposure • The causes of observed allergies are still undetermined

12. Lessons Learned • Risk assessment did not include the gender perspective • Lack of information on risks in this sector • Existence of union representation is a decisive factor • Health damages: • difficulty to relate health damages with work • health damages are not quantifiable, nor quantified: Multiple chemical sensibility:LIFETIME EFFECTS.

13. CASE 2 WORKERS EXPOSED TO CHEMICALS IN HAIRDRESSING JOBS

14. BACKGROUND • Company: SME in the beauty/hairdressing sector 3 female workers / average age: 45 • Representative bodies: • No Work Council or Health and Safety Committee • All workers are union members • Preventive policy: • External preventive service • Occupational injuries managed by a Mutual Insurance Agency

15. BACKGROUND • Risk assessment • No specific risk assessment conducted • Gender perspective is not integrated in risk assessment • Training • Only one worker received training • Furthermore • Low quality of preventive services for SMEs • NATURALIZATION OF RISKS: use of chemicals and consequences are considered normal

16. The problem • Hair-smoothing products contain formaldehyde (carcinogen, neurotoxic and sensitizer) • Workers suffer from eye and throat irritation

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

18. “No-standard female workers perceive less risks (either physical or psychosocial) than those who have indefinite contracts”. • Source:Risks’ perception at workplaces: gender differenciesor structural constraints? Empirical support from a survey of 800 cases. IRES.

19. Relationship between job insecurity and risk perception • Relationship between job insecurity and denial of workplace risks.

20. Union intervention • One of the workers (union member) consulted with the regional trade union occupational health department (CC.OO. Valencia) • Union advisor provided information on possible substitutes to harmful products (formaldehyde-free hair smoothing products) • A letter was sent to the company that included: A proposal for an alternative chemical Reminder of employers’ obligations according to chemical risk regulation Notice to employers about the possible consequences of non-compliance with regulation

21. Resolution of the case • The company manager replaced the harmful product with a formaldehyde –free compound with the same properties • Working conditions improved

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

23. CASE 3 FEMALE WORKERS IN THE AERONAUTICAL INDUSTRY

24. BACKGROUND • Company: Large company (over 300 employees ) that manufactures aircraft components Female workers whose average age is 45 • Representation bodies • Work Council and Health and Safety Committee • Preventive policy • Own preventive service • Occupational injuries/diseases managed by a Mutual Insurance Agency

25. BACKGROUND • Risk assessment • Specific risk assessment by type of risk • Gender perspective not integrated in risk assessment • Training • Workers received health and safety training • Furthermore • Jobs require a high level of technical qualification

26. The problem • Female workers exposed to toxic products in the quality control department and neighboring areas • Suspension of the employment contract was implemented during pregnancy (the social security system assumed the total costs) • New management focused on profit criteria and less on preventive policies chose to terminate employment suspension during pregnancy.

27. Union intervention • LONG, PAINSTAKING PROCESS • Consulting with trade union advisors (CCCO). • Requesting a report from the Regional Institute of health and safety at work (ISGA from Galicia). • Revision of multiple Safety Data Sheets • Several meetings with he Health and Safety Commitee

28. ISGA • Other sources of exposure as handling of chemicals at neighboring workplaces must also be taken into account • Reference TLVs for adult population do not include unborn children or babies. Exposure to carcinogens and mutagens below TLV is not exempt from significant risks • Chemicals labeled with R phrases: R40,R45,R46,R49,R62,R63 and R68, are presumably dangerous and must be considered as such according to the precautionary principle unless proven otherwise • To conclude, pregnant and breastfeeding women must not be at workplaces where such chemicals are handled

29. Resolution of the case • Suspension of employment for pregnant workers was re-implemented • Women will not be recruited for highly qualified jobs given the difficulty to find substitutes in case of pregnancy and sick leaves • Poor management practice: lack of training to prepare workers for these situations

30. Lessons learned • Intervention supported by union strucuture (health and safety advisors) within the framework of union representation makes possible the successful resolution of such situations • A shift in employers’ mentality and increased support of public policies in the Social Security System are required for the protection of women in risk situations, especially during pregnancy

31. Thanks