Safety can be defined as a state in which hazards and conditions leading to physical, psychological, and material harm are controlled in order to preserve the health and well- being of individuals and communities. Safety is a dynamic state resulting from the interaction of human beings With their physical, social, cultural, technological, political, economic and organisational environment.

The objective is to establish a permanent state of vigilance and develop the mechanisms to control danger on a contionous basis.

SAFETY relates to various dimensions of physical, social, and psychological well being. It includes the prevention and control of injuries, both physical and psychological, to individuals and communities as it should be contained in the notion of ” human security” Which is being discussed by the UN Security Council.

Essential conditions for both physical safety and the perception of safety include:

  • freedom from violence in a climate of peace, justice and equity protecting human rights;
  • the respect of values of individuals and communities as well as the physical, material, and psychological integrity of individuals;
  • strict enforcement of norms of transparency and accountability.

SAFETY can be achieved by acting on structures, environments, and Attitudes and behaviours. This can be affected by:

  • sharing information on risk and options for risk contol between the public and political, professional, scientific, and community groups;
  • concerted actions to maximize levels of safety achievable under the given conditions;
  • adequate mechanisms for allocating resources for those in need and for resolution of conflicting interests;
  • legal bases for ensuring accountability of individuals, organisations and governments at all levels.


1st- Injury is a huge burden as measured by disability – adjusted life years and as reflected in the burden of violence ( as quantified in the upcoming WHO World Report on violence).

2nd- It is important to look holistically at safety because of the increase In complexity and interdependence of many related issues that interact with safety, including health, the environment, peace promotion and war, economic well being and development,

3rd- The notion of Safety as a Human Right is an important policy tool For injury control and safety promotion.It is a way to bring together the Injury Control community for collective action that can be more effective than separate communities or individuals acting alone.

4th- A document elaborating the Right to Safety will be presented for discussions and adoption next year in the world conference and hopefully this document will be supported by a collective action through the United Nations and the WHO.


EDUCATION: Basic principles of road safety have to be continously published by NGOs, schools, universities, clubs, media.

ENGINEERING: Better road maintenance, construction of more pedestrian bridges, traffic lights.

ENFORCEMENT: Implementing all traffic rules & regulations on all Who share the roads.

Disclosing Your Disability When Jobseeking


If you have a disability, then it’s often a difficult question regarding when and where you should disclose this information. Obviously in some cases such as regarding safety there’s little doubt but in other situations it’s not that straightforward. In this video there’s a series of brief opinions from a variety of disabled people concerning this issue.


Transcript below.

>Taffey: I’m Dr. Taffey Connie and I am the Assistant Dean/ Director of the Office of Disability Services at the Georgia Institute of Technology. I’m contacting one or two times a week by industry professionals that are interested in hiring students with disabilities, interested in offering internships to students with disabilities. There’s so much opportunity out there for our students with disabilities to gain experience within the computing field.

Tami: I’m Tami Tidwell and I work here at DO-IT as a program coordinator. Job fairs are overwhelming opportunities for anyone. So it’s great when students take the opportunity to prepare ahead of time. The job search for students with disabilities is very similar to a standard job search. The only difference is that a student with disabilities needs to consider whether or not they need a disclosure strategy. So if, when, how and to whom they would like to disclose.


>Tami: So if you have a visible disability, so if someone is going to meet you and see that you have a disability, many students decide to disclose before they meet that person face to face.


>>Cindy: I’m Cindy and I’m a third year PhD student in the Department of Human Centered Design and Engineering at the University of Washington.

I’m totally blind. If I get connected with an opportunity based on a personal networking connection, I don’t hide anything because likely they already know because they’ve met me or their colleague met me. So I don’t make it a point to say, Oh by the way, I am blind, but I’m might make it a point to say, If you’re going to need me to use a computer during the interview I will need a computer with a screen reader and if you’re going to need me to maybe write on a whiteboard I would prefer to instead type on a computer so that’s accessible for me.

>> K: Hi I’m K.

Because my disability is a very obvious physical disability, I usually try to disclose as early as possible so I’m not shocking whoever I’m going to be interviewing with or meeting with in person, so I try to get it on the table pretty early. If I hadn’t already disclosed up to the point when I get called for an interview, I definitely want to let them know that I need an interview location that is wheelchair accessible.

Richard: I’m Richard Ladner, professor in Computer Science and Engineering at the University of Washington. If you’re deaf and you use sign language interpreters or captioning, you might have to disclose fairly early because, you know, you show up and there’s no interpreter, you can’t even have your interview. Or if you make a phone call and have a phone interview you might do it through a video relay service and you’re a male that’s applying and the video relay operator is female, then people can be confused. So, and also there’s some little delays because the interpretation has delays so having that phone interview if you’re deaf is going to be very different. So disclosing probably is a good idea

>> Narrator: Someone with an invisible disability may decide not to disclose until after they received a job offer.

>>Matt: My name is Matt May.

I’m the senior program manager for accessibility at Adobe. In my case it was my first, it was immediately after I accepted the offer, I said, I’m going to be working at the time on standards for accessibility. I’m going to be reading a lot of material, I need the ability to sit in a quiet room. I can’t sit in cubicles with lots of noise happening. I won’t be able to actually focus on this material.” So I had a specific need that was related to how I related to the business and I had a simple accommodation.

Give me a place that I can work in quiet.

> Tami: If it won’t impact their job performance at all because they’ve chosen a job that suits their disability very well, then they may decide not to disclose even when they’re hired.

>> Narrator: Another consideration is the company and its culture.

> Taffey: Microsoft has a specific program that they are launching looking for people with autism, on the autistic spectrum. And so obviously they are looking for this particular population. That would be an absolute appropriate time to disclose. Doing some research on the culture of the company, doing some research on what are the attitudes around disability in that company? Is this going to be a place where they will want to work as a person with a disability? And understanding when it is time to disclose, how to frame it, right? Like what are you going to bring to the company as what unique perspectives? What are the gains from the company? What are the gains, the company will have by having you on their team? .


Additional Resources: 

An article discussing the ability to completely cloak your IP address online is here. This facility allows people to access resources which can often be restricted based on location, by hiding your IP address.

ITV Hub – the independent commercial TV channel ITV has a good track record of covering disability issues.  You can watch the ITV shows normally live and by using their catch up feature which is called ITV Hub.  To access the ITV abroad you’ll need an application like this.


Easy Ways to Instantly Increase Employee Productivity


Believe it or not, it’s easy to increase employee productivity just by having the right software installed on the computers your employees use. If you think you don’t need to read any further since you’ve already installed spreadsheet and word processing software then hold on. Those aren’t the types of software I’m going to talk about. Instead we are going to tell you about software you may not have considered.

1. Content blocking software
Content blocking software is just that. Its purpose is to block employees from accessing certain types of web sites, instant messaging programs, games, Spyware and more while they’re at work (we recommend System Gate, Ez Internet Timer or Ez Parental Control). With this type of software, you as the system administrator get to decide the type of content you want blocked. That can include sites that promote pornography, online gambling, investing, betting, banking and even online shopping! You probably trust that your employees are doing the work they’re supposed to be doing and you’re probably right. But believe it or not, most employees do use company computers for personal purposes while on the clock. Even if each employee spends just 10 minutes per day conducting personal business on your computers, when you have 12 employees that amounts to 2 full hours of lost productivity every single day! How much longer can you afford to let that continue? Now some of the biggest media sites block access themselves from corporate networks, indeed Netflix and the BBC blocking VPN programs is nothing new.

2. Timer software
Timer software puts the computers at your place of business on timers. When timer software is installed, you’re be able to custom create operating schedules for each computer. Say for example you want one of your computers to run on Tuesdays and Thursdays from 7:00 am until 1:00 pm. With a few clicks of the mouse, you’re done programming the timer software! When employees know that they’re required to complete their computer work within specific time frames otherwise the computer will automatically shutdown, guess what? They’re going to make sure they get that work done! If this sounds a bit mean, it’s not really. Timer software usually includes a feature that lets the computer countdown the time as it gets closer to the pre-programmed log off time.

3. Monitoring software
When you have monitoring software installed, you can know exactly where your employees are going every time they access the Internet while at work. This type of software provides you with reports that include information such as the name of every web site your employees visit, how much time they spend at each site, whether they download any files and if so, the size of the download, and more. Again, while this might seem like an invasion of their privacy, it isn’t. Most small businesses now include a policy on Internet usage as part of their company policy. So if you don’t want your employees watching Hotstar from Europe in their working hours then make sure it’s covered in your internet policy.

Once employees realize you have the capability to keep tabs on their Internet whereabouts, they’ll be less inclined to participate in those activities that are against company policy – especially when doing so may have serious repercussions! So there you have it: Three simple ways software can instantly increase productivity at your place of business!

MySpace: Proceed with Caution


Most parents are aware of the potential dangers of the internet. However one of the main problems is that our children use the internet in ways that we simply don’t know about. There is another issue that young people are less likely to use sites that their parents or adult use for a variety of reasons. What’s more the sites our children use will change frequently as popularity shifts and fashions change.

In January, police arrested a 21-year-old man whom they accused of raping a 14-year-old girl he met on MySpace. Another man was arrested for finding the work address of a 16-year-old girl on MySpace and sexually assaulting her in the parking lot of her work. Clearly, to protect our children online, we must be very aware and very careful about MySpace.

This isn’t about technical awareness although this is obviously important.  Many young people are aware of things like VPNs and proxies although not for privacy sake more regarding accessing more sites.  The idea of watching Netflix America in UK is obviously appealing too.

So what is MySpace? It is a social networking website which allows members to post information about themselves – blogs, photos, personal profiles, and pretty much anything else they want to post. Users can then browse the database of members and add other people to their list of friends, receiving notification when their friends post new content. For anyone knowledgeable about online safety, this should set off some warning flags. There is nothing stopping children from posting contact information such as phone numbers and e-mail addresses which can then be used by child predators to get to those children.

So how do we protect our children? Banning them from MySpace would likely be socially crippling to an early teen, since in many places the site will be used by a majority of a child’s peers. Really, the best protection is to watch their MySpace page and insist that your children remove unacceptable material.

Also, MySpace provides a list of its own advice. The tips include a reminder that information posted is available to the public, a warning not to post things that may embarrass you later, and a warning not to pose as someone older or younger. As parents, we should educate our children on these rules and make sure our children are not violating them on their MySpace pages.

MySpace can be a great way to meet people and keep in contact with friends. If we exercise some common sense and safety techniques, we can get the most out of this technology.  What’s more it’s not so important to focus on a specific website or platform as these will change over time, the important point is to stay safe on the internet as a whole.  Developing safe and responsible behaviour and protocols for young people online is definitely the way forward and will then ensure their safety in whatever sites they use.

Additional: BBC VPN Not Working

Highest Risk Factors – UK Employment


Which are the UK Occupations that involve the biggest risk of accidents? It might surprise you to know which employment is the most likely to suffer serious health and safety incidents. Much of these are also related to the time of year, although this is probably more due to certain employment being more likely in the different seasons. However if you are looking for a safe job or merely are arranging your health insurance it’s worth being aware of these issues.

During the end of the year workers on oil rigs, factories and mines are wary of their safety much more than they do for the rest of the year. Their families depend on them for livelihood and they need to concentrate immensely on their task further.

But the end of the year deadlines haunt them further to meet quotas and put in more time to work than rest in turn increasing the likelihood of work accidents from happening.

There are of course huge rises in different sectors of employment much of it related to different working patterns.  In the UK there has been growth in self employed workers, these are spread across all sorts of sectors some of which were traditionally employment.  Also in the digital and information technology sector now has many more employees. than twenty years ago.  Although many of those work from home through fast internet connections and rotating proxies.

Listed here are three UK occupations that have a huge health risk among workers.

UK’s construction crews are well-trained, protected and equipped compared to the rest of the world. But contractors themselves could not protect their employees from the high likelihood of any accident at work as it is part of job’s nature.

Toiling day and night into constructing, repairing and improving infrastructures or roads would mean the frequent use of heavy-duty equipment. With a minor mistake, workers could have themselves faced with possible accidents, which is why it is important that training and equipment employers provide efficiently to them.

Chemical Research and Development
One might think that pharmaceutical companies or any chemical research and development centre is an easy job.

It is never easy. Chemists are well-trained in their subject and understand the volatility and relationships of certain chemicals. While they have health insurance for most possible accidents that can happen to them, the harm is consistent.

Chemical research also involves understanding relationships between chemicals discovering their possible volatility point. Deliberately inducing an unstable event will always result in undesirable and possibly harmful situations for everyone involved.

From being part of an underground team to operating heavy machinery and purifying elements on the surface, mining is a dirty business. It’s not because of the eponymous mines, but the risk of being endangered and even die on the job.

Deceased employees must inform their families regarding the methods on how they could claim benefits upon any possible unfortunate circumstance encountered.

Further Reading: residential IP Addresses

Setting Up Incident management tools


Almost any sized organization should have a way of managing and recording incidents within the company.  Certainly  for even the smallest help desk running an incident management system will be hugely beneficial.  In most technology environments it’s likely that similar incidents will keep occurring and it’s easy to lose sight of them without some sort of system to track, monitor and resolve them efficiently.

Incident management tools (also known as defect management tools) are among the most extensively used kinds of test tool. At a fundamental level incident management tools are actually used to carry out 2 crucial activities: creation of an incident report; and maintenance of details regarding the event as it progresses through the incident life cycle. The degree of detail to become captured about the event can be varied relying on the qualities of the tool itself and the method in which the incident management tool is configured and used by the test organization.

For instance, the incident management tool can be configured so that lots of obligatory information is required so as to conform with industry or generic standards such as IEEE I044. In addition, workflow regulations may likewise be applied to guarantee that the agreed event life cycle is stringently applied, with incidents only able to get assigned to specific teams or individuals. Alternatively. the tool may be configured to require very limited compulsory information. with most fields being free format.

The integrity and accuracy of the data is vital and so there should be limits on how many people are able to modify and change inputted information.  You should also consider restricting access from remote clients as this ensures that only valid management can access.  If remote access is required, there should be some restrictions perhaps an encrypted connection through a corporate VPN or designated IP address.  There are firms who can supply proxies and provide residential IP addresses – which may be useful for management who travel a lot.

Incident management tools also use a database to store and manage specifics of incidents. This allows the incident to be categorized based upon the values stored in appropriate fields. Such values will change during the course of the incident life cycle as the event is analysed, debugged, fixed and re-tested. It is commonly feasible to view the history of modifications made to the incident. The data base structure also allows incidents to be browsed and analysed (utilizing either filters or more complicated SQL-type queries).

This offers the basis for management information regarding incidents. Bear in mind that as the values maintained against each incident change, the management information will certainly also change. Therefore users have to be aware of the threat when using outdated reports. This data can also be used combined with data held in test management tools when preparing and estimating for future projects.

It can additionally be analyzed to provide input to test procedure improvement projects. Fields in the database framework normally include:

    • Priority (e.g. high, medium, low).
    • Severity (e.g. high, medium, low).
    • Assignee (the person to whom the incident is presently assigned, e.; a developer for debugging, a tester to perform re-testing).
    • Status in the incident life cycle (e.g. New, Open, Fixed, Reopen, close.

This would enable management information to be produced from the incident management database concerning the number of high-priority incidents wk a status of Open or Reopen that are assigned to, say, Bob Peters, compared with the number assigned to Jim Collins. Some test management tools include totally integrated incident management tools as a component of their primary product, while other incident management tools can be integrated with test management, requirements management.

Further Reading:
Using VPNs for Accessing BBC iPlayer in France –

Employee Risks from Social Media – Part 2


In our previous post we covered some of the important risks that could affect a corporation through internet access.  Here we look at some of the ways you can reduce that risk.  Of course, the best mitigation would be simply to block internet access for all employees however it’s unlikely  that would be good for staff retention or morale.  Besides nowadays many of us need web enabled applications and email simply to perform our job roles.

So if we accept that allowing access to the internet is inevitable then it’s important that users read and accept your internet usage policies.  Also they should follow common-sense guidelines when they are online in order to reduce those security risks to a minimum.  These should be distributed to all staff ideally before their user account is created and internet access granted.  Also staff  who work remotely or outside the physical location should be included too.  This could be important because if they have access to a remote access server, their online activities will still be linked back to the corporate digital network.  For example. users can access a VPN server like this to do things like watch BBC iPlayer from Spain or stream from digital media sites.

Educating users about the potential business risks and impacts associated with blogging and social networking. Raising user awareness is an essential partner to the organisations policy and standards and should ensure that the potential dangers are known to employees who may use such sites. This will also help employees in their safe use of such services when at home.

Avoiding problems with blogging and social networking sites A number of checks may be applied that will help organisations and their employees avoid problems:

  • Verify if the organisation has a relevant policy and the extent to which this applies
  • Ensure that Social Networking and Blogging risks are considered within the overall approach to information risk assessment and management
  • When registering with a website, understand what you are signing up to and importantly what security and confidentially claims and undertakings exist
  • Watch for add-ons i.e. additional features or applications that change the terms and conditions of what you have signed up for, or that may require changes to the security settings of your devices
    Withhold personal details that you do not want to be made public
  • Avoid loading work related information to blogging or social networking sites
  • Examine carefully any email coming from social networking sites or contacts as these may be unreliable containing malicious code or be spoofed to look as though they are authentic

This list is not complete and indeed it’s almost impossible to keep up to date completely.  However the general principles should apply through all technological changes and developments.   It should be stressed wherever possible that all communications and opinions expressed online are clearly defined as belonging to the individual.   Many companies actually insert disclaimers and text into their email footers and even on any text  that is posted through a corporate proxy server.  This means that any employee wherever they work will be included in this policy even if they worked from Australia through a VPN.

Employee Risks from Social Media


Most employees nowadays use the internet at work for a variety of reasons. Whether it’s personal finance, shopping or simply entertainment during lunch hours most people will spend a substantial amount of time online. However there is a significant risk to the employer from these activities particularly if people spend a lot of time posting or sharing information on forums and social media.

It is important that these risks are identified and can be mitigated by various methods including creating an internet usage policy. This should also include other internet activities which may effect productivity and network safety. For example the policy should cover other non-work related activities such as using a company VPN to watch BBC from Ireland like this.

Legal liabilities from defamatory postings by employees When a user registers with a site they typically have to indicate their acceptance of the site’s terms and conditions. These can be several pages long and contain difficult to read legal language. Such terms and conditions may give the site ‘ownership’ and ‘third party disclosure’ rights over content placed on the site, and could create possible liabilities for organisations that allow their employees to use them. For example, where a user is registering on a site from a PC within the organisation, it may be assumed that the user is acting on behalf of the organisation and any libelous or derogatory comments may result in legal action. In addition, information being hosted by the website may be subject to other legal jurisdiction overseas and may be very difficult to correct or remove.

Reputational damage arising from ill considered or unjustified comments left on sites may adversely affect public opinion toward an individual or organisation. This can lead to a change in social or business status with a danger of consequential impacts.

Malicious code targeting social networking users causing virus infections and consequential damage Sites may encourage or require the download and installation of additional code in order to maximise the site’s functionality and potential values. Where sites have weak or ineffective security controls it may be possible for code to be changed to contain malicious content such as Viruses and Trojans, or to trigger unintended actions such as Phishing. ~ Systems overload from heavy use of sites with implications of degraded services and non- productive activities Sites can pose threats to an organisations information infrastructure.

Particularly as the use of rich media (such as video and audio) becomes the norm in such sites, the bandwidth consumption generated by these sites can be significant and they have the potential to be the biggest bandwidth consumers within an organisation. o intimidation of employees from inappropriate use of sites leading to investigations How might the organisation respond to these risks?

Whilst there are technical controls that could be applied the main defence against threats associated with blogging and social networking is awareness related. Actions that may be considered by NHS organisations include: Deploying technical controls to block or control permitted website usage; – Revising and updating organisational policies to include acceptable use of blogging and social networking sites.

Policies and standards should be clear about the acceptability of accessing sites during working hours and from the organisation’s internet connected devices eg. PCs, mobile phones etc. The consequences of non-compliance with organisational policy should also be clear.

John Simpson

Achieving Equality in the Workplace


Gays and lesbians are forming support groups at work so as to transform the corporate culture. The main goal of LGBT support groups from the office was producing a written nondiscrimination policy that entails the workers sexual orientation, gender identity, expression, and attributes. The service groups for the LGBT community in work have begun cropping up in the late 1980s. Over the last few decades there have been greats strides in most developed nations including North America and Europe.  There’s a growing awareness of these issues, which you can see in mainstream media – check out the BBC news streaming abroad here. Today, those companies who’re slow to make LGBT friendly workplaces are placing themselves in a competitive disadvantage. It is estimated that there are over seven millions gay, lesbian, bisexual and transgender workers in America’s private sector. However it is still true that many LGBT workers leave their jobs as a result of unfair treatment and discrimination.

The legal regulation of LGBT employment discrimination varies with authority and obviously which local authority has control. A huge majority of states and localities prohibit bias at hiring, promotion, job assignment, termination. While there are federal and national laws which cover compensation, and prohibit the harassment of LGBT inhabitants in the actual workplace. The latest human rights reports demonstrate that the corporate America is standing by their LGBT workers in record numbers. In a recent report – 2014 was recorded as the 1st year in history wherein over half of the Fortune 500 ranked companies include sexual orientation and gender identity training and security. In many ways, it’s merely good business sense to strive for a LGBT friendly work environment: just a worker who feels familiar with who he’s could give his best in the office, sense valued, and remain loyal to the company.

More than 3 hundred major companies, spanning just about every business and major geography, have earned a right to be called a LGBT friendly workplace.  Some of the European legislation is by far the most advanced and protection is certainly high in workplaces in Germany for example. They haven’t only explicitly guaranteed their LGBT workers fair treatment and compensation, but also many have even updated their benefit packages accordingly. There are companies and individuals who are actively fighting for legislation which will bring national full legal protection from any work place discrimination on the basis of sexual orientation and gender identity.

All this is of course, very encouraging, but there’s still much room to improve and further promote equality at work. Many support groups at work might help create the culture of approval that’s required for this to occur. There’s still evidence of discrimination in all employment sectors but agencies are now working to provide assistance to the workers that identify as gays or lesbian who experience harassment on the job. In latest times, for instance, they’re seeking insurance agencies that take same sex partners as beneficiaries.

Is the Gender Gap Closing?


Last year’s World Economic Forum 2016 Global Gender Gap Report predicted that it would take girls another 168 years to be completely equivalent with guys at work. To put it differently, if you wish to see global sex diversity become a reality, it’s up to you and me to make it happen.

We’re all responsible for this situation to some extent.  Obviously men have a vested interest to some extent, however it’s often women who ignore these situations too.  Too often if women are working in an environment which does not have a gender problem, then they ignore the issues.  However all it takes is a job change or perhaps a daughter entering the workplace to be directly impacted again.

It’s a surprising prediction, not least because businesses who are failing to play their part in supplying equal workplace opportunities are likely to be losing out considerably. In addition consider a prediction in McKinsey, which in a report claimed that if girls attained their full economic potential, international domestic product could increase by up to $28 trillion in 2025. Continued lack of accountability and direct action could prove to be incredibly pricey, and also the report  findings highlight just how much businesses stand to lose if it the issue endures. It’s definitely not something we may afford to wait for.

It’s time to turn optimistic support into recognisable action and make sex diversity a business critical requirement.   It’s an important topic across most of the developed world and certainly in Europe.  It’s interesting to see the perception of these issues in the media, for instance sign up for an Irish IP address like this and check out RTE in Ireland and you’ll certainly see a difference. There are difficult questions to answer, after all  what do these actions look like?

AI and the future of equal opportunity

Artificial intelligence is seen by some as an instrument that can bring forward this change.  AI can offer true equality in decision making processes involved in hiring staff for example, eliminating any gender bias in an instant.

In the event that you define it as artificial or artificial wisdom, we already know that AI is fast changing how we do business. In case of tackling gender diversity, AI is already being leveraged to recognize and learn from bias within routine tasks and documents such as the job descriptions used in the hiring process.

AI technology such as IBM Watson, renowned for its capacity to take outside data and use it to gain understanding and insights from mass quantities of unstructured data sets, may already be used to recognize the effect certain words used in job descriptions have on the sex of job applicants.  In some ways it’s simply taking away bias away from the process, much like an Indian company might buy a UK proxy to deter bias on a national basis.

Read more: Gender equality in the technology sector: it’s time to be bold

Employing AI technology, certain language has been shown to discourage applicants and heighten submissions of CVs. Terms such as “dominant” and “ninja” are discouraging to female applicants. The lesson learnt here is that putting more consideration into the terminology used when communicating to potential candidates may play a substantial part in attracting more female applicants to your organization, paving the way towards sex equivalence at work. A simple reversal of vocabulary may have a greater long-term effect on organizational culture, balance and functionality.

Promoting Equality in the Workplace


There have been great strides over the last few decades to bring about an equality in the workplace in the UK. Bolstered by European legislation, the United Kingdom now has some of the most progressive equality and diversity legislation in the world. All British companies are required to follow this legislation and there are legal penalties for those who don’t.

A equality and diversity document can be as simple or as detailed as it needs. However for any company, producing this document shows that you’re trying to create a free and equal workplace environment. Plus a real devotion to overcoming discrimination for anyone who works within the company. In today’s world and with recent legislation, it is simply an essential document for your company. This document shows people who’re seeking employment if they happen to possess a protected feature such as race, gender, religion that they will not be handled differently than anyone else. Clients seeking to use your company’s service can ask to see your perspectives on diversity and equality to make certain while working with you, their values will be upheld. The principles are simple when making a decision regarding whether a policy is needed by your business.

Anyone running a business must have one for the numerous reasons. When one individual defines a Company, like in property, customers can request a diversity and equality policy. It is essential for workers, in addition to customers, to realize that your business will take no part in discrimination.

The following step is familiarising the business staff and ensuring it is upheld once an equality policy is written. There are various ways to advertise your policy. You might wish to utilize a company web site if you’ve one.  Another option is to make use of technology, perhaps a dedicated video proxy site to host the documentation and any supporting media. You make sure each employee has a copy of the policy on record and could incorporate the policy in the employment contract. You can even consider changing a business handbook if one is available. Every one of those are great ways to spread the word that this policy is in place and that it’s obligatory for all employees to comply with it.

Scheduled consultations with workers is the number one way to ensure that the equality policy has been adhered to. Speaking with employees in little groups will assist you understand the things which are happening and any probable issues your employees can have with the policy. You will also need to know if anyone feels like they have been discriminated against, and that is the perfect setting. Let workers know that the business has open doors for anybody who wants to discuss equality and diversity. Even an anonymous tip off could give business officials something to pay attention to also to contemplate when reviewing the policy.

Mark Williams

VPN Technologies