AILEEN’S UNIFORM ATLAS
The Pulse is pleased to present Aileen’s Uniform Atlas, a recurring feature written by Aileen Out.
Out is the owner of Prettybusiness, a news blog in the Netherlands that focuses exclusively on work clothing.
Starting January 11, U.S. legislation regarding Personal Protective Equipment (PPE) in construction will change. From that date, PPE will no longer need to be suited just for the work but for the individual wearing it. This marks the end of the “one size fits all (or most)” approach that many companies currently employ. The shift could have significant consequences not only for employers but also for manufacturers and suppliers of PPE. It opens up opportunities in what seemed to be a saturated market, but one that is now far from it.
PPE for those without a ‘standard’ size
The Occupational Safety and Health Administration (OSHA) published the new rule on December 12. Previously, rule 1926.95(c) stated that PPE must be “safely designed and constructed for the work performed.” However, starting January 11, employers must “select PPE that properly fits each affected employee.”
While ensuring PPE fits the wearer sounds logical, it is often overlooked in practice. Employers frequently opt for one or a few sizes intended to fit all employees, rather than addressing the specific needs of individuals. In OSHA’s December 11 press release , the organization highlighted that the new rule aims to assist women and individuals who are physically larger or smaller than average. This demographic often has to work with ill-fitting PPE, which can compromise both safety and comfort.
Opportunities for specialists and small businesses
OSHA anticipates that businesses will not incur additional costs due to the new rule—an unusual claim, given that purchasing large quantities of standardized products is typically cheaper than sourcing smaller, varied bundles. Companies that prioritize diversity in their workforce are likely to spend more on tailored protective gear.
For PPE suppliers, the legislation introduces both challenges and opportunities. Providers of specialty-sized PPE will likely experience an increase in demand, leveraging their expertise in diverse body shapes and sizes. Meanwhile, companies that currently offer only standard sizes will need to invest in understanding the body measurements of the industries they serve.
Developments are also taking place outside the US
The UK is also considering introducing comparable legislation . For now, the Equality Act 2010 is in place—a comprehensive set of rules intended to prevent workplace discrimination and promote diversity.
However, in practice, the act has proven insufficient when it comes to PPE. Research by the National Association of Women in Construction Yorkshire revealed that 60% of employers do not provide PPE designed for women. This is partly because the Equality Act 2010 offers only guidelines, not mandates. As a result, Parliament is now discussing the introduction of a law to enforce the provision of appropriate protective equipment.
In Canada, the government is going even further. A large-scale project is underway to measure citizens’ body dimensions using 4D scans. The goal is to share these results with companies so they can develop PPE that better fits current body measurements.
It’s clear that both society and our PPE are increasingly embracing inclusivity. It may cost a bit more money and require changes in the industry, but in the end, we all benefit when people can work safely.
