Health and Safety ReportVolume 23, Issue 5

Having a diversity, equity, and inclusion strategy (DEI) is a key part of creating a safe, respectful, and productive work environment.

But what exactly does DEI mean? Let’s break down each letter.

Diversity is the presence of different identities within the workplace, such as culture, ethnicity, religion, sex, gender, sexual orientation, age, language, education, ability, and family or socioeconomic status.

Equity involves recognizing that each person has different circumstances impacting their access to privilege and opportunity, and allocating resources to achieve an equal outcome. Why equity and not equality? Treating everyone the same doesn't account for individual differences and needs, so it does not necessarily lead to equitable outcomes. 

Inclusion is the practice of creating environments in which everyone can be and feel welcomed, respected, supported, and valued. Inclusion requires proactive measures to ensure a sense of belonging for everyone, so they can participate fully in the workplace. 

Developing DEI initiatives for the workplace

An effective diversity, equity and inclusion program involves integrating these principles into every action and decision in your organization. In addition to the legal requirements of protecting human rights in the workplace, DEI initiatives should be seen as an opportunity to strengthen organizational culture, empower individuals, and leverage the diverse perspectives of both the workforce and the surrounding community.

Start with a comprehensive needs assessment to identify the current state and find areas for improvement. This assessment should consider various factors, including roles, genders, responsibilities, levels of participation, and compensation structures.

Organizations should also evaluate their workplace culture by analyzing internal data such as complaint reports, absenteeism, turnover rates, and how resources are used. Securing commitment from all levels of the organization are important steps in this process. 

Build a shared understanding of DEI principles, making sure to address biases and assumptions, through education and training. This education might require hiring an external consultant with both lived experience as a minority or part of an equity-seeking group, and professional experience in helping organizations implement DEI initiatives. 

Actively seeking feedback, adopting policies and processes that reduce bias, and encouraging inclusive leadership behaviours all contribute to creating a psychologically safe work environment. To support DEI within the organization, consider inclusive hiring practices, equitable advancement, and professional development opportunities. In addition, offering flexible work arrangements, accommodations, and benefits that cater to diverse needs can help support an inclusive workplace culture.

Benefits and challenges

Embracing DEI in the workplace offers numerous benefits, including improved employee well-being, increased innovation, better decision-making, and a more favourable organizational reputation. A diverse and inclusive workforce can lead to higher employee engagement, reduced turnover, and a more positive work environment.

Despite these benefits, organizations may encounter challenges when implementing DEI initiatives. These challenges can include resistance to change, misunderstandings about the purpose of DEI efforts, and difficulties in addressing biases and systemic barriers. It's essential for organizations to approach these challenges with transparency, open communication, and a commitment to continuous improvement.

DEI as a workplace safety issue

DEI is intrinsically linked to workplace safety. A culture that values diversity, ensures equity, and fosters inclusion contributes to a psychologically safe environment where employees feel respected and valued. A psychologically safe and healthy workplace can lead to fewer incidents of workplace harassment, bullying, and discrimination.

When workers feel safe to learn, contribute, and seek clarification without fear of being embarrassed, marginalized, or punished, they can more fully contribute to identifying and controlling workplace hazards. This practice will ultimately promote the overall well-being of everyone in the workplace.

Other ways to encourage uptake of DEI

Organizations can take steps to further promote DEI, such as providing ongoing education and training to increase awareness and understanding of these principles. Having programs to address bullying, violence, harassment, and gender-based violence, is also crucial. Addressing stigma, offering employee assistance programs, and accommodating diverse needs through flexible work arrangements can also support a more inclusive workplace.

A workplace diversity, equity, and inclusion strategy is not only a legal and ethical responsibility but also a way to enhance employee well-being, safety, and organizational culture. An effective DEI strategy is intentional in fostering a strong sense of belonging that goes beyond representation and fairness, it requires deliberate action to ensure that all individuals see themselves reflected in the workplace culture and know they matter. By committing to DEI principles and integrating them into all aspects of the workplace, organizations can create environments where all employees can thrive.

Resources

• Diversity, Equity and Inclusion Strategy Toolkit, Canadian Centre for Diversity and Inclusion
• Diversity and inclusion in the public service, Government of Canada
• Guide on Equity, Diversity and Inclusion Terminology, Government of Canada
• Diversity, Equity and Inclusion in the Workplace, CCOHS
• Human Rights in the Workplace, CCOHS

Rabies is a zoonotic disease that spreads from infected animals to humans through bites, scratches and licks. The virus is an occupational risk for those who work with wild animals, livestock, or pets. Rabies infects the network of nerve cells to the brain and central nervous system, causing progressive symptoms – from fever, headaches, and nausea to excessive salivation, hallucinations, and seizures. Once symptoms appear, rabies is almost always fatal; that’s why it’s important to learn how to reduce the risk of rabies in the workplace.

• Avoid and report. Workers should avoid unnecessary contact with animals and report any that show signs of rabies.
• Get vaccinated. High-risk workers, such as veterinarians or animal control officers, should be vaccinated before having contact with animals.
• Provide rabies education. Training should cover what to do if a worker encounters a rabid animal, and procedures for disinfecting and sterilizing areas that may be contaminated with the rabies virus.
• Develop good hygiene practices. Use caution when handling animals killed by the roadside as they may have had rabies – avoid touching them directly and wash hands with soap and water afterwards. Regularly disinfect surfaces, tools and areas that may be contaminated with animal fluids. If available, use ultraviolet light for disinfecting areas like laboratories, where the rabies virus could become airborne. To dispose of infected waste, use puncture and leak-proof containers and clearly label and sterilize containers before disposal according to biological hazards procedures.
• Make personal protective equipment available. If handling a rabid animal is necessary, make sure your workers have the right personal protective equipment and know how to use it. Suitable protective gloves can prevent infectious material from having contact with cuts or rashes on the skin, and masks and goggles can protect against infectious aerosols.
• Take immediate action in the event of an exposure. Workers who come in to contact with the saliva, brain, nervous system tissue or fluids of a suspected infected animal must take the following steps without delay.
  • Remove any contaminated clothing and place them in a labelled plastic bag. Wash promptly and separately from other clothing. 
  • Immediately clean and flush the area of exposure, even if there is no obvious bite or scratch, with soap and water for at least 15 minutes. Use hand sanitizer if soap and water are not available. Be sure to shield the eyes, nose, and mouth from spray produced during washing and follow with a 70 per cent ethanol or iodine-containing solution.
  • Get medical advice as soon as possible.
  • Avoid stitching or covering the wound, if one is present. 
  • Contact your local public health unit and district veterinarian or local office of the Canadian Food Inspection Agency.
• Immunize after contact. If a worker may have been exposed to rabies, they should receive the vaccine as soon as possible.

To learn more, take our course Working Safely With or Near Wildlife and Insects developed in partnership with the Centre for Food-borne, Environmental and Zoonotic Infectious Diseases of the Public Health Agency of Canada.

Resources:

• Rabies Fact Sheet, CCOHS
• Rabies: Prevention and risks, Government of Canada
• Human rabies prevention and management, World Health Organization

Employers now have a free online tool to help support employees at work, returning to work, or needing accommodation, all in a psychologically safe way. 

Supporting Employee Success provides a flexible step-by-step process that can help clarify expectations during onboarding, manage performance, create a return-to-work strategy, and identify accommodations. It involves identifying job expectations and working with employees to find strategies to help them succeed.  Together you’ll create an effective work plan that supports their ongoing success, safety and well-being.  

The tool can be a helpful resource for leaders, supervisors, managers, human resources professionals, occupational health professionals, and business owners.  

Supporting Employee Success was commissioned, funded and adapted by Workplace Strategies for Mental Health, compliments of Canada Life, with technical development and support from CCOHS. 

Our podcast episodes help you stay current and informed about workplace health, safety, and well-being in Canada. 

Featured podcast: The Future of Work with Tyler Waye  

The world around us is changing rapidly – and so is the workplace and what motivates us. Work and leadership strategist Tyler Waye joins us to discuss what employers and workers can do to build the thriving workplaces of the future.  

Listen to the podcast now.

Encore podcast: Unpacking the Basics of Workplace Health and Safety Programs 

Workplaces have a duty to protect employees on the job, and part of that commitment includes having a current health and safety program in place. Learn more about the basics of a program, what’s required by law, and how to ensure it’s making a positive impact on your workers. 

Listen to the podcast now. 

CCOHS posters cover a range of topics to support health and safety in your workplace.

And now select poster artwork is available for purchase, allowing you to print as many posters as you need for your organization. Here’s how it works.

• Select the artwork you wish to purchase. You’ll receive a high-resolution, print-ready PDF file that can be printed in a variety of sizes.
• Next, send your digital artwork to a local or online print shop to get full-colour, high-quality posters printed. Your workplace may also have the facilities to produce quality print outputs onsite.

Need a poster in a different size or want to add your company logo? Customization options are also available. For details, please contact us.

View our collection of poster artwork.

Occupational health and safety laws are always evolving. This month’s highlights include changes to British Columbia’s Occupational Health and Safety Regulations and amendments to Quebec’s Safey Code for the Construction Industry.  

British Columbia

• Occupational Health and Safety Regulation (Workers' Compensation Act): B.C. Reg. 283/2024 came into force on March 31, 2025, and adds new Section 16.21.1 “When minimum 3-point seat belts required,” and revises wording in subsection 16.2(2) and Section 16.21.
• Updated version available now:  Table of Exposure Limits for Chemical and Biological Substances (March 2025) (Workers' Compensation Act (R.S.B.C. 2019, c. 1)
• Occupational Health and Safety Regulation (Workers’ Compensation Act): B.C. Reg. 178/2024 came into force on March 2, 2025, making amendments pertaining to “Emergency Planning” in Part 5.

Quebec

• Safety Code for the Construction Industry (act respecting occupational health and safety): O.C. 63-2025 amends Section 1.1 by adding the definition “fragile surface,” a surface not intended to support the weight of a worker, in particular a skylight, a canopy, a sunshade or a drywall ceiling, which then amends or adds several sections to reflect this addition.

For more information, CCOHS offers a paid subscription service, Canadian enviroOSH Legislation plus Standards, that provides a collection of all the health, safety, and environmental legislation you need in one location.

If you are a woman pursuing a career in occupational health and safety, you may be eligible to win our $3,000 Chad Bradley Scholarship. 

This scholarship is offered to women enrolled in either a full-time or part-time health and safety related program leading to an occupational health and safety certificate, diploma, or degree at an accredited college or university in Canada.

The deadline to apply is August 31, 2025, at 11:59 p.m. EDT. Learn more about the scholarship and how to apply: www.ccohs.ca/scholarships/cbradley/.