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SHAPING THE FUTURE: TEN YEARS OF

THE OCCUPATIONAL HEALTH

INTERNSHIP PROGRAM

LINDA DELP KATHERINE KIRKLAND

KEVIN RILEY INGRID DENIS

SARAH JACOBS MATT LONDON

DIANE BUSH ROBERT HARRISON

ABSTRACT

The Occupational Health Internship Program (OHIP) was initiated in 2003

to recruit a new, diverse generation of occupational safety and health

(OSH) professionals and to advance OSH within union and community-based

initiatives. It retains the principles of the original OCAW/Montefiore intern-

ship program while adapting to the changed landscape of the 21st-century

workplace. Case studies of OHIP projects illustrate how students have con-

tributed to key OSH policies—to regulate silica exposure among construction

workers, apply principles of green chemistry with Vietnamese nail salon

workers, and integrate OSH into “green” jobs in the recycling industry. They

have supported innovative campaigns with immigrant workers in contingent

jobs—from taxi drivers to warehouse workers. The students, in turn, have

been inspired to enter the OSH arena as professionals and worker advocates

with the potential to contribute new energy to an OSH movement.

Keywords: students; worker health and safety; labor, community and coalition strategies

In 2013, the Occupational Health Internship Program (OHIP) celebrates 10

years of placing students in the field with workers. OHIP partners with labor

253

� 2013, Baywood Publishing Co., Inc.

doi: http://dx.doi.org/10.2190/NS.23.2.d

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NEW SOLUTIONS, Vol. 23(2) 253-281, 2013

unions, embracing the approach of the original internship program initiated by

the Oil Chemical and Atomic Workers Union (OCAW) and the Montefiore

Department of Social Medicine [1], while building new community-based part-

nerships to adapt to the sociopolitical realities of the contemporary workplace.

Students in the past decade have reached diverse groups of workers, many

employed in low-wage, non-union, and high-hazard jobs.

In this article we outline the dual goals of OHIP—to recruit a new genera-

tion of occupational safety and health (OSH) professionals who reflect the

diversity of the current workforce, and to support workplace and community

OSH initiatives. We describe how the program has adapted to a context that

differs markedly from that of 1976, when the OCAW/Montefiore partnership

began. We highlight examples of the impact of OHIP on the field of OSH and

on the students themselves and pose questions about how to shape the program

in the coming decade to support a vibrant OSH movement.

LEARNING FROM THE PAST: ORIGINS OF OHIP

By 2000, there was widespread acknowledgment of the impact of the OCAW/

Montefiore program. Former students were running programs at federal and state

government agencies, universities, and unions. They shaped a progressive OSH

agenda within the American Public Health Association (APHA), researched

new hazards, and developed regulations and technological innovations to

control them [1]. But their hair was graying, and by 2004 membership in the

APHA OSH section had declined by nearly half from its peak of 1,500 members

in the early 1990s [2].

OHIP was born from discussions at annual APHA meetings and took shape

through the work of dedicated volunteers, many drawn from the original OCAW/

Montefiore program. Through an existing cooperative agreement with the

National Institute for Occupational Safety and Health (NIOSH), the Association

of Occupational and Environmental Clinics (AOEC) provided funding to launch

the program officially in 2003, creating pilot projects in summer 2004. OHIP

received additional supplemental funding from the California Department of

Public Health (CDPH) and the Kazan, McClain, Abrams, Lyon, Greenwood,

Harley and Oberman Foundation. Regional coordination and mentorship

were provided by Hunter College in New York, the University of California,

Berkeley Labor Occupational Health Program (LOHP), and the CDPH in the

San Francisco Bay Area.

Principles established in the OCAW/Montefiore program became the foun-

dation for OHIP:

1. Students learn about the world of work from the point of view of workers

by interacting with them through field-based placements with “host”

labor unions and community-based worker advocacy organizations.

254 / DELP ET AL.

2. Students contribute to the OSH capacity of their host organizations by

“giving back” reports of research findings, educational, and other products.

This approach ensures mutual benefits and respectful partnerships between

students, university programs, and host labor and community organizations.

As OHIP projects and partners evolved over subsequent years, the program’s

coordinators have retained these core principles while adapting to a different

context, one that posed new challenges and opportunities.

A CHANGING LANDSCAPE

The original OCAW/Montefiore program primarily paired medical students

with labor unions to investigate hazards in chemical factories and other

industrial worksites. But the landscape of work and health had changed by the

21st century. For nearly three decades, employment in manufacturing and heavy

industry was being replaced by service sector jobs in industries such as retail,

hospitality, and health care [3-5]. Overall union membership in the United

States had declined (from 24.0 percent in 1973 to 11.2 percent in 2012), though

union membership in the public sector during this period increased [6, 7].

At the same time, the growth in subcontracting and other forms of contingent

employment meant the erosion of job security and a deterioration of the social

contract between employers and workers [8-11]. The demographics of the

American workforce had also changed. The foreign-born workforce grew in

the 1980s and 1990s, reaching 12.5 percent in 2000 [12]. Immigrants from

Latin America, Asia, and other parts of the globe contributed to cultural and

language diversity.

These changes meant shifts in the predominant profile of workplace hazards

and health outcomes [13]. Workplace harassment and violence emerged as

priorities among service-sector workers [14-16]. Production quotas, long hours,

and shift work contributed to job stress and musculoskeletal disorders [11, 13,

17]. The decline in unionization and constraints on the ability of the Occupa-

tional Health and Safety Administration (OSHA) to protect contingent workers

meant fewer institutionalized mechanisms to confront these hazards, requiring

new strategies to advance an OSH agenda [8, 18, 19].

OHIP planners understood that they could not simply replicate the OCAW/

Montefiore model of placing students with unions. They would need to respond

to this new landscape and prepare students for the realities they would encounter

as OSH professionals in the field [20, p. 5-15]. The emergence of immigrant

worker centers and other community-based worker advocacy groups in the 1990s

[21, 22] enabled new partnerships and a chance to conceptualize worker health

beyond an OSH framework based in traditional labor-management relationships.

Over the past 10 years, OHIP projects have confronted occupational health

disparities [23] and linked worker health with environmental and social justice

SHAPING THE FUTURE / 255

initiatives, an approach championed by OCAW’s Mazzocchi [24, pp. 224-238].

These approaches have attracted a diverse group of students with the potential

to infuse the OSH field with new ideas and energy.

OHIP IN THE WORKPLACE

AND COMMUNITY

A defining characteristic of OHIP projects and students is their diversity.

Collectively the body of projects over the last decade provides a window into

the challenges confronting the contemporary workforce and the importance of

university, union, and community partnerships.

Nine students were placed with labor unions in New York, New Haven, and

the San Francisco Bay Area in 2004, the first year of summer intern placements.

They worked in teams to investigate chemical hazards in janitorial and graffiti

removal work, heat stress in public school kitchens and in a polyurethane-coating

fabric factory, and overhead drilling in the construction trades. Academic

mentors oriented and provided guidance to students from graduate and under-

graduate programs in nursing, medicine, industrial hygiene, and other health

science programs. The program broadened to include projects in the health-care

and hotel industries in Los Angeles the following year and, subsequently, to

include students from urban planning, labor studies, and political and social

science programs.

Since 2007, a NIOSH Training Program Grant has provided core funding

for graduate student placements supplemented by funds from a variety of other

sources such as The California Wellness Foundation (see Acknowledgments).

OHIP has expanded to other geographic regions where university or public

health department-based OSH professionals can place and mentor the students

for their nine-week internships with host labor and community organizations.1

Over the past 10 years, 158 students have worked on 80 OHIP projects across

11 geographic sites. In addition to the original program sites, OHIP projects have

taken place in Albany, New York; San Diego, California; Seattle, Washington;

Boston, Massachusetts; Concord, New Hampshire; Chicago, Illinois; and

Portsmouth, Ohio. AOEC provides a summary list of OHIP projects and sites

on its website [25].

Approximately 38 percent of OHIP interns have been undergraduates who

are paired with graduate students. More than three-quarters (82%) have been

256 / DELP ET AL.

1 Hunter College in New York City; the University of California, Berkeley; the University

of California, Los Angeles; San Diego State University; the University of Washington;

the University of Massachusetts at Lowell; the University of Illinois-Chicago; and the

University of Maryland. More recently, partners affiliated with the Council of State and

Territorial Epidemiologists (CSTE) and the Tony Mazzocchi Center of the United Steel

Workers Union have provided academic and technical support for projects.

women, and 68 percent have been minorities. The majority (85%) are fluent in

a second language and 17 percent speak a third language.

Labor unions continue to play a central role as OHIP host organizations,

connecting students with union members and providing access to worksites.

Forty-nine OHIP projects in the last 10 years, about 61 percent of all projects

nationwide, have been with members of 19 separate unions. These unions repre-

sent workers in the private and public sectors, in manufacturing, construction,

oil refineries, and nuclear weapons facilities, and in service sector jobs in

education, health care, food service, industrial laundries, and the hotel industry.

OHIP coordinators have also partnered with 27 community-based host organi-

zations and worker centers. Students have worked on 31 projects with non-

union workers, particularly immigrants, minorities, women, and youth—about

39 percent of all projects nationwide.

STUDENTS SUPPORT WORKER HEALTH CAMPAIGNS

In the past decade, students have researched chemicals, ergonomic risk factors,

and temperature extremes; they examined the effects of speed-up, long workdays,

repetitive motion, job stress and workplace violence; and they confronted the


National OHIP orientation construction site visit, L.A. 2012.

limited legal protections for workers in the informal sector. We describe

strategies adopted by the OHIP host organizations and supported by the students

to protect workers from these hazards and to position them with tools to

take action.

Collective Bargaining, Regulations and

Compensation: The Role of Labor

Three case studies illustrate student support for union campaigns to improve

workplace health and safety conditions: collective bargaining in the airline

industry, advocating for a regulation to prevent silicosis, and streamlining

nuclear workers’ access to compensation.

Case Study 1: Collective Bargaining in the Airline Industry

In 2008 and 2009, OHIP students’ research on the impact of lean produc-

tion processes informed the labor union UNITE HERE’s collective bargaining

campaign for airline catering crews. The union represents workers at the largest

in-flight airline catering companies in the world, LSG Sky Chef and Gate

Gourmet [26].Workers prepare and package the food served on airline flights,

deliver it from the kitchen to the airplane, and load it onto flight attendants’ carts.

Many airline catering service employers have adopted a lean production approach

to cut costs, a manufacturing philosophy that originated in the auto industry to

eliminate waste as raw materials are processed into a final product. The students

were charged with researching the effect on workers.

Separate teams of students surveyed 159 workers over two summers and

observed lean production processes firsthand. They documented stress and mus-

culoskeletal injuries from speed-up and worker monitoring. Workers reported

trouble sleeping, headaches, and symptoms of cold stress injury such as tingling

hands and face and burning sensations in the eyes. Almost three-quarters of

those surveyed reported they were not allowed to leave the cold pantry area to

rest and recover if needed [27].

UNITE HERE leaders shared results with regional union stewards throughout

the country to prepare for collective bargaining, posted the 2008 OHIP report

on their website, and educated stewards about how the lean production model

increased workload. In 2010, the union modified the OHIP survey to obtain

worker input on other hazards and training needs in 12 cities, and developed a

“Safety First!” worker leadership campaign. They successfully negotiated health

and safety committee language in master collective bargaining agreements

that applied to airline catering crews nationwide. In addition, local union

agreements increased staffing levels and decreased workloads in the kitchens,

integrated ergonomic evaluation and training, and provided floor mats and pro-

tective clothing in the cold rooms.

258 / DELP ET AL.

OHIP projects in New York State also supported collective bargaining as

part of the Public Employee Federation’s Violence Prevention Project and the

Professional Staff Congress’s Indoor Air Quality Project at City University of

New York (American Federation of Teachers Local 2334). These examples

illustrate the ability of labor unions to negotiate safety contract language for

their members that is more protective than the standards promulgated by

OSHA. The next case study provides an example of Building Trades unions’ role

in advocating for a California Division of Occupational Safety and Health

(Cal/OSHA) standard to protect California workers from silica dust, a standard

that would apply to their members and beyond.

Case Study 2: New Silica Standard, Age-Old Hazard

The [silica] project was a great learning experience that allowed us to use

our skills in occupational health and taught us about building relation-

ships with organizations like the BAC Local 3 and the Roofers Union and

Apprentice programs. Their support was crucial in accomplishing our project

goals and learning about the different trades.

—Cassandra Porchas, 2011, now a practicing industrial hygienist

OHIP students contributed to a union education campaign and Cal/OSHA

standard to control hazardous levels of silica dust, a known hazard for more than

100 years. The Bricklayers and Allied Craft workers union (BAC Local 3) was

concerned about worker exposure during cutting, grinding, and other operations

on materials such as stone, brick, and cement. In 2005 and 2006, OHIP students

worked with the BAC local union and the California Department of Public

Health’s Occupational Health Branch (CDPH OHB) to assess work practices and

silica exposure using surveys distributed at job sites, local union meetings, and

other social and work gatherings. They developed worker education materials

and created a silica hazards/preparedness assessment checklist which was dis-

seminated to union members and contractors. BAC Local 3 used the information

to create a union-based silica hazard awareness program and to support state

legislation to ban dry cutting of masonry materials. A worker safety standard

was subsequently promulgated by Cal/OSHA in 2008. It requires employers to

use wet methods and/or local exhaust ventilation when cutting masonry materials,

the second such standard nationwide [28].

A 2011 OHIP team evaluated silica dust control measures since the adoption

of the Cal/OSHA standard. They visited job sites with Local 3 representatives to

take photographs and shoot video footage, and they interviewed a variety of

stakeholders. Together with the OHB, they recommended targeted education

and enforcement and highlighted the need to integrate worker health into

pre-construction planning and tool design. They also worked with BAC Local 3

and the Roofers Union apprentice programs and contractors to produce a widely

distributed video, Don’t Let Silica Dust You! [29].


Other OHIP teams focused on heat exposure standards in New York and

California. In 2004, students assessed heat conditions in New York City public

school kitchens on behalf of AFSCME, the American Federation of State, County

and Municipal Employees, District Council 37. The union took this information

to Albany in support of legislation to set heat stress standards; it was passed by

the State Legislature but vetoed by Governor George Pataki. A 2007 OHIP team

assessed employer compliance with California’s new heat illness prevention

standard for outdoor workers [30], interviewing workers from different occu-

pations as well as union and community representatives, and accompanying

Cal/OSHA inspectors to construction and agricultural sites. They also investi-

gated heat exposure among parking lot attendants (Teamsters Local 952 members

at the Angel Stadium of Anaheim), and proposed practical solutions for access

to shade and water to the new labor–management health and safety team. An

OHIP team in Los Angeles measured heat and humidity levels in industrial

laundries. Results were used by UNITE HERE Local 52 to advocate for

controls in high-heat areas to protect a group of indoor workers excluded

from protection under Cal/OSHA’s outdoor heat standard.

Case Study 3: Workers Right to Compensation in

the Nuclear Weapons Industry—The End of an Era

In 2012, OHIP students learned firsthand about the hazards of work at

Department of Energy (DOE) nuclear weapons complex facilities, a remnant

of the Cold War era. Their research and educational skills improved worker

access to compensation for chronic illness from decades of handling radioactive

and hazardous materials without adequate protection. While the federal govern-

ment offers medical screening and compensation to former DOE site workers

under the Energy Employee Occupational Illness Compensation Program

Act (EEOICPA), the program is complex, bureaucratic, and difficult for many

workers to navigate.

The students were placed with United Steelworkers Union (USW) Local 689 at

the DOE’s Portsmouth Gaseous Diffusion Plant in rural Ohio. The vast majority

of OHIP projects since 2004 have been located in urban areas; this project in

Portsmouth, OH, was the first to send students to an industrial worksite in a rural

setting. They interviewed former site workers about their job histories, potential

work exposures, and experience navigating the EEOICPA system, identifying

medical needs and challenges workers faced obtaining the compensation to which

they were entitled. They then developed a pamphlet illustrating the process to

submit claims and file appeals, factsheets highlighting recognized exposures

and related illness for every employee category at the Diffusion Plant, and a docu-

ment to educate physicians about EEOICPA. The USW is now disseminating

information to workers at six DOE nuclear weapons facilities around the country,

many in the process of being decommissioned and dismantled.

260 / DELP ET AL.

I had no idea what to expect. The only person I knew affiliated with unions

was my husband’s grandfather. This has been one of the most rewarding

experiences of my life. It has reinforced in me the importance of advocacy for

all individuals, but especially workers, who are often unaware or misguided

regarding their rights. OHIP has inspired me to continue working in public

health. No matter how heartbreaking some days are, there are always suc-

cesses that can make the tears worth it.

—Erica Hunter-Wallace 2012

Immigrant Workers, Contingent Jobs:

Role of Worker Centers

Day laborers, domestic workers, and those classified as temporary workers

or independent contractors often fall outside the protection afforded by

organized labor and may also lack protection under OSHA in cases where there

is not an identifiable employer. Immigrant workers are frequently overrepre-

sented in these contingent jobs. Given these hurdles, community-based worker

centers and other advocacy groups have developed creative strategies to improve

working conditions.

We describe two OHIP case studies with workers from industries charac-

terized by contingent employment relations—taxi drivers in New York, Los

Angeles, and San Diego who are classified as independent owner-operators,

and warehouse workers in Southern California, where the classification of

many workers as temporary employees has posed challenges to holding corporate

retail giants accountable for working conditions.

Case Study 4: Taxi Drivers—

Multiethnic Alliances of Owner-Operators

Six OHIP projects since 2004 in New York, Los Angeles, and San Diego

have examined hazards in the taxi industry ranging from long hours in poorly

designed cabs to harassment and assaults to limited restroom access. Taxi

drivers in these cities consist primarily of immigrant men from around the world

who have worked collectively to improve working conditions despite their

classification as independent owner-operators.

The projects reflect diverse strategies to confront the challenges these workers

face in different urban contexts. In Los Angeles, a 2008 team interviewed

workers and led body mapping activities to identify work-related health prob-

lems in conjunction with the Los Angeles Taxi Worker Alliance (LATWA)

Health and Safety Committee. One outcome was a health fair, organized by a

year-round intern with the Committee and the South Asian Network to

provide medical screening tests, health information, and referrals for nearly

100 drivers and family members. The OHIP report, “Banned from Bathrooms,”

raised awareness of affronts to drivers’ dignity and was presented at Taxi


Commission hearings. In San Diego, results of a 2012 taxi driver survey helped

the United Taxi Workers of San Diego (UTWSD) advocate for reforms to taxi

lease arrangements.

The summer spent working alongside the NYTWA as an OHIP intern was

probably my most memorable to date. I’ve never met a group of people more

dedicated and passionate in fighting for the rights of others. Hearing drivers

recount their experiences was . . . an eye-opening look into the industry.

—Matthew Brouillette 2012

Students with the New York Taxi Workers Alliance (NYTWA) worked in

a different context. NYTWA was founded in 1998 to provide a collective voice

for drivers classified as independent contractors and so excluded from basic

labor law protections. They then pursued additional avenues for collective action

by joining the New York City Central Labor Council in 2007. In 2011, the 15,000

member alliance received a union charter from the AFL-CIO, the first granted

to an organization of independent contractors and a “step toward a new kind

of labor movement for the excluded workers, the workers without rights

and benefits” [31]. Against this backdrop, OHIP contributed to building the

NYTWA’s capacity to integrate OSH into their campaigns.

262 / DELP ET AL.

OHIP intern Rebecca Reindel interviews N.Y.C. taxi driver, OHIP 2008.

The 2008 team members examined ergonomic risk factors through taxicab

“drive-alongs” and interviews with more than 200 drivers using a questionnaire

they developed with worker input. NYTWA presented recommendations to

change vehicle design to the city’s Taxi and Limousine Commission (TLC).

The students also collaborated with the NY Committee on Occupational Safety

and Health (NYCOSH), one of a national network of grassroots labor-based

coalitions [32, 33]. They assessed other hazards, laying the groundwork for the

2010 team, which documented risk factors for harassment and violence by

interviewing drivers who had themselves been victims. Results supported the

Taxi Driver Protection Act, proposed state legislation to increase penalties for

assaults on drivers. In 2012, a third team explored the link among long hours,

sedentary work and lack of exercise as well as barriers to restroom access. The

OHIP projects, along with the NYTWA struggle for health care, highlight the

need to integrate OSH into a comprehensive approach to drivers’ health.

I now work for the 1199 SEIU Healthcare Union as a Research Assistant

and one of the many reasons I chose this position is because of the great work

accomplished by unions, which I experienced as an intern at the NYTWA.

—Toral Patel 2012

Case Study 5: Warehouse Workers Confront

“the Permanent Temp Economy” [34]

I learned how to develop educational materials on different subjects—

ergonomics, dangerous heavy machinery, slips/falls, chemicals and heat . . .

that could be easily understood by a working-class Spanish-speaking

audience, and that could be taught in brief training sessions by workers

themselves.

—Kim Aguirre, 2011

OHIP students’ support for warehouse workers laid the foundation for Cal/

OSHA citations that held warehouse operators and staffing agencies jointly

responsible for worker safety. The 2011 OHIP team was placed with Warehouse

Workers United (WWU) in Southern California [35], home to the largest con-

centration of warehouses in the world. An estimated 114,000 workers handle

goods destined for the shelves of retail giants nationwide while earning low

wages and few benefits [36]. Many are hired through temporary staffing

agencies, creating a climate of job insecurity. WWU staff recognized the need

for OSH capacity to confront job hazards—machine safety, ergonomic injuries,

exposure to chemicals and dusts, production pressures, and temperatures that

soared during summer months.

The students, one the daughter of a warehouse worker, analyzed the results

of a needs assessment survey with 103 workers, conducted in-depth worker

interviews, and assisted with a community forum to highlight hazards of the job.

Their research informed WWU’s worker education curriculum and testimony at


local and statewide hearings [37, 38]. They also drafted a Cal/OSHA complaint,

researching relevant Cal/OSHA standards and summarizing potential violations

of the Hazard Communication and Personal Protective Equipment standards

based on worker interviews. Despite fear of employer reprisals, three workers

signed the complaint while more than 30 signed a petition of support. The

Cal/OSHA citations had a ripple effect throughout the Southern California

industry where temp staffing agencies are common.

Kim and I hit just about every aspect of occupational health from data

collection, analysis, researching standards, contributing to a paper, drafting

a complaint and developing educational materials. . . . I even got to meet

the new Chief of Cal/OSHA, Ellen Widess . . . and she said the complaint was

so well written. I was thrilled.

—Karla Dominguez St. Pierre, 2011

Other students have worked with immigrants in contingent work settings

such as day laborers in Seattle, port truck drivers in Los Angeles and Oakland,

street vendors in Chicago, and domestic workers in Los Angeles and Chicago.

They contributed energy and ideas to support workers who confront the hazards

of precarious work arrangements and to larger movements such as the Domestic

Workers Bill of Rights and the Food Chain Workers Alliance effort to link

workers’ rights to food policy [39, 40]. OHIP interns have secured employ-

ment with organizations that are members of both of these national alliances

(specifically, IDEPSCA, Instituto de Educación Popular del Sur de California,

and Restaurant Opportunities Centers United).

Coalitions: Workers, Social and

Environmental Justice Movements

Students have worked on projects to integrate OSH and workers’ rights into

coalitions that frame worker health as part of social and environmental justice

movements. We highlight two OHIP projects with nail salon and recycling

workers as examples of coalition-based OSH strategies. Both challenged groups

external to the workplace to assume responsibility for working conditions. The

California Healthy Nail Salon Collaborative solicits the support of consumers

and manufacturers in its bid to rid the industry of acknowledged toxins; the

“Don’t Waste LA” campaign asserts the City’s responsibility to integrate worker

safeguards into the waste and recycling hauler contractor bidding process. Both

projects also grapple with questions of how worker health can be integrated

with green chemistry and green job initiatives.

Case Study 6: Healthy Nail Salons—Green Chemistry in Practice

There is a gap of Asian American community health activists within the

OSH movement. We have a responsibility to our communities to fill that

264 / DELP ET AL.

gap by providing mentorship, guidance, and opportunities to emerging

activists and advocates. The students built relationships, trust, and leadership

within the community. We hired Duyen Tran and Nina Nguyen, two of the

former interns, to continue working with the Collaborative.

—Lisa Fu, California Healthy Nail Salon Collaborative,

OHIP Host Organization, 2010, 2012

OHIP students worked with the California Healthy Nail Salon Collaborative

[41] to promote use of safer chemicals in nail salons, part of a fast-growing

industry with an estimated $7.3 billion net worth nationwide in 2012. The

industry depends largely on Vietnamese women immigrants, many of child-

bearing age, who comprise up to 80 percent of certified nail technicians in

California and 43 percent nationwide [42]. Concern about toxic chemicals in

nail salon products has emerged, particularly those containing the so-called

“toxic trio”—toluene, dibutyl phthalate, and formaldehyde—which have been

linked to cancer and reproductive harm [43].

OHIP students helped create grassroots worker and consumer pressure to

eliminate the toxic trio. In 2010, they surveyed 93 Vietnamese-American salon

owners and workers in Los Angeles, Orange, and San Bernardino Counties

about chemical exposure and other OSH concerns. The 2012 team then surveyed

more than 500 consumers in the City of Santa Monica about their knowledge

of “three-free” products and their willingness to patronize “greener” salons. The

students’ outreach efforts culminated with a number of “salon parties” around

the city. The students recruited Collaborative supporters to fill a salon with

paying customers for up to two hours. While doing manicures, salon technicians

and owners were part of on-site health and safety workshops conducted in

Vietnamese by the students. They created a colorful scrapbook with infor-

mation and pictures from past salon parties to recruit new salons to participate

in the project.

Staff from the Collaborative used the students’ survey findings to inform

statewide policy initiatives leading to an ordinance in San Francisco to recognize

nail salons that voluntarily adopt less toxic products. Eight salons have been

recognized under the program, and efforts have begun to bring similar programs

to Santa Monica and Marin County. The campaign has been highlighted in

Vietnamese-language media outlets and results used to inform safer nail salon

chemicals policy nationally.

Case Study 7: Good, Green, Safe Jobs in the Recycling Industry

OHIP interns validated the concerns workers had and gave them the con-

fidence that things could be different. They came up with the slogan,

“somos basureros pero no somos basura” [we pick up trash but we are not

trash] and helped lay the groundwork for a “Recycling for Justice” convention

with 150 workers.

—Peter Olney, ILWU, OHIP Host organization, 2012


OHIP students in the San Francisco Bay Area and Los Angeles contributed

to community-based campaigns to integrate environmental and worker health

standards into municipal waste collection and recycling. The industry is poised

for expansion, stimulated by zero waste and other “green” initiatives. The waste

management and remediation industry currently employs over 350,000 workers

nationwide; employment in California is expected to grow 19 percent to 21,700

by 2018 [44, 45]. These “green” jobs, however, are often neither good nor

safe. Wages are not sustainable, and sorters at waste recycling facilities are

frequently exposed to chemicals, discarded hypodermic needles, broken glass,

and fecal matter, as well as odors, dust, noise, and rodents. Local mandatory

recycling ordinances threaten the health of workers if OSH standards are not

put in place.

Four OHIP student teams contributed to unique labor-environmental-

community-university coalitions that are adopting innovative strategies to

promote good, green, safe jobs for drivers and sorters. Students in the San

Francisco Bay Area worked with the East Bay Alliance for a Sustainable

Economy (EBASE) and the International Longshore and Warehouse Union

(ILWU) Local 6, which represents about 340 waste recycling workers in

the region [46, 47]. Students in Los Angeles worked with the Los Angeles

Alliance for a New Economy (LAANE) and Teamsters Local 396, which repre-

sents most drivers in the region and recycling sorters at a large Anaheim, Orange

County, facility.

Across these four projects, students surveyed waste recycling workers in

Alameda, Los Angeles, and Orange Counties, mapped facilities in each region,

and investigated worker safety and environmental standards applicable to the

industry. Collectively these projects contributed to education, research and

policy initiatives to create safe and sustainable jobs for recycling workers. In

Los Angeles, data collected by the students documented violations of Cal/OSHA

safety standards, ultimately leading to citations against both the recycling facility

operator and the staffing agency. Like the warehouse industry citations described

above, these citations sent a message of joint employer responsibility for worker

safety. Worker safety has become a core component of the “Don’t Waste LA”

policy campaign for a city ordinance to establish a waste and recycling franchise

system [48]. The system would require franchise bids to include worker health

and safety measures and provide avenues for greater oversight by the City. In

the Bay Area, efforts are underway to train ILWU Local 6 members who work

in recycling facilities and to promote municipal policies similar to those proposed

in Los Angeles.

This internship has been an incredible learning experience. . . . I have become

aware of how vital unions are to maintaining basic human rights. I certainly

did not realize how commonplace it is for workers, especially those who

do not speak English, to be exploited even here in the Bay Area. . . . I have also

been inspired by the power of organization and group effort to effect change,

266 / DELP ET AL.

and especially the important role that health and safety plays in motivating

workers to fight to improve working conditions.

—Lindsay McCormick, 2012; currently an Association of

Schools of Public Health Environmental Health Fellow

in the Environmental Protection Agency’s Office of

Children’s Health Protection

OHIP students have also supported innovative coalitions in other parts of the

country during the last decade. Coalitions for Occupational Safety and Health

(COSH) developed projects to reach young workers in Boston and refugees

in New Hampshire and New York; the Chinese Restaurant Workers appealed

to San Francisco consumers to improve working conditions through a workers’

rights rating system; and the Los Angeles Coalition of Community Health

Centers began to integrate OSH and worker advocacy with patient care in

South Los Angeles. Other students supported car wash workers on the Health

and Safety Committee of the Community-Labor-Environmental Action Network

(CLEAN) to improve conditions in the car wash industry through educational

skits and comic books. The CLEAN campaign stands as one of the most inno-

vative models of immigrant worker advocacy; building OSH capacity was critical

to that campaign.

OHIP interns brought a level of technical knowledge on issues like chemicals

that organizations don’t normally get from student interns. The other thing

of value was the direct interaction between students and workers, and the

fact that the students shared their knowledge but took direction from workers,

not vice versa.

—Chloe Osmer, Former Director, CLEAN Car Wash Campaign;

currently AFL-CIO

As illustrated above, OHIP projects with labor, community groups, and

coalitions have strengthened worker campaigns and contributed to the larger

OSH movement. By providing students with opportunities to learn from a variety

of partners, OHIP is preparing a new generation of young OSH professionals

to be responsive to the realities of the 21st century workplace.

OHIP’S IMPACT ON STUDENTS

The concept of OHIP as a two-way street or learning exchange between

students and workers has been framed as two sides of an equation [1]. Students

contribute to their host organizations and campaigns and, in the process, learn

about the reality of work and OSH careers. As one student said, “The knowledge

that I have gained from OHIP will forever impact the way I view jobs.” Efforts

to track the trajectory of former students reveal the program’s influence on

students’ perceptions of work and health and their decisions about future career


paths. In this section, we highlight some of those influences on students’ pro-

fessional and personal lives.

OSH Careers

A key measure of success is the extent to which former students pursue careers

as occupational nurses and physicians, industrial hygienists, safety engineers,

or other OSH professionals. A recent NIOSH survey provides evidence of a

workforce shortage. While employers expect to hire more than 25,000 OSH

268 / DELP ET AL.

OHIP intern, Meena Hasan visits a N.Y.C. transportation

worksite, OHIP 2009.

professionals over the next five years, academic programs are projected to

graduate only 13,000 students [49]. Given these workforce needs, OHIP can

play a vital role.

Results from a 2011 anonymous survey of former interns from 2004-2011

(the survey was sent to 124 former interns, of whom 65 responded) indicate that

OHIP encouraged or supported a number of them in their pursuit of OSH careers.

Twenty-eight percent of survey respondents are working in a job in OSH or

a related field while another 20 percent are looking for a job in the field and

32 percent are in related graduate programs (see Figure 1).

Students described their interest in pursuing careers in the OSH technical

and policy arenas:

OHIP was a great opportunity for on-the-ground public health work and a

way to learn personal stories from workers. . . . Being connected with a union

[NYTWA] that workers trust was very helpful. . . . The contacts I made

through OHIP definitely helped me network. . . . I’m now an Industrial

Hygienist with U.S. OSHA in Washington D.C. . . . I write standards

for chemical exposure and injuries in workplaces and develop guidance

materials for workers and employers, to help them better understand our

standards and other serious hazards we do not have the authority to regulate.

I returned from OHIP focusing my thesis on work related to OHIP and

have regularly attended conferences, where I see OHIP leaders.


Figure 1. OHIP intern follow-up survey: 2004-2011.

I’m currently pursuing my master’s degree in Occupational and Environ-

mental Health at UMass Lowell. I am also a research assistant on the same

project I did half of my OHIP project on regarding silica/noise in construction.

I anticipate graduating in spring 2012 and was just accepted to commission

as an industrial hygiene officer in the Navy.

I’m pursuing an MPH in Environmental and Occupational Health Science

at Hunter College with an anticipated graduation date of May 2012. I’m

working as a Consultant with the World Trade Center Health Registry

with the New York City Department of Health analyzing the health effects on

workers and residents exposed to the dust and other hazardous air pollutants.

Linking OSH to Careers in Other Fields

Not all students will pursue careers as OSH professionals, but many survey

respondents indicated that their OHIP experience informs their professional

work in other fields. Knowledge of the connection between work and health in a

variety of professions facilitates reaching “that large proportion of the American

workforce outside the sphere of influence of OSH professionals” [20, p. 5]; that

is, workers employed in small businesses or in the informal sector. OHIP provides a

lens to help focus on this work-health relationship. (In the following comments,

text set in italics illustrates how students applied that lens in a variety of settings).

I’m a family nurse practitioner in a community clinic. While I do not primarily

focus on OSH, I see a lot of MSD [musculoskeletal disorder] injuries and

pain caused or exacerbated by workplace environments.

Many of the medical issues we see in the clinic are secondary to workplace

environments. Either depression/anxiety due to a high stress job, or a back

injury secondary to heavy lifting at the workplace. I am now actively asking

patients the type of work they do and identifying whether their medical

complaints may or may not be related to their work.

I am currently a part of an inter-agency advisory committee, where I am

able to partly represent the OSH perspective for a group that generally has

other parties of the public in mind. It forces me to constantly be thinking about

workers and what is best for them, and integrating that into public decisions.

Learning from Workers

A core OHIP principle is the importance of learning from workers—about

specific hazards and health effects, about power dynamics, labor relations, and

the role of worker organizations. OHIP was conceptualized as a program of

mutual learning and benefit—for the host organizations and for the students.

This concept is fundamental to respectful and collaborative community-based

participatory research. Survey responses demonstrate how OHIP teaches students

the importance of this approach and how they can apply it regardless of the

professional fields they choose:

270 / DELP ET AL.

Asking workers questions about their jobs and health and safety was

eye-opening. To see the stress of job performance outweighing personal

health and safety made me want to help educate the work force, and has

given me a new outlook to many different types of jobs.

OHIP emphasized the importance of the workers’ role in making a difference

in the workplace. As I continue work/study in the field, I see how important

it is to get worker input on OSH issues/hazards.

It gave me a connection to my job site and changed the somewhat negative

perception of unions I previously had.

I learned more about how labor and immigration policies shape occupational

health, and it gave me an interest in policy areas I had not thought much

about before.

I am much more analytical of workplaces and cognizant of work power

relations.


OHIP Intern Maria Vigil interviews S.F. home care

worker, OHIP 2008.

Making Connections between OSH and

Personal Experiences

Participation in OHIP resonated personally with a number of students, helping

them analyze their experiences within a larger sociopolitical context and connect

with their roots [50]:

OHIP allowed me to find my professional and personal niche. . . . I felt

connected. It also put me in touch with my roots . . . my father is a union

tradesman and my mother works for a city water department. I was able

to connect my career passions with my personal ones and find something

I truly care about.

While doing my project, I learned that my father had become injured on

the job and that laws were broken when they let him go without providing

appropriate medical attention. Thanks to this program, while helping others

I was able to learn to help myself and my family.

I learned a great deal about working with both a grassroots organization

and an academic institution. I felt a strong connection to the community of

Chinese immigrant restaurant workers that I was working with and to the

community organizers who were working to advocate to them.

A compelling example comes from Karla, a 2011 OHIP student with Ware-

house Workers United in Southern California. The internship enabled her to

see her father’s experience as part of a larger system of worker abuse:

My father has worked in the warehouse industry ever since I can remember.

He worked mostly in the shipping and receiving department and even had

an injury. Still, I did not have an idea just what my father had to endure . . .

until I began this internship. It wasn’t until [my project partner] and I were

analyzing the needs assessment [questionnaires] that I broke down and cried

thinking about the horrible working conditions and the abuse and intimi-

dation. . . . All I seemed to do is imagine my own father facing the same

treatment . . . and I became determined to dive right in and make a difference.

[See Case Study 5 above for more details.]

Fostering Community

OHIP has produced a fledgling community of young OSH professionals

and activists who understand the value of worker involvement in OSH programs

and policies. Responses to the 2011 follow-up survey indicate a degree of

connectedness that persists after the internship, and a desire to strengthen

those connections. Of 65 respondents, 83 percent keep in touch with other

OHIP students, 62 percent with their academic site coordinators or mentors,

and 48 percent with their host organizations. Respondents turn to their OHIP

academic mentors for “career advice and to discuss worldly events”; they

maintain contact with their host organizations (“I receive regular updates from

the union and stop by the union office when I visit NYC”); and they maintain

272 / DELP ET AL.

connections to former students personally and via Facebook, where “we ‘tag’

ourselves on posts that are related to social injustice including OSH topics.”

And one former student wrote her graduate thesis on data collected from OHIP

and “gave the information back to the union.”

Respondents expressed a desire for further connection and community-

building, an “alumni contingent coming together periodically to share about

our work or just reconnect and share resources.” OHIP coordinators plan a

session at annual APHA conferences where selected students present their

OHIP projects. This has contributed to a sense of community and provides a

mechanism for students to network with experienced OSH professionals, but

participation is limited due to resource constraints. Fostering connections could

enhance retention in OSH professions and worker advocacy organizations, con-

tributing to the broader OSH community.

Lessons Learned

A review of OHIP student demographics over the past decade indicates that the

program has attracted students from a broad range of disciplines and contributed

to racial and ethnic diversity among OSH professionals. Survey results above

demonstrate progress towards the goal of recruiting a new generation of OSH

professionals who understand the importance of workers’ perspective in the OSH

arena. The national-regional structure has been critical to the success of OHIP; to

recruitment, orientation, and follow-up activities. The AOEC provides overall

organizational infrastructure, and the national coordinator is herself a former

OHIP student. At the regional level, students’ projects are developed through

partnerships between university or public health programs and labor/community

host organizations to ensure a mechanism for follow up with workers after the

summer ends. In several cases, student teams have been placed with the same

organization for multiple years, further enhancing OHIP’s contribution to

meaningful change in specific workplaces and industries.

Despite 10 years of success, challenges abound. Resource constraints limit the

number of student placements; there are far more qualified applicants than there

are resources to place and support them as interns and as OSH professionals.

Bateson describes how students in the original intern program secured jobs with

NIOSH, in union health and safety programs, and at academic and public health

institutions [1]. Some of these programs were supported directly by funds from

OSHA’s New Directions worker training program initiated in 1978 or indirectly

by trained workers who, through their unions, created a demand for OSH profes-

sional services and for government regulatory action.2 However, the landscape


2 Deutsch notes that OSHA’s New Directions program contributed to an increase from

15 union health and safety staff in 1978 to almost 100 in 1981 and an increase from four to

38 university-based health and safety training programs for workers and employers [51].

for OSH professionals changed as it had for workers. The sociopolitical context

described above, with its decline in unionization and increase in contingent

work, also affected the viability of OSH programs at universities and in unions,

limiting the capacity of existing OSH professionals to mentor and supervise

OHIP students and the potential for students to secure future employment in those

programs. Funding for the OSHA New Directions program plummeted in the

1980s with serious repercussions for unions, university programs and COSH

groups [52, pp. 20, 25, 26].3 NIOSH funding has also been unstable; the 2000

NIOSH budget was less in real dollars than it was in 1980 [54] and, more recently,

budget cuts threatened to eliminate the 17 NIOSH Education and Research

Centers that support graduate programs for OSH professionals [55], in direct

contradiction to the expressed need in the field [49].

These resource constraints similarly restrict our ability to convene the

students beyond an initial three-day orientation each summer. There is a clear

need for longer-term relationships and evaluation of the program at several

levels: 1) systematic follow-up with individual students to track their career

trajectories and provide ongoing mentorship; 2) evaluation of the degree to which

OHIP students contribute to the OSH capacity of the host organizations and to

strengthened university-labor/community partnerships; and 3) analysis of the

needs and contributions of students from different disciplines.

A key question is whether a nine-week internship is sufficient to support

changes to the long-term career trajectories of student participants. Additional

support in the form of one- to two-year fellowships with placements in labor

or community organizations could serve as a “transition period”; that is,

provide an opportunity for the students to gain further experience and explore

the field while the host organization also explores further avenues to integrate

OSH into its programs, potentially hiring the former students to assist in that

process. Such a pipeline for former students would reinforce and strengthen

OHIP’s role in addressing vital OSH workforce needs. Identifying funding

sources will require creative collaborations, which are most likely when

labor, community, academic and professional organizations prioritize OSH

and exert the necessary influence with the employer community and with govern-

ment agencies.

PAVING THE ROAD TO THE FUTURE

Emerging from the activism of the 1960s and the labor movement’s success

in passing the Occupational Safety and Health Act (OSHAct), the original

274 / DELP ET AL.

3 The National Institute of Environmental Health Sciences Worker Education and Training

Program (NIEHS WETP) has since played a critical role in supporting labor, university and

community-based programs. And OSHA’s current Susan Harwood worker training program

has, since FY 2001, made approximately $10 million available each year [53].

internship program was shaped by labor’s clout, Mazzocchi’s vision, and

Montefiore’s progressive academic leadership. Students, primarily from

medical programs, researched chemical hazards and health effects in an era

before Right to Know. Their findings supported unions and the growing network

of COSH groups who were mobilizing for workers’ basic right to information

about chemicals and for more responsive government agencies [33, pp. 156-176;

56; 57, pp. 228-233]. More than 30 years later, an evolving labor movement

continues to lead the fight for worker protection, but now with a broader coalition

of community, immigrants’ rights, and environmental and economic justice

movements that have emerged to confront the challenges of changing workforce

demographics and shifting employment relations.

OSH in the 21st century must expand beyond the traditional paradigm that

defines it as a field primarily requiring technical skills such as those of industrial

hygiene, occupational medicine and nursing, or engineering. These skills are

essential but not enough. OSH professionals must reclaim Mazzocchi’s per-

spective—to understand how OSH plays out within a political and economic

context. A redefined OSH paradigm must include a vision of OSH as social

justice.4 This requires new partnerships, innovative strategies, and links to other

disciplines. The future of OHIP is intertwined with the future of OSH which,

in turn, operates in the larger context described above. We remain true to the

philosophy of the original internship program—to instill in students the impor-

tance of learning from and advocating for workers. At the same time, as OSH

professionals we must in turn learn from the students. As we celebrate the

10th anniversary of OHIP and the 100th anniversary of the APHA OSH section,

we will need to integrate OSH into movement-building partnerships, a path

that OHIP teams are beginning to pave.

ACKNOWLEDGMENTS

OHIP has been funded in part by a NIOSH Training Program Grant that

has sustained OHIP projects in multiple sites over a number of years. Cali-

fornia projects have been funded in part by a grant from The California

Wellness Foundation (TCWF). Additional support from the California

Department of Public Health Occupational Health Branch, the National

Institute of Environmental Health Sciences, the Center for Construction

Research and Training (CPWR), the Centers for Occupational and


4 OHIP graduate student interns from public health and urban planning programs

passionately argued at the 2012 San Francisco APHA meeting for an expanded view of

OSH during discussions at OSH Section business meetings. They urged section leaders to

frame OSH as a social justice issue, a perspective also articulated in the quote from an

undergrad intern: who tags’ other interns on Facebook posts that are related to social injustice

including OSH topics.”

Environmental Health at UC Berkeley and UCLA, the Kazan, McClain, Abrams,

Lyon, Greenwood, Harley and Oberman Foundation, and other donors has helped

the program grow and expand over the years. Many of the host labor unions and

community organizations have also contributed to student stipends and program

administrative costs. The views of the authors of this article do not necessarily

reflect those of the funders.

OHIP is also made possible by untold hours of unpaid organizational and

individual efforts on the part of national and site coordinators, advisory board

members and the many workers and community members who teach the students

about their world. They are far too many to name; see the OHIP website

(www.ohip.aoec.org) for a list of all projects and host organizations.

We thank the reviewers of this article for their thoughtful comments. David

Kotelchuck and Pyser Edelsack provided wise insight from their perspective as

former site coordinators and mentors for students in the New York Area. Chuck

Levenstein and Robin Baker, who helped initiate OHIP 10 years ago, raised

critical questions for the decade ahead. Chloe Osmer, OHIP mentor from the

CLEAN car wash campaign, continues to be an ardent supporter in her position at

the AFL-CIO; her comments, and those of Pamela Vossenas from UNITE HERE,

were valuable from the perspective of the OHIP host organizations. Former

interns Ingrid Zubieta, Rebecca Reindel, and Chloe Green contributed personal

and professional comments about the impact of OHIP based on their experiences

in the field. Thanks to Gabriela Garibay, UCLA MPH student, for input and for

her careful attention to formatting details. We thank David Harrington from

the CDPH for contributing the Silica case study and Katy McNamara and Judie

Guerriero for their feedback.

AUTHORS’ BIOGRAPHIES

LINDA DELP is Director of the UCLA Labor Occupational Safety &

Health Program (LOSH) and adjunct faculty in Community Health Sciences.

She has a PhD and MPH from the UCLA School of Public Health. She

is Co-Principal Investigator of the OHIP NIOSH grant. Contact her at

[email protected].

KEVIN RILEY is Director of Research and Evaluation at the UCLA Labor

Occupational Safety & Health Program (LOSH). He has a PhD in Sociology

and an MPH from the UCLA School of Public Health. He is site coordinator

and mentor for OHIP projects in the Los Angeles area. His email address is

[email protected].

SARAH JACOBS is Special Projects Coordinator at the UCLA Labor

Occupational Safety & Health Program (LOSH) and national OHIP program

coordinator. She has an MPH from the UCLA School of Public Health and is a

former OHIP intern. Her email address is [email protected].

276 / DELP ET AL.

DIANE BUSH is Program Coordinator at the UC Berkeley Labor

Occupational Health Program (LOHP). She has an MPH from the UC

Berkeley School of Public Health. She is site coordinator and mentor for

OHIP projects in the San Francisco Bay Area. Send mail to her at

[email protected].

KATHERINE KIRKLAND is Executive Director of the Association of

Occupational and Environmental Clinics (AOEC). She has a DrPH and MPH

from George Washington University. She has been administrator of OHIP since

it was founded. Send mail to [email protected].

INGRID DENIS is Program Coordinator at the Association of Occupa-

tional and Environmental Clinics (AOEC). She has an MA from the University

of Cincinnati and MSW from the University of Maryland. She is the OHIP

administrative program coordinator. Email: [email protected].

MATT LONDON is a Health and Safety Specialist and Project Coordinator

at the New York State Public Employees Federation. He has an MS from the

University of Cincinnati. He is the OHIP East Coast program coordinator. You

can reach him at [email protected].

ROBERT HARRISON is Clinical Professor at UC San Francisco and

Chief of Occupational Health Surveillance & Evaluation Program at the

California Department of Public Health. He has an MD from Albert Einstein

College of Medicine and an MPH from UC Berkeley. He is the Principal

Investigator of the OHIP National Institute for Occupational Safety and Health

grant and played a key role in the founding of OHIP. Contact him at

[email protected].

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Direct reprint requests to:

Linda Delp

UCLA-LOSH

10945 Le Conte Ave., Suite 2107

Los Angeles, CA 90095

e-mail: [email protected]


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