Firstly, let’s look at what DIEB is. Diversity, Inclusion, Equity, and Belonging are important qualities that employers and HR must invest in at work to promote wellbeing and fairness among their employees.
Diversity is having a culture that values uniqueness: people of different backgrounds, cultures, genders, and races.
Inclusion means inviting diverse groups to take part in company life.
Workplace equity is the concept of providing fair opportunities for all of your employees based on their individual needs.
It’s belonging that makes each individual feel accepted for who they are.
There are many benefits derived from DIEBs in the workplace for the employer:
By working towards equity – for instance, asking different individuals from different groups to spearhead meetings – dissatisfaction could be curbed, ultimately bringing down employee attrition.
Most studies surrounding diversity in the workplace have found that for every 1% increase in gender diversity, company revenue increases by 3%.
Plan for Improving Diversity in Hiring
Ireland is known for being a friendly, accepting nation of diverse backgrounds. A recent survey by the Society for Human Resource Management (SHRM) found that 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates.
Diversity in hiring leads to the following positive outcomes:
Appeal to a wide range of applicants. A larger pool of applicants increases the likelihood of attracting top talent who are going to buy into the diverse company culture, stay around for longer, and be have high levels of productivity.
Decrease bias. Decreased bias in recruitment, as well as adhering to anti discrimination legislation, allows for the best candidate to be chosen on merit rather than any other grounds of possible recruitment bias.
Reduce the likelihood of hiring the wrong person for the job. A candidate will not be chosen just because they are the right fit based on existing staff, but rather because they are the best candidate based on suitability factors, such as education, qualification, work ethos and having given a successful interview.
We explore further ways to promote DIEBS in our Diversity, Inclusion and Belonging online course.
The Safety Health and Welfare at Work legislation boils down to the fact that Employers are obliged to provide a safe place to work.
There are significant sanctions for employers who breach the legislation including fines up to €3 million and imprisonment for up to 2 years for a serious breach. In 2019 in HSA v Walker the defendant was prosecuted for a breach of s11(1)(c)(ii) of the Safety, Health and Welfare at Work Act 2005 and sentenced to 6 months with only 2 month suspended.
In these COVID 19 times a workplace can mean working from home for many employees. Employers have a duty therefore to check that their employees have the appropriate facilities and equipment to work safely. The big difference now is that people working from home are doing so for their full working day or at least a large part of their working hours. Appropriate desk, chair and work station ergonomics need to be considered. How do you keep in touch with your staff to check on their well-being? Is there inappropriate online activity? How is everyone’s mental health holding up? These are just a few of the considerations that you need to consider and find ways of dealing with issues that were previously dealt with in the office environment.
“Having a designated COVID-19 Compliance Officer within the workplace
is looking like becoming the new norm.”
Having a designated COVID-19 Compliance Officer within the workplace is looking like becoming the new norm. This person or persons will be tasked with ensuring businesses meet any instructions or rules issued by the Government in order to allow them to continue trading. Online training, health and safety awareness and carrying out up to date risk assessments can be implemented easily and at low cost. A simple example is asking your employees to send a photo of their workstation. This can then be reviewed by an appropriate qualified person to assess its suitability. Creating appropriate checklists and procedures can help employers and employees assess what needs to be done in everyone’s best interests.
In recent years mindfulness has become a buzzword in neuroscience, and mental health fields. Over thirty years of research has found that mindfulness practice, mindfulness meditation and mindfulness based stress reduction shares a symmetry with mental, physical and emotional health. Some of the benefits of mindfulness practice include the following:
There are essentially five ways in which mindfulness practice positively changes your brain.
Mindful states achieve through meditation, meditation training, mindfulness based stress reduction training and mindfulness practice boost frontal brain activity. Over time this increased cortical strengthening bolsters our capacity for rational thought and intentional planning which promotes great emotional awareness and control and executive functioning.
Mindfulness practice and mindfulness training helps reduce grey matter and activity in the amygdala (a roughly almond-shaped mass of grey matter inside each cerebral hemisphere, involved with the experiencing of emotions). This helps reduce feelings of fear and anxiety and promotes physiological well-being and calmness.
There’s a strong correlation between relationship practice and mindfulness practice. Mindfulness has been found to play a vital role in establishing and maintaining emotionally nourishing relationships.
Mindfulness practice also impacts the hippocampus positively, helping us to better remember and lead to greater cognitive functioning.
Mindfulness practice increases one’s attention levels and enhances emotional control. With the online world constantly vying for our attention this can have a great benefit to us.
The insula controls the internal sense of the body, “gut” feelings and responses. This region is associated with how we perceive ourselves physically. The ability
In his article, Linder concludes that the ability of (mindfulness practice) to increase the thickness of your brain and protect against normal age-related brain thinning linked to dementia, in itself, is an especially compelling reason to practice (Linder, 2019).
Why not put this into practice yourself and experience the fantastic benefits of mindfulness practice at https://myelearnsafety.com/product/mindfulness-practice/
Vulnerable adults are those who are restricted in capacity to guard themselves against harm or exploitation. All persons have the right to be safe and to live a life free from abuse and/or neglect, regardless of their circumstances of gender, age etc. The term ‘safeguarding’ in the context of these standards means putting measures in place in services to reduce the risk of harm, to promote people’s human rights, health and wellbeing, and empowering people to protect themselves.
Elder Abuse is defined as a single or repeated act, or lack of appropriate action, occurring within any relationship where there is an expectation of trust which causes harm or distress to an older person or violates their human and civil rights. (Protecting our Future, Report of the Working Group on Elder Abuse, September 2002). Sixty five years of age is taken as the point beyond which abuse may be considered to be elder abuse.
Health Act Regulations, 2013. This policy applies to older persons or persons with a disability that, as a result of physical or intellectual impairment, may be at risk of abuse. The person may be in receipt of a care service in his or her own home, in the community or be resident in a residential care home, nursing home or other setting. Equally, the person may not be in receipt of a care service.
Some of the principles underpinning the policy include:
Source – HSE
On the 15th of this month (June 2019) it was World Elder Abuse Day. This day was first introduced back in 2006 and it was to bring attention to the issue of elder abuse in our global society and as a public health and humans rights concern.
World Elder Abuse Awareness Day provides an opportunity for all of us to focus our attention on elder abuse. It challenges each one of us to redouble efforts to promote respect and dignity for all older people and to help eradicate abuse of older people. Everybody has a role to play and the challenges posed by elder abuse cannot be met solely by any one individual, organisation, or state body, it is all our responsibilities.
We at MyElearnSafety want to be part of the solution to this type of abuse so we are created a Safeguarding of Vulnerable Adults Course . This course will enable service users to understand fully what safeguarding a vulnerable adult entails: What is a vulnerable adult? What constitutes abuse? How to respond to signs of abuse; How to respond to concerns of an elderly person who may have suffered abused.
Our ‘Safeguarding of Vulnerable Adults’ course is approved by the Irish Association of Healthcare Assistants (IAHA).