About the Author
Testimonials
Glossary of Terms
Foreword
Mission Statement
Dedication
Acknowledgments
Content Warning
Preface-Guidance Notes
Introduction
Chapter One
Diversity, Equity, and Inclusion
Foundations and How This Links to Safety in Engineering
What Is Diversity, Equity, and Inclusion?
The Importance of Diversity, Equity, and Inclusion
Linking Health and Safety with Diversity, Equity, and Inclusion
Workplace Injuries
Key Takeaways
Chapter Two
How the Operating System was Built
The History of Physical Safety in Engineering
The Industrial Revolution, 1760-1800s
The Factory Act, 1802
The Introduction of Factory Inspectors, 1833
The Introduction of Duty of Care, 1832
Safety Regulations Increase, 1842-1878
The Employer's Liability Act, 1880
A Continued Increase in Acts and Reforms, 1880-1970s
Occupational Safety and Health Act (United States), 1970
Health and Safety at Work Act, 1974
2010s and Beyond
Modern Physical Safety
Lost Time Incident Rates (LTIRs)
The Bradley Curve
Organisational Responsibility
Stop Work Authority Cards
Identifying the Difference Between Hazard Types
Key Takeaways
Chapter Three
SOS
The Failure of the Current Safety Operating System
Covid-19's Impact on the Engineering Workforce
Case Study
Trusting Teams
Diversity Reboots Outdated Operating Systems
Inclusive Engineering Design
Key Takeaways
Chapter Four
Expanding the Operating System to Include Psychological Safety
Improving Mental Health and Well-Being and Reducing the Risk of Suicide Through DEI
Mental Health First-Aiders
Destigmatising the Discussion around Mental Ill-Health
Mental Health and Psychological Safety
Case Study
The SAFE Leader Model
Unconscious Bias
How DEI Tackles Unconscious Bias
The Importance of Equality for Psychological Safety
The Importance of DEI for Psychological Safety
Recommendations: How to Improve Mental Health in the Engineering Sector
Key Takeaways
Chapter Five
A New Inclusive Operating System: The Bradley Curve Revisited
1) Culture: Reactive-Motivation: Natural Instinct
2) Culture: Dependent-Motivation: Supervision
3) Culture: Independent-Motivation: Self
4) Culture: Interdependent-Motivation: Teams
Reactive vs. Interdependent Culture
The Bradley Curve and Psychological Safety
Case Study
Concept: Stage 5-Inclusive Interdependence
The Allyship Paradox
Key Takeaways
Chapter Six
How Diversity, Equity, and Inclusion, and Health & Safety Interlink to Create Psychological Safety
The Groupthink Paradox
Merging H&S and DEI
Psychological Safety Attracts Fresh Talent
Key Takeaways
Chapter Seven
Engaging the Majority: Masculinity in Engineering
Men's Engagement
Men as Allies
How to Embed DEI in Male-Majority Teams and Save Lives
Inclusive Leadership
Self-Development
Recognising DEI is People-Led
Managing Diversity
Bystander Training
ALGEE Training
ASIST Training
Key Takeaways
Conclusion
The Future of Engineering: A System that Works for ALL!
Next Actions
References
