   workplace; specialised expertise and re-emphasising a commitment to nondiscrimination are a good place to start. Community composition considerations: Companies should aware of the ethnic composition of communities where they operate and from where they may recruit workers. Myanmar’s ethnic minorities make up an estimated 30 – 40% of the population, and ethnic states occupy some 57% of the total land area along most of the country’s international borders. 478 One location may have a mixture of ethnicities. For example there are many different ethnic groups in Shan State besides the Shan, including the Pa-O, Palaung (Ta-ang), and Bamar. Kayin State comprises other groups besides Kayin, including Mon, Pa-O and Bamar. Different ethnicities have different languages and traditions, which need to be taken into account in the workplace. This is especially important given the current rollout phase and expansion into new ethnic minority areas. As of March 2015, nearly 250 towers are planned for construction in Northern Shan State. 300 are planned for Rakhine state, and over 350 in Kachin State. Take the opportunity to increase employment of people living with disabilities: People living with disabilities are an invisible but substanial group in the Myanmar population and even more invisible in the workforce. As in many other countries, it requires positive steps by employers to recruit and retain disabled workers, and help them to become an integrated part of a workforce not accustomed to disabled coworkers. 479 Where possible, companies may consider incorporating the principles of universal design (defined as the design of products, environments, programs and services to be usable by all people, to the greatest extent possible, without the need for adaptation or specialised design). (See also Chapter 4.8 on Groups at Risk). Be alert to discrimination against lesbian, gay, bisexual and trans-gender (LGBT): Employers need to be aware of discrimination against LGBT people in the workplace and society more generally, and the fact that same-sex relationships are still criminalised in Myanmar. (See also Chapter 4.8 on Groups at Risk). Health & Safety  Focus on safety in network construction: There is a clear need for greater attention to basic health and safety throughout network construction activities, particularly tower construction and fibre cable digging. The field research indicated that in numerous operations, there was a failure to meet even the most basic health and safety provisions such as drinking water, and personal protective equipment (PPE). There are clear challenges in transmitting standards to subcontractors’ and other business partners. Companies need to use contractual requirements, monitoring and support to build the awareness and skills of local where around HSE management. Myanmar has few labour inspectors and installations often take place in remote areas, where self-regulation by the ICT companies as the only safeguard. Thus it is even more incumbent on the sector to provide safety equipment and take strict safety measures. More robust protection is required in post- and active conflict areas, especially where armed groups may be active near site locations, or where there are risks of land mines around infrastructure. 480 478 Transnational Institute/Burma Centrum Netherland “Access Denied: Land Rights and Ethnic Conflict in Burma” (May 2013). 479 See MCRB and Deaf Resources Centre Guide, “Corporate Social Responsibility and Disability (CSR-D) – A Guide for Companies” (2014). See also, ILO “Disability in the Workplace: Company Practices” (2010). 480 A concern which was raised during the consultations to the World Bank “Myanmar - Telecommunications Sector Reform Project: environmental and social management framework“ (2013), pg 63. CHAPTER 4.6: LABOUR 205 4 4.6