In sectors with a traditionally high risk profile, like manufacturing, construction, rail and transportation, understanding how individuals approach risk is crucial for both safety and success. Decisions that involve risk-taking impact everything from innovation and strategy to day-to-day safety. Most workforces have to deal with risk on a daily basis, so understanding differing attitudes towards it can help manage it.

One of the more nuanced aspects of workplace dynamics is how gender can influence attitudes to risk. While individual risk tolerance varies, research consistently shows trends in how men and women perceive and respond to risk in professional settings. Exploring these differences can help organisations foster a more inclusive, safe environment where all employees are empowered to contribute to decision-making and risk management.

Over time, considerable research has been devoted to understanding factors that influence how individuals perceive and respond to workplace safety risks. This post looks at how gender differences shape these attitudes, examining the underlying factors, their impact on workplace culture, and the implications for workplace safety strategies.

Gender segregation in the workplace

The UK workforce is now made up almost equally of men and women, with just over 16 million women in employment as of 2023. However, most sectors remain significantly segregated, often as a result of gender bias and prejudices about the capabilities of women and men.

Female and male employment is often concentrated in particular roles and sectors, in what is known as ‘horizontal segregation’. For example, men make up the majority of the construction workforce (up to 89%), while women make up considerably more than half of the public sector workforce (65%). This can mean a different level of exposure to various types of risk based on gender, due to the type of role and industry.

Another type of gender segregation is ‘vertical segregation’, which is where career progression is restricted based on gender. Although there has been much progress towards parity over the last decade, only 34% of senior management positions are held by women globally. Just 22% of UK mid-market businesses have a female chief executive officer (CEO) or managing director (MD), and it is estimated that at the current rate of progress parity for women in senior management won’t be reached until 2053 at the earliest. Because of this strong occupational segregation in the labour market, women and men may be exposed to different workplace environments and risks, and experience different demands, even in the same sector or when carrying out the same roles or tasks.

Other gender differences in workplace conditions may also have an impact on health and safety at work. For example, women are more likely to be in lower paid, less stable roles, which may affect their working conditions and the hazards they are exposed to. Women are also more likely to stay in the same job longer than men, which can mean they are exposed to any present hazards for more sustained periods. According to Unison, women are less likely to work in jobs with strong trade union representation, which can also be an important factor in successful risk prevention.

Risk perception: How men and women view risk differently

One key area of gender difference lies in the perception of risk. Studies have indicated that men and women often evaluate the same situations differently in terms of risk and reward. Men tend to view risk as an opportunity, especially in areas like business, investment, or leadership. They are more likely to emphasise potential rewards and downplay the chances of negative outcomes. This perception can lead to greater risk-taking behaviour in decision-making, entrepreneurship, and career advancement.

Research also suggests that men may take risks as a form of workplace competitiveness or as a display of masculinity. In industries dominated by male workers, there is often an unspoken pressure to "tough it out," which can lead to disregarding safety precautions. This culture of risk-taking can be compounded by the perception that complying with safety regulations is a sign of weakness, thus leading men to downplay the importance of workplace safety.

Women, on the other hand, are more likely to be attuned to the potential downsides of risky actions. Rather than focusing solely on rewards, women tend to consider the broader implications of risk, including how it could affect others, and any negative impact on safety. This doesn’t mean that women are inherently averse to risk, but they often approach it more cautiously, seeking to minimise potential negative impacts. This mindset can sometimes be perceived as risk aversion, but it can also be a strength when it comes to making calculated decisions that prioritise sustainability and long-term success.

However, this aversion to risk may also have downsides. Women’s tendency to avoid risky tasks or roles may limit their opportunities for advancement in certain industries, particularly those that require a high tolerance for risk. Additionally, women may face challenges in male-dominated workplaces where their risk-averse attitudes are viewed as overly cautious or hindering productivity.

Strategies to address these issues

Understanding the gendered differences in workplace safety attitudes is crucial for developing effective safety strategies. Employers must recognise that men and women may perceive and respond to risks differently and create safety programmes that account for these differences.

Key strategies include:

Tailored safety training: Providing safety training that addresses gender-specific concerns can enhance engagement and compliance. For example, training programmes for those in high-risk industries should emphasise the long-term benefits of adhering to safety regulations, while training for women in male-dominated industries should empower them to advocate for their safety without fear of backlash.
Encouraging a safety-first culture: Leaders must foster a culture where safety is prioritised over risk-taking, regardless of gender. This includes creating an environment where all employees feel comfortable reporting safety hazards and suggesting improvements.
Promoting gender diversity in safety committees: Including both men and women in safety committees ensures a balanced approach to identifying and mitigating risks. Gender diversity can help to create a more comprehensive safety strategy that addresses both physical and psychological risks.
Addressing psychological safety: Employers should take steps to address not only physical safety but also the psychological safety of employees. This includes preventing workplace harassment and bullying, and providing support for employees dealing with stress and mental health issues.

Conclusion

Although research has shown that gender can affect workers’ attitude to risk and their safety in the workplace, it is important to remember that gender differences should not be accepted as ‘the norm.’ Indeed, these differences can vary between industries, but can also be challenged and changed through shifts in attitude and education. However, being aware of the issues relating to gender in workplace safety ensures employers can continuously strive to maintain safer work environments and general staff wellbeing.

Attitudes towards workplace safety risks are shaped by a complex interplay of gender, industry, and cultural expectations. Men and women tend to perceive and respond to risks differently, with men often showing a higher tolerance for physical risks and women demonstrating greater caution and risk aversion. However, by understanding these differences and creating inclusive, gender-sensitive safety policies, employers can foster a safer, more productive workplace for all employees.