Pride Month Commemoration Guide 2023

Sovereign&rsquo;s Chad Hunter, VP of IT, and Matthew Campbell, VP of Finance, Claims &amp; Strategy, share their thoughts on inclusivity in the insurance and technology industries, their own personal experiences being members of the 2SLGBTQ+ community in the workplace, and ways we can all be more inclusive. 
<h5>What are some of the challenges the 2SLGBTQ+ community face in the workplace? </h5>
Chad: Despite the increase in focused workplace programs that support diversity and inclusion, the 2SLGBTQ+ community does continue to experience human rights challenges in a variety of ways. In my career, I&rsquo;ve certainly been witness to or experienced first-hand homophobic or transphobic slurs, offensive jokes, harassment and even workplace benefits that were extended only to heterosexual couples. I genuinely believe that people would prefer to do good rather than harm in this world, so I acknowledge that some of the challenges may be a lack of understanding or an unconscious bias. Matthew: It&rsquo;s not always easy to be yourself in the workplace. As a non-visible minority, people make assumptions, and often in the workplace, one has to come out over and over again. It takes a lot of mental energy. When it comes to interviewing or promotions, you always wonder if someone will not consider you if they knew you identified as part of the 2SLGBTQ+ community. Another workplace challenge is that policies are not always reflective of the diversity of situations that are needed to support the 2SLGBTQ+ community. That lens hasn&rsquo;t traditionally been at the forefront when policies are reviewed. 
<h5>What positive changes are you seeing in the insurance or tech industries that aim to better support the 2SLGBTQ+ community? </h5>
Chad: When I came out 25 years ago and saw my future in the IT space, admittedly I was quite worried. As a matter of fact, I left my first job in the IT department of a large car manufacturer after about four months because I was being treated quite differently than others and felt that it would stifle my career progression. However, I believe that a lot has transpired for the better in the past 25 years. Specifically, from a tech perspective, I follow many public facing tech leaders and it's been amazing to see how many are part of this community and vocalize their support. The most obvious being Tim Cook, CEO of Apple, amongst other public faces like the co-founders of PayPal, Sirius XM, Microsoft, IBM, and the list goes on and on!
Matthew: We are now seeing insurance companies making an effort with diversity when it comes to the 2SLGBTQ+ community. It&rsquo;s lagged behind other sectors, even the banking sector. However, there are steps being taken in the right direction like updates to policy wordings, extending benefits to account for diverse family situations, talking about diversity/creating awareness, and profiling 2SLGBTQ+ role models in senior positions. Some companies are even creating employee groups to bring the community together. 
<h5>Can you speak to how this may impact you personally? </h5>
Chad: Seeing more and more 2SLGBTQ+ executives sharing their stories and experiences and leading with confidence and conviction absolutely inspires me. Leading by example, demonstrating new or different behaviours than in the past, representing diverse thought and action &mdash; all of this really does make me think of a world where we all can be seen and treated as equal. For me, being gay has been tough and uncomfortable at times, but it has also given me the confidence to be myself.&nbsp;&nbsp;
Matthew: I&rsquo;m proud to see that the insurance industry is embracing diversity and inclusion as a whole, and in particular, is making strides in relation to 2SLGBTQ+ inclusion. It allows people at all levels to be their authentic self. As a senior executive, I&rsquo;ve gotten to a point in my career where I am who I am and, if people have an issue, I&rsquo;ll confront them. However, depending on your position within an organization, it can be difficult to stand up for yourself, so I&rsquo;m glad that at our organization there is a greater awareness and mechanisms in place such as our enterprise-wide D&amp;I&nbsp; strategy and forum. 
<h5>Microaggressions are defined as commonplace verbal, behavioral or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward stigmatized or culturally marginalized groups. What are some examples of microaggressions that members of the 2SLGBTQ+ community face day to day, and particularly at work? </h5>
Chad: Microaggressions can make those on the receiving end feel uneasy, out of place or even unsafe. Can you imagine coming to work every day feeling unsafe or out of place? In my opinion, the microaggression I&rsquo;ve mostly seen in the workplace is insensitive humour and making stereotypical assumptions based on someone&rsquo;s appearance and/or tone of voice.
Matthew: Microaggressions in the workplace often come in the form of one-off comments or, what people would classify as jokes &ndash; often in the form of stereotypes. It is generally not picked up by others, so as a non-visible minority you are often left sitting there feeling attacked and alone with no avenue for correcting it. It often happens in a meeting or at an after-work event and the conversation moves on quickly.&nbsp;&nbsp; 
<h5>How do we address this in the workplace? </h5>
Chad: Further education, asking questions, and sharing stories, just like this, are perfect examples of how we can help to support each other and, overtime, change our behaviours &ndash; both conscious or unconscious. Like many things in this world, this is not a light switch. We do not change behaviours overnight. It&rsquo;s a journey. One that requires commitment, education, practice, and time.
Additionally, programs like The Co-operators and Sovereign&rsquo;s D&amp;I strategy, and investment in the importance of overall diversity in our organization, will truly allow us to become a high-performing organization.&nbsp;&nbsp;
Matthew: The enterprise-wide D&amp;I strategy is a prime example of changing these microaggression behaviours. Awareness is a first step. It&rsquo;s important for people to talk about their experiences and share examples. Even this discussion is a step in the right direction &ndash; sometimes small actions are a catalyst for a much bigger impact. 
<h5>What would you want employees and partners to know when considering how to be more inclusive? </h5>
Chad: The first question about being inclusive is a reflective question: Am I committed to being inclusive?&nbsp; You may not have all the training, tools, or practice and that&rsquo;s okay. No one is perfect and no one has all the answers, but together we can accomplish great things. Know that your words and actions matter. It doesn&rsquo;t matter rank, title, tenure &ndash; our words matter, and words can be helpful or harmful. And lastly, be courageous. Nothing meaningful in life comes easy. If you are genuine about your commitment to being inclusive, it will start to show in the way you speak and behave.&nbsp;&nbsp;
Matthew: As Chad mentioned, being aware is the first step. Educate yourself. 2SLGBT2+ encompasses many different aspects of the community and understanding the nuances and why it matters is important. Get involved and show support. Listen and be aware of microaggressions and take the opportunity to educate in the moment. Stand up and have an impact. Continue to learn alongside Sovereign as we navigate our D&amp;I journey. Visit <a href="~/diversityinclusionjourney" target="">sovereigninsurance.ca/diversityinclusionjourney</a> for resources.

Pride in the workplace

Building a diverse and inclusive workplace isn&rsquo;t easy and it takes time. But it&rsquo;s 100% worth it. There&rsquo;s a range of benefits for organizations, from i<a href="https://www.sovereigninsurance.ca/advice-and-tools/purpose-and-impact/can-an-organization-be-successful-without-addressing-diversity" target="">ncreased innovation to improved financial performance</a>. For employees themselves, who wouldn&rsquo;t want to work for a company where they feel valued and heard, and see themselves reflected in leadership roles? In the insurance sector, it&rsquo;s encouraging to see that brokerages are focused on building diverse and inclusive workplace cultures. In the 2022 Canadian Underwriter Diversity and Inclusion survey, sponsored by Sovereign Insurance, the top cited diversity and inclusion (D&amp;I) strategy that organizations have used in the past 12 months is &ldquo;building a culture that champions diversity and inclusion&rdquo; (48%). This is followed by &ldquo;developing a diversity and inclusivity hiring strategy&rdquo; (26%) and &ldquo;creating diversity and inclusivity committees, task forces, networks, or affinity groups.&rdquo;&nbsp;&nbsp; While D&amp;I doesn&rsquo;t happen overnight, the key is starting&mdash;and the sooner the better. Here&rsquo;s a look at just a few ways organizations can cultivate a diverse and inclusive culture:&nbsp; Broaden the definition of diversity&nbsp; Race, gender and sexual orientation are what usually come to mind when people think about diversity. However, diversity should be defined as broadly as possible to include characteristics such as education, physical and mental ability, life experiences, political views, age, and more.1&nbsp; In addition, keep in mind that while the terms &ldquo;diversity&rdquo; and &ldquo;inclusion&rdquo; are interconnected, they&rsquo;re not interchangeable. Diversity refers to the representation or makeup of a group, while inclusion is about how well people&rsquo;s contributions and perspectives are valued and integrated in the workplace.2 Educate employees and involve them in D&amp;I efforts D&amp;I won&rsquo;t work if employees aren&rsquo;t aware or involved. Educate people across the organization on the advantages of diversity, as well as the effects of discrimination. Train employees on how to identify and counter unconscious biases, and educate them on microaggressions and how to minimize these behaviours. Create a safe space where honest or tough conversations can be had without judgment. 3 At the same time, make sure your policies that uphold a no-tolerance environment for discrimination or harassment are firmly in place.&nbsp; <a href="https://www.sovereigninsurance.ca/Advice-and-Tools/Purpose-and-Impact/Is-your-workplace-inclusive" target="">See: How to address barriers to inclusivity&nbsp;</a> It&rsquo;s also important not to take a total top-down approach&mdash;D&amp;I is a collaborative effort. One way to involve employees is to set up a diversity and inclusion council with representation from different backgrounds. The group can discuss the company&rsquo;s initiatives, how they&rsquo;re working, and what to do next.4 Celebrate employees&rsquo; differences&nbsp; One of the most important and tangible ways to promote inclusiveness is to celebrate employees&rsquo; differences. Organizations can do this in a variety of ways, including celebrating cultural holidays, having a designated meditation or prayer room, and supporting community events that promote diverse groups.5 In addition, they can provide opportunities for employees to share about their culture and learn from others.&nbsp; Mind your language&nbsp; Words matter, so everyone in the organization should use inclusive language. Inclusive language is free from words and phrases that reflect prejudiced, stereotyped, or discriminatory views of particular people or groups. Inclusive language also doesn&rsquo;t deliberately or inadvertently exclude people from feeling accepted.6 One important aspect is language related to gender and sexual orientation. For example, Deloitte recommends saying &ldquo;you all&rdquo; rather than &ldquo;you guys,&rdquo; or &ldquo;spouse or partner" rather than &ldquo;husband&rdquo; or &ldquo;wife.&rdquo; Also consider the historical context and implications of words and phrases. For example, Deloitte notes the phrase &ldquo;divide and conquer&rdquo; has connotations of the oppressions of colonialism, and &ldquo;grandfathered in&rdquo; has roots in Jim Crow-era voting laws that discriminated against Black people.7 Be more accessible&nbsp; While much of the focus on inclusion is about what people say and do and how they feel, there is a more tangible aspect to inclusion: accessibility. For example, physical barriers can keep employees who use wheelchairs from performing their best work or feeling completely integrated into the workplace. Beyond ramps and elevators, consider things that might be less obvious to people who don&rsquo;t have physical disabilities, such as whether the coffee pot or office supplies are out of reach.8 Other features that help make the workplace more accessible for all include: Braille signage; onsite daycare; mother&rsquo;s rooms; specific food in the cafeteria for cultural (for example, kosher or halal) or dietary reasons, private work rooms (for example to raise the volume if required); and accessibility tools, such as adjustable desks and monitors, colour-coded keyboards, and sign language apps.&nbsp; In the broker&rsquo;s survey, 84% of respondents indicated their organization has at least some accessibility tools. The most cited are: ergonomic workstations, specific accessibility tools, elevators and wide entryways. Just 3% have Braille signage, 1% have a mother&rsquo;s room, and 1% have onsite daycare. While efforts are being made, there&rsquo;s plenty of room for improvement.&nbsp;&nbsp; Creating a diverse and inclusive culture begins with a company&rsquo;s values, their willingness to change, and their ability to identify and address their shortcomings. Culture doesn&rsquo;t change or manifest overnight, and it will continually evolve, so it&rsquo;s well worth the time and investment to ensure it&rsquo;s built upon the right foundation. Sources
1 Great Place to Work, &ldquo;<a href="https://www.greatplacetowork.ca/en/articles/5-ways-to-champion-diversity-and-inclusion-at-work" target="_blank" rel="noopener">5 Ways to Champion Diversity and Inclusion at Work</a>,&rdquo; June 15, 2021 2 Great Place to Work, &ldquo;<a href="https://www.greatplacetowork.com/resources/blog/why-is-diversity-inclusion-in-the-workplace-important" target="_blank" rel="noopener">Why is Diversity &amp; Inclusion in the Workplace Important?</a>&rdquo; April 13, 2021 3 Biz Library, &ldquo;<a href="https://www.bizlibrary.com/blog/organizational-culture/microaggressions-and-safe-spaces-in-the-workplace" target="_blank" rel="noopener">Q&amp;A: Managing Racial Microaggressions and Creating Safe Spaces in the Workplace</a>,&rdquo; Nov. 5, 2020&nbsp; 4 Forbes, &ldquo;<a href="https://www.forbes.com/sites/shereeatcheson/2020/12/02/what-is-a-diversity-council--how-do-you-make-it-a-success/?sh=6fcf61757a19" target="_blank" rel="noopener">What Is A Diversity Council And How Do You Make It A Success?</a>&rdquo; Dec. 2, 2020 5 Forbes, &ldquo;<a href="https://www.forbes.com/sites/heidilynnekurter/2020/06/30/6-ways-to-cultivate-a-workplace-culture-that-inspires-diversity-and-inclusion/?sh=35d3a8bb31ae" target="_blank" rel="noopener">6 Ways To Cultivate A Workplace Culture That Inspires Diversity And Inclusion</a>,&rdquo; June 30, 2020&nbsp; 6 BC Public Service, &ldquo;<a href="https://www2.gov.bc.ca/assets/gov/careers/all-employees/working-with-others/words-matter.pdf" target="_blank" rel="noopener">Words Matter: Guidelines on using inclusive language in the workplace</a>.&rdquo;&nbsp; 7 Deloitte, &ldquo;<a href="https://www2.deloitte.com/us/en/blog/human-capital-blog/2021/inclusive-workplace-language.html" target="_blank" rel="noopener">The Power of Inclusive Language</a>,&rdquo; Jan. 29, 2021 8 Commonwealth Payroll &amp; HR, &ldquo;<a href="https://www.commpayhr.com/inclusion-barriers/" target="_blank" rel="noopener">Understanding Barriers to Inclusion in the Workplace</a>,&rdquo; Sept. 29, 2019

How to cultivate a diverse and inclusive culture

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The right candidate for your next job opening might be a person with neurodivergence&mdash;and you shouldn&rsquo;t hesitate to hire them.
&ldquo;Neurodivergence&rdquo; is a non-medical umbrella term that describes &ldquo;the idea that people experience and interact with the world around them in many different ways; there is no one &lsquo;right&rsquo; way of thinking, learning, and behaving, and differences are not viewed as deficits,&rdquo; according to Nicole Baumer and Julia Frueh in an article for Harvard Health Publishing.1
Well-known forms of neurodivergence include dyslexia, autism spectrum disorder (ASD) and attention-deficit/hyperactivity disorder (ADHD). People with neurodivergence often possess highly desirable employee attributes, including those that make them particularly desirable insurance sector candidates.
For instance, people with dyslexia are often creative thinkers who have strong entrepreneurial and interpersonal skills, making them well-suited for such roles as insurance agents and brokers, according to GAIN (Group for Autism, Insurance, Investment and Neurodiversity).2 In addition, GAIN says that:
<ul>
<li>People with ASD are often analytical thinkers with strong attention to detail, which could make them gifted actuaries and loss adjusters.</li>
<li>People with ADHD are good at multi-tasking and working under pressure, so they&rsquo;re often ideal project leaders and underwriters.</li>
<li>People with dyspraxia are problem solvers with good oral and interpersonal skills, so they&rsquo;re well suited to roles such as support services, insurance agents and financial advisors.3</li>
</ul>
However, when it comes to employment, there may be a few accommodations needed to set both the organization and the neurodivergent individual up for success. Leaders should seek to educate themselves about hiring and accommodating these individuals and even consider enlisting outside help.
<h4>Getting started</h4>
If you don&rsquo;t know where to start, there are plenty of resources and tools that can help. For example, <a href="https://readywillingable.ca/">Ready, Willing and Able (RWA)</a> is a national organization &ldquo;designed to increase the labour force participation of people with an intellectual disability or on the autism spectrum.&rdquo;4
RWA is funded by the federal government in partnership with <a href="https://inclusioncanada.ca/">Inclusion Canada</a> (formerly the Canadian Association for Community Living) and <a href="https://autismalliance.ca/">Autism Alliance of Canada</a> (formerly Canadian Autism Spectrum Disorders Alliance), along with their member organizations. RWA can help with education, hiring and ongoing support.
The Inclusive Workplace is an RWA initiative that provides education, resources and tools for businesses and employment agencies, as well as employees with an intellectual disability or on the autism spectrum.5
<h4>Accommodating neurodiversity</h4>
There&rsquo;s no one-size-fits-all approach in accommodating neurodiversity. Since each person is unique, their required accommodations will be, too. Start by asking how they prefer you address their neurodiversity. Some prefer person-first language, such as &ldquo;a person with autism,&rdquo; while others prefer identity-first language, such as &ldquo;an autistic person.&rdquo;6
Also ask how you can accommodate them. For example, if an autistic person has sensory sensitivity, they may request noise-cancelling headphones to block out distractions&mdash;and to feel psychologically safe. Other accommodations could include offering a wider range of resources and tools, revising the hiring and/or onboarding process, enacting policies to create a more inclusive work environment, or supporting a more tailored career path through specific learning and development opportunities.
<h4>Revising the hiring process</h4>
Looking for neurodiverse talent begins with casting a wider net for candidates. That means looking beyond traditional schools and employment agencies to include organizations directly connected with the neurodivergent community.
Neurodivergent individuals may process information differently, so job descriptions should use plain language, focus on the essential skills for the job and state the brokerage&rsquo;s commitment to diversity and inclusion. Job applications should use short, simple questions, and leave room for candidates to include additional information. In some cases, a portfolio or work example might be a better accommodation than a written description of experience.7
Job interviews should be held in spaces that are free of distractions and, if possible, multiple interviews on the same day should be avoided. A candidate may wish to bring a job coach, and it might be more suitable to demonstrate their ability to perform job tasks rather than describe this verbally.
<h4>Making small changes</h4>
Often, it takes only small changes to make workplaces more inclusive and conducive. For example, sensory sensitivities could be addressed by providing accommodations like noise-cancelling headphones, adjustable lighting, a private vs. open concept office space or allowing for several short breaks to manage sensory and emotional overload.
Leaders should communicate clearly, provide instructions both verbally and in writing, and give regular, constructive feedback. Peer or team support, mentoring, social skills training and job coaching can help neurodivergent employees develop stronger social and/or job skills&mdash;and help them climb the corporate ladder in step with their neurotypical peers.
Many of these accommodations require very few resources to implement. In return, organizations will benefit from diverse viewpoints and approaches while gaining employees with valuable skillsets.
&nbsp;
<h4>Sources:</h4>
1 Nicole Baumer, MD, MEd, and Julie French, MD; &ldquo;What is neurodiversity?&rdquo; (Harvard Health Publishing, Nov. 23, 2021). <a href="https://www.health.harvard.edu/blog/what-is-neurodiversity-202111232645">https://www.health.harvard.edu/blog/what-is-neurodiversity-202111232645</a>
2 &ldquo;Neurodiversity is essential to every insurance team&rdquo; (Group for Autism, Insurance, Investment and Neurodiversity, accessed Jan. 14, 2024). <a href="https://www.gaintogether.org/what-we-do.html">https://www.gaintogether.org/what-we-do.html</a>
3 &ldquo;Neurodiversity is essential to every insurance team&rdquo; (Group for Autism, Insurance, Investment and Neurodiversity, accessed Jan. 14, 2024). <a href="https://www.gaintogether.org/what-we-do.html">https://www.gaintogether.org/what-we-do.html</a>
4 &ldquo;Who We Are&rdquo; (Ready, Willing &amp; Able, accessed Jan. 14, 2024). <a href="https://readywillingable.ca/about/">https://readywillingable.ca/about/</a>
5 &ldquo;Latest Resources&rdquo; (The Inclusive Workplace, accessed Jan. 14, 2024). <a href="https://theinclusiveworkplace.ca/en/home">https://theinclusiveworkplace.ca/en/home</a>
6 &ldquo;Identity-First Language&rdquo; (Autistic Self Advocacy Network, accessed Jan. 14, 2024). <a href="https://autisticadvocacy.org/about-asan/identity-first-language/">https://autisticadvocacy.org/about-asan/identity-first-language/</a>
7 Michael Leopold; &ldquo;How to Optimize Job Descriptions for Neurodivergent Job Seekers&rdquo; (SHRM, March 23, 2023). <a href="https://www.shrm.org/topics-tools/news/inclusion-equity-diversity/how-to-optimize-job-descriptions-neurodivergent-job-seekers">https://www.shrm.org/topics-tools/news/inclusion-equity-diversity/how-to-optimize-job-descriptions-neurodivergent-job-seekers</a>

How brokerages and their insurance company peers can support neurodiversity

On any given day, construction workers face dangerous situations, whether they&rsquo;re working at heights, being exposed to environmental hazards, or operating heavy machinery. In a sector with inherent risks, keeping employees safe is job No. 1 for construction companies.
Today, new technologies are reshaping &ndash; and even revolutionizing &ndash; safety on construction sites. With the right digital investments, construction companies can elevate their safety measures, helping to keep workers out of harm&rsquo;s way and prevent costly downtime.
Here&rsquo;s a look at three game-changing tech solutions that can make construction sites safer:
1. Wearables that monitor workers&rsquo; health and watch for outside hazards.
Essential safety gear like hard hats and work boots have gotten an upgrade with wearable technology. Wearables can track workers&rsquo; health, detect environmental hazards, locate workers in the event of an accident, and more.1
For example, smart hard hats are equipped with sensors that can detect dangerous levels of noise, gases, or other safety issues, and alert the wearer through sound or visual signals. Some models have built-in navigation systems to help workers safely find their way around a job site.2
Smart boots are equipped with pressure-detection sensors that can detect falls or shocks sustained by workers and call for help automatically.3 With GPS technology, smart boots can also track the wearer&rsquo;s location in case of an accident, so emergency personnel can reach them quickly. Some models of smart boots illuminate with LEDs to help make it safer to work in the dark.4
Another valuable safety tool for construction workers is smartwatches, which can track and monitor various health indicators. For example, heart-rate monitoring can detect signs of fatigue and let users know if it&rsquo;s time to take a break.5
2. For big heights and tight spots, send in the drones.
With an ability to spot safety hazards and perform risky human tasks, drones are becoming an indispensable safety tool. These crewless, aerial vehicles can go extremely high and navigate tight spots, while taking high-quality images and videos. When drones are deployed, construction workers who might normally do inspections at great heights, or climb scaffolding to take measurements, can stay safely on the ground.6,7
Drones can also be used to survey large construction sites for hazards to ensure worker safety. For example, thermal-imaging sensors attached to drones can detect and notify workers of gas leaks and other harmful chemicals on the site.8 
In addition to protecting workers, drones can be used to provide surveillance to help keep sites secure. For example, thermal imaging can prevent unauthorized people from entering a job site. The drone can send an alert if it detects someone going where they shouldn&rsquo;t. The location of tools and materials can also be verified remotely, allowing construction companies to identify unauthorized activity on a project.9,10
3. AI (Artificial Intelligence) and analytics make equipment maintenance predictive.
Artificial intelligence (AI) is making inroads across many industries &ndash; and construction is no exception. One revolutionary use of this technology is predictive equipment maintenance, which offers significant advantages over the traditional approach of preventative maintenance. Rather than repair machines on a predetermined schedule, predictive maintenance uses a data-driven approach. This helps companies address potential failures before they occur &ndash; a game-changer since equipment failures can pose significant safety risks to workers on construction sites.11
AI-enabled equipment can analyze large amounts of data, and predict and detect equipment failures, with the help of Internet of Things (IoT) sensors integrated into the machinery. Pressure or temperature sensors collect real-time information about equipment, tracking features that could indicate performance issues. AI analyzes the data and looks for indications that something could go wrong. It also alerts users if it detects an issue.12,13
AI can also facilitate proactive maintenance. Equipment data can be analyzed to determine the best time for maintenance tasks, considering factors such as usage patterns, operating conditions, and historical performance.14 For example, by applying machine learning to historical patterns, AI might deduce that a specific bearing on a crane&rsquo;s motor is likely to malfunction within a certain time frame. An alert lets the maintenance team rectify the issue because it leads to a significant breakdown or safety incident.15
While technology alone can&rsquo;t solve every safety issue on a construction site, it has an increasingly significant role to play. Companies that embrace new solutions will make strides towards building a safer environment for their hard-working crew members.
&nbsp;
Sources 
1,6,8Nearby Engineers, &ldquo;<a href="https://www.ny-engineers.com/blog/how-technology-is-making-construction-safer">How Technology is Making Construction Safer</a>&rdquo; 2,3,5 DOZR, &ldquo;<a href="https://dozr.com/blog/wearable-technologies-in-construction">The Best Wearable Technologies For Construction Workers</a>,&rdquo; Dec. 29, 2022 4 Openwage, &ldquo;<a href="https://openwage.com/wearable-technology-promoting-health-in-construction/">Wearable technology: Promoting health in construction</a>,&rdquo; Sept. 30, 2022 7,9 Go Codes, &ldquo;<a href="https://gocodes.com/iot-improving-construction-safety/">6 Ways IoT Improves Construction Safety</a>&rdquo; 10 Fluix, &ldquo;<a href="https://fluix.io/blog/benefits-using-drones-construction">7 Benefits of Using Drones in Construction</a>,&rdquo; Dec. 22, 2022 11,12 Utilities One, &ldquo;<a href="https://utilitiesone.com/the-impact-of-predictive-analytics-on-construction-equipment-maintenance">The Impact of Predictive Analytics on Construction Equipment Maintenance</a>,&rdquo; Oct. 8, 2023 13 Innovation &amp; Tech Today, &ldquo;<a href="https://innotechtoday.com/how-can-ai-enabled-construction-equipment-improve-sites/">How Can AI-Enabled Construction Equipment Improve Sites</a>?&rdquo; 14 Utilities One, &ldquo;<a href="https://utilitiesone.com/the-role-of-artificial-intelligence-in-construction-equipment-maintenance">The Role of Artificial Intelligence in Construction Equipment Maintenance</a>,&rdquo; Oct. 11, 2023&nbsp; 15&nbsp; The National Law Review, &ldquo;<a href="https://www.natlawreview.com/article/future-construction-ai-and-predictive-maintenance-part-1">The Future of Construction: AI and Predictive Maintenance Part 1</a>,&rdquo; July 25, 2023

3 tech solutions to improve construction site safety 

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Managing Risk

Lithium batteries power many parts of everyday life. They&rsquo;re increasingly used in everything from smartphones and scooters to power tools and machinery. On a larger scale, they&rsquo;re used in energy-storage systems that provide backup electricity for utilities companies and commercial facilities.
While lithium-ion batteries provide many benefits &ndash; they have long lifespans, provide constant power, and are lightweight, to name just a few &ndash; they also pose a risk of fire and explosion.1
As the use of lithium-ion batteries becomes more widespread, and facilities increasingly rely on them for their own power supplies, companies need to take a close look at how to protect themselves.
To get started, here is an overview of lithium batteries, the risks they present, and how to mitigate them:
<h4>What are lithium batteries?</h4>
The term &ldquo;lithium battery&rdquo; refers to one or more lithium cells that are electrically connected. Lithium cells store and release power by converting chemical energy into electrical energy using lithium ions or lithium metal.2 
Lithium metal batteries are generally non-rechargeable and are often used in consumer products like calculators, pacemakers, remote car locks, and watches.3 Lithium-ion batteries are rechargeable and are used in devices such as mobile phones, electric vehicles, laptops, and power tools, as well as materials-handling equipment like forklifts.4,5
<h4>What are the risks?</h4>
Lithium-ion batteries are generally safe but, like any energy storage device, they pose health and safety risks. Thermal runaway &ndash; a process that can cause overheating &ndash; is often considered the greatest hazard related to lithium-ion batteries.6
With thermal runaway, the temperature and pressure inside the battery cells increase faster than the heat can be dissipated. This can happen for many reasons, such as external heat sources (for example, open flames and heaters), short circuits, or damage to the battery. 7 Damage can occur by physical impact (for example, being dropped or punctured), improper charging, or exposure to certain temperatures (hot temperatures and below freezing).8
Thermal runaway may result in the release of corrosive, flammable, and toxic liquids, and gases, which can be harmful to people. Fire or explosion can be caused by the intense heat and flammable liquids and gases from the battery.9
<h4>How can facilities with limited amounts of lithium-ion use and storage mitigate risks?</h4>
Reducing risks related to lithium-ion batteries requires a comprehensive look at proper use, storage, transportation, disposal, and more. Here are just a few recommendations:
<ul>
<li>Lithium-ion batteries should be stored at charge levels below 50%. Fully charged batteries have a higher energy density and greater risk of generating significant heat from short-circuiting due to internal defects. Batteries should also be stored at temperatures between four and 27 degrees Celsius.10 </li>
<li>Establish minimum distances between battery charging stations and any combustible materials. Stations for charging large-format batteries should be separated from other combustibles by at least three feet. Small-format batteries, like the ones used in power tools, should be set on a firm surface, and separated from combustibles by at least one foot.11</li>
<li>Regularly inspect batteries for signs of damage, such as bulging/cracking, hissing, leaking, or rising temperature. If there are signs of damage, safely remove the battery from service and discard in a fire-resistant bin, separate from other waste batteries.12,13</li>
<li>Make sure your workplace&rsquo;s ventilation and fire protection systems comply with applicable legislation, including building codes and fire codes, as well as occupational health and safety regulations.14</li>
</ul>
<h4>What are battery energy storage systems?</h4>
Battery energy storage systems (BESS) enable energy from renewables, like solar and wind power, to be stored and then released when the power is needed most, for example, during a weather-related outage. Lithium-ion batteries are the technology of choice for large-scale plants to help electricity grids ensure a reliable supply of renewable energy.15
In Canada, this emerging technology is part of governments&rsquo; plan for more clean energy. For example, a new battery storage project in Ontario &ndash; Oneida Energy &ndash; aims to help the province have a &ldquo;reliable, affordable and clean electricity supply.&rdquo; The storage facility will draw and store electricity off-peak and return the power to the electric grid when electricity demand is higher.16
There are promising uses for BESS in the commercial sector as well. Commercial buildings and factories can set up their own energy-storage systems to provide power during outages and to lower electricity costs. Cost savings are achieved when a business draws energy from the grid for battery storage when hourly costs are low, and then uses that stored energy when grid costs are high (a concept called &ldquo;peak shaving&rdquo;).17 McKinsey &amp; Company believes BESS has the potential to reduce energy costs by up to 80%.18
<h4>What are the risks of battery energy storage systems?</h4>
Fires caused by thermal runaway is the chief concern with battery energy storage systems. This can be caused by physical damage, manufacturing defects, improper use, and excessively hot storage temperatures. Storing large amounts of batteries together makes this situation more dangerous. The fire caused by a single battery can create a chain reaction of battery failure, which can lead to an explosion if enough batteries fail and produce heat and gas.19
<h4>How can organizations mitigate risks?</h4>
The National Fire Protection Agency (NFPA) and other expert organizations provide numerous standards, guidelines, and recommendations for battery energy storage systems. Companies are encouraged to consult comprehensive resources such as <a href="https://www.nfpa.org/product/nfpa-855-standard/p0855code">NFPA 855</a> (Standard for the Installation of Stationary Energy Storage System and <a href="https://ulse.org/news/ulse-publish">UL 9540</a> (Standard for Safety of Energy Storage Systems and Equipment), as well as information from their insurance partners and other experts.
Here are just a few recommendations to prevent fires:
<ul>
<li>One early intervention is a battery management system (BMS), which can prevent damage to the battery cells due to overcharging. A BMS also calculates the charge remaining on the battery, monitors the temperature, and monitors for short-circuits and faulty connections. If the system detects any abnormalities, it shuts the battery down, which protects the cells from damage. A gas detection system can also be employed to shut down faulty cells, activate a ventilation system, and sound alarms.20</li>
<li>Thermal imaging can be used to monitor the battery cells and prevent thermal runaway. Thermal cameras allow operators to detect temperatures in real time and quickly identify any issues. Thermal imaging is also a useful tool for detecting manufacturing defects in lithium-ion batteries. For example, a hot spot in the battery cell may indicate a defect that&rsquo;s causing the battery to generate excess heat. Early detection allows corrective action to be taken.21</li>
</ul>
See: <a href="https://www.sovereigninsurance.ca/advice-and-tools/managing-risk/risk-resilient-thermal-imaging">Risk Resilient: Thermal Imaging: Electrical &amp; Mechanical Applications</a>
<ul>
<li>To prevent large and lengthy fires, NFPA 855 requires energy storage systems to be grouped into small segments and spaced apart. Since battery energy storage systems typically consist of multiple vertical racks, the aim is to contain the fire to a single rack through proper spacing, as well as the installation of a sprinkler system.22</li>
</ul>
See: <a href="https://www.sovereigninsurance.ca/advice-and-tools/managing-risk/fire-safety-plan">What should be included in your fire safety plan?</a>
<ul>
<li>Develop an emergency response plan specifically for lithium-ion fires. These fires have unique attributes and are difficult to extinguish and sometimes need to just burn out. Water or foam may appear to put out fires quickly, but they can reignite as breached cells are met with oxygen. It&rsquo;s advisable to keep sprinklers running and move batteries to safe burnout areas.23</li>
</ul>
While the chance of a fire related to lithium-ion batteries is low when guidelines and best practices are followed, there are no guarantees. Reach out to your broker or insurance partner for guidance on how to best protect your facility.
&nbsp;
Sources 
1 Schumacher Electric, &ldquo;<a href="https://www.schumacherelectric.com/blog/the-benefits-of-lithium-ion-batteries/">The Benefits of Lithium-ion Batteries</a>,&rdquo; May 5, 2023
2,12 Occupational Safety and Health Administration (OSHA), &ldquo;<a href="https://www.osha.gov/sites/default/files/publications/shib011819.pdf">Preventing Fire and/or Explosion Injury from Small and Wearable Lithium Battery Powered Devices</a>,&rdquo; June 20, 2019
3,4 Transport Canada, &ldquo;<a href="https://publications.gc.ca/collections/collection_2017/tc/T86-30-2016-eng.pdf">Transportation of Dangerous Goods: Did You Know That Lithium Batteries Are Dangerous Goods?</a>&rdquo; March 2016
5 Modern Materials Handling, &ldquo;<a href="https://www.mmh.com/article/where_lithium_batteries_will_make_gains">Where lithium batteries will make gains</a>,&rdquo; Oct. 4, 2022 
6,8,9,14 Canadian Centre for Occupational Health and Safety (CCOHS), &ldquo;<a href="https://www.ccohs.ca/oshanswers/safety_haz/battery-charging-lithium-ion-batteries.html">Battery Charging &ndash; Lithium-ion Batteries</a>&rdquo;
7 Safety Skills: An HSI Company, &ldquo;<a href="https://safetyskills.com/lithium-batteries/">Lithium Batteries: Safe Handling, Storage and Disposal</a>&rdquo;
10,11,13 T&Uuml;V S&Uuml;D, &ldquo;<a href="https://www.tuvsud.com/en-us/-/media/regions/us/pdf-files/whitepaper-report-e-books/tuvsud-lithium-ion-battery-storage-and-handling-white-paper.pdf">Protecting Your Facility From Lithium-Ion Battery-Related Fires &amp; Explosions</a>&rdquo;
15 National Grid, &ldquo;<a href="https://www.nationalgrid.com/stories/energy-explained/what-is-battery-storage">What is battery storage</a>?&rdquo;
16 Government of Canada, &ldquo;<a href="https://www.canada.ca/en/natural-resources-canada/news/2023/02/governments-of-canada-and-ontario-working-together-to-build-largest-electricity-battery-storage-project-in-canada0.html">Governments of Canada and Ontario Working Together to Build Largest Electricity Battery Storage Project in Canada</a>&rdquo;
17 Daily Commercial News, &ldquo;<a href="https://canada.constructconnect.com/dcn/news/technology/2023/04/inside-innovation-battery-storage-for-commercial-buildings-comes-into-its-own">Inside Innovation: Battery storage for commercial buildings comes into its own</a>,&rdquo; April 19, 2023
18 McKinsey &amp; Company, &ldquo;<a href="https://www.mckinsey.com/industries/automotive-and-assembly/our-insights/enabling-renewable-energy-with-battery-energy-storage-systems">Enabling renewable energy with battery energy storage systems</a>,&rdquo; Aug. 2, 2023
19 &nbsp;Control Fire Systems, &ldquo;<a href="https://www.controlfiresystems.com/services/battery-energy-storage-fire-suppression-systems">Battery Energy Storage Systems Fire Suppression</a>&rdquo;&nbsp; 
20 StatX, &ldquo;<a href="https://www.statx.com/whitepaper/fire-suppression-battery-energy-storage-systems/">Fire Suppression in Battery Energy Storage Systems</a>&rdquo;
21 MoviTherm, &ldquo;<a href="https://movitherm.com/knowledgebase/understanding-the-risks-of-fire-in-battery-storages/">Ensuring Safety in Lithium-ion Battery Storages</a>&rdquo;
22 National Fire Protection Agency (NFPA) Journal, &ldquo;<a href="https://www.nfpa.org/news-blogs-and-articles/nfpa-journal/2020/01/01/nfpa-13-january">NFPA 855 and sprinkler protection for energy storage systems</a>,&rdquo; Jan. 1, 2020&nbsp;
23 T&Uuml;V S&Uuml;D, &ldquo;<a href="https://www.tuvsud.com/en-us/resource-centre/stories/lithium-ion-battery-fires-myth-vs-reality">Lithium-ion Battery Fires: Myth vs. Reality</a>&rdquo;

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