Welfare and PPE provision on engineering sites has been recognised as historically poor in general and often, specifically for women, non-existent.  In recent times this has certainly improved but is enough being done? Indeed, what is ‘enough’?

Laws such as the Personal Protective Equipment at Work Regulations 1992 and its 2022 amendment place a duty on every employer in Great Britain to ensure that suitable PPE is provided to employees who may be exposed to a risk to their health or safety while at work.  (See AGS Safety Guidance – Personal Protective Equipment (PPE) for more information on the types and use of PPE relating to the activities of AGS members.)

In addition, employers should be aware that they may be subject to contractual requirements relating to welfare of employees and site visitors. There may also be non-specific requirements relating to welfare of female workers, which fall under contractual obligations to demonstrate compliance with published company statements or policies. These policies may be documents published by the client and deemed to have been read and accepted, or policies submitted by contractors as part of pre-qualification or tender processes. Examples of these are Equality, Diversity and Inclusivity (EDI) type policies. It is important that the implications and requirements of such policies are identified and implemented, as non-compliance could be viewed as being in breach of contract and possibly leave contractors open to claims.

Traditional ‘one size fits all’ approaches are no longer likely to meet the legal and contractual requirements of projects. It is no longer acceptable to provide women with PPE designed for men. PPE designed to accommodate the specific shape of women is now readily available, which is much safer and comfortable for long term wear.  The provision of correctly sized PPE also promotes equality, inclusivity, and demonstrates respect and appreciation of female workers.

Provision of separate gender specific hygiene facilities, especially where the workforce is diverse and has a mix of ethnicities and cultures, is essential if equality and inclusivity objectives are to be met. In some cases, EDI policies require provision of female hygiene products, which can remove significant anxieties and lost work time for some women working on site. The details of such provisions need to be considered based on specific workforce needs, but it is recognised that a valued and supported workforce is also likely to be more content and productive as a result.

It is clear that welfare ‘equality and inclusivity’ done properly no longer simply consists of provision of a ladies’ toilet, and that there can be significant contractual and ethical drivers, as well as appreciable benefits to be had from a more robust consideration of gender specific welfare.

Article provided by Jo Strange (AGS Honorary member)