Friday, December 16, 2022
Health and Safety Training for Inmates in Correctional Facilities
Monday, June 27, 2022
CONVERSATION FROM WEBINAR ON ASBESTOS PREVALENCE IN AFRICA ORGANISED BY OSHAFRICA
Extract of discussions put together by:
Debbie Myer
Ehi Iden
OSHAfrica, in collaboration with Asbestos Disease Awareness Organisation (ADAO), National Institute of Occupational Health (NIOH), African Union Development Agency (AU-DA) recently hosted a successful webinar on Asbestos. Moderated by Ehi Iden President of OSHAfrica with Linda Reinstein CEO of ADAO (USA) gave the keynote address Other participating speakers were Dr Dingani Moyo (Zimbabwe), Norman Khoza (South Africa) and Wale Bakare (Nigeria), with guest appearances of Alec Farquhar, co-ordinator of Asbestos-Free Canada and Kevin Hedges on the Board of Directors of Workplace Health without Borders (WHWB). Participants were welcomed by Dr Thuthula Balfour Vice-President, OSHAfrica who commented that asbestos still causes a lot of ill health on our continent and she launched the webinar which ran for almost two hours.
To set the scene, Iden gave us the shocking statistics that only 7 countries in Africa - South Africa, Algeria, Egypt, Djibouti, Gabon, Mauritius and Mozambique - have legislated against asbestos. He then continued “Asbestos is known to have hazardous properties, yet it is still used in Africa, even though it is the cause of ill health and cancer leading to a certain death. We desperately need to do further research, but Africa unfortunately suffers from data gap prohibiting this research. We know that for over 100 years Africa was the highest exporter of asbestos in the world” He then asked “Why are governments so quiet?” before handing over to Linda Reinstein.
Linda Reinstein, President of ADAO resides in America and opened with the sobering statement that although America has a long and tragic history with asbestos, it still continues to import this deadly product. She shared a slide which illustrated that during 1906, the first asbestos-related disease was recorded. That was 116 years ago, and yet it continues to be mined and used, even though its dangers are broadly known. Asbestos is found in many products, from industrial to household products, and to illustrate her point, Reinstein showed us a photo of children’s crayons.
Often the problem comes down to ignorance. Worldwide there are still 5 asbestos producing countries: Russia, Kazakhstan, China, Brazil and Zimbabwe .It is unlikely that mining in these countries will stop anytime soon, therefore, it is necessary for everyone to be properly educated in the dangers of asbestos. Workers especially those who handle asbestos, or work near it must be educated in its dangers and trained in its safe handling. Unfortunately this doesn’t always happen. And with tragic consequences, the industry sometimes uses misinformation to get their product sold. Available statistics tell us that 250,000 people worldwide are still dying as a result of exposure. But due to the lack of data, especially in Africa where many people die in the rural areas with no record of their causes of death, these figures are probably way higher. Those companies who do not honestly track the causes of their employees’ deaths, must also take part of the blame.
With asbestos found in so many places, dangerous levels of exposure increase during times of disaster. This was seen after the terrorist attack on New York’s World Trade Centre when buildings collapsed and asbestos dust filled the environment. The tragic consequences will be felt for many years to come. There is also a danger of secondary exposure when a worker returns home still wearing the same clothes he wore at work which are covered in asbestos dust. Reinstein’s interest in asbestos started after her husband, Allen succumbed to Mesothelioma. She spoke about Allen, about his illness, about the time they still had.
together when he was ill, and then she spoke
about the loss to her family. There are millions of other Allen Reinstein's, but
they are all anonymous to us. My father Alec and his younger brother Isaac were
also victims of asbestos, both losing their lives to mesothelioma during the
1990s. They worked in different places and lived in different cities. Isaac was
a sheet metal worker and Alec worked in a factory that cleaned bags which were
used to transport asbestos. The workers were not supplied with PPE and there
was no ventilation. At the time he didn’t know about the dangers of asbestos
and nor did any of the 80 workers he spent his days with. It was the early 70s
and although Doctors already knew about its deadly effects, there was no public
awareness. When he was diagnosed and asked where he could have picked up the
disease, he couldn’t remember at first. Working with asbestos at the time
seemed a non-event. Twenty years later it was no longer a non-event. When we
tried to find out how many of the other workers had also died from asbestos
exposure or were living with ill health due to it, we found that all
documentation was lost during a fire, leaving us with no data.
Reinstein then raised the point that living near good medical facilities, Allen had good medical care throughout his illness. But worldwide, many sufferers don’t have that luxury. They live in rural areas far from any hospital and good treatment is out of their reach. It is for this reason she emphasized that all countries must act as one. All countries must collaborate, communicate and act together to get asbestos banned and populations educated about its exposure.
“I think that international companies should be held responsible. Countries that have no asbestos legislation need to know that they must have prevention methodologies and occupational medicine interaction. Along the way, we will have many failures, but we must turn those failures into successes. Asbestos knows no boundaries and borders. We must embrace education, advocacy and community support and take it to the next level so that everyone knows what we know. Can we prevent exposure to asbestos to eliminate the disease? I say yes!” she concluded.
Occupational Medicine, Health and Hygiene
Ehi then introduced Dr. Dingani Moyo who opened with the statement “Africa has been the biggest exporter of asbestos for over 100 years. This is a painful truth and it’s our responsibility to do things differently going forward”. Asbestos exposure cannot be solved in isolation, it is part of the occupational health and safety discipline. But, access to OSH world over is only at 15%, and even less in Africa leaving a holistic approach to OSH still a fantasy. A strategic paradigm therefore needs to be embraced which will see the development of organised OHS services, and asbestos an occupational health hazard that must be managed in a systematic way by all countries. Its elimination and management must be looked at holistically, all the way from mining to usage to the supply of PPE otherwise it will continue to be with us for even longer than is necessary.
The long latency period from exposure adds to the difficulty of its management and will see it being part of the occupational health discipline for a long time to come. Although primary prevention is vital, it is too late for the millions who have already been exposed. Exposure that may have happened during their past working lives, from living near asbestos mines, or other high risk areas such as railway lines, or even children who played in asbestos dumps. The frightening reality is that even those countries who have banned asbestos, still carry a heavy burden of asbestos related diseases amongst their populations who are daily presenting with the illness. Surveillance systems must be put into place for those already exposed, and medical facilities to take care of these people who present with the disease and who need psychological support is necessary. Thousands of people are suffering now and thousands more will develop the disease and suffer into the future. Even if we see total elimination now, the disease will live with us for many years to come.
“It is a challenge for every country to manage this ongoing problem properly. We need to build capacity in the field of OSH to spread the word and therefore create awareness. We need to embark on evidence based knowledge and to characterize the burden of these problems in our countries. Even those countries who have banned asbestos cannot be complacent”, concluded Dr. Moyo.
Policy and Political Commitment
Norman Khoza highlighted that although asbestos is an occupational and public health issue throughout the African continent, the African Union unfortunately still has a limited understanding of occupational health and safety and asbestos which is part of it. Too many countries in Africa do not have enough public health commitments, and poverty which is widespread also plays a role. With only 7 countries out of 54 having banned asbestos, this issue needs to be addressed urgently and changes in policy and political commitment need to be made. Awareness must be taken to the doorstep of parliament and our message must be packaged so that parliamentarians really understand the problem. Without a proper understanding, many governments and corporates will see it as a balancing act between the economy and health of the people. Asbestos is an occupational health hazard and for it to be properly managed, must be treated as such.
Management of the problem must start with political commitment through the implementation of national asbestos policies, implementation of regulations and declaration of protocols. Countries need to develop policies not only in the workplace, but also recreational facilities, hospitals, schools, anywhere that asbestos is found. Asbestos mines in our communities need to be identified, a list drawn up and strict legislation implemented. National asbestos strategies for the management of asbestos in factories, public and private institutions where asbestos can still be found must also be legislated. Thorough risk assessments must be done. Asbestos inventories are necessary to understand where asbestos is to be found and how to contain it. Where there is no budget available to remove it, then it must be contained with everyone understanding that it cannot be disturbed. If asbestos is not disturbed, it is not dangerous. But the lack of data on our continent remains the problem, we cannot achieve this without data.
Khoza then gave some examples of asbestos usage on the continent: “Our problem is widespread. Last year we were summoned to assist in Lesotho after a storm damaged a huge hospital and hail damaged the roof which was made of asbestos. Until then there had been no problems with the hospital. But the storm changed all of that. I went with Dr. Moyo and other professionals to do an assessment and give advice. In other situations, I have seen photos of principals stand in front of their schools and behind them you see a piles of asbestos just lying around”. Using South Africa as an example where asbestos is legislated, Khoza then said that a lot can be learned from South Africa where laws and legislations are continually overhauled with exposure limits rewritten, updated and changed.
“The African Union is looking at a protocol that will govern operational authenticity and compel all African countries to sign and commit. Unfortunately, resistance and a lot of the problems lie with international companies who operate in Africa. Many of them apply different standards in Africa to what they apply in their home countries. This can be fought if governments in African countries are truly committed. It is sometimes hard to articulate the problems that we have. To achieve our goals, we need to hold policymakers accountable. I cannot emphasize strongly enough that we need to drive a data policy”, concluded Khoza.
Asbestos in Nigeria
Wale Bakare spoke mainly about the problems still experienced in Nigeria which he said “regretfully is not one of the countries that has banned asbestos”. Since 2011 the National Environmental Construction Regulations have been in place in Nigeria and Section 14 addresses asbestos. The updated National regulations now advise that asbestos should no longer be used in new construction, but even if this was achieved, the latency period of asbestos exposure remains a problem. During the oil boom of the late 1900s, asbestos was imported on a huge scale into the country. Housing developments sprung up using the cheapest products available which of course was asbestos. Now 30-40 years later many of these houses are degrading and asbestos fibres are being released into the living space of the occupants. This brings to the surface another hurdle the country faces which is the acute lack of awareness among the people who do not understand the inherent danger in the use and handling of asbestos. The challenge for the country is to achieve an all-encompassing ban.
In Nigeria, there is an appalling lack of data. Wale has tried to get data on how many people have actually lost their lives or suffered from an asbestos-related disease. As of 2018, the data available shows only 140 related asbestos diseases in the country, a country that has used over 1.1million tons of asbestos and has a population of over 200 million. “This is totally impossible” continued Wale “Some people don’t realise that they are suffering now from exposure of 40 years previously”.
During environmental awareness week in 2015, the Commissioner for Works in Lagos State advised people to remove all the asbestos roof sheets from the homes. Her intentions were good and she even suggested that they put the discarded sheets in the front of their homes which would be collected by the State. This well-meaning suggestion highlighted the lack of awareness of the dangers of asbestos - if a government official didn’t understand, you cannot expect the general population to understand. Since then there has been a marginal improvement in understanding and awareness, but it is still abysmally low and is the reason asbestos is not getting the attention it deserves.
Like his colleagues, Wale believes asbestos needs to be managed holistically. But motivating for a total ban in countries where asbestos is used for economic reasons will be met with resistance, especially among those who know that undamaged asbestos which is left alone is not a health risk. However, there are a lot of new building developments across the continent, where old houses are demolished to make way for modern ones and exposure is rife with dire consequences. Although asbestos was used extensively in roofing, flooring, plumbing and sanitation, very few precautions are taken when these houses are broken down.
“The New-Jack reaction is to rip-off anything that contains asbestos in your homes or workplaces. Please do not do that. Removal needs to be done in a safe manner, so rather leave them in place if they are not broken. No dose of asbestos is acceptable, no matter how small it is. We must synchronise our actions through OSHAfrica. Our countries must meet the minimum levels of education about asbestos. Everyone, in every country must be enlightened about asbestos. Minimum levels of precautions must be put into place. The disposal of asbestos must be strictly monitored. The menace of this material must be known”, concluded Wale Bakare.
Lessons from Canada and abroad
Illustrating the fact that the long latency period is a reality and a problem, Alec Farguhar, Co-ordinator of Asbestos-Free Canada told us that although Canada banned asbestos in 2018, they still have 2,000-4,000 deaths every year from asbestos cancer. Their fight to get asbestos banned was long and hard and took decades to achieve against the powerful Canadian asbestos industries, one of the most significant influential industries in the country. From 1880-2012 Canada exported vast quantities of asbestos from all over the world, directly causing the death of many. Canada now has a Workplace Health Without Borders working group on asbestos. With a lot of expertise in that group, their aim is to have an impact on the struggle and real frontline situation of workers with a focus on promoting substitutes for asbestos. “Hopefully other places won’t have to re-learn all the lessons we learned the hard way. You can pick up on our lessons. We know what it is like to fight a powerful adversary”, concluded Alec.
Kevin Hedges on the Board of Directors of Workplace Health without Borders, and a former President appeared briefly promising commitment and support from the organisation.
Closing remarks
To drive home the point that is asbestos is dangerous and rife, Iden in his closing comments reminded us that asbestos is found in thousands of products we encounter on a daily basis and not only roofing sheets, fire blankets, water supply pipes, clutches, brake linings, gaskets of automobiles, both toys for children as well. Some products only have traces of asbestos, but many with high asbestos contents are silently infecting us. When asked if OSHAfrica is working together with the ILO, he confirmed they are. For example, together they are studying water contamination and looking at the implementation of monitored dumping sites across Africa where a disposal certificate must be supplied. In some of the countries where up to 70 percent of the population may be living in houses constructed with asbestos, the correct procedure for removal and disposal has to be taught.
OSHAfrica’s collaboration with many organisations both in Africa and beyond has put it onto a better pedestal to start driving an initiative across the continent, with this webinar as the starting point. He suggested that OSHAfrica should launch a movement to get petitions signed directed at countries that have not banned asbestos. He believes that if education campaigns across Africa were implemented, people would not buy asbestos knowing the risk. He also wants smokers to know that asbestos exposure for them will increase their chances of lung cancer. But to drive all these policies, data is needed, and data across Africa is lacking. Data can only be collected if governments are committed, if organisations and Doctors collate and provide the correct information and if medical support and care is taken to the rural areas.
To an overwhelming support, OSHAfrica agreed to form the African Asbestos Prevention and Control Programme. Participants were told it is their moral responsibility to go back to their country with this initiative, to make their policy makers accountable, and fight for changes, including a review in legislation and the improvement of working conditions.
“Some countries have a zero asbestos policy in their workplaces. In the UK, asbestos awareness training, the law compels anyone working in construction to undergo asbestos awareness training. We need to do the same. If we do not fix it now, our children and our grandchildren will become victims of our silence. We are morally bound for the future of Africa. We must all stand together and build the Africa that we want. We want the world to hear what we, OSHAfrica is doing.” concluded Iden.
OCCUPATIONAL HEALTH AND SAFETY CHALLENGES IN WORKPLACE IMPROVEMENT IN AFRICA
Ehi Iden – President, OSHAfrica
Oluranti Samuel,
Lagos State University
While Africa has been at the centre of several global conversations on Workplace Safety and Health improvement, these conversations have not yielded much results due to lack of actionable commitment from various stakeholders. Amongst a number of variables is the poor leadership commitment to Occupational Safety and Health at regional, country and enterprise levels across Africa. Several meetings have been held in Africa where several heads of states have discussed this retinue of issues yet nothing tangible has come out of these meetings. These include the WHO-ILO joint efforts on Occupational Health and Safety in Africa held in March 2001 in Harare Zimbabwe, the Ouagadougou Convention of all African leaders held in Burkina Faso in 2004 and the Review of Occupational Health and Safety in Africa held in Benin Republic in 2005 (4). The subsequent outcomes or success of these meetings are difficult to track. For these efforts to cumulate into realistic results, we need multi-layer commitment towards health and safety in Africa. This lack of commitment has adversely affected both the growth of the workplace health and safety profession and implementation of safe processes in African workplaces.
The African region is characterised by grossly inadequate or non-existent workplace health and safety legislation and regulations. There is only so much that can be done in without effective legislation. The 2019 OSHAfrica conference in Johannesburg, South Africa, highlighted this as a key limitation to workplace health and safety growth in Africa. OSHAfrica announced its ongoing efforts to review all existing legislation with the hope of working with African Union for a One-Africa Workplace Health and Safety Protocol. This project was significantly slowed down by the COVID-19 Pandemic but efforts are still on course with legislation of over 40 countries already reviewed.
The legislation in several African countries was found to be obsolete and ineffective for the protection of worker health and safety in this day and age. It might be necessary to amend these documents to make them relevant to modern day realities. We must bear in mind that these laws govern health and safety within each sovereign state and until they are amended, workers will continue to be harmed.
The launch of the African Confederation Free Trade Agreement (AfCFTA) in May 2019 in a region with inadequate legal frameworks for workplace health and safety governance and regulation is worrisome. This agreement enables, for example, a Nigerian to freely trade in Gabon or Zambia or a Kenyan to freely trade in Egypt or Cameroon without a unified regional health and safety legislative framework. I think, we need to rethink this process.
It is also difficult
to clearly understand what level of funding that health and safety attracts in
Africa. We can clearly assume that it is grossly underfunded. This can be seen
in the quality and outcomes of work done by agencies of government across many
countries in Africa. The Abuja Declaration of 2001 mandated all African Heads
of States to increase their national healthcare budget to 15% (5). 19 years
later, only South Africa and Rwanda have met the demand. With the state of
healthcare in many countries, one can assume that workplace health and safety
continues to be underfunded in Africa. This underfunding has handicapped regulatory
government agencies. Of note is the insufficient number of workplace health and
safety inspectors across Africa, leading to poor inspections. In most
countries, there are workplaces that have not been inspected for over five years,
making it difficult to know what goes on in these workplaces. Other challenges
include the inadequate inspector training and unavailable resources needed to do
the inspections. These all need urgent improvement (7).
The implementation of safe processes across African workplaces is also hindered by there being insufficient institutions for health and safety training and standardization. Few institutions offer health and safety courses in Africa. Some Africans have managed to access education in the West at a very high cost which very few families or individuals can afford. As a result there are very few qualified Occupational Health and Safety Practitioners in Africa while many are learn on-the-job and this is not safe.
When you do not set a standard, everything you see will look like a standard. There is the clear need for the region to have defined standard training requirements. For example, what constitutes a standard First Aid Training? What constitutes a standard Risk Assessment Training? What are the standard contents that must be found in these training modules and how many learning hours should we consider adequate? We do not currently have this in Africa and people offer different training programmes, applying whatever standards as they deem fit. This contributes to the lack of coherence in workplace health and safety practice in Africa. There have been cases where training certificates are turned down or rejected in other countries because they were below standard. The question is, what is the standard? And what certificates should be issued? Training programs need to be well defined and standardized across the continent. If we get this right, this will created an opportunity for institutions of learning to develop health and safety programs into existing faculties.
As already mentioned, across the continent occupational health and safety legislation is grossly inadequate and, in most instances, obsolete. Where scanty pieces of the law exist, enforcement is poor. Safety and Health Inspectors, mostly from Ministries of Labour, are responsible for enforcement but they are either too few in number or not properly trained on their roles, and this makes enforcement difficult. Many have qualifications that are not related to occupational safety and health but get little training in employment and are deficient in the knowledge and may not be able to conduct effective inspections. Therefore, enforcement suffers as a result of these inadequacies.
Poor research capabilities in Africa by African health and safety practitioners is yet another challenge. We need to scale up occupational health and safety research capabilities. While there are pockets where research is done, improvement is required and more articles need to be published in accredited, peer-reviewed journals. Research helps to identify problems and provides evidence to support the development of interventions. Practitioners should be trained in research methods and on how to secure funding for research. With this, Africa will be able to develop capacity in new areas, identify health and safety challenges and provide solutions instead of waiting for experts from the West to do the research.
The National Institute of Occupational Health (NIOH) in South Africa, is an ILO and WHO collaborating centre in Africa. This is good but there is the urgent need to set up smaller research centres across all four sub-regions in Africa. I suggest that such sub-regional centres as being closer to the issues and could conduct research locally while the NIOH assumes the role of an African flagship occupational health research centre. Every research carried out from these 4 smaller centres are all fed into NIOH as a regional repository. Researchers able to find a single source of materials for Occupational Health and Safety Research in Africa will be a good idea.
While there are many challenges in occupational health and safety and with implementation of improvements in workplaces in Africa, these problems can be fixed if we approach them in a more structured manner with honesty and commitment from all stakeholders. When you look at these issues, they are not so complex, they are not above us all. We can fix them with mindful use of the available resources and expertise from across Africa
What will be the eventual outcomes if we all commit to fixing these challenges? At the very least, employees’ families will live with the assurance that their loved ones will work in safe conditions and return home at the end of the day. This will make African workplaces safe and healthy to work in, saving time, cost and improving productivity.
1. Kariba, F. (2020) “The Burgeoning Africa Youth Population: potential or Challenge” Cities Alliancehttps://www.citiesalliance.org/newsroom/news/cities-alliance-news/%C2%A0burgeoning-africa-youth-population-potential-or-challenge%C2%A0
2. Faria, J. (2021) “Rate of young people not in education, employment of training (NEET in Africa from 2012 -2021” Statista https://www.statista.com/statistics/1266094/youth-neet-rate-in-africa/
3. World Health Organisation. Protecting Workers’ Health 2017 Nov 30 https://www.who.int/news-room/fact-sheets/detail/protecting-workers'-health (accessed 30 May 2022)
4. Theron, A. (2016). “Africa to prioritise health and safety as an economic development determinant”. ESI-Africa. https://www.esi-africa.com/features-analysis/africa-to-prioritise-health-and-safety-as-an-economic-development-determinant/
5. Olarere, N., Gatome-Munyua, A. (2020) “Public Financing for Health in Africa: 15% of an Elephant is not 15% of a Chicken”. African Renewal. https://www.un.org/africarenewal/magazine/october-2020/public-financing-health-africa-when-15-elephant-not-15-chicken
6. Biegon, J. (2020) “19 years ago
today, African countries vowed to spend 15% on health”. African Arguments.
https://africanarguments.org/2020/04/19-years-africa-15-health-abuja-declaration/
7. Mashwama, N., Aigbavboa, C., Thwala,
W. (2019). Occupational Health and Safety Challenges Among Small and Medium
Sized Enterprise Contractors in South Africa. In: Goossens, R. (eds) Advances
in Social and Occupational Ergonomics. AHFE 2018. Advances in Intelligent
Systems and Computing, vol 792. Springer, Cham.
https://doi.org/10.1007/978-3-319-94000-7_7
Tuesday, April 19, 2022
Thursday, April 14, 2022
Monday, January 24, 2022
DO NOT JUST TRAIN YOUR EMPLOYEES, TRAIN THEIR FAMILIES ALONG!
Workplace health and safety processes, patterns and scope will continue to evolve along with the new workplace realities.
Trends have made us to realize the need to adopt employee/employee's family-centered approach as a decent workplace management system. When we employ a man or a woman, by extension, we have employed their families and this should be given due consideration in our management systems.
Employees' productivity, mental health and wellbeing are not an exclusive issue that have to do with the workplace, the home and family account for a huge deposit of the outcomes whether positive or negative. I am able to work and deliver comfortably because my home front is ok, the moment this changes, my work suffers.
Notably seen in most organizations, employees annual health assessment programs only cover the principal (employee) and never extended to his or her spouse and even in some systems where these are extended, only skeletal part of the programs gets approved. The truth is, when an employees spouse or any of his or her children suffers ill health, that employee suffers along side and the employer by extension also suffers.
Let me share an example.
A certain organization saw it necessary to train every employee on fire safety and response and at the end of the training, they bought extinguishers for all their employees to take home. This, i would have thought was fair enough but employees families were left out of these trainings. You only trained the principal to be available to respond to fire should it happen in the office but the most important critical element for his own safety were left out - the employees family.
Remember, the employees are hardly at home, they spent a higher number of their wake hours at work.
This fateful day, there was a fire outbreak in the residence of one of the employees, there were fire extinguishers but no one in the house knew how to operate them, the spouse took the children and ran to safety while they watched in tears everything that they had labored for went down in flames. Though fire fighters finally came to the rescue but not so much could be salvaged. It would have been a different story if the employees family were also trained on fire prevention and response.
Can we make workplace management systems more flexible & perhaps consider employees' families as extension of us also? We need more innovative approaches to workplace management system.
My name is Ehi Iden, i am an Occupational Health & Safety Management Consultant in Africa, i advocate for EMPLOYEE/EMPLOYEE'S FAMILY MANAGEMENT SYSTEM.
Sunday, August 8, 2021
Ergonomics Management in Remote Work
Tuesday, August 3, 2021
The State of Deskless Workforce: An Eye Opener Needing Our Collective Action.
I have worked within the field of
Occupational Health and Safety for over 2 decades, the most interesting part of
this profession is the dynamism and quick unearthing of new subject areas. I
find this really exciting above everything else.
A short while ago, I came across a
report titled “The State of Deskless
Workforce 2021”, the word “Deskless” caught my attention and made me read the
entire report which opened my mind to a new dimension of knowledge.
To a great extent, I have lived with the knowledge that some people work in spaces where they do not necessarily sit behind a system or the luxury of having a desk but I never knew they was an already categorised population of global workforce that falls within this bracket. According to the 2021 report from Quinyx, 2.7 billion workforce are deskless and this is nearly 80% of global workforce. These workers are so important, they are the heroes that keep our lives and economies running, they are the frontline workers found in healthcare systems, delivery drivers, bartenders, grocery store workers, security personnel, janitorial service workers and workers from manufacturing companies etc.
A deskless worker can be defined as anyone
who do not sit behind a desk or computers to perform their job. These set of
workers played a very crucial role during the pandemic when many countries were
on lock-down, they did not have the luxury of working from homes instead they
were daily on the roads serving us all and ensuring life goes on even when 22%
of them do not feel safe at work because of COVID-19. They have been described
in some studies as the forgotten workforce, underserved with technology and
poorly managed by their employers. The deskless workforce honestly deserve to
be better managed, have fair work schedules and a better work-life balance. As
documented in the 2021 report, 51% of deskless workers go to work sick because
they cannot afford to take time off, 21% do not feel appreciated at work, 57%
said their personal care time suffer due to work schedule while 50% reported
noticing understaffing issues mostly when you have to cover for a staff who did
not come to work yet without an extra pay, these all put together affects these
set of workers in a number of ways. These can also be linked to the high staff
turnover suffered by organizations where this set of workers are employed. As
stated in this report, 29% said they had to leave their jobs because of lack of
notice in scheduling changes, I have personally seen this happen severally in the
years I spent managing hospitals. We should not forget, workers feel more
comfortable and secured in places where they feel appreciated and cared for.
Because they are mostly not considered in the use of technology in their
workplaces, communication between managers, staff and colleagues can therefore
suffer. One key question that should be asked is, are this set of workers also
considered in the future of work? While we make apps, cloud platforms and SaaS
offerings for desk based workers, only 1% of business spending currently focus
on deskless technologies. This was again validated with the 43% who said
Managers do not have a tool or mobile app that makes it easy to swap shift with
colleagues. It will be ideal to see more investments made in this direction
towards alleviating most of the threats currently faced by the deskless work
population.
Only 23% of deskless workers have paid
sick time while 51% go to work sick because they cannot afford sick time off.
Majority of them hardly have time for recovery from ill health because there is
no paid sick time and this has a high possibility of triggering employees’
burnout and increased stress. It is high time that opinion leaders and
wellbeing policy experts started lending their voices to the plight of this
category of workers in terms of fair labour policies and flexibility of work. As
already documented in the 2021 report, 35% of the workers said they would
rather have flexible schedule than higher pay. This is the extent of these concerns.
Allowing employees to have control
over their jobs is a strong ingredient towards mitigating psychosocial risks,
human beings are not robots, they need that freedom to be expressive and if
this is not happening, their creativity will be dampened and this is not is
anyone’s best interest. Deskless workers who feel pressured to take shifts that
they do not want was placed at 37%, while 32% of workers are unable to swap
shifts with coworkers except they have to call their Managers first as reported
by 55% of the study population. I think this has a high degree of contributing
to presenteeism and rate of accidents among workers, optimal performance in
workplace has a lot to do with the psychological readiness of employees and
this must be clearly understood by both employers and line managers.
Motivation and incentive programs are
mostly found lacking in most workplace management systems where profits are
prioritized over the safety, health and wellbeing of employees. This report
also shows that 50% of respondents noticed understaffing issues, mostly when
you have to cover for workers who are absent from work without an extra pay.
This body language again shows lack of care towards employees, we must keep in
mind that employees flourish and make sacrifices in systems where they feel
cared for and not otherwise. Also in this report, this has clearly obvious with
21% of the workers reporting that they do not feel appreciated at work and of
this percentage of workers, 58% of them further indicated that their employers
see them as disposable hence they contact workers during off hours for
scheduling issues as reported by 79% of the population surveyed. This has a
huge negative impact on employees’ morale and self-esteem leading to high staff
turnover. I am happy to see some countries already putting up legislations that
do not make employees accountable to respond to official emails after work
hours. We have seen France being documented in 2017 as the first country to
sign into law the “Right to Disconnect”. Under this law, the employee is not
obligated to respond to emails from employers after work hours. We have seen
countries like Philippines, Spain, and a few others implement this law while countries
like Belgium, The Netherlands, Luxembourg, India, Quebec and the Federal Government
of Canada have all proposed laws considering adopting this right. We really need
to draw a clear line between personal time and work time, it is disrespectful to
encroach into employees’ personal time which most times are done even without
any consideration.
The truth is, when we read the entire
Deskless Workforce Report 2021, you will agree with me that these are indeed
the underserved majority who are neither considered in technological investments
by organisations and in some instances, they are also poorly legislated for in
most countries yet they are a nerve in global growing economies. Can thought
leaders, captains of industries, policy makers, labour administrators,
technology inventors and many others sit back for once and consider these sets
of people in our designs, policy formulation processes, management systems and
business processes? It is better to
consider their plights now and find ways around mitigating them than having an
aged retired population of over 2 billion people characterized with work
related illnesses to deal with in the future.
We can be good leaders if we consider
empathy in our management systems and this will go a long way in reducing the
prevalence of most of these workplace conditions such as stress, burnout, poor
work-life balance, understaffing and non-flexible work schedule as rightly
highlighted in this report. The need for a safe and decent workplace culture
that places value on humanity above everything else. The deskless workforce are
people we see daily around us, if we cannot fix their issues, let’s not also
make their conditions more difficult for them by treating them less than
humans. Empathy is placing yourself in another person’s shoes, apathy is
showing lack of interest or concern in another person’s condition. If we must
fix this growing concern, we all need to show honesty and agree that this is a
workplace problem.
REFERENCES
Quinyx, The State of the
Deskless Workforce 2021. Available from: https://www.quinyx.com/en-us/deskless-workforce
(accessed 2 Aug 2021).
Laroui, F. (2019). The
Rise of Deskless Workers. https://www.exoplatform.com/blog/2019/08/20/the-rise-of-deskless-workers/
(accessed 2 Aug 2021)
Xuezhao, L. (2019) The
Billion-Dollar Ideas That Transform The Deskless Workforce. https://www.forbes.com/sites/lanxuezhao/2019/06/17/the-billion-dollar-ideas-that-could-transform-the-deskless-workforce/?sh=38fa2be0a4fa
(accessed 2 Aug 2021)
Morris, D. (2017). New
French Law Bars Work Emails after Hours https://fortune.com/2017/01/01/french-right-to-disconnect-law/
(accesses 2 Aug 2021)
Ornstein, D, Collins E
and Glassberg, J. ((2019) More Countries Consider Implementing a “Right to
Disconnect” https://www.internationallaborlaw.com/2019/01/29/more-countries-consider-implementing-a-right-to-disconnect/
(accessed 2 Aug 2021)
Monday, March 22, 2021
ERGONOMICS MANAGEMENT IN REMOTE WORKING IN POST COVID ERA
The
future of work became a prominent discussion item in global occupational health
and safety conversations in the latter part of last millennium. Predictions on
the new kinds of work and changes in employment patterns were projected to 2030,
but, little did we know that the COVID-19 pandemic would come and force remote
working on the global working population. While lockdowns have relaxed in most
countries of the world, working from home seems is a working pattern that seems
to have come to stay. According to the 2021 Buffer study on the state of remote
work, 99% of the participants stated that they would prefer to work remotely,
at least some of the time, for the rest of their careers.1 A BBC
report stated that 50 of the biggest UK employees said they have no plans of
returning all of their employees to full time office work in the near future.2
Some organizations are calling for 100% remote work, without physical office
work whatsoever.
Remote
work has become a legacy of the COVID-19 pandemic. Before the compulsory
lockdowns, most organizations had no plan for remote work and, initially, many employees
struggled adjust to working from home - and many are still struggling to date.
The transition was abrupt, with little opportunities for adequate education and
training on safe and healthy remote working, and to make provisions for
adequately-equipped home offices. This has resulted in workers developing back pain that are linked to
poor remote working conditions. The growing burden of mental health issues,
increased sedentary behaviors and poor ergonomics conditions are concerns in
working populations globally. Conversations in Nigerian organisations have
revealed that there have been several discussions and engagements with
employees on mental health issues and sedentary behaviors but little has been
done on training and awareness on how to the management ergonomics conditions
while employees work from home. Increases in employee hospital visits due pain
in the lower and upper back, neck, wrist and eyes have been observed.3
We also made similar observations
in Nigerian organizations. Pain management is a delicate issue that is
better prevented than managed. Pain is linked to insomnia and this also has a
high potential to negatively impact employees’ productivity if not controlled.4
There
are still a number of struggles in understanding the true meaning of ergonomics.
Some people see it as provision of adjustable seats, desks or workstations but
the truth is that one can have these adjustable work tools and still suffer
from ergonomics conditions. In 1949, K.F.H Murrell coined the word ergonomics from
two Greek words - “ergon” meaning work and “nomo” meaning law. It is the law of
work.4 According to the International Ergonomics Association, it as the
scientific understanding of the interactions amongst human and other elements
of a system.5 It is not the sophistication of the work tools that matter but
the way in which they adjustably fit or compatibly align with the physical body
structure of the user. Office workstations can be occupational hazards worsened
by lack of ergonomics planning when working from home.
From
the interactions with employees from different organisations, we have realised that
in spite of the sudden relocation of work from the office to home, some
organizations have made impressive provisions to cushion to potential ergonomics
risks. Some have allowed their employees to buy adjustable seats and desks and reimbursed
them while other have allowed employees to relocate their work desks and seats to
their homes. Many employees have been left to work from makeshift workstations
and desks, coffee seats, sofas, kitchen seats, and beds. This was alluded to in
the recent report from BUPA which stated that over 11 million Brits are now in
pain from working from home and only 32% of them have dedicated workplaces in
their homes. 6 At the start of the pandemic, no one knew how the long lockdowns
would last, so these inappropriate work tools were manageable while within
acute stage. However, over the time workers started reporting ergonomics
illnesses and disabilities.
It
is reported that four in five workers who started working remotely during the lockdowns
have developed some form of musculoskeletal disorders. 7 The report placed low
back pain at 50%, neck pain at 36%, shoulder pain at 28% of harm to employees
while 46% of the employees said they have been taking painkillers more often
than they would like to. These outcomes are indicative of poor body postures
while using wrong sets of work tools. In the future, this may be a constant issue;
hence, the need to start addressing it from both national and enterprise levels.
Modern
workplaces and work processes are characterised by all kinds of devices and
every new technological device comes with its own set of risks. Most of these
devices, including laptops were not designed with ergonomics in mind and the
safety and wellbeing of the users were not adequately considered. So when using
these devices, we need to keep an open mind and think of ways to use them safely.
With more than four billion people accessing the internet via smart devices for
both work and leisure purposes, there is an urgent need to acknowledge that
these have a high potential for illnesses that did not exist two decades ago. 8
While work with these devices, the body is placed in awkward postures, hunching
or tilting the head downwards, which places an increased load on our vertebral
column.
The
average human head weighs four to six kilograms - this is a load on its own and
correct placement reduces upper back pain. 9 When we tilt our heads forward by
15 degrees, the load placed on the vertebral column increases by 13.5 kg and
this further increases to 25 kg if the heads is tilted by 45 degrees. 10 One of
the main laws in ergonomics management is proper body positioning of the neck
and head, and adoption of a neutral body posture. This is achieved through the
correct use of adjustable work tools, especially the remote work space.
Risk
exposure is always measured by duration and frequency of exposure. While remote
working has created a very blurred line between our private time and work time,
it is important to keep in mind the need to take intermittent breaks. We need resist
the temptation to be glued to our laptops all day by being intentional and
personalizing our health and wellbeing. We need to take regular breaks, where
we get off our seats stretch out, walk around gaze at some distance for a
while, to relax the tensed muscles in our limbs and eyes. The body adjusts to bad
postures developed through prolonged sitting. Such postures can become “normal”
to the body making the regaining of normal postures increasingly difficult, as the
correct position is deleted from muscle memory and replaced with the new one. This
increases the tensions on our back, neck and shoulder muscles and bones which,
in turn, brings about irreversible changes in the skeletal structure. We should
not trivialize awkward body posture or poor ergonomics conditions as they can lead
to irreparable damage. 11
Employers
are beginning to analyse and use their data to create smart interventions for
their workplaces. But where do we really begin our interventions from? There is
no one-style-fits-all approach to this. Employers need to listen to their
employees to understand the size of their concerns and where the risk lies. A
starting point is Remote Work Risk Communication. We might have missed this at
the start of the lockdowns but this should be part of continuous and daily
communication with employees. Employees need to be heard in order identify areas
where they need support. The need to profile employees is also a very key
aspect we must consider, this will help identify the employees with existing
ergonomics conditions who the organization may have even catered for already by
getting them seats and desk that ameliorated those concerns. Such employees
have been working from home for over a year now while their seats remain unused
in the office. Companies should consider allowing such employees to take those
seats home to set up their home offices. Continuous training on how to adjust
work tools is also very important. This could be done weekly for five minutes
during our meetings.
There
is a popular concept for ergonomics management called “NEW”:
N –
neutral Posture: It is expected that this posture is maintained while
sitting or standing. It keeps the pelvic out of awkward positioning to avoid
pain.
E –
ye and Elbow Height: Whatever type of desks or seats are used, ensure the
keyboard (ASDF home row) is well positioned at elbow level while the top of
monitor should be at, or slightly below eye level. This prevents tilting of
head or hunching over the monitor which are sources of body pain.
W-ork
Area: Creating both
primary and secondary work zones. The areas within your table where your hands
can reach without difficulties are your primary areas and the materials
frequently used should be kept within those areas. Secondary work zones are
areas within the outstretched arms where materials that are not frequently used
can be placed. 12
While
some employees may have decent ergonomics seats for work at home, others
improvise by creating lasting ergonomics comfort with their existing seats.
Placing a thin pillow on your seat can make an ordinary chair much more
comfortable, with the pillow offering lumber support to the spine. Many
household items can be used for work comfort, for example, putting a firm
cushion or a tightly folded towel under the buttocks will raise the hips and
increase the curve of your spine, making sitting more comfortable.
The
20:20:20 rule is also very good for control of eye strain. Learn to take micro
breaks of 20 seconds in every 20 minutes and stare at things that are at least
20 feet away. This helps reduce eye muscle tension. The need to take
intermittent “stretch breaks” within work is crucial, you use this to create
changes in body postures and also stretch out. You need to incorporate this
into your daily work plan and where possible, set reminders on your phones.
Placing your printer in another room entirely is also helpful, this makes you
to leave the seat for micro breaks to collect printing.
We
must learn to place our work equipment properly in improving awkward body
positioning and one of such critical tip
is ensuring monitors are places 20 – 40 inches (above and arm’s length) away
from the eyes. The monitor’s distance should be about 20 inches away when using
small screens and even further away as the screen size gets larger. A lap top
stand is very useful in proper monitor alignment. If the feet are not rested
properly on the floor once the seat’s height has been properly adjusted, you
may also need a foot rest to allow your hip bone sit properly and this will
help avoid the pain that will come from this part of the body. If you have no
foot rest readily available, you can always improvise by placing cartons, piles
of books or stacks of clothes under your feet.
There
are other smart prevention exercises that also help. These include:
Eye rolling and eye
rest: Close your
eyes and roll your eyes clockwise all the ways round for three times and you
repeat the same process anti clockwise for another three times. Just like the
20:20:20 rule, this helps in the release of the tensed muscles in the eyes.
Warm-up: You drop your head gently to your
chest while breathing in and slowly roll your head up to your left shoulder,
then while breathing out slowly, roll your head back to center. You repeat this
to the right and three times on each side with do. This helps relax the tensed
muscles within your neck and aids flexibility in movement of the head.
Head tilt: Maintain a neutral position and tuck
in your chin, slowly tip your head to the left hand then return to the centre,
then tip to your right and return to the vents. This should be repeated three
times on each side.
Head turn: In a neutral position, slowly turn
your head and look over your left shoulder, hold for a few seconds, go back to
the center and then repeat to the right. You can repeat this three times in
each side.
In
doing these, it gives you another opportunity for micro breaks and helps
release tensions from those parts of your body as necks, shoulder, eyes, back
and many others where you have heavy burden of ergonomics-related conditions.
Work
life is only for a season but your life must continue even after work, while we
are all busy in our different job roles today, let us keep in mind that any
harm to our bodies will have consequences in the future. The cumulative effects of poor ergonomics
behaviors should be duly considered while remote working continues. We must
continue with ergonomics education on remote working and organisations must
endeavour to offer all needed administrative support to ensure that employees
remain well and productive.
References
1. Buffer. State of
Remote Work; 2021. Available from: https://buffer.com/state-of-remote-work-2019
(accessed 26 March 2021).
2. Jack.
No plan for a return to the office for millions of staff; 2020, BBC News.
Available from: https://www.bbc.com/news/business-53901310 (accessed 26 March 2021).
3. BUPA. Hurting from Home: 11 Million Home Workers in Pain
(accessed 14th May, 2020). https://www.bupa.com/newsroom/news/hurting-from-home
4. Oliver, R. L, Taylor, A. and Oliver,
R. (2017). Chronic Insomnia and Pain. Practical Pain Management Journal https://www.practicalpainmanagement.com/pain/other/co-morbidities/chronic-insomnia-pain
5 . OSHWIKI. Ergonomics (21st
Sept. 2017). https://oshwiki.eu/wiki/Ergonomics
6.
BUPA. Hurting from Home: 11 Million Home Workers in Pain
(accessed 14th May, 2020).
https://www.bupa.com/newsroom/news/hurting-from-home
7. Webber, A. (2020). Working from home: Four in five develop
musculoskeletal disorders pain. Personnel Today. https://www.personneltoday.com/hr/working-from-home-four-in-five-develop-musculoskeletal-pain/
8. Statista. Global Digital Population (accessed Jan. 2021) https://www.statista.com/statistics/617136/digital-population-worldwide/
9. Tallinn University. Kristi Pedak-Who is Homo Computerus? (accessed 15th
April, 2016) https://www.tlu.ee/en/news/kristi-pedak-who-homo-computerus
10. Tallinn University. Kristi Pedak-Who is Homo
Computerus? (accessed 15th April, 2016) https://www.tlu.ee/en/news/kristi-pedak-who-homo-computerus
11. National Research Council
(US) and Institute of Medicine (US) Panel on Musculoskeletal Disorders and the
Workplace. Musculoskeletal Disorders and the Workplace: Low Back and Upper
Extremities. Washington (DC): National Academies Press (US); 2001. 8,
Interventions in the Workplace. Available from: https://www.ncbi.nlm.nih.gov/books/NBK222447/
11. Jaffar, N., Abdul-Tharin, A.H., Mohd-Kamar,
I.F. and Lop, N.S (2011). A Literature Review of Ergonomics and Risk Factors in
Construction Industries. Elsevier Ltd. Open Access under CCBY-NC-ND license. https://www.sciencedirect.com/science/article/pii/S1877705811029511
12. Davincenzo, K. How Reach Zones Help Manufacturing
Employees Lead Safer Lives (accessed 21st Nov. 2018) https://www.work-fit.com/blog/how-reach-zones-help-manufacturing-employees-lead-safer-lives
