LISA-ANN JOSEPH

Trinidad and Tobago, like the rest of the world, is at a critical juncture with people who still have concerns over taking one of the available vaccines in the fight against covid19. There is information, especially circulating on social media, which raises questions about the safety and efficacy of the vaccines.

In many instances, the misinformation is not supported by hard data and research. For employees anticipating a return to work, such information is compelling. This is not a concern to be taken lightly, as we too have been in that space of questioning and most times, it proved to be needless worry.

But in this current scenario, there has to be a way to deal with the misinformation preying on the minds of the uncertain. We are suggesting to employers to approach their employees who have concerns about taking the vaccines. Vitally important in this approach is the development of a communication platform with employees – for those who believe in the vaccines and those who have questions.

This communications platform should provide employees with scientific information about vaccines, how are they developed, how they have been successfully used over long periods of time to combat a range of diseases and viruses. Built into the communications programmes should be realistic information on instances in which vaccines have had unexpected negative effects; a proper communications programme will put the unintended consequences into context.

Also, there should be sessions that expose employees to medical professionals or subject matter experts, in which information and data should be provided as well as dealing face-on with the claims that the vaccines pose dangers.

There should not be fear to take on this communication exercise as there is much research data and evidence in the local and international environment about the value of vaccines. The sessions will also tell of the value of prevention that vaccination programmes have offered in other instances to prevent diseases from taking full control.

The basic principle of ensuring that the message is transferred to the employees is for clarity of the communications, always making sure that the messengers avoid the cliched jargon-repeating phrases.

We are not suggesting this approach as a bullying, domineering attitude as it is likely to cause quite a lot of conflict in the industrial relations environment. After months of stalled business operations, this is the last outcome that anyone will want at this point in time.

Employers have the responsibility to put a structure in place to facilitate and support an organisational communication approach and employees should expect messages be disseminated regularly. There should be fixed times (still allowing for ad hoc for emergencies) that employees should get updates and new information.

Messages should always provide context, to avoid speculation. This is the age of infographic and different forms of animated communications to