WinSHEQ raises concern over “invisible hazards” in women’s safety roles

Women in Safety, Health, Environment, and Quality (WinSHEQ) has called for organizations to recognize psychosocial hazards as critical occupational health risks, particularly within their Environmental, Social, and Governance (ESG) frameworks.

The call came from Comfort Ekpe, founder of WinSHEQ, during her keynote address at the 2026 World Day for Safety and Health at Work, marking the International Labour Organization’s campaign on “A Healthy Psychosocial Work Environment.”

Ekpe warned that current enterprise risk management systems focus predominantly on physical dangers while overlooking the psychosocial hazards embedded in workplace cultures, hazards that directly impact workers’ mental health, wellbeing, and productivity. “I am calling for a total overhaul of how companies define Social Risks in occupational health and safety,” she said.

These invisible hazards include microaggressions, exclusion from decision-making, systemic discrimination, and the relentless pressure women face to repeatedly prove their competence. When psychological safety is absent,

Ekpe explained, women self-censor, disengage from critical hazard reporting, stall in career advancement, and ultimately exit the profession entirely.

The occupational health crisis is acute for women in safety-critical roles. Women comprise only 21 percent of the global safety workforce and hold far fewer senior leadership positions.

The ILO identifies work-related stress, violence, and harassment as major occupational health concerns in the 21st century—yet most organizations fail to classify these as measurable hazards requiring structured mitigation.

Ekpe emphasized that psychological safety represents a Social and Governance issue fundamental to ESG frameworks. “A ‘safe’ workplace is one where psychological safety, equity, and belonging are the bedrock of the culture,” she stated. “When we prioritise the psychosocial well-being of the most vulnerable or underrepresented among us, we create a safer, more robust environment for everyone.”

Physical barriers compound occupational health risks. Many women continue using personal protective equipment designed for male body types, creating higher injury rates and ergonomic strain. This structural failure reflects broader governance gaps. Women also face what Ekpe calls the “double burden,” managing professional responsibilities alongside an average of three hours more unpaid care work daily than men globally, increasing occupational stress vulnerability.

These occupational hazards generate tangible business costs: elevated absenteeism, reduced engagement, and loss of experienced staff. Conversely, organizations prioritizing psychological safety, equitable decision-making, and zero tolerance for harassment see strengthened safety outcomes across all metrics.

WinSHEQ urges organizations to embed gender-responsive occupational health practices into their Social and Governance commitments. This requires classifying psychosocial hazards as measurable occupational risks, implementing zero-tolerance harassment policies, establishing comprehensive mental health programs aligned with occupational health standards, and ensuring women’s participation in safety-critical decisions.

“We cannot claim to manage enterprise risks effectively if we ignore the workplace cultures that silence half our workforce,” Ekpe said. “Occupational health governance must address both visible and invisible hazards. No one should be deprived of safe and healthy working conditions simply because of their gender.”

As organizations report on ESG commitments and occupational health compliance, WinSHEQ’s message is that psychological safety is not peripheral but a core occupational health imperative that requires immediate integration into corporate governance frameworks.