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Syazwana (Wana) is a Safety and Health Inspector from the national regulatory body in Brunei Darussalam. With a background in forensic science from King’s College London, she has five years of experience in workplace safety and health. Wana has made significant contributions to the field, including conceptualizing the first national event for Empowering Women in Workplace Safety and Health in 2024.
Hi Wana, thank you for joining us. I find your work in the protection of women's safety and health in the workforce very interesting. Could you tell us more?
Sure! We enforce legislation meant to protect workers' safety and health. Recently, I've been thinking about how to combine my passion for women's rights with my work. I decided to create an event focusing on women in the health and safety industry in Brunei. The goal is to provide a platform for women to share their experiences, concerns, and ideas on how to improve the safety and health standards for women in the workforce.
What are some specific challenges women face in this industry?
One issue is with Personal Protective Equipment (PPE). PPE, which includes items like safety helmets, gloves, goggles, and protective clothing, is typically designed with male body sizes in mind. Even the smallest sizes, like extra small (XS), are often too large for many women. For example, I wear an XS, and even then, it doesn't fit me properly. There are women who are even smaller than I am, and they have to get their PPE tailored to fit correctly. This is not just an inconvenience—it’s a safety hazard. If the equipment doesn't fit properly, it can't provide the protection it’s supposed to, which puts women at greater risk of injury.
That's really concerning. Can you give more examples of how this impacts women on the job?
One glaring example is in construction sites. Often, these sites have portable toilets that are shared by all workers, and they're not designed with women's needs in mind. Sometimes, there aren't enough toilets, or they’re not maintained well, leading to poor hygiene. Women frequently face the challenge of needing to take bathroom breaks in conditions that offer no privacy or cleanliness. In some extreme cases, a woman might need to have a colleague stand guard outside the toilet to ensure no one else enters while she's using it. This lack of privacy and proper facilities is not just uncomfortable but can be humiliating and unsafe.
That sounds incredibly challenging. How do women cope with these issues?
It often falls on the women themselves to find workarounds, which shouldn't be the case. They might limit their fluid intake to avoid using the toilets, which can lead to dehydration and other health issues. Additionally, the lack of proper facilities and PPE that fits can discourage women from entering or staying in these fields, perpetuating the gender imbalance. This is why it's so important to address these basic yet crucial needs. Having separate, secure, and clean toilet facilities and PPE that fits properly should be standard, not something women have to fight for.
How do you think these changes can be implemented effectively?
It starts with awareness and education. Companies need to be made aware of the specific needs of their female employees and the impact of not addressing these needs. There should be regulations in place that mandate properly fitting PPE for all workers, regardless of gender. Similarly, there should be standards for the provision and maintenance of restroom facilities on job sites. This is where collaboration with international organizations can be beneficial, as they can help set and enforce these standards globally. Additionally, having more women in leadership positions within these industries can help drive these changes from the top down.
Are you working with international organizations to address these issues?
Our efforts are mostly local right now, but we do collaborate with counterparts in Singapore and Malaysia. We've also connected with the International Labor Organization, although the focus hasn't specifically been on gender equality and protection yet. However, after our first forum, the feedback was overwhelmingly positive, and many people expressed interest in making it an annual event, perhaps in conjunction with International Women's Day.
What challenges have you faced in promoting these initiatives?
While my organization has been supportive, there's also skepticism. Some colleagues don't see the issues as significant, and others question the need for a focus on women. For example, construction sites often lack separate, secure facilities for women, which is something men might not consider. Additionally, some think there aren't enough women in the industry to warrant special focus. Despite these challenges, the reception to our first event was great, with a full house of both men and women.
What are your goals for the future of this work?
I want to expand our efforts and make a bigger impact. We're planning to target not only women already in the workforce but also students and younger girls to show them that this is a viable career path. Hopefully, by then, the field will be less male-dominated and more inclusive.
Have you noticed any changes in the industry since you started?
I've seen some progress, like more women attending safety training courses. However, there's still a preference for hiring men, especially for roles that involve offshore work. This is often justified by security concerns or the challenges of covering maternity leave. While there are laws against discrimination, enforcement is another issue.
You mentioned missing support for working moms. What does that look like in your professional life?
In Brunei, we have three months of mandatory maternity leave, but after that, you're on your own. Finding daycare for very young babies is challenging, and there's little flexibility in working hours. Many of us rely on our parents for help, which can be tough on them. Despite proving that we can work from home during COVID, flexible working hours are still not widely accepted in the country.
Could you elaborate on how you feel (soon-to-be) moms are treated at work?
There's a persistent bias against hiring or promoting women who are mothers or who may become mothers. For instance, I had a colleague who voiced his frustration about hiring women who are pregnant. He complained that they can't perform certain duties during pregnancy and then take maternity leave, which he saw as a burden. He suggested hiring only men to avoid these 'inconveniences,' which is blatantly discriminatory.
That's incredibly frustrating. How does this mindset affect the work environment and women's opportunities?
It creates a hostile environment where women's capabilities are undervalued simply because they might need time off for maternity leave. This attitude also discourages women from pursuing certain roles or industries. When management holds such biases, it reinforces the idea that women are less capable or less committed than men, which is not true. Women are just as dedicated and hardworking, but they also have to juggle family responsibilities.
It sounds like this mindset can really hinder progress for gender equality in the workplace.
Absolutely. It's a vicious cycle: women are hired less frequently or promoted less often because of the assumption they'll need maternity leave or won't be as 'reliable' due to family commitments. This leads to fewer women in leadership roles, which perpetuates the male-dominated culture. Then, when women do face these challenges, they're often told to 'tough it out' because others have done it before them, which is unfair and unrealistic.
How do you think this cycle can be broken?
It starts with changing mindsets at the management level. There needs to be a recognition that supporting working mothers isn't just about providing maternity leave—it's about creating an inclusive environment where women don't have to choose between their careers and their families. This includes flexible working hours, remote work options, and better childcare support. It's also crucial to challenge and change the biases that see maternity leave as a burden. Instead, it should be seen as a necessary and valuable part of a supportive workplace.
How has motherhood changed your perspective on work?
Motherhood has definitely shifted my priorities. I no longer sweat the small stuff at work and am more focused on what truly matters. My drive to climb the career ladder has lessened; my main priority is now my child's well-being. I work hard to provide a good life for my son, but I'm not willing to sacrifice time with him just to progress my career.
How has becoming a mom changed you personally?
I'm still figuring that out. It's a constant balancing act between being a mom and retaining my identity. I don't have the same control issues I used to, and I focus more on what really matters. I'm more empathetic and think a lot about the future, not just for myself but for my son and his generation. It's challenging, but also rewarding.
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