Category Archives: General

Some changes on CharityBlog.

While upgrading to the most recent version of WordPress, we took advantage of its new easy export/import feature to amalgamate OpenCharityBlog with this one. We’ve copied over the log-ins for those registered there, as well as the posts and comments. (The import mis-matched authors to posts, but we hope that’s now sorted.)

Looks like the OCB links didn’t make it across – next thing to do then.

Note: We may not have updated all references to OCB yet!

I am trying to get feedback on A-boards and other street furniture – what do people think about these? My organisation is keen to start a campaign to highlight the problems disabled people face when dealing with street furniture. It’s been very difficult to get our clients to comment so I thought people on this site might have some comments instead.

The campaign would focus on disabled people mainly but obviously other people would benefit too: people who use walking sticks and frames, people with prams/ buggies, people with dogs – the list is endless.

We are based in Richmond upon Thames in London, so feedback from this area would be really useful but all comments are welcome.

We are delighted to announce that Andrew Heygate-Browne, President of the University of the West of England ’s (UWE) SU Badminton Club and his team, are going for a World Record attempt on 2nd and 3rd June 2007, and…raising funds for MS Research!

The current world record for the longest badminton doubles is 24 hours, 21 minutes and 19 seconds, held by Sylvia Campion, Aubrey Cox, Maureen Dunne and William Stevenson, of Ireland, set in December 2005.

The attempt is taking place at UWE’s recently opened Centre for Sports, Frenchay Campus, Coldharbour Lane , Bristol . If you can help at the event, please let us know! I’m sure you’ll join us in wishing them the very best of luck!

If you would like to be part of this event, in any of the above areas, or would like further information, please contact us on 0117 9286332 as soon as possible. If you would like to sponsor Andrew and the team at UWE, please contact the Fundraising Team for a sponsor form.

Contact Rosie! Telephone 0117 9286332 if you wish to raise funds for MS Research.

From an Irish politicians blog – Ireland’s charity regulation law delayed, or possibly worse.

Eric’s Campaign Diary: Election Scuppers Charities Bill:

Election Scuppers Charities Bill I must admit, I am sorry about one piece of legislation which has fallen now the election is called: the Charities Regulation Bill. The charity scamsters must have breathed a sigh of relief when Bertie set the date yesterday.

VolResource has a page listing various ‘charity awards’, from the general to the specific, and we mention them from time to time in the weekly email newsletter. However, personally I pretty much agree with the World Land Trust’s weekly column, talking about Charity Times annual awards:

“Is this really what supporters of a charity expect their money to be spent on? Is this really how they expect staff and Trustees to be spending their time?

“And of course only a few charities can afford the time and money to actually enter into a competition to become ‘Charity of the Year’ or be nominated the ‘Trustee Board of the Year’. And not everyone has the ego that needs to be the ‘Finance Director of the Year’. Clearly awards like these are going to be influenced by money and size — particularly when there is an award for the ‘Best Charity to Work for’ and it’s decided by internet voting.”

Anyone have views either way?

Sam Mercer, Director of The Employers Forum on Age, responds to the Equalities Review Report: Fairness & Freedom

The publication of the final report of the Equalities Review: Fairness and Freedom, generated headlines putting working mothers with young children, women of Bangladeshi origin and the disabled at the top of the tree for disadvantage and discrimination – specifically in accessing work.
But this report is about much more than simply providing a hierarchy of the disadvantaged. It examines the root causes of inequality and the societal and economic consequences of not tackling disadvantage and discrimination. For this reason this report should be required reading for all CEOs and Boards.
Our members have welcomed the recognition within the report that legislation can sometimes prevent organisations taking steps to address inequality. It makes a strong case for voluntary action which will support people within organisations who have been striving to embed equality and diversity and provides a business case for extending flexible working opportunities.
Demographic change is having a significant impact on inequality, and disadvantage while young (in education and employment) exacerbates disadvantage when older. As a society with an ageing population, we much tackle this; we can’t afford for people to be out of work and unable to save during their working lives, as this will increase pressure on the state to provide for an extended retirement. For UK plc as both employers and suppliers, this report makes a powerful argument for change.
The subtle challenges we face in promoting culture change on ageism are also explored. The report concludes that when groups are perceived as less ‘threatening’ a benevolent prejudice can develop. This translates into patronising and negative treatment which can affect people at either end of the age spectrum. For example, reluctance to performance manage older people, or the failure to promote younger people who may not be perceived as able to cope with the stress.
There are specific recommendations within the report which EFA members are broadly supportive of. The single equality act is promoted as one of the ways to tackle entrenched and multiple discrimination. And certainly, if it results in a simpler legal framework this would be a great advantage for employers. However, our members are concerned that regulations against age discrimination are in their infancy and it is vital to allow time for any problems with the legislation to be ironed out before there is an extension. Likewise, an integrated public sector duty to promote equality, or Single Equality Scheme, for the public sector which is focussed on outcome and not process, could have a significant impact in tackling long term inequality.
Our members are more sceptical of extending duties to report performance to the private sector. Statistics and workforce profiles can be misleading and do not always indicate discrimination is taking place. Age profiles, for example, can be distorted by factors totally unrelated to equality. We fear this type of duty could lead to ‘positive discrimination’, particularly in SMEs, and could inevitably lead to ‘quotas’ in the private sector – whether that was the original intention or not.
It has long been true that the highest profile employers attract the highest profile discrimination claims and this is one of the reasons we are concerned about the proposal to establishing a ‘Black List’. While we understand the frustration that lies at the heart of this proposal of a ‘black list’ of employers who have systematically ignored equality, there is a risk that many unknown smaller employers that ignore the law, continue to act without sanction.