Tag: UK
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Rosa May Billinghurst
More than 100 years ago, Rosa showed that disability and power can exist in the same story.
A wheelchair did not limit her voice. It amplified it.
From 31 May 1875 – 29 July 1953, Rosa Billinghurst was a British suffragette and women’s rights activist. She was known popularly as the “cripple suffragette” as she campaigned in a tricycle.
Early life
She was born in 1875 in Lewisham, London, the second of nine children of Rosa Ann (Brinsmead) Billinghurst and Henry Farncombe Billinghurst. Her mother came from a family who manufactured pianos and her father was a banker.As a child she survived polio, which left her unable to walk. She wore leg-irons and used either crutches or a modified tricycle. She became active in social work in a Greenwich workhouse, taught in a Sunday School, and joined the temperance Band of Hope.
Politics
She was an active member of a Women’s Liberal Association (fifteen of which joined in 1887 to become the Women’s Liberal Federation that ultimately grew to 942 affiliated associations) and later, in 1907, a member of the Women’s Social and Political Union (WSPU). She took part in the WSPU march to the Royal Albert Hall in South Kensington, London, in June 1908. Billinghurst helped organise the WSPU response in the July 1908 Haggerston by-election; polling was on the day that twenty-four suffragettes were released from Holloway prison and came around the area canvassing to ‘keep the Liberal out.’In 1909, she was presumed by Annie Barnes to be the wheelchair user seen distracting a police horse, who laughed as another woman seemed to tip the rider off to fall in a horse trough. The occupant of the wheelchair was the one arrested and rough-handled into a waiting police van.
Two years later, she founded the Greenwich branch of the WSPU. As its first secretary she took part in the ‘1910 Black Friday’ demonstrations, using an adapted tricycle for mobility. She was arrested after the police capsized her from the trike. Billinghurst knew that she was helpless when this happened, but she was quite prepared to take the added publicity to benefit the cause of suffrage. The police once exploited her disability leaving her in a side street after letting her tyres down and pocketing the valves.
Billinghurst was able to get closer to the House of Commons on another occasion in 1911, when police thought the better of attacking her trike with ‘Votes for Women’ banner during the rush. She is thought to have been one of the suffragettes to avoid the 1911 census on the night of Sunday 2 April 1911, in response to the calls from suffragette organisations for a boycott.She would place her crutches on both sides of her tricycle and would charge any opposition. She was arrested several more times in the next few years.
The Glaswegian suffragette Janie Allan apparently worked in partnership with Billinghurst during the window-smashing campaign of March 1912, with Billinghurst apparently hiding a supply of stones under the rug that covered her knees. Billinghurst’s first stint in Holloway Prison was for smashing a window on Henrietta Street during this campaign, for which she was sentenced to one month’s hard labour. The prison authorities were confused regarding her sentence to hard labour, and gave her no extra work. She was befriended by many other prisoners, including Dr. Alice Stewart Ker, who had Billinghurst smuggle a letter out to Ker’s daughter on her release.
On 8 January 1913, she was tried at the Old Bailey and sentenced to eight months in Holloway Prison for damaging letters in a mailbox. Billinghurst represented herself in court to plead the case for women’s suffrage. Her defence titled “The Guilt Lies on the Shoulders of the Government” was published in The Suffragette. She subsequently went on a hunger strike, and was force-fed along with the other imprisoned suffragettes participating in the strike. She became so ill that she was released two weeks after her force-feeding began.She spoke at a public meeting in West Hampstead in March 1913. On the 24th of May, she chained herself to the gates of Buckingham Palace and on 14 June she was dressed in white on her trike in the funeral procession for suffragette Emily Wilding Davison, who was killed while reaching for the reins of the King’s horse at the Epsom Derby.
Billinghurst also took part in the mass deputation of suffragettes to petition King George V on 21 May 1914. Although she was not arrested, two policemen deliberately tipped her out of her tricycle.
Billinghurst supported the Pankhursts’ lead when they decided to prioritise the war over the campaign for women’s rights. She helped in Christabel Pankhurst’s campaign to be elected in Smethwick in 1918.
However, she had joined the Women’s Freedom League (WFL) and became part of the Suffragette Fellowship. She supported Jill Craigie’s Equal Pay Film Fund.
Billinghurst stopped her activity for women’s suffrage after the Parliament (Qualification of Women) Act 1918 gave some women the vote. She later attended the funeral of Emmeline Pankhurst and the unveiling of Emmeline’s statue in 1930.
Family
In 1911, she was residing with her parents at 7 Oakhurst Road, Lewisham, London.Billinghurst lived in the garden house of her property “Minikoi”, Sunbury, Surrey (then in Middlesex), with her adopted daughter, “Beth”. Beth has since written a book describing her relationship with her adopted mother. Her brother was Alfred John Billinghurst, an artist, with whom she lived after 1914.
Death
She died on 29 July 1953 at a hospital in Twickenham, leaving her body to science.Memorial recognition
Her name and picture (and 58 other women’s suffrage supporters) are on the plinth of the statue of Millicent Fawcett in Parliament Square, London, unveiled in 2018. -
Understanding Legally Blind vs Visual Impairment: Key Insights
I’ve always wondered why some people were called legally blind while others were called visually impaired. In my opinion, ‘legally blind’ almost sounds racist. As if you need to qualify to be ‘legally blind’. Make that make sense. This also shows a huge display of intersectionality. This is also an example of stereotyping.

Now, let’s address the controversy surrounding intersectionality. Critics often view it as a form of political correctness on steroids. They argue that it pits people against each other in an “oppression Olympics” rather than promoting inclusivity.
However, it’s essential to recognize that intersectionality aims to understand and address complex inequalities, not create divisions.
If 20/20 vision is the standard of optimal eyesight than why are there different versions?
There’s levels to this.
“Legally blind” is a recognized classification for individuals with significant visual impairment, while “illegally blind” is not a standard term in medical or legal contexts.
Legally Blind
Definition: The term “legally blind” refers to a specific level of visual impairment defined by government agencies, particularly in the United States. To be classified as legally blind, a person must meet one of the following criteria:
Visual Acuity: A corrected vision of 20/200 or worse in the better-seeing eye. This means that what a person with normal vision can see at 200 feet, a legally blind person can only see at 20 feet, even with corrective lenses.
Visual Field: A visual field of 20 degrees or less, which is often referred to as “tunnel vision”.
Implications: Being classified as legally blind can affect a person’s eligibility for various benefits, including disability assistance, vocational training, and access to low vision aids. It does not imply total blindness; many individuals who are legally blind still have some usable vision.
Illegally Blind
Clarification: The term “illegally blind” is not recognized in medical or legal terminology. It does not have a defined meaning and is not used to classify any form of visual impairment. The concept of being “illegally blind” may arise from misunderstandings or miscommunications regarding legal blindness or total blindness. In essence, there is no legal or medical framework that supports the existence of “illegally blind” as a classification.
Conclusion
In summary, “legally blind” is a formal classification used to determine eligibility for various services and benefits for individuals with significant visual impairments.In contrast, “illegally blind” is not a recognized term and does not have any established meaning in the context of vision impairment. Understanding these distinctions is crucial for navigating discussions about visual disabilities and the support available to those affected.
This is The view from where I Sit versus the view from where you Sit!!!
Legally blind: What does it mean? – All About Vision
What Is Considered Legally Blind – Healthline
https://eyemantra.in/eye-diseases/legal-blindness/
https://english.stackexchange.com/questions/155719/whats-the-origin-of-rob-someone-blind
blind | Etymology of blind by etymonline
Legally blind: Definition, treatments, and support – Medical News Today
Understanding Legally Blind: Definition & Causes
What does it mean to be legally blind? | Lentiamo
What Does It Mean to Be Legally Blind? – WebMD
Evolution and Inclusive Language: Creating a New Term for Visual Disabilities – BlindNewWorld
Before Braille: A Brief History of Visual Impairment and Education PT 1
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Not in my job description?
When your manager asks you to do something that seems to be beyond your usual responsibilities, it is not advisable to respond with the phrase, “That’s not in my job description”.
Job descriptions are not legally binding contracts, but they can be used as evidence in legal proceedings if there are questions or conflicts about the job. While they provide guidelines for employee roles, inconsistencies between a job description and actual responsibilities can lead to legal disputes.
Most people carry this non-chalant attitude because they don’t want to be held responsible if anything bad happens to the people under their care. They do it to protect themselves against liability reasons. The problem is that they have a duty of care.
This is the View from Where I Sit vs the view from where you sit!!!
Job descriptions aren’t comprehensive, and most people end up doing work that doesn’t align within their job description. Refusing to do a particular task because it’s not in your job description is a good way to lose the support of your boss. Instead, focus on your situation and your capabilities to take on additional work.
Some job descriptions will have sections which express qualifications and or attributes which are required for the role. It could be easy to unintentionally fall foul of a protected characteristic here and discriminate due to some poorly chosen wording. The law doesn’t offer a definitive guide on what should or shouldn’t be included, but uses a test of what might ‘reasonably be understood as indicating an intention to discriminate’ and whether if the “ordinary” person looked at it, whether they would consider it discriminatory.
A legal framework is provided in the Equality Act 2010 to tackle disadvantage and discrimination, and this framework applies to job descriptions too. The Act details 9 protected characteristics which individuals cannot be treated unfairly as a result of. These are age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, gender or sexual orientation.
The Disability Discrimination Act 1995 defined disability as physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. The act provided protection against discrimination in several areas, including:
- Employment and occupation
- Education
- Transport
This made it illegal for employers and service providers such as shops and restaurants to discriminate against someone because they were disabled. The legislation bans employers discriminating against jobseekers and employees with disabilities. And it also bans service providers from discriminating against service-users with disabilities. It places a duty on employers and service providers to make reasonable adjustments for people with disabilities.
And that is the View from Where I Sit!!!
Protection against disability discrimination | nidirect
https://www.bbc.co.uk/news/explainers-54823810
https://uk.indeed.com/career-advice/career-development/that-is-not-my-job
https://www.mindtools.com/a2h3mte/thats-not-my-job https://www.calltherightattorney.com/blog/2022/11/can-i-be-fired-for-refusing-to-do-work-outside-my-job-description/#:~:text=Can%20I%20be%20legally%20fire,dictated%20at%20the%20times%20required
https://caul-cbua.pressbooks.pub/aep/chapter/rights-and-privileges/ https://www.differencebetween.com/difference-between-rights-and-vs-obligation/
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The Equality Act 2010 in Customer Service
Under the Equality Act 2010, customer service providers must treat all individuals equally and fairly, avoiding discrimination, harassment, and victimisation based on protected characteristics.
Protected Characteristics
The Equality Act identifies nine protected characteristics that cannot be used as a basis for unfair treatment in services:- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex, and sexual orientation
Service providers must ensure that customers are not discriminated against due to these characteristics, either directly or indirectly.
Types of Discrimination in Customer Service
Direct discrimination: Treating someone less favourably specifically because of a protected characteristic. Examples include refusing to serve a person due to their ethnicity or sexual orientation.
Indirect discrimination: Applying a neutral rule or policy that disproportionately disadvantages people with a protected characteristic, unless the rule can be objectively justified. For example, a “no head coverings” policy may indirectly discriminate against customers who wear religious attire.
Harassment: Any unwanted conduct related to a protected characteristic that violates dignity or creates a hostile, degrading, or offensive environment.
Victimisation: Unfair treatment of someone because they made a complaint about discrimination or supported another person’s complaint.
Reasonable Adjustments for Accessibility
Service providers have a duty to make reasonable adjustments for disabled customers to ensure they can access services equally. This includes measures such as ramps, alternative formats for written information (Braille or large font), assistive technology, and staff training to accommodate different needs.
The duty is proactive; providers must anticipate barriers and not wait for requests to be made.
Practical Implementation in Customer Service
Inclusive culture: Train staff to respect diversity, listen actively, and respond sensitively to customer needs.
Policy development: Implement equality, diversity, and inclusion (EDI) policies that guide recruitment, service delivery, and day-to-day operations.
Communication: Use inclusive language, provide alternative communication methods for customers with language barriers, and accommodate cultural or religious practices.
Positive engagement: Regularly review services to identify potential barriers and improve inclusiveness, potentially conducting Equality Impact Assessments for public or large-scale service projects.
Legal Scope and Exceptions
While the Act prohibits unjust discrimination, some exceptions exist, including age-based concessions, health and safety requirements, financial services risk assessments, and single-sex or regulated services where necessary. Any differential treatment must be objectively justified or in line with permitted exceptions.
Benefits of Compliance
Complying with the Equality Act enhances the organisation’s reputation, fosters customer loyalty, and demonstrates respect for diverse customer needs. Inclusive practices also attract top talent and ensure fair, equitable service delivery.
In summary, customer service under the Equality Act 2010 requires fairness, respect, and proactive accommodation of diversity, encompassing all nine protected characteristics, preventing discrimination, harassment, or victimisation, and ensuring accessibility for disabled individuals.
Legislation.gov.uk -
Interview Techniques
There are many ways to tackle an interview. Having an interview, is like taking an oral test. If you are confused about how to answer interview questions, these steps might help. These steps help to structure interview answers correctly.
Interview Methods
SMART
Specific: Share details about your experience relevant to the role, your qualifications, and how your career path has led to this opportunity.
Measurable: Quantify achievements or results when applicable (e.g., years of experience, promotions).
Achievable: Highlight specific milestones you’ve reached.
Relevant: Focus on skills and experiences that match the job description.
Time-bound: Summarize your career journey, leading to the current moment.Behavioural Interview questions
STAR
Situation – the situation you had to deal with
Task – the task you were given to do
Action – the action you took
Result – what happened as a result of your action and what you learned from the experience -
Learning Disability Week
Learning Disability Week takes place annually during the third week of June. In 2025 Learning Disability Week starts on Monday June 16 June. The theme this year is ‘Do you see me?’, which is all about people with a learning disability being seen, heard and valued.
This Learning Disability Week we are asking you to help us walk 1.5 million steps to help raise funds and awareness for the 1.5 million people in the UK with a learning disability.
You’re welcome to join us anytime during our celebration! At 12pm, we meet at St. John’s Ben Rhydding Church for a picnic in the hall. Bring a packed lunch, drinks provided.
The One Big Walk for Mencap starts at 1pm. it is a 1.5 mile walk into Ilkley. There is a suggested donation is £1.50 per person to Mencap.
By 2:30pm, we meet at Outsisde the Box Cafe in Ilkley and bring some money to buy their delicious refreshments.The walk is wheelchair friendly but if walking is difficult, you can take the train from Ben Rhydding to Ilkley or book a taxi. If you need one to one support, please invite your carer to join you.
Please wear comfortable shoes and clothing suitable for walking. Bring a packed lunch, money and any medication you need. There will be information tables at St. John’s and Outside the Box Cafe about local disability groups.
Family, friends and carers are all welcome. We hope you enjoy it!
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LEAN MANUFACTURING
What is LEAN?
Lean manufacturing is a methodology for maximizing customer value while minimizing waste in production. In practice, it means streamlining processes to only use the necessary resources and eliminate activities that don’t add value.
USES and ORIGINS OF LEAN Manufacturing
Lean’s origins trace back to the Toyota Production System (TPS) developed in Japan after WWII. Faced with resource shortages in the 1950s, Toyota engineers Taiichi Ohno and Eiji Toyoda pioneered a discipline of eliminating waste and continuously improving processes to do more with less. TPS introduced practices like just-in-time production and jidoka (built-in quality) which formed the foundation of Lean manufacturing.
Productivity + Quality + Costs = Profitability
PHILOSOPHY
One of Lean Manufacturing’s foundations is Kaizen, which means continuous improvement. Kaizen is a management philosophy that involves the entire organization in improving processes, products, and services. It focuses on waste elimination and increasing value for the customer.
Toyota 1950- Henry Ford started first
1990s- the rest of the world followed
Eight Types of Wastes
- inventory
- transportation
- overproduction
- overprocessing
- underutilised people
- scraps
- efforts
- movement
LEAN Principles
These five principles – Value, Value Stream, Flow, Pull, and Continuous Improvement – provide a high-level guide to implementing Lean. Next, we’ll dig into some specific tools and concepts (the “Lean toolbox”) that support these principles day-to-day.
- value
- value stream
- flow
- pull
- perfection
Benefits of LEAN
- Increased efficiency: Streamlining processes to eliminate waste and improve productivity.
- Reduced costs: Lowering operational costs by minimizing waste and optimizing resources.
- Improved product quality: Enhancing the quality of products through continuous improvement practices.
- Higher customer satisfaction: Delivering better value to customers by focusing on their needs and reducing lead times.
- Enhanced team engagement: Fostering a culture of continuous improvement and collaboration among team members.These benefits contribute to a more agile and responsive organization.
Morale and Motivation improves
PDCA Improvement Cycle (Deming)
It’s often helpful to follow a structured model like PDCA (Plan-Do-Check-Act) for each change: plan the improvement, do it (on a small scale), check results, and act to standardize if successful. At this stage, you may be running multiple Lean projects in parallel (under the coordination of your Lean team).
Flow Process Analysis
The American Society of Mechanical Engineers Symbols- deploying flow process analysis
Lean Manufacturing: Principles, Tools, Case Studies (2025 Guide)

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