Why Cutting DEI Could Put Workplace Safety at Risk

As DEI initiatives face growing political scrutiny, some companies are scaling back their programs—but workplace safety expert Heather Chapman warns that doing so could put workers at greater risk. As Head of Safety and Risk at Soter, Chapman works with companies like IKEA, Coca-Cola, and DHL to integrate AI-driven safety solutions that support diverse workforces. In this Q&A, she explains how eliminating DEI can weaken Environmental, Health, and Safety (EHS) programs and what companies can do to maintain inclusive safety practices without taking a political stance.

Supply Chain 24/7: You’ve said eliminating DEI can actually make workplaces less safe. Can you explain how safety risks tend to increase when DEI is removed?

Heather Chapman: When DEI initiatives are removed from Environmental, Health, and Safety (EHS) programs, it can facilitate an environment where marginalized groups feel less empowered to speak up about safety concerns. This gives rise to unreported hazards and overlooked safety risks, especially in industries with large frontline workforces where open communication is crucial. DEI programs help to create an inclusive safety culture where everyone’s voice is valued and their unique perspectives are recognized. When these initiatives are removed, we risk losing valuable insights that could prevent accidents or injuries, ultimately compromising workplace safety for all employees.

SC247: Some companies see DEI as a political issue rather than a safety one. How would you explain the connection between DEI and worker safety to a CEO?

HC: I would emphasize that DEI isn’t just about politics – it’s a fundamental foundation of workplace safety. Diverse teams bring diverse perspectives, which help identify safety risks from multiple angles. Without DEI, critical insights may be missed, leading to increased accidents and injuries on the job. DEI creates a culture of inclusivity, encouraging workers to voice their concerns and engage in safety and compliance programs. This fosters a safer environment overall, where every employee, regardless of background or political affiliation, feels represented and comfortable speaking up about potential hazards.

Heather Chapman

SC247: What are some real-world examples you’ve seen where diverse workforces faced greater safety risks due to a lack of DEI policies?

HC: Every day, real-world injuries are incurred by frontline workers in industries such as manufacturing that would be preventable with more robust DEI programs. Without the backing of these initiatives, employees may feel isolated or less likely to report hazards if they don’t feel their concerns will be taken seriously. For example, take employees in a warehouse experiencing higher rates of injury. Beneath the surface, there may be deficient safety programs that fail to consider the needs of workers who speak different languages or have different physical abilities. Without inclusive safety policies that address these needs, these workers will be left vulnerable, and issues will go unreported until they become too severe to rectify.

SC247: What advice would you give to companies that want to have inclusive safety practices but are worried about political backlash?

HC: My advice would be to focus on the tangible benefits of inclusive safety practices. Worker safety is not a political issue – it’s about putting employees first and protecting them. Inclusive safety policies ensure that every worker, regardless of background or identity, has access to the resources, support, and training they need to stay safe on the job. If companies frame DEI within the context of safety, they can maintain a focus on well-being, which is understood and valued across the political spectrum. The key is not to see DEI as a political act but rather a necessary practice to ensure that safety is equitable and effective for all employees.

SC247: For companies that have scaled back DEI programs, what’s one thing they can do right now to ensure they’re still protecting all workers equally?

HC: Even if DEI programs have been scaled back, one immediate step companies can take is to integrate AI into their safety processes. AI tools can help disseminate safety-related information and identify safety risks more accurately to ensure that all employees, regardless of their background or experience, receive tailored safety guidance. These tools can help bridge the gap caused by the reduction in DEI programs, ensuring that no worker is overlooked and that safety protocols remain inclusive and accessible to all.

SC247: Are there any particular industries where eliminating DEI has led to more safety incidents or compliance failures?

HC: Industries with significant frontline workforces, like manufacturing, warehousing, healthcare, and construction, are most likely to be affected by the elimination of DEI. These sectors often employ a diverse group of workers, whether they have differing lingual or cultural backgrounds or varying levels of experience. Without DEI initiatives in place, these workers are less likely to raise safety concerns, leading to underreported hazards and higher injury rates. Additionally, compliance failures can occur if safety programs fail to account for the unique needs of diverse workers.

SC247: Looking ahead, do you think companies will find ways to embed DEI into safety and compliance programs under different names or frameworks?

HC: I believe companies will eventually find ways to embed DEI principles into safety and compliance programs, even if they don’t explicitly label them as such. Over time, there will be a greater recognition that an inclusive approach to safety is essential for achieving compliance, reducing incidents, improving morale, and driving a culture of continuous improvement. Whether it’s through AI-driven tools, better communication strategies, or more inclusive training programs, the focus will shift towards ensuring safety practices are accessible and relevant to all workers, regardless of their background.

SC247: Soter uses AI to automate safety checks and hazard identification. How do you ensure your AI tools account for the needs of diverse workers, including language differences, physical abilities, or cultural factors?

HC: At Soter, we design our AI tools to be adaptable and inclusive, ensuring that they account for the diverse needs of all workers. Soter AI is available to all employees, ensuring company-wide access with features like multi-language support to ensure that workers who may not speak English as their first language can access safety information in their preferred language. Our technology is designed to assess risk in real time, to provide safety instruction and current regulations as needed, rather than too late. 

Heather Chapman is Head of Safety and Risk at Soter.

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