Diversity in OHSMS standards: Why We Must Evolve From Generic to Specific

Diversity in OHSMS standards: Why We Must Evolve From Generic to Specific

This is the first in our series of articles looking at some of the issues that are under discussion within ISO/TC 283/WG 6 as we work to develop the next edition of ISO 45001:2018 Occupational health and safety management systems — Requirements with guidance for use.

In this series we will examine the ideas without naming the specific language the committee is considering (which is bound to change). In this first article we will examine the importance of being specific about the aspects of diversity that should be considered when understanding the needs and expectations of interested parties.

Why is diversity in OH&S management important?

The evolution of OH&S management systems reflects growing recognition that workplace safety can’t be achieved through one-size-fits-all approaches. The proposed revisions to ISO 45001 shift away from vague aspirations about “considering diversity” to recommending clear, specific attention to the worker characteristics that affect safety outcomes.

Why does generic language fail to drive change?

While broad terms like “all workers” or “diverse needs” sound inclusive, feedback to ISO shows this language often fails in practice. Organisations tend to interpret such terms through the lens of their dominant workforce, defaulting to assumptions about an "average worker"—which leaves many others unprotected.

Generic language can create the illusion of compliance. For example, organizations may assume they’ve “considered diversity” without asking whether their risk assessments account for pregnancy, whether evacuation procedures reflect mobility needs, or whether safety information is truly accessible and understood by everyone due to difference in language, or even how employees take in information.

How Can Explicit Requirements Help Organisations Achieve Better Results?

Requiring organisations to explicitly consider aspects such as age, gender, disability, and language (amongst others) transforms diversity from theory into something actionable—and auditable.

This has two major benefits:

1. Clarity of scope: Professionals no longer need to guess at the boundaries of relevant worker characteristics. For example, age-related factors extend beyond ergonomics to include developmental readiness in younger workers, medication interactions in older workers, and differing recovery times across the lifespan. Or consider caring responsibilities—whether for children, elderly parents, or others—which affect fatigue, availability for shift work, and capacity to participate in safety activities.
2. Structured thinking: If, for example, the standard requires consideration of literacy and language, organisations will be prompted to reassess the accessibility of safety training, communication, and emergency procedures—going far beyond surface-level translation.

But – should social considerations really be part of OH&S?

Some argue that OH&S should focus solely on technical risks. But this overlooks the reality that worker characteristics are safety critical. Workers don't transform into uniform, interchangeable units when they clock in—they bring their whole selves, including their capabilities, personal circumstances, and responsibilities. These differences affect how hazards are experienced and how controls perform in practice  – presenting both risks and opportunities – and organizations need to ensure they are properly considered.

To that end, ISO 45001 doesn’t prescribe solutions—it requires structured consideration. What that looks like will differ across sectors and geographies, but ignoring these factors is no longer an option.

Is there a Business Case for Specificity?

Absolutely. Inclusive safety approaches not only reduce incidents—they also improve engagement, productivity, and compliance. When we consider the full diversity of our workforce, we spot risks and opportunities we might otherwise miss. Research demonstrates that inclusive safety approaches reduce incident rates, improve worker engagement, and enhance regulatory compliance. When organizations systematically consider the full spectrum of worker characteristics, they identify hazards and develop controls that might otherwise be missed.

And finally, will the Implementation of specific diversity requirements signify a Cultural Change?

Yes. Recognizing the existing, sometimes not visible, diversity of a workforce and embedding inclusionary practices isn’t just a procedural update—it marks a maturity shift in how we approach safety management.

It pushes the profession to grow—beyond technical competence to include cultural awareness, inclusive communication, and systems thinking. The aim is not reactive accommodation but proactive, inclusive design.

Explicit diversity requirements show ISO 45001 moving in step with evidence, practice, and principle. It reflects what the best safety professionals have always known: you cannot protect workers you do not see.