Canadian Occupational Safety

September/October 2020

Canadian Occupational Safety (COS) magazine is the premier workplace health and safety publication in Canada. We cover a wide range of topics ranging from office to heavy industry, and from general safety management to specific workplace hazards.

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Page 26 of 51 27 "I'm convinced that, going forward, you will see a differentiation for those organizations that truly understand what inclusion means and then those that stay behind." Rod Graham, co-CEO and president of modular solutions at Horizon North Logistics Announcement - Board of Canadian Registered Safety Professionals 2020-21 Executive Officers The Board of Canadian Registered Safety Professionals is a public interest, not-for-profit, federally incorporated self- regulating organization which sets the certification standards for the OHS profession. Board of Canadian Registered Safety Professionals Conseil Canadien Des Professionnels En Sécurité Agréés In addition to the Executive Committee, the 2020-21Governing Board includes newly elected Governors Stephanie Benay, CRSP and William Rowan, CRST, and returning Governors include Paul Belair, MBA, CRSP; Tehzin Chadwick, CRSP, CIH, ROH; Mark Fernandes, MBA, CRSP; Marianne Matichuk, CRSP, CHSC, COHS, CNM; Dave Rebbitt, MBA, CRSP, CHSC, CET, CD; Sandra Stephens, LLB, LLM (Public Member), Peter Sturm, BA, CHSC, CRSP; and the Executive Director is Nicola J. Wright, BA (Hons), CAE. David Johnston, Board Chair, is an environmental, health and safety professional with over 40 years' experience. He is currently employed by Toronto Hydro as the Director, Environment, Health and Safety. David has worked throughout Canada and the United States in a variety of industries and is recognized for leading organizations to safety excellence. In addition, he is a tireless volunteer contributing to the advancement of safety and the profession through serving on multiple committees, associations and boards. In 2013, he was selected as Canada's Safety Leader of the Year. David has been a Canadian Registered Safety Professional (CRSP) ® since 1999. Monica A. Szabo, Board Past Chair, has over 25 years of experience in occupational hygiene, health and safety, and is a senior leader who has built a reputation for developing progressive and results-oriented health and safety solutions for the broader public sector. Monica is currently President of Szabo Safety & Operations Services. In addition to holding the CRSP, Monica is a Registered Occupational Hygienist (ROH), a Certified Occupational Health and Safety Technologist (OHST) and a Certified Municipal Manager (CMM III). Monica has been a Canadian Registered Safety Professional (CRSP) ® since 1993. Robin Angel, Board Vice Chair, is the Regional Director Occupational Health and Safety Division, Nova Scotia Department of Labour and Advanced Education. Robin has diverse experience in the disciplines of occupational health and safety, environmental management, industrial hygiene, and quality assurance systems. Her experience includes chemical manufacturing, oil and gas exploration, oil refinery operations, corporate industrial hygiene, tire manufacturing and occupational health and safety programs. Robin has been a Canadian Registered Safety Professional (CRSP)® since 2006. David A. Larson, Board Secretary-Treasurer, is the Risk Services Practice Leader for Lockton Companies' Northeast Series and is based in New York. A strategic thinker, he designs and implements casualty and property safety and risk management programs for Lockton clients in a wide range of industries. In addition to holding the CRSP, David is a Certified Safety Professional (CSP), Certified Fire Protection Specialist (CFPS), and an Associate in Risk Management (ARM). David has been a Canadian Registered Safety Professional (CRSP)® since 2014. BCRSP_NewExecutiveCommittee Announcement_2020_COSMag.indd 1 BCRSP_NewExecutiveCommittee Announcement_2020_COSMag.indd 1 2020-08-05 8:58:06 AM 2020-08-05 8:58:06 AM celebrating differences." [KL] "And then I think there is this idea of measurement and benchmarking. How do you translate knowledge of history and do things differently in the workplace? For example, how are you going to change your interview questions? How are you going to change your screening of resumés to make sure that you do not miss out on someone? How are your recruiters going to respond?" [RG] "Policies are important and I've always believed that. That's a bedrock for how you work as an organization. But documents that are pinned to a wall, that are in peoples' drawers, in my mind that that's not living and breathing. It really has to be cultural. And for it to be culture, I think there needs to be constant and better communication within an organization. That's town halls, active dialogue among groups, etc. It's one thing to have a policy; it's another one to have a living and breathing culture. So that's part of it, more active community involvement." [NS] "Inclusive language is an effective language: It's respectful, accurate and relevant to everyone. So, I think the first thing is inclusive language. The way we speak to each other should create a culture where everyone feels valued, respected and included, rather than undervalued or disrespected or demo- tivated. And, of course, having an environment of mentoring [is impor- tant]. When you invite people to be at the table, really invite them to be at the table." [RG] "Think like a businessperson: You're looking for a return on your investment. And that's what inclusion is: It's all about return on investment. You're investing in the future of the business, the division, the country. I'm convinced that, going forward, you will see a differentiation for those organizations that truly understand what inclusion means and then those that stay behind and view it purely as a cost of doing business. Inclusion is an investment. It's not a cost." WHAT CAN YOU DO? Set up a hotline or whistleblower line for anonymous complaints and comments. Provide a diversity and inclusion statement to employees and on the company website. Organize town halls and surveys to keep in touch with employees' concerns. Re-think hiring questions and practices to be less biased and more inclusive. Do not limit the topic to a committee but make it a key part of company culture.

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