Health protection: A new online course teaches conservators and other museum staff the basics of how to properly handle contaminated cultural property Biocide-contaminated objects The topic is very relevant. Cultural objects made of wood, textiles and leather as well as botanical and natural history objects have always been treated with biocides to protect them from pests and microbial infestation. While the application of the first artificial […]

Health protection: A new online course teaches the basics of how conservators and other museum staff should properly handle contaminated cultural assets

The topic is very relevant. Cultural objects made of wood, textiles and leather as well as botanical and natural history objects have always been treated with biocides to protect them from pests and microbial infestation. While the use of the first artificially produced substances based on arsenic and mercury since the 15th century is problematic due to their toxicity, but manageable overall, the industrial production and widespread distribution of biocidal active substances and products, especially in the second half of the last century, led to mass use, which has left us with a dangerous toxic legacy.

Nevertheless, even contaminated cultural assets must be preserved for society, researched and their cultural and historical significance presented to a broad public. Many professional groups, including those involved in restoration, taxidermy, ethnology, museology and the arts and natural sciences, come into contact with the objects or spend long periods of time in contaminated rooms. Numerous cultural assets, sometimes even entire collections and buildings, pose a serious threat that needs to be addressed.

These potential hazards take on additional relevance in view of the relevance of all activities involving contaminated objects under hazardous substances legislation, which has been in force since 2016. This obliges those responsible for collections and historical buildings to draw up a risk assessment for activities involving potentially contaminated collection items and to implement the necessary protective measures.

Safe handling of contaminated cultural property – learning objectives

This web-based training course is intended to educate members of the relevant professional groups on how to handle potentially toxic contaminated cultural property of the above-mentioned material groups. The course provides the background knowledge for a correct assessment of the risk and shows possible measures. Detailed explanations guide learners step by step through the course content, enabling even learners with little prior knowledge to get to grips with the topic. Tabular overviews, references to current standards and legal texts as well as an extensive collection of literature references and internet resources complete the course and help to ensure that the knowledge gained can be applied to professional practice in the long term.

Topics

The e-learning course is divided into individual learning modules: After an overview of the learning objectives and an explanation of the selected content, the second module provides basic knowledge about the history and distribution of relevant biocides. The third module differentiates between first-generation biocidal active substances and those from industrial production and highlights the special features of their use and their damage potential. In the fourth module, you will use examples to learn about the diversity of potentially contaminated objects, the contamination pathways and the effects of biocides. This will sensitize you to better assess possible contamination. The fifth module deals with the basics of contaminant detection and introduces strategic investigation methods. Health hazards should be assessed as adequately as possible: What is dangerous for whom and under what circumstances? In addition, practical and professional analysis methods from specialist laboratories are presented. The sixth module discusses personal, organizational and technical strategies for action in the event of suspected or proven contamination. Knowledge relevant to labor law is also explained. This information and the biocidal products and application examples presented have been compiled on the basis of the situation in Germany. However, the basic knowledge conveyed here is of interest to an international audience.

Author

The author Roksana Jachim M.A. is a freelance conservator and works as a research assistant at the HAWK. She studied conservation/restoration of painted sculptures and paintings at the HAWK.
The pilot course runs with a shortened duration and reduced number of participants: October 22 to December 2, 2018: Course fee: € 139 (20% discount for students)

Online courses from the Hornemann Institute

For 20 years, the Hornemann Institute has been offering new ways of professional development with internet-based learning courses. The framework conditions are excellent, especially for working people, as these learning modules enable individual learning in terms of learning speed, learning time and learning location. Because the courses are divided into individual modules, the learning content can be developed individually according to personal requirements and interests. Varied learning controls enable you to assess your learning progress independently. The proportion of still and moving images is high. Glossaries, literature references and the integration of existing Internet resources supplement the learning material.

When developing the courses, particular emphasis is placed on ease of use. The only access requirement is Internet access. For the duration of the course, a qualified conservator is available to learners at the Hornemann Institute by telephone or e-mail to help with technical and specialist questions. Specific technical questions will be forwarded to the authors. After submitting the final test, you will receive a qualified certificate.

Further information and registration: here

They grew up with the feeling of being something special. Attention, encouragement and praise from parents, having a say and making decisions in the family played a role from an early age, and later discussions with teachers and professors were completely normal. They were brought up to be independent and are used to talking to authorities as equals. They have […]

They grew up with the feeling of being something special. Attention, encouragement and praise from parents, having a say and making decisions in the family played a role from an early age, and later discussions with teachers and professors were completely normal. They were brought up to be independent and are used to talking to authorities as equals. They have high expectations of themselves, life and work. Values such as family, friendship and leisure are more important to them than leadership positions, managerial salaries or other monetary incentives. They are self-confident and know their value, not least because demographic change and the shortage of skilled workers make it necessary for companies to be more responsive to them. They expect interesting projects, rapid promotion opportunities and a good work-life balance from their work: we are talking about “Generation Y”. Generation Y” usually refers to anyone born between 1981 and today. The young people of this generation are also often referred to as “digital natives” because of their affinity to digital media such as computers, the Internet, cell phones, MP3 players, etc., with which they have grown up. In contrast, people who have only become acquainted with these things in adulthood are referred to as “digital immigrants”.
Generation Y follows Generation X, those born between 1965 and 1980, and the generation before them, the baby boomers, who were born between 1946 and 1964.

They will radically change the work culture

The “Ypsiloners” have been conquering companies for some time now, working side by side for a while with the previously dominant “baby boomer” generation, which they will soon replace. In a few years, “Generation Y” will account for every second employee worldwide. “This is the most demanding and self-confident generation in a long time,” says Anders Parment from the Stockholm University School of Business, who has written a book about the Ypsilonians. They will radically change the work culture in companies and thus contribute to another important trend, the change in values in society, against the backdrop of demographic change as the most important social trend. “The values and patterns of thought and action of ‘Generation Y’ reflect the developments and trends in our society and working world,” writes Prof. Dr. Jutta Rump from the Institute for Employment and Employability in Ludwigshafen.

Their parents were “workaholics” for them

To understand Generation Y, it helps to take a look at their socialization: growing up with parents from the “baby boomer” generation, they learned and still learn how hard they worked for their retirement. It is not uncommon for them to see their parents as “workaholics”. Values such as leisure and family took a back seat in this generation. At best, they had time for their grandchildren, but the children of the baby boomer generation are deeply affected by the lack of affection and time from their fully committed parents. A daunting picture: “Generation Y” does not want to do this with its own family and is consciously distancing itself from the “live to work” attitude of its parents. Many of those born after 1980 grew up in wealthy dual-income households, often as the only child. They have not usually experienced a strict family hierarchy. On the contrary: “Generation Y” was allowed to have a say in decision-making from an early age. And so they confidently represent their needs – even in companies.
For “Generation Y”, there are more important things in life than work, work and more work. They have learned that growth, speed and ever new records, which have long dictated the economy, have brought more and more prosperity, but also many problems, both in terms of health and interpersonal relationships. Now a generation is storming the workplace that is economically fed up, that has grown up under the dictates of consumerism and that has seen their parents, today’s 50 to 60-year-olds, sacrifice themselves for work and put their private lives behind their careers.

Time for family and other things

For example, Ypsiloners are emphatically demanding a private life worthy of the name. The family image is being redefined and conservative values are being rediscovered. “Family enjoys top priority,” writes Christian Schmidt, surgeon and Medical Director of the Cologne City Clinics, in an article entitled “Generation Y” in the specialist magazine “Der Anästhesist”. The physician knows what he is talking about: for his publication on the recruitment, development and retention of Generation Y, Schmidt documented findings available worldwide on those born after 1980. They were collected by management consultancies, working groups at ministries and sociological institutes.
According to Schmidt’s literature research, the representatives of “Generation Y” are characterized by a high level of self-confidence, but sometimes also react sensitively to criticism: he suspects that this is because they have been overly praised by the “baby boomers”. Schmidt characterizes “Generation Y” as follows: “They have high expectations of the workplace and reject both hierarchies and working hours. Overtime must be very well justified.” And he warns: “Generation Y would rather change jobs than adapt.”

Find out more about Generation Y and what they expect from their future employers in the latest STEIN!

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