International Women’s Day may have passed on March 8, but the focus it brings should not end when the calendar turns. It is still a meaningful time to recognize the women leading safety and compliance across Canada, and to reflect on the day-to-day work that follows: building workplaces where people feel safe to speak up, report hazards, and contribute fully.
At Danatec, one of the people doing that work every day is Addy, a safety professional and instructor who is often the first person learners meet when they attend an instructor-led training course. Her job is not just to deliver material. It is to help people understand why safety matters, how it applies to their role, and what it looks like to bring those practices back to the worksite with confidence.
In recognition of International Women’s Day, we spoke with Addy about her path into health and safety, what she sees in the classroom, and why training plays a bigger role in safety culture than many organizations realize.
For a wider industry view of women’s leadership in safety, Canada’s Top Women in Safety 2025 is a strong reminder of how many women are shaping safer workplaces across the country.
From Oil and Gas Worksites to the Classroom: Addy’s Path into Safety
Addy’s safety career started with a simple introduction.
“In 2012, a colleague introduced me to the field of health and safety,” she says. At the time, she and her colleague planned to pursue careers as safety auditors. But as she completed the required courses to become certified, her focus shifted.
“During that time, I developed a strong appreciation for the responsibility that facilitators have in helping individuals understand the importance of workplace safety and in promoting the message that everyone returns home safely at the end of each day.”
That experience changed her direction.
“This experience ultimately led me to change my career direction and become an instructor, so I could share that knowledge with others.”
Addy’s background is rooted in real industrial environments. She has worked primarily in oil and gas, facilitating at numerous sites north of Fort McMurray, Alberta. She has also delivered training across education, construction, warehousing, and hospitality, which gave her a clear view of one constant: every sector needs a strong safety program, and every program depends on people understanding and applying what they learn.
For teams operating in higher-risk environments, our overview of construction site safety training hazards and prevention is a useful starting point.
Women in Safety: What Has Changed, and What Still Matters
Safety has historically been viewed as a male-dominated field, and Addy has seen that shift over time.
“Historically, the health and safety field was often perceived as male-dominated, which posed a challenge,” she says. “However, over time, women demonstrated their capabilities in safety and compliance roles, shifting perspectives.”
Today, Addy sees the most important lens as capability and shared purpose.
“Today, the focus is on knowledge, experience, and the shared goal of maintaining safe work practices, regardless of gender.”
This is consistent with broader best-practice guidance on inclusive safety systems, including the International Labour Organization view on gender equality in occupational safety and health.
She also speaks candidly about the reality many women experience early in their careers. Establishing credibility is part of the job, and it is rarely automatic.
“Yes, at the beginning of my career, I needed to establish credibility within the safety field,” Addy says. Her approach was direct and practical: stay confident, listen closely, and keep learning.
“I stayed confident and willing to take on challenges; I listened actively to my learners, asked thoughtful questions, and conducted extensive research to continuously enhance my knowledge.”
What Learners Bring into the Room (and What They Are Worried About)
If Addy is the face of Danatec when learners arrive for instructor-led training, she is also the person who sees what people are really carrying into that room.
“One common observation I make is that many learners feel nervous at the start of a course,” she says. For some, it is their first exposure to health and safety training. They are not sure what to expect, or what is expected of them.
That nervousness often has a specific root. Many learners are worried the content will feel overwhelming, irrelevant, or overly complex.
“I believe learners are concerned about the complexity of the course content,” Addy explains. “Some individuals see health and safety as a lengthy, repetitive process they consider unnecessary. They might also question how the course information applies to their role within their organization.”
This is an important insight for safety and training managers. If a learner shows up thinking training is a checkbox, their engagement will reflect that. The instructor’s job becomes less about delivery and more about connection: making the training feel real, applicable, and worth taking seriously.
How Addy Builds Trust in the Classroom
When you ask Addy what makes training effective, she talks less about slides and more about atmosphere, clarity, and participation.
“My aim is to create a welcoming and engaging learning environment where learners feel comfortable,” she says. “I believe that a calm atmosphere fosters better knowledge retention and leaves a lasting impression, so I use clear, accessible language to make concepts easy to grasp.”
She also uses real experience, not generic examples.
“I include real-life examples from my experiences and promote open dialogue throughout the session.”
That dialogue is not a nice-to-have. It is how she diagnoses gaps, identifies misconceptions, and helps learners build practical solutions they can actually use.
“By asking questions, I gain insight into learners’ challenges and collaborate with them to develop practical, applicable solutions.”
Addy also acknowledges something many instructors see but few say plainly. Some learners arrive with a closed mindset.
“Others may attend with the mindset that the training is simply a requirement rather than something that is beneficial.”
The shift happens when trust is built.
“As the session advances and a respectful, supportive atmosphere is created, learners usually become more relaxed, participate more openly, and start to recognize the value of the training.”
What Happens When People Do Not Feel Safe Speaking Up
One of the strongest themes in Addy’s answers is how closely safety outcomes are tied to communication and psychological safety in workplace culture.
“From my experience, when individuals do not feel comfortable speaking up, whether in training or at work, it can lead to important information being missed,” she says.
In the classroom, that shows up as silence: questions not asked, uncertainty not clarified, concerns not raised.
“Learners might hesitate to ask questions, clarify uncertainties, or share concerns, leading to gaps in understanding.”
On the worksite, the consequences can be more serious.
“In the workplace, this lack of open communication can lead to more serious consequences, such as unreported hazards, unresolved issues, or unsafe practices continuing without correction.”
Over time, the damage is cultural as much as it is operational.
“Over time, it can also harm team trust, collaboration, and the overall safety culture.”
Addy’s takeaway is simple, and it should be a guiding principle for any training program.
“Creating an environment where people feel respected, supported, and encouraged to speak up is vital for ensuring effective learning and a safer workplace.”
If you want a practical overview of what “psychological safety” means in Canadian workplace terms, the Canadian Centre for Occupational Health and Safety guidance on psychological safety is a useful reference.
Changing Minds in Real Time: When Training Starts to Land
Addy has seen learners walk in disengaged and walk out with a new perspective. That shift rarely happens by accident.
“Yes, I have observed significant changes in learners,” she says. “Some individuals initially express that they are attending the course only because it is required, and their level of engagement reflects that.”
Her approach is to engage them directly, but respectfully, and bring the content back to their reality.
“In these cases, I intentionally challenge them constructively to encourage their involvement. I take the time to understand each learner’s industry and tailor scenarios to reflect their real-world challenges.”
This is one of the clearest examples of what strong instruction looks like: not delivering generic content, but helping learners see themselves inside the scenarios they will face on the job.
A Plain-Language Definition of Psychological Safety (Without the Buzzwords)
When asked to explain psychological safety without using the term, Addy’s answer is both human and operational.
“I would describe it as fostering an environment where individuals feel comfortable speaking up, asking questions, and sharing concerns without fear of judgment or negative consequences.”
She also broadens it beyond the moment of conversation. It includes recognizing what someone might be carrying and responding with support and problem-solving.
“It also involves recognizing the personal challenges someone might be facing and collaborating to find effective ways to address them.”
Addy highlights mental health as part of this conversation, not as a separate topic, because it affects safety, focus, and community impact.
“Highlighting the importance of mental health is vital, as unmanaged challenges can affect not only the individual but also colleagues, families, and the broader community.”
For organizations that want to strengthen respect and inclusion alongside safety training, Danatec’s DEI course offerings through our Canadian Diversity Initiative partnership are designed to support that culture work.
The Misunderstanding That Undermines Safety Culture
Addy sees one misunderstanding come up repeatedly: the belief that safety training is unnecessary, or that it is complicated for no reason.
“A common misunderstanding is that safety or compliance training is unnecessary or too complicated, especially when individuals feel they already know how to perform their tasks,” she says.
Her response is direct. These programs exist because people have been hurt, and because organizations learn from near misses.
“In reality, these processes are in place to reinforce best practices, address potential risks, and prevent incidents, often based on lessons learned from past injuries or near misses.”
This is also why refresher training matters, even for experienced workers.
“Refresher training offers an opportunity to review key safety concepts that workers may not encounter regularly in their daily tasks,” Addy explains. It combats complacency, updates knowledge, and keeps standards consistent.
“It also ensures workers stay up-to-date with any changes in legislation, standards, or workplace procedures, supporting a consistently safe work environment.”
If you are reviewing requirements across sites this year, Danatec’s 2025 employer compliance checklist is a practical way to confirm your core training coverage is current.
Training Is Not a Checkbox. It Is a Culture Builder.
When asked what she wishes organizations understood, Addy’s answer is the heart of this International Women’s Day spotlight. It reframes training as culture work.
“I wish more organizations would realize that training is not just a requirement to be checked off, but a vital factor in building a strong safety culture.”
Effective training shapes thinking, decision-making, and everyday action.
“Effective training shapes how workers think about safety, make decisions, and handle their daily tasks.”
It also strengthens what many Canadian safety leaders recognize as essential: shared responsibility.
“This shared commitment ultimately strengthens the Internal Responsibility System, where workers create a more proactive, informed, and safety-focused workplace.”
In Ontario, that shared responsibility is often formalized through Joint Health and Safety Committees, and our guide to JHSC training in Ontario (step-by-step) breaks down how certification works.
How Danatec Supports Inclusive, Practical Training
Danatec is committed to supporting workplaces where safety training is practical, inclusive, and aligned to how people actually learn. Through our partnership with the Canadian Diversity Initiative, we offer two online courses that reinforce the respect and speak-up culture Addy describes.
- Respect and Inclusion: DEI Training for Workplaces covers discrimination, harassment, bullying, and workplace violence prevention. (Approx. 1 hour. Certificate and digital badge included.)
- Unconscious Bias: Online Training helps teams recognize and reduce the impact of unconscious bias at work. (Approx. 30 minutes. Certificate and digital badge included.)
If you are building a training plan across roles, you can browse Danatec’s online safety training courses by topic and work type.
Addy’s Advice to Women Considering a Career in Safety
For women who are considering safety work but are unsure they belong, Addy’s advice is clear and grounded in what she has lived.
“My advice is: Do not be discouraged. The field of health and safety is built on knowledge, determination, and the ability to support and assist others, qualities that are not determined by gender.”
She emphasizes resilience, continuous learning, and work ethic.
“With determination, continuous learning, and a strong work ethic, you can build a successful and rewarding career in safety.”
What International Women’s Day Means to Addy
International Women’s Day is meaningful to Addy because it recognizes contributions that are often quiet but deeply impactful.
“It serves as a reminder that women play an important role in shaping safer workplaces through education, leadership, and collaboration.”
For her personally, it is also a moment of pride and motivation.
“Recognition motivates me to grow, encourages me to inspire others, and drives me to continue building a successful career in health and safety.”
Her summary is simple and powerful.
“It confirms that my efforts genuinely make a difference.”
What She Hopes Learners Take With Them After a Danatec Course
At the end of the day, Addy’s goal is not just course completion. It is confidence and application.
“I hope all learners come to see the importance of health and safety in the workplace and how it relates to their specific roles,” she says. “More importantly, I hope they feel confident in applying what they have learned to their daily tasks.”
And she returns to the theme that runs through all her answers: safety culture is shared.
“It is vital that they understand a strong safety culture can only be built and maintained when everyone works together, communicates openly, and shares responsibility for keeping a safe environment.”
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