Several occupational safety and health standards and exposure limits to hazardous substances are founded on male populations or laboratory tests and associate in a great deal in favor of male work areas. This apart, occupational accident and diseases which are listed for compensation purposes give better coverage in case of accidents associated with work and problems related to sickness which are increasingly common among men. Therefore these concerns are required to be dealt with. The need of the hour lies in enhancing gender sensitivity is risk prevention. Gender sensitivity is associated with consideration of gender problems, variations and inequalities in strategies and actions. (European Agency for Safety and Health at Work) The outcomes of this report as regards present research and good practice, and suggestion of global organizations like the International Labor Organization and World Health Organization -- WHO. In workplaces, it is important that the following steps are taken (i) adopting a gender-sensitive strategy to risk assessment, and guarantee that information and training and on gender issues in OSH are supplied (ii) create associations between equality and OSH activities: for instance include working conditions in equity policies and actions, and cover matters like sexual harassment and work-life balance in OSH activities, for instance in stress prevention. Examine the concerns like flexibility and enrichment of jobs, and working schedules of women as well as men so as to enhance work-life balance. A graphic showing influences on gender differences in OSH is shown in Exhibit -I. (European Agency for Safety and Health at Work)

Concurrently while designing OHS standards, it is essentially vital to find out what type of standards to espouse. For instance, what types of procedures have the maximum chances of achieving the ideal policy results? What methodologies have increased chances of impacting organization behavior, to be flexible, yield safety and health benefits at a suitable cost, give actual control to the employers, and become simple to enforce. Taking a stand regarding these concerns will have important connotation not just for the regulators, duty holders, and possible victims of injury related to work and sickness. Three types of standards are available that is required to be raised to safeguard OHS. Especially, three primary alternatives are available. These are specification, performance, and process or system-based standards. And these alternatives are never mutually exclusive. But they are theoretically very different. Taking into account the significant benefits that the initiation of a systems-based approach can have for enhanced OHS, in case of public and employee relations, and, as an outcome of all these, for benefits, can organizations be depended for upon to start such systems on their own. It can be debated that industry definitely possess a self-interest in enhancing OHS, and that, in case of this, an individual must depend exclusively on market forces to get ideal results. (Gunningham; Johnstone, 14)

Toll of workplace on the health of Canadian workers in Ontario:

It is reported that one in seven young workers are injured on the job in Canada. Why is it the fact that youths within the age group of 15 to 24 are susceptible to occupational injuries or illness? The causes differ. Young people might often be vague regarding their self mortality. They are keen to put an impression on others and as a consequence tend to take up new challenges. Moreover as workers without experience, they might not be aware or perceive the dangers in the workplace or the manner in which to avoid injury, and a lot might be unwilling to question them. It is important that workers who are new to a workplace are required to be trained prior to laying their hands on any work. They require precise, instructions at regular intervals in the space of few weeks. In case of some workers, the first instructions might be overwhelming, and they require listening to the information that has to be repeated a number of times. Apart from giving training, it is the employers who must clarify it to the young workers that it always better to ask in matters where their knowledge is inadequate. The quicker, everybody begins believing regarding their job in a safety horizon, the better it is for everybody. (Young and the new workers, 4)

In Canada, employment standards are enforced under the Employment Standards Act, 2000 ESA that lays down the minimum standards which employers and employee must adhere to. Besides, the Ministry of Labor by means of its Employment Standards Program (i) enforces the ESA and its regulation...

(iii) Evaluate probable infringements (iv) solve complaints (v) undertake proactive evaluation of payroll record and workplace practices. (Ontario Employment Standards)
In Ontario a person's rights as a worker is protected by federal and provincial labor laws. The Canada Labor Code prescribed labor standards for spheres of employment which happen to be the responsibility of the federal government like banks or transport activities. The Human Resources Development Canada -- HDRC is the federal Department which is in charge of delivering labor programs and services. Nearly all workers in Ontario are covered under the provisions of the Ontario Employment Standards Act as also the Occupational Health and Safety Act. The provincial outfit which is in charge of matters associated with labor issues is the Ontario Ministry of Labor. The workers of Ontario are safeguarded by occupational health and safety and employment standards laws. To come under the coverage, employers must remunerate a minimum wage and provide a safe and secured work setting, among other responsibilities. (What are basic working conditions in Ontario?)

Besides, workers have responsibilities under the provisions of the law also. Hence, it is important that the workers are themselves updated regarding the act which keeps individuals healthy, safe and good treatment is meted out at the workplace. Employment Standards constitutes the rule that every employer are required to observe regarding what work they can extract from workers and what they cannot. In the Ontario Employment Standard Act, are covered hours of work, minimum wage and overtime, public holidays, vacation time and vacation pay, pregnancy and parental leave, job termination and severance of pay, fling a claim. On the other hand Occupational Health and Safety Act -- OSHA covers (i) the rights of female workers (ii) duties of employer and other persons (iii) the right to refuse work (iv) the right to cease work (v) matters relating toxic substances (vi) workplace safety and insurance board -- WSIB. In situations where workers feel that their rights have been violated, they can file a claim with office of the local Ministry of Labor or submit an application to the Ontario Labor Relations Board. (What are basic working conditions in Ontario?)

The need behind Ontario Employee Standards Act, 2000 -- ESA is the fixation of minimum standards for conversant, just and efficient workplaces in Ontario. Since government is under obligation to provide secured, just and healthy workplaces, the ESA lends employees and their bosses the flexibility to design work systems that are in sync with the current personal and business needs. The ESA assists workers to get a better deal which in terms helps the employers to extract more productive work, and Ontario to draw jobs and investments, and foster growth. Almost every employee and employer is covered under the Act except (i) employers and employers in areas under federal governance such as banking, airlines, movement within the province, besides radio and TV telecast. (ii) staff of the monarch, who are given exclusion from majority but not all, provisions of ESA (iii) police officers (iv) individuals who are holding offices of politics, justice, faith or trade union offices. (v) Those who take part in work experience programs approved by school boards, college or universities (vi) individuals are needed to perform community participation in order to be eligible for social participation and (vii) inmates participating in work programs. (Employment Standards Act)

One of the important provisions of the ESA is (i) Pregnancy leave and Parental leave: Would be mothers are allowed to avail 17 weeks of pregnancy leave and 35 weeks of job secured parental leave. Besides, all other new parents are allowed to avail up to 37 weeks of leave. As a consequence, in case each parent of newly born child prefers to avail the maximum permissible job secured leave at different times, the child could have the benefit of a parent at home for till 89 weeks. (ii) Emergency leave: unsalaried, job-secured emergency leave of up to 10 days every year can be availed by any employee who is in a job for a company who routinely keeps in his payroll 50 or more people. This type of leave can be availed in situations of personal illness, injuries, or medical emergencies and death, illness, injury, or immediate issues as regards specified family members. (Employment Standards Act)

The enforcement of the law is done…