Posted By George Wedgwood Marwa, language is fundamental to understanding of rules, procedures and generic training materials, all used to try and achieve a desired level of competence for workers in any occupation. If an employer fails to get the practical meaning across to a worker because of a failure to fully understand the language, dialect or accent, then he has failed an obligation in UK law but mostly has failed to adequately 'protect' his employee. My experience is that most employees are sensible and have a 'built-in' aversion to obvious risk - i.e. they instinctively know that they should not go too close to a moving machine - but may not be aware that if they remove a guard to clear a blockage, they will place themseves in danger. So interpretation is vital to inform workers in vulnerable occupations surrounded by risk. Therefore the employer must do as much as possible to ensure that the employee koows and understands the risks involved in his job and often, the risks involved in other parts of the process as well. When the employee is recruited from (in the UK, say) an ethnic minority and english is not the first language, then the recruitment process should recognise this and consider how that recruit may be affected should employment be offered. That would then be the start of an induction process, which would include language interpretation, translated documents or the use of a supervisor who can translate essential procedures and safety information before work is started. There is a very good guidance document for the Food & Drink industry that gives good advice on the employment of other cultures and language groups - have a look at http://www.nwfoodalliance.co.uk/about_research.php Kind regards, George

Posted By Vimel Hello, I have got a dissertation on the effects of language barriers on migrant employees/workers which I completed this year, if that would help you please e-amil me your address and ill send it over. Regards Vimel Vimel123@yahoo.co.uk