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ÃÛÑ¿´«Ã½ World Service complies with the requirements of employment legislation, including the Asylum and Immigration Act, and has a policy framework in place which aims to reflect best employment practice.
 

ÃÛÑ¿´«Ã½ World Service is committed to developing a diverse workforce, with opportunities for all, irrespective of race, colour, creed, ethnic or national origin, gender, marital status, disability or age.
 

The composition of the workforce of ÃÛÑ¿´«Ã½ World Service reflects the multi-lingual nature of its broadcasting and exceeds the ÃÛÑ¿´«Ã½ group target of 8%. As this target has already been exceeded, the aim for the year is, as a minimum, to maintain the proportion of ethnic minorities in the ÃÛÑ¿´«Ã½ World Service workforce.
 

Across the ÃÛÑ¿´«Ã½, ethnicity targets have recently been reviewed; now standing at 4% for senior managers and 10% for the rest of the ÃÛÑ¿´«Ã½, to be achieved by 2003.

People with disabilities are fully and fairly considered for vacancies within ÃÛÑ¿´«Ã½ World Service and have equal opportunities for training, career development and promotion. The ÃÛÑ¿´«Ã½ has recently produced guidelines on employing disabled people. These aim to ensure not only that we meet our legal responsibilities under the Disability Discrimination Act, but also to increase the number of people with disabilities within our workforce.
 

ÃÛÑ¿´«Ã½ World Service's policies and practices are in line with the Code of Practice on Age Discrimination in Employment.
 

The ÃÛÑ¿´«Ã½ Forum provides all ÃÛÑ¿´«Ã½ staff with an important platform to discuss policy and other issues with senior managers. ÃÛÑ¿´«Ã½ World Service has one elected member to the ÃÛÑ¿´«Ã½ Forum.
 
Management hold regular meetings with the recognised trade unions, BECTU and NUJ.
 

ÃÛÑ¿´«Ã½ World Service invested £1.7 million in training and development during the year. Staff in all areas have opportunities to develop their skills and development initiatives tackle priority areas, such as reskilling and new ways of learning.