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U. S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
ROYAL M EEKER, Comm issioner
BULLETIN OF THE UNITED STATES )
B U R E A U OF L AB OR ST A T IST IC S f
M I S C E L L A N E O U S
'
/W HOLE 0 0 0
\ NUM BER L L L
S E R I E S :
NO.
14
WELFARE WORK IN
BRITISH MUNITION FACTORIES
REPRINTS OF THE MEMORANDA
O F T H E B R I T I S H HE A L T H OF
M UNITIO N WORKERS COMMITTEE
A P R IL , 1 9 1 7
W A S H IN G TO N
GO VE R N M EN T PR IN T IN G OFFICE
1917
ADDITIONAL COPIES
OF THIS PUBLICATION MAY BE PROCURED FROM
THE SUPERINTENDENT OF DOCUMENTS
GOVERNMENT PRINTING OFFICE
WASHINGTON, D. C.
AT
10 CENTS P E R COPY
CONTENTS.
Page.
P r e f a c e ....................................................................................... .........................................................................
4
I n t r o d u c t i o n ....................................................................................................................................................
5-7
S u m m a ry
o f c o m m i t t e e ’ s c o n c l u s i o n s .............................................................................................
L e g a l r e g u la t io n
V a lu e
o f
o f w e lf a re
w e lf a re
s u p e r v is io n
d ir e c t o r o f w e lf a re
W e lf a r e
w o rk in
G r e a t B r i t a i n ..................................................................
to
d e p a rtm e n t,
th e
e m p lo y e r ,
B r it is h
M in is t r y
b y
B .
S eebohm
7-12
12-14
R o w n tre e ,
o f M u n i t i o n s .............................. • 1 5 - 2 1
s u p e r v i s i o n .....................................................................................................................................
22-29
I n d u s t r i a l c a n t e e n s ..................................................................................................................................... 2 9 - 3 6
C a n te e n
c o n s tr u c tio n
In v e s t ig a t io n s
W a s h in g f a c ilit ie s a n d
A p p e n d ix :
a ffe c te d
C o n te n ts
b y
a n d
e q u i p m e n t .............................................................................................
o f w o rk e rs ’ fo o d
th e
43-54
b a t h s .................................................................................................................
54-60
o th e r
s u g g e s t io n s a s t o
36-43
d i e t a r y .........................................
of
a n d
b u lle t in s
r e la tin g
to
la b o r
in
G re a t B r ita in
as
w a r .............................................................................................................................
3
61-
PREFACE.
This bulletin is the second of a group of bulletins to be published by
the Bureau of la b o r Statistics of the United States Department of
Labor in compliance w ith the follow ing resolution voted April 7, 1917,
by the Council of N ational Defense:
That the complete reports of the committee appointed by the British
Minister of Munitions to investigate conditions affecting the health
and w elfare of workers be edited so th at the salien t features thereof
may be made applicable to the conditions pertaining in the United
States, and printed in condensed form by the Department of Labor.
The m atter contained in the memoranda issued by the British Health
of Munition Workers Committee is of such interest and importance
that the documents relating to w elfare supervision and w elfare work
are reproduced in fu ll in this bulletin.
An earlier bulletin (B ulletin 221) contains documents, official and
unofficial, dealin g w ith hours, fa tig u e, occupational diseases, and the
provisions of the M unitions of War Act relating to labor disputes and
the restoration of trade-union conditions after the war, w hile a later
bulletin (B ulletin 223) w ill contain documents, official and unofficial,
dealing w ith the employment of women and juveniles.
It is thought th at these bulletins published at the request of the
Council of N ational Defense w ill be of great service to the country, by
givin g wider circulation to the experiences of Great Britain, France,
Canada, and other countries, in dealing w ith labor in the production
of the largest quantity of munitions in the shortest space of time.
ROYAL MEEKER,
United States Commissioner of Labor Statistics.
4
BULLETIN OF THE
U. S. BUREAU OF LABOR STATISTICS.
WHOLE NO. 222.
WASHINGTON.
APRIL, 1917.
WELFARE WORK IN BRITISH MUNITION FACTORIES.
INTRODUCTION.
The B ritish H ealth of M unition W orkers Committee was ap
pointed in the m iddle of September, 1915, by the M inister of M u
nitions, w ith the concurrence of the Home Secretary, “ to consider
and advise on questions of industrial fatigue, hours of labor, and
other m atters affecting the personal health and physical efficiency of
workers in m unition factories and workshops.”
The composition of the committee is as follows:
S ir George Newman, M. D., chairman.
S ir Thomas Barlow, B art., K. C. V. O., M. D., F. R. S.
G. Bellhouse, Factory D epartm ent, Home Office.
P rof. A. E. Boycott, M. D., F. R. S.
J . R. Clynes, M. P.
E. L. Collis, M. B., Factory D epartm ent, Home Office.
W. M. Fletcher, M. D., F. R. S., secretary of Medical Research
Committee.
Leonard E. H ill, M. B., F. R. S.
Samuel Osborn, J. P., Sheffield.
Miss R. E. Squire, Factory D epartm ent, Home Office.
Mrs. H . J . Tennant.
E. H. Pelham , secretary.
The committee took evidence in various industrial centers from
employers, representatives of workers, and other interested persons,
and made numerous special studies and investigations. In addition,
members have visited a large num ber of factories and workshops,
and discussed m atters with the management, w ith foremen, and with
individual workers. W ith this inform ation, and having the advan
tage of the special knowledge and experience already possessed by
members of the committee, it has published up to the present time
(A pril, 1917) 15 memoranda, dealing w ith one or more of the sub
jects intrusted to it.
As these memoranda are the work of a committee especially quali
fied by technical knowledge and special experience, and as they con
tain m any suggestions and recommendations made w ith the purpose
5
6
W EL FA R E W O RK IBT B R IT IS H M U N IT IO N FA CTO RIES.
of securing maximum output over a period of m onths, or even years,
and a t the same tim e safeguarding the health and physical efficiency
of the workers, i t is believed th a t th eir reproduction a t this tim e may
be of value in a sim ilar way to industry and labor in th is country.
The mem oranda have been arranged in three groups, the related
subjects being brought together, and are reprinted as bulletins of the
U nited States Bureau of Labor Statistics under the following titles:
(The list here given contains only the m em oranda of the H ealth of
M unition W orkers Committee. Each of the bulletins, however, in
cludes also other official and nonofficial m aterial dealing w ith related
subjects. The contents of B ulletins 221 and 223 are given in full at
the end of this bulletin.)
BULLETIN NO. 221, HOUBS, FATIGUE, AND HEALTH IN BRITISH MUNITION
FACTORIES.
Sunday Labor (M em orandum No. 1).
[Cd. 8132.]
( S u m m a r iz e d
M a y ,
1916,
pp.
in
66,
M
onthly
R
o f
e v ie w
th e
U .
November, 1915.
S.
B u re a u
in
L a b o r
S t a tis tic s ,
6 7 .)
H ours of W ork (M em orandum No. 5).
[Cd. 8186.]
( S u m m a r iz e d
o f
6 pp.
M
onthly
R
e v ie w
,
J u n e ,
1916,
Jan u ary , 1916.
pp.
9 pp.
7 7 - 7 9 .)
S tatistical Inform ation Concerning O utput in Relation to H ours
of W ork (M em orandum No. 12). (R eport by H . M. V er
non, M. D.) A ugust, 1916. 11 pp. [Cd. 8344.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
D e c e m b e r,
1916,
pp.
1 0 5 - 1 1 9 .)
In d u stria l F atigue and its Causes (M emorandum No. 7).
ary, 1916. 11 pp. [Cd. 8213.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
Ju n e ,
1916,
pp.
7 9 - 8 1 .)
Sickness and In ju ry (M em orandum No. 10).
pp. [Cd. 8216.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
Ju n e ,
1916,
pp.
Jan u ary , 1916.
in
M
onthly
R
e v ie w
,
Ju n e ,
1916,
pp.
10
8 8 - 9 0 .)
Special In d u stria l Diseases (M em orandum No. 8).
1916. 8 pp. [Cd. 8214.]
( S u m m a r iz e d
Janu
F ebruary,
8 3 - 8 8 .)
V entilation and L ig hting of M unition Factories and W orkshops
(M em orandum No. 9). Jan u ary , 1916. 9 pp. [Cd. 8215.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
Ju n e ,
1916,
pp.
8 1 - 8 3 .)
The Effect of In d u stria l Conditions U pon E yesight (M em orandum
No. 15). October, 1916. 8 pp. [Cd. 8409.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
A p r il,
1917,
pp.
5 3 8 - 5 4 0 .)
BULLETIN NO. 222, WELFARE WORK IN BRITISH MUNITION FACTORIES.
W elfare Supervision (M emorandum No. 2).
pp. [Cd. 8151.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
M a y,
1916,
pp.
68,
December, 1915. 7
6 9 .)
7
IN T R O D U C T IO N .
In d u stria l Canteens (M emorandum No. 3).
pp. [Cd. 8133.]
( S u m m a r iz e d
in
M
onthly
R
,
e v ie w
M a y,
1916,
pp.
November, 1915.
69,
7 0 .)
Canteen Construction and Equipm ent (M em orandum No. 6).
pendix to No. 3.) Jan u ary , 1916. 7 pp. and plates.
8199.]
( S u m m a r iz e d
in
M
onthly
R
,
e v ie w
Ju n e ,
1916,
p.
7
(A p
[Cd.
9 1 .)
Investigation of W orkers’ Food and Suggestions as to D ietary
(M em orandum No. 11). (R eport by Leonard E . H ill, F . R.
S.) A ugust, 1916. 11 pp. [Cd. 8370.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
J a n u a ry ,
1917,
pp.
56,
5 7 .)
W ashing Facilities and B aths (M emorandum No. 14).
1916. 8 pp. [Cd. 8387.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
J a n u a ry ,
1917,
pp.
150,
A ugust,
1 5 1 .)
BULLETIN NO. 823, EMPLOYMENT OF WOMEN AND JUVENILES IN GREAT
BRITAIN DURING THE WAR.
Em ploym ent of W omen (M em orandum No. 4).
10 pp. [Cd. 8185.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
Ju n e ,
1916,
pp.
7 4 - 7 6 .)
Juvenile Em ploym ent (M em orandum No. 13).
pp. [Cd. 8362.]
( S u m m a r iz e d
in
M
onthly
R
e v ie w
,
D e c e m b e r,
1916,
Jan u ary , 1916.
pp.
A ugust, 1916.
8
9 2 - 9 7 .)
In the present bulletin there is first presented a summ ary of the
more im portant suggestions and recommendations of the committee.
This is followed by a statem ent relating to the legal regulation of
welfare work in G reat B ritain and reproducing the text of the
provisions for securing the w elfare of workers in factories and w ork
shops, as set forth in P a r t I I of the Police, Fjactories, etc. (Miscel
laneous Provisions) Act, 1916. A n article on the value of welfare
supervision to the employer by B. Seebohm Rowntree, director of the
welfare departm ent of the B ritish M inistry of M unitions, is also
included. T he five m em oranda in regard to w elfare work are then
reproduced in full.
SUMMARY OF THE COMMITTEE’S CONCLUSIONS.
In its study of W elfare supervision among m unition workers,
M emorandum No. 2, the committee found th at “ almost more im
po rtan t th an the immediate or technical environm ent in which work
is carried on and the length of hours during which the workers are
employed ” are four chief influences which affect industrial efficiency,
namely, questions of housing, transit, canteen provision, and indi
vidual w elfare of the employees. The committee suggests th a t the
influx of workers in certain districts has seriously overtaxed housing
accommodations; th a t m any workers, because of inability to obtain
housing accommodation near the factory, are compelled to travel to
8
W EL FA R E W O RK I N B R IT IS H M U N IT IO N FA CTO RIES.
and from work, occasioning much loss of tim e ; th a t the provision of
facilities for obtaining a hot meal at the factory is often inadequate,
especially for night w orkers; and, finally, th a t w ithout special ar
rangem ent by which the m anagem ent may deal w ith the numerous
problems of labor efficiency and the personal w elfare of the em
ployees, there can not fail to be diminished output, discontent, and
unsmooth .working.
I t is stated th a t welfare supervision has already been undertaken
in a num ber of m unition factories and testimony of m anagers is given
commending the services rendered by w elfare supervisors. In one
factory, where men only are employed, an educated m an devotes all
his time to m atters concerning welfare, in particular supervising
safety appliances, organizing first-aid staffs and canteen accommoda
tion, and in cases of in ju ry and sickness visiting the workers at their
homes. Instances of the successful work of women supervisors are
mentioned, and employers stated to the committee th a t the presence
of a capable woman of broad sym pathies has in itself provided the
best and quickest aid to the solution of m any of the problems affecting
women’s labor by which they are assailed. The committee suggests
th a t helpful oversight is especially needed in the case of women and
girls if the highest and most enduring efficiency is to be attained, and
recommends for th is purpose the appointm ent of a competent woman
of experience and sym pathy, tactful and sensible in her dealings with
others, who should concern herself w ith the various questions and
issues raised in respect of the conduct of forewomen tow ard women
workers, of the character and behavior of fellow women workers, of
the m aintenance of suitable and sufficient sanitary accommodation, of
the w orker’s own state of health, of her capacity to w ithstand the
physical strain and stress of work, and of her power to endure long
hours, overtime, or nightw ork. W elfare supervision in factories
where not less th an 500 men and 100 boys are employed is strongly
urged.
The duties of welfare supervision as outlined by the committee
include the follow ing:
1. To be in close touch w ith the engagement of new labor or, when
desired, to engage the labor.
2. To keep a register of available houses and lodgings, to inform
the management when housing accommodation is inadequate, and to
render assistance to workers seeking accommodation.
3. To ascertain the means of tran sit used and the length of time
spent in traveling; to indicate the need of increased train , tram , or
m otor service; or to suggest modification of factory hours to suit
existing means of transit.
4. To advise and assist workers in regard to feeding arrangem ents;
to investigate the need for provision of canteen facilities or any in
adequacy in the provision already m ade; and to supervise the m an
agement of such canteens.
SUM M ARY OF TH E COMMITTEE *S CONCLUSIONS.
9
5. To investigate records of sickness and broken time arising
therefrom ; and in cases of sickness to visit, where desired, the homes
of workers.
6. To investigate and advise in cases of slow and inefficient work
or incapacity arising from conditions of health, fatigue, or physical
strain.
7. To consider, particularly for delicate and young workers, all
questions of sanitation and hygiene affecting health and physical
efficiency, and to supervise the conditions of nightwork, Sunday
work, long hours, and overtime.
8. To advise on means of recreation and educational work.
9. To investigate complaints and assist in the maintenance of
proper discipline and good order.
10. To keep in touch with responsible organizations having for
their object the promotion of the welfare of the worker.
In its memorandum on Industrial canteens (Memorandum Xo.
3) the committee sets forth the proposition that productive output in
regard to quality, amount, and speed is largely dependent upon the
physical efficiency and health of the workers, which in turn are de
pendent upon nutrition, and that a dietary containing a sufficient
proportion and quantity of nutritive material, suitably mixed, easily
digestible, and obtainable at a reasonable cost is essential. The con
viction is expressed that “ in the highest interest of both employer
and worker proper facilities for adequate feeding arrangements
should be available in or near, and should form an integral part of,
the equipment of all modern factories and workshops.” Many em
ployers, it is pointed out, have established industrial canteens, and
this practice “ has abundantly justified itself from a business and
commercial point of view,” and in the opinion of the committee
“ the time has come for a large extension of this method of solving
the problem ” oi; supplying suitable food at a low price for large
numbers of persons at specified times. Speaking g e n e r a l t y , the
accommodation provided accords with one or other of the following
types:
(1) An available room for the workers to eat their prepared foo’d;
(2) a room furnished with a “ hot plate ” or u warming cupboard ” or
provided with hot water; (3) a refreshment barrow to perambulate
the workshops at appointed hours (particularly useful for light re
freshments during long spells of night shifts) ; (4) a fixed refresh
ment bar or buffet; (5) a dining room supplying cheap hot and cold
dinners; and (6) such dining room associated with an institute or
club with facilities for rest and recreation.
In order to insure effective results from the establishment of indus
trial canteens, certain essential conditions are suggested and outlined,
including accessibility and attractiveness, form, construction, and
equipment, food and dietaries with suggested prices, prompt service,
convenient hours, methods of payment for meals, and management.
10
WELFARE WORK I N BRITISH M U N IT IO N FACTORIES.
The report indicates that substantial advantages, both to employ
ers and workers, have followed the establishment of effective and
well-managed canteens. Marked improvement in the health and
physical condition of workers, a reduction of sickness, less absence
and broken time, less tendency to alcoholism, and increased efficiency
and output, a saving of time of the workmen, greater contentment,
and better midday ventilation of the workshops are some of the
benefits noted.
Memorandum No. 6, dealing with Canteen construction and equip
ment, is issued as an appendix to Memorandum No. 3, Industrial
canteens. I t contains detailed suggestions and specifications for the
selection of a site and the erection of these buildings, including
methods of ventilation, lighting, and heating, external and internal
material to be used, cooking apparatus, and kitchen and catering
equipment.
Supplementing Memoranda Nos. 3 and 6, Memorandum No. 11 gives
the result of an Investigation of workers9 food and some suggestions
as to dietary, by Leonard E. H ill, one of the members of the com
mittee. Believing that it was desirable in the interest of efficiency
to make an examination of the value and character of the food con
sumed by munition workers and to suggest dietaries th at may be
expected adequately to restore expended energy, the author of this
memorandum conducted an analysis of specimen meals provided for
munition workers at the plants, as well as those provided in hotels,
and also of meals brought by workers from their homes. An effort
was made to determine the percentage of protein, fat, and carbo
hydrate in the samples and the number of calories1 furnished by
each of these essentials which are required to replace the energy ex
pended and for the repair and growth of the body. Emphasis is
laid upon the value of eating fresh fruit, such as apples, oranges,
and bananas, and of avoiding the highly stimulating foods and of
refraining from eating between meals or at frequent intervals.
Fortunately, the cheaper foods (bread, margarine, porridge, milk,
herrings, cheese, beans, onions, cabbages, oranges, and the cheapest
cuts of meat) provide all the requisite nourishment and probably bet
ter health than is derived from more highly flavored and expensive
foods which only artificially stimulate the appetite.
I t is stated that about 15 per cent of the energy expended is de
rived from protein and about 80 per cent from fats and carbohy
drates combined; also, that the energy required by a man engaged
in fairly light munition work is about 3,500 calories. Where calcu
lations are based, as they are in this memorandum, on food as eaten,
the minimum canteen diet may be taken to be about 3,000 calories per
1 The calorie is the unit of energy value and is the amount of heat required to raise
1 kilogram (4 | pints) of water through 1° centigrade (1.8° F .).
SU M M AR Y OF T H E CO M M ITTEE’S CONCLUSIONS.
11
day, when balanced among the three classes of foodstuffs in the pro
portion of 100 grams each of protein and fat and 400 grams of car
bohydrates. An average adult woman worker seems to require from
80 to 90 per cent of that required by men workers.
The investigation showed “ that the average canteen dinner is a
good one, containing, as it should, an energy value of about 1,000
calories well distributed among the amounts of protein, fat, and car
bohydrates.” The cost of the meals analyzed ranged from 5d. (10.1
cents) to Is. 5d. (34.5 cents). The analysis of meals brought by
workers from their homes showed a range in amount of calories from
683.4 in case of a man on the night shift to 1,719 in the case of a boy
15 years of age on the night shift. As respects meals served in
women’s restaurants, the memorandum gives an example of a “ sen
sible meal supplied at a small cost” (12.2 cents), consisting of roast
mutton, boiled potatoes, cabbage, and sirup roll, and furnishing 687
calories; and also “ an example of the unsatisfying meals which palefaced young women may often be seen consuming in popular cafes,”
consisting of roll, butter, milk, sugar, stewed prunes, and sirup, and
furnishing only 397 calories, at a cost of 14.2 cents.
In order to afford assistance to caterers for munition workers a
series of daily dietaries is included.
In Memorandum No. 14, on Washing facilities and baths, the
committee emphasizes the fact th at cleanliness is not only beneficial
to the health and personal efficiency of workers engaged on processes
in which poisonous materials are manipulated or where heat, dust,
or dirt are present to an unusual degree but it also bears an im portant
relation to good health and working efficiency of all workers, and
urges the importance of providing opportunities for washing so that
workers may be clean and tidy when they leave their places of em
ployment. Evidence before the committee seems to have clearly
established the desire of many operatives, especially those engaged
in heavy engineering processes, for improved lavatory and washing
accommodations. I t was found th at where washing facilities have
been provided sufficient attention is seldom paid to the details of con
struction, with the result that lavatories quickly fall into disrepair.
This can be avoided, it is believed, if the installation is made to con
form to the following requirements: Simple in construction and ar
rangement; strong and durable; sufficient and suitable in accommo
dation, so that a large number can wash together or in a short tim e;
economical in space; so constructed th at it can be easily cleaned;
provided with ample supply of cold and hot water; so situated in
the factory as to be fairly available for all for whom it is provided.
Nailbrushes secured by chains, so th at they can not be removed,
should be provided; soap, preferably in liquid or powdered form,
12
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
should be placed in small boxes above the washing tro u g h ; and clean,
dry towels, renewed or washed daily, should be supplied to each
worker, though it is suggested that a roller towel may be provided
for every three workers but should be renewed or washed daily, or
provided for every nine workers if it is renewed or washed after
each meal and at the close of the day’s work.
In addition to ordinary washing accommodations the committee
suggests the desirability of providing bathing facilities in many in
dustries, especially those in which workers are exposed to great heat
and excessive dust or are brought into contact with poisonous ma
terial. F or men a shower or douche bath is recommended as being
simple and inexpensive; for women a horizontal spray at the level of
the shoulders is suggested. The number of these baths should be suf
ficient to enable workers to have a bath at any time without appre
ciable delay; privacy should be insured; construction should be so
carried out as to facilitate the maintenance of absolute cleanliness;
pure water at a temperature of about 100° F. should be used; soap
in the form of a tablet sufficient for one bath should be provided;
where necessary there should be provision for drying the clothes of
workers.
The committee emphasizes the importance of care in the mainte
nance of these baths and lavatories, and suggests th at this should be
made the definite duty of an appointed officer acting under the wel
fare supervisor, “ who should keep the lavatory clean, control the sup
ply of nailbrushes and soap, and arrange that dry, clean towels are
available.”
LEGAL REGULATION OF WELFARE WORK IN GREAT
BRITAIN.
In the early part of the present year the British M inistry of Muni
tions established a welfare department, charged with the general
responsibility of securing a higher standard of conditions for all
woman and girl workers in munition factories through welfare
supervision, and Mr. B. Seebohm Rowntree, a manufacturer well
known for his social studies, “ Poverty,” “ Land and Labor,” and
“ Unemployment,” was appointed director. More recently, by the
Police, Factories, etc. (Miscellaneous Provisions) Act, 1916, bearing
date of August 3, 1916, im portant powers were conferred upon the
Home Secretary to secure the welfare of workers in factories and
workshops by the issue of orders regulating such matters as arrange
ments for preparing or heating and taking meals, supply of drinking
water and protective clothing, ambulance and first-aid provision,
supply and use of seats in workrooms, facilities for washing, accom
modation for clothing, and supervision of workers. A notable pro
LEGAL REGULATION OF WELFARE WORK IN GREAT BRITAIN .
13
vision of the law is the requirement that no contribution shall be
exacted from the workers, “ except for the purpose of providing addi
tional benefits which, in the opinion of the secretary of state, could
not reasonably be required to be provided by the employer alone, and
unless two-thirds at least of the workers affected * * * assent.”
The abolition of the certifying surgeons’ investigations of acci
dents is in accordance with the recommendations of the British de
partm ental committee on accidents made in 1911. That part of the
law relating to welfare work and to investigations of accidents fol
lows :
II. — F a c t o r i e s a n d W o r k s h o p s .
P art
P r o v i s io n s f o r s e c u r in g w e lf a r e o f w o r k e r s in f a c t o r i e s a n d w o r k s h o p s .—
7.
(1 )
W h e re
s ta n c e s
o f
it
a p p e a rs
to
e m p lo y m e n t
th e
o r
o r
w o rk s h o p
a re
su c h
o r
w o rk s h o p
fo r
s e c u r in g
e m p lo y e d
m a y
as
b y
th e r e in
o rd e r
m a y
b e
(2 )
n o t
o f
to
T h e
d r in k in g
f o llo w in g
ra n g e m e n ts ;
th e
O rd e rs
(a )
B e
sho p s
o f
(b )
a n y
B e
a n d
m a y
a n d
th e
w it h
to
p r o t e c t iv e
u se
o f
in
t h is
w h ic h
t h is
to
a t
th e
fa c to ry
o f
w o rk e rs
a p p lie s ,
c o m p ly
w ith
A c t,
b e
1901.
a p p lie s :
a m b u la n c e
th e
s u p p ly
a n d
f a c ilit ie s
o f
th e
s h a ll
W o rk s h o p
s u p e r v is io n
h e
th e re fo r
w o rk s h o p
m e a ls ;
w o rk ro o m s ;
fa c to ry
c la s s
s e c t io n
t a k in g
c ir c u m
a n y
p r o v is io n
o r
a n d
a n d
in
s e c t io n
f a ils
F a c to ry
fo r
m a d e
a n y
fa c to ry
a n d
a rra n g e m e n ts
o n
r e a s o n a b le
c lo t h in g ;
s e a ts
be
o r
w h ic h
th e
th e
h e a t in g
to
o c c u p ie r
th e m ,
m a tte rs
o r
o f
c lo t h in g ;
fo r
c la s s
m a d e
b e in g
th e
if
o f
c o n f o r m it y
s u p p ly
to
su c h
c o n d it io n s
c a r rie d
w o rk e rs
m a k e
a n d
th e
p r o v is io n
th e
m a tte rs
to
a n y
b e
o f
th a t
p ro c e s s e s
o f
f irs t- a id
fo r
a r
w a s h in g ;
w o rk e rs .
m a y—
m a d e
tio n
o r
s ta te
th e
s p e c ia l
th e
p r e p a r in g
s u p p ly
fo r
to
o rd e r,
s h a ll
th e
a c c o m m o d a t io n
(3 )
in
fo r
w a te r;
th e
o f
o f
w e lf a re
o c c u p ie r
o rd e r
k e p t
A rra n g e m e n ts
r e q u ir e
th e
th e
in
th e
be
to
n a tu re
r e la t io n
r e q u ir e
s p e c if ie d
r e q u ir e m e n t s
d eem ed
in
as
s e c re ta ry
th e
a
p a r t ic u la r
o r
g ro u p
c o n t in g e n t
m a d e
b y
a
p r e s c r ib e
o r
in
re s p e c t
s p e c if ie d
th e
fa c to ry
o r
w o rk s h o p ,
o r
fo r
f a c t o r ie s
o r
w o rk
d e s c r ip t io n .
to
n u m b e r
m a n n e r
in
p a r t ic u la r
o r
re q u ir e m e n ts
p r o p o r t io n
w h ic h
th e
v ie w s
o f
th e
o f
th e
u p o n
a p p lic a
w o rk e rs
c o n c e rn e d
w o rk e rs
a re
to
be
a s c e r t a in e d .
(c )
o f
P r o v id e
th e
m ade,
b u t
in
in
no
shop,
a n y
a ffe c te d
b y
in
p r e s c r ib e d
fo r
o f
If ,
th a t
in
o f
a
o r
s o n a b le n e s s
o b je c t io n
th e
be
o f
c la s s
o r
w o rk s h o p s
th e
m a d e
th o u g h
o f
b e in g
o th e r
th e
co st
fro m
th e
p r o v id in g
o f
s ta te ,
a n d
is
w o rk e rs
c o u ld
o n
n o t
in
o r
th e
v ie w s
a n y
th e
o r
b e n e f it s
b e
w o rk
w h ic h ,
r e q u ir e d
o f
is
w o rk e rs ;
fa c to ry
le a s t ,
b e in g
p r o v is io n
b y
s p e c ia l
a t
m a n a g e m e n t
w h ic h
r e a s o n a b ly
t w o - t h ird s ,
t h e ir
in
fo r
c o n t rib u te d
a d d it io n a l
u n le s s
w o rk s h o p ,
a s s o c ia t e d
f a c ilit ie s
th e
to
be
w o rk e rs
a s c e r t a in e d
in
th e
a s s e n t.
a n y
o c c u p ie r ,
be
o f
a lo n e ,
o r
o r
r e q u ir e d
s e c re ta ry
case
o f
c o n c e rn e d
p o r tio n
p u rp o s e
th e
th e
s h a ll
r u le s
o b je c t io n
s h a ll
fa c to ry
p a r t ic u la r
f a c t o r ie s
a
e m p lo y e r
m a n n e r,
w o rk s h o p ,
w o rk e rs
a c c o m m o d a t io n ,
w h e re
th e
th e
o r
w it h
case
o p in io n
p r o v id e d
(4 )
th e
c o n t r ib u t io n
e xc e p t
th e
fo r
a rra n g e m e n ts ,
o rd e r
o r,
in
g ro u p
o f
o r
th a t
u n d e r
n o t
t h is
m a d e
fo r
a
o f
to
in
o r
th e
b u t
m a d e
o rd e r
th e
g ro u p
o r
p ro p o s e d
s e t t le m e n t
m a jo rity
b e
a n
d e s c r ip t io n ,
s e c tio n ,
b y
case
c la s s
r e q u ir e m e n ts
re fe rre d
p ro p o s e d
th e
th e
o f
to
a
a
p a r t ic u la r
f a c t o r ie s
m a jo rity
o f
d e s c r ip t io n ,
o rd e r
re fe re e '
s e c re ta ry
th e
fo r
fo r
o f
o c c u p ie r s
o r
th e
a n y
s ta te
if
h e
o c c u p ie r s
d is p u te
s e le c t e d
fa c to ry
o r w o rk s h o p s
o f
in
m a y
th e
th e m ,
o f
re a
th e
a c c o rd a n c e
so
t h in k s
re fe r
a n y
d e s ira b le .
14
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
(5 )
S a v e
fa c to ry
o r
a s
o t h e r w is e
w o rk s h o p
to
b e
p a id
b y
h im
in
re s p e c t
o f
a n y
and,
if
h e
g u ilt y
tie s
in
T h e
th e
a s
to
th e
in
A n y
o rd e r
p a rt
b y
fu rth e r
o r
in
r e c e iv e
o r
as
o rd e r,
fro m
a n
su c h
th e
s h a ll
o ffe n s e
o c c u p ie r
s u m
fro m
o rd e r
a n y
1831, a n d
if
th e
th e
p a y m e n t
o f
r e c e iv e s
A c t,
a c t
th e
a n y
p u rs u a n c e
T ru c k
th a t
in
d e d u c t io n
a n y
u n d e r
p a y m e n t,
w e re
a n
a '
w o rk m a n
t h is
b e lia b le
o f
c o n tra c te d
s e c tio n ,
h e
to
s h a ll
th e
be
p e n a l
o ff e n s e m e n t io n e d
s ta te
a
a n d
th e
re fe re e
m a d e
th e
m a y
n o t ic e
m a k e
o f
p ro c e d u re
( in c lu d in g
u n d e r
r u le s
o b je c t io n
t h is
s e c re ta ry
o f
to
th e
a n y
b e fo re ,
th e
a
m a y
b e
w it h o u t
tim e
o rd e r
w it h in
m a y
re fe re e
r e m u n e r a t io n
s e c t io n
s ta te ,
as
to
a n d
b e
th e
o f th e
w h ic h ,
m ade,
co st
a n d
o f
th e
re fe re e ).
re v o k e d
a t
a n y
p re ju d ic e
to
th e
t im e
in
w h o le
m a k in g
o f
a
o rd e r.
(8 )
T h is
(9 )
T h e
s e c tio n
m a tte rs
s h a ll
s e c re ta ry
p r o v is io n s
to
n o t
o f
t h is
a p p ly
s ta te
o f s e c tio n
w h ic h
126
to
m a y
o f th e
s e c t io n
d o m e s t ic
b y
a
F a c to ry
a p p lie s
f a c t o r ie s
s p e c ia l
to
o rd e r
a n d
o r
w o rk s h o p s .
m a d e
W o rk s h o p
m a tte rs
o th e r
in
a c c o rd a n c e
A c t,
th a n
w it h
1901, e x te n d
th o s e
th e
m e n t io n e d
in
s e c tio n .
A b o l i t i o n o f i n v e s ti g a t i o n s o f a c c id e n ts b y c e r t i f y i n g s u r g e o n s .—
8.
th e
e x p ir a t io n
th e
d u ty
o r
in ju r y
w h ic h
to
o f
o f
o f
b e fo re
in
t h is
9
a n y
d e d u c t io n
w h ic h ,
s e le c t io n
(7 )
th e
m a d e
a g a in s t t h e
s e c re ta ry
m a n n e r
p r o c e e d in g s
o r
w o rk m a n
su c h
s e c t io n
p r o v id e d
m a k e
s e c tio n .
(6 )
a n d
b y
a n y
a n y
o ffe n s e
im p o s e d
th a t
to
n o t
p r o v is io n
m a ke s
o f a n
e x p r e s s ly
s h a ll
o f
o f
o n e
c e r t if y in g
ca used
th e
m o n th
b y
a re
s u rg e o n s
o f
th e
a p p lie d ,
th e
to
a c c id e n t s
p r o v is io n s
a c c id e n ts ,
fro m
in
to
o f
in v e s t ig a t e
f a c t o r ie s
F a c to ry
o r
p a s s in g
t h is
th e
a n d
to
th e
it
n a tu re
A c ts ,
in s p e c to r
s h a ll
a n d
w o rk s h o p s
a n d 'W o rk s h o p
se nd
a c t
o f
ca use
o r
1901
(1 )
in
to
th e
A fte r
cease
to
o f
be
d e a th
p r e m is e s
to
1911,
r e la t in g
d is t r ic t
re p o rts
th e re o f:
P r o v id e d ,
73
o f
th e
t if y in g
T h a t
s u rg e o n s
in v e s t ig a t e
fu m e s ,
in
o r
t h is
to
o f
p r o v is io n
th e
d u ty
o f th e
th e
c e r t if y in g
ease,
th e
th e
9.
13.
o f
sa m e
h a d
A s
p o w e rs
fro m
th e
s h a ll
a
th e
r e p e a le d
to
m a y
fo r
F a c to ry
a n d
S h o r t t i t l e .—
la n e o u s
P r o v is io n s )
th e
s h a ll b e
to
d a te
A c t,
a c t
m a y
1916.
p u rp o s e
p a rt
A c ts ,
b e
o f
1901
c ite d
[A ug .
3,
to
to
as
to
o f
th e
r e c e iv e
73
o f
o f
I t
to
th e
to
d is t r ic t
s h a ll
a n y
th a t
re fe r
b e
o f
o r
s p e c ia l
p u rp o s e .
T h e
in
a n y
th e
a s
h e
fe e
th e
in ju r y
in v e s t ig a t io n
sa m e
sec
w h ic h
to
a ls o
case
gas,
s p e c if ie d
a n d
g e n e ra l
fo r
s u rg e o n
ca use
in ju r y
th e
u p o n
m e n t io n e d
th e
t h is
in
s c h e d u le
a c t
1911.
th e
1 9 1 6 .]
c e r
su c h
w o u ld
a p p lie s .
in
to
s e c tio n
b y
e x p o s u re
s p e c ia l
a n y
h im
o f
c e r t if y in g
b y
h im .
re p o rt
o f
e n a c tm e n ts
m e n tio n e d
T h is
W o rk s h o p
T h is
th e
e x te n t
in s p e c t o r
re fe r
th e
ca uses
p u rs u a n c e
s e c tio n
o f
in v e s t ig a t io n ,
th e
a n d
(3 )
in v e s t ig a t io n
w o rk s h o p s :
o th e r
r e q u ir in g
e n t it le d
w h ic h
a n y
th e
in
a n d
ca used
re p o rte d
d is tr ic t
C o n s tr u c tio n o f P a r t I I .—
th e
a s
in v e s tig a te
a n d
th e
to
th e
d u ty
d e f in in g
cases
s ta te
th e
in ju r y
d u e
o f
h a ve ,
sa m e
b e
s u b s e c t io n
to
f a c t o r ie s
r e q u ir in g
case
to
o r
a ffe c t
r e la t in g
o f
s ta te
su c h
s u rg e o n
o f
o f
a n d
a ll
s e c re ta ry
b ee n
to
cases
in s t r u c t io n s
a p p ly
th e
c o n t in u e
u p o n
s h a ll
1901,
in
s u b s ta n c e s
s u rg e o n
s u rg e o n
s h a ll b e
w ith
to
s e c t io n
A c t,
o c c u r r in g
s h a ll
is s u e
in s p e c to r
ca se
(2 )
a c t
is
t h is
s e c re ta ry
s h a ll
c e r t if y in g
in s t r u c t io n s
it
re p o rt
o f th e
c e r t if y in g
w h ic h
if
T h a t
n o x io u s
s ta te
in
W o rk s h o p
d is e a s e s
a n d
o th e r
in s t r u c t io n s
re ta ry
a n d
o f
P r o v i d e d a ls o ,
to
n o t h in g
F a c to ry
s h a ll
*
P o lic e ,
*
th e
to
be
s c h e d u le
t h is
to
t h is
a c t.
c o n s tru e d
as
one
*
F a c t o r ie s ,
e tc .
( M is c e l
VALUE OF WELFARE SUPERVISIO N TO T H E EMPLOYER.
15
VALUE OF WELFARE SUPERVISION TO THE EMPLOYER.1
LY B. SEEBO HM
R O W N T R E E , DIRECTOR OF W E L F A R E D E P A R T M E N T , B R I T I S H
M IN IS T R Y
OF M U N I T I O N S .
The editor asked me to write a few notes, based on personal expe
rience during 20 years, on the value to the employer of what has
come to be known as “ Welfare supervision.”
Some employers tell you they do not know what this phrase means.
This is only because it is a new name for something which has been
carried on to a greater or lesser extent ever since there were factories.
W elfare supervision is simply the creation in a factory of those con
ditions which enable each individual worker to be and do his or her
best.
So long as factories were very small there was no need of any
special organization to secure this end; the master knew each of his
men personally, and if he was wise he saw th at each was put to the
work best fitted for him and worked under conditions which enabled
him to do his utmost both for his employer and himself. But as
factories grew larger and larger this personal relation was crowded
out. The employer no longer knew his workers even by name. They
came to be impersonal u factory hands ” to him, who were treated in
the mass, without individual consideration. Even when he honestly
desired to do well by them it was increasingly difficult for any worker
who had some personal grievance to get it remedied, and too little
care was taken to suit the work to the worker and surround him with
conditions tending to the utmost efficiency.
Gradually it became clear that this state of things was unsatisfac
tory from every point of view and many employers appointed special
officers simply to reestablish the personal relation between them
selves and the workers, which still exists in many small factories.
The special officers undertaking this work bear different names in
different factories; but perhaps the most usual title is that of “ wel
fare supervisor,” which was adopted by the Health of Munition
W orkers’ Committee when writing on the subject in relation to
munition factories. Both men and women welfare supervisors have
been appointed, though the latter greatly outnumber the former, and
it is of welfare supervision among women that the editor has more
especially asked me to write.
I t is a subject which has been brought into some prominence
through the recent action of the M inister of Munitions in determining
that welfare supervisors shall be appointed in every national muni
tion factory where women or young persons are employed.
1 Reprinted from an article entitled “ Making a success of the woman worker,” in Sys
tem (London Edition) for June, 1916, through the courtesy of the publishers, A. W. Shaw
Co., Chicago, 111.
16
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
Some employers may think that welfare supervision is merely a
fad. This, however, is quite a mistaken view. I t is not only good
from the worker’s standpoint, but it is thoroughly sound business
from the standpoint of the employer. As a m atter of fact, it is
stupid to trea t workers in the mass, and only through lack of insight
do we fail to realize its stupidity.
F or it must be remembered that a m anufacturer’s equipment is of
two kinds—human and mechanical. W hat should we think of an
employer who treated his machinery in the mass? As a m atter of
fact he watches his mechanical equipment with extraordinary care.
I t is continually tested to find if there is any overstrain. A man
goes round with an oil can all day long to see that there is no unnec
essary friction anywh&&. Periodical inspections of the plant are
made. And finally you have the engineer doing nothing else but see
ing after the "welfare of the machines. I t is recognized, in a word,
that each machine must be* dealt with separately.
Now, human beings are infinitely more complex and more delicate
than machines. Notwithstanding this “ h an d s” are taken on with
but scant consideration of the particular work for which they are
best suited, and little effort is made to interest them in what they are
going to do or to create in them a desire to succeed. A sensitive girl
may be engaged by a rough-tempered foreman and put to work
without a word of encouragement in a great room full of strangers
under the supervision of a nagging overlooker. Although she may
never have been in a factory before she is expected from the first day
to work a 12-hour shift, sometimes in a very bad atmosphere, and
often but scanty provision is made to enable her to get a good meal
in the middle of the day amid comfortable and restful surroundings.
Need we wonder at it if her work is inefficient ? A girl will never do
the best for her employer or for herself under such conditions.
I f only employers would treat their employees with as much con
sideration as they do their machines they would have less difficulty
in getting satisfactory output.
The editor has put to me some specific questions as to everyday
difficulties. I will seek to answer them seriatim, along the lines I
have indicated.
F irst of all, how long can women work efficiently ?
I t is impossible to lay down any hard and fast rules as to the num
ber of hours girls can work with advantage. I t depends upon the
severity of the labor, the conditions under which the workers live
at home, the transit facilities, the atmospheric conditions in the
factory, and the wages paid. But, broadly speaking, I think that
the demand of the workers for a 48-hour week is based upon reason.
The advantage of going below it is doubtful, and I am pretty sure
VALUE OF WELFARE SU PERVISION TO TH E EMPLOYER.
17
that, as a rule, there is little, if any, use in going much above it,
except for short periods. Generally speaking, then, I should say the
employer is wise who works his women and girls for
hours per day
from Monday to Friday, and for 5 hours on Saturday. I question
whether it ever pays to keep on working girls for more than 54 hours
a w^eek. As for the 60-hour week, it is most unsatisfactory.
A short break of, say, 10 minutes in the middle of the morning is a
distinct advantage. There is much evidence to show how great a
relief it is to the workers, many of whom come away from home with
no breakfast, or an inadequate one, and are thus enabled to get a little
lunch. In some munition factories milk is being sold to the workers
during this break, wThich is an excellent - plan. In many they are
allowed to go to the canteen for tea or ot^or refreshments.
I am asked whether it is desirable for women to work at night.
Certainly n o t; but if for any reason—as, for instance, the exigencies
of war time—it is absolutely necessary, then it is far better to work
women on 3 shifts of 8 hours than to work two shifts of 12 hours.
Next comes the question of canteens. Are they worth while? The
Americans recognize much more fully than we do the advantages of
good canteen arrangements in the works. We have all heard that “ a
man can be neither a statesman, a philosopher, a poet, nor a lover
unless he has had something to eat during the last 48 hours.” This is
doubtless true, but it is just as true that unless girls in a factory can
get a comfortable midday meal they can not be expected to do a good
afternoon’s work. I have heard many employers speak of comfort
able mess rooms as luxuries and fads, and of a good canteen as in
volving a capital expenditure which brings in no return.
Nothing is further from the truth. Employers know perfectly well
that if they themselves lunch hurriedly on badly cooked and unnutritious food their work suffers, and what is true of them is true of their
workers. I f we want them to do a good afternoon’s work we should
give them a restful dinner hour and see that nutritious food is avail
able. There is some tru th in a remark I once heard that “ left to
herself a woman always tends to live upon cake,” and this is a danger
which should be guarded against in the canteens.
Another of the general conditions which a wise employer will carry
out in his factory is to see that the ventilation of his workrooms is
good, that they are adequately warmed, that the air is fresh, and th at
they are well lighted. We are quite alive to the importance of these
things in our own offices. When the air is stuffy we find th a t our
brains are sluggish, and we open the window. I f we are too cold or
too hot, and if the sun is shining in our eyes, or the artificial lights are
too strong or too weak, we remedy the defect, because it interferes
with our work.
94149°—Bull. 222—17------2
18
WELFARE WORK I N BRITISH M U N IT IO N FACTORIES.
Yet we wander through our workrooms, seeing such defects multi
plied indefinitely, and wholly fail to realize that the workers are just
as sensitive as we are, and that it is extremely bad business to handi
cap them by irritating conditions. Indeed, we grumble at the Home
Office inspectors and call them faddists because they insist upon a
certain minimum in the way of ventilation and lighting.
Turning from general conditions, which a wise welfare supervisor
will constantly be watching, I should like to say a few words with
regard to the more personal side of her work. Employers hardly
recognize the importance of a girl’s first introduction to our factories.
I t may make all the difference if, instead of being hurriedly engaged
by a foreman, her first interview is with the welfare supervisor. The
latter, after ascertaining her qualifications and deciding to employ
her, can have a talk with her about her future and try to interest her
in it, making her feel both th at the firm intends to do “ the square
thing ” by her, and that she must do “ the square thing ” by the firm.
A fter this, for a time at least, the welfare supervisor should keep
closely in touch with the newcomer, visiting her at the end of a day
or two to see how she is getting on, and inquiring whether she has
any difficulty th at can be removed, and after this paying her peri
odical visits so long as may be necessary.
Great care must, of course, be taken in the selection of the super
visor. She should have a real love for girls, and be methodical and
of businesslike habits, and she should in the best sense of the word
be a lady. The term is no doubt ambiguous, but it does connote cer
tain qualities of tact, gentleness, and honor, and a dignity seldom
asserted and seldom challenged.
For it will be her business to keep in touch with all the girls under
her charge. They should feel that she is their friend. One of the
great difficulties in even the best organized establishments is to secure
perfect justice in the treatment of every worker. Although the gen
eral rules may be perfectly fair and reasonable, there must always be
a few exceptional cases in which a worker may have a real grievance.
Yet it may be impossible for her to put the point to her overlooker.
On the other hand, she will not be afraid to explain her particular
grievance to a sympathetic welfare supervisor. By this means the
management may frequently gain information as to these petty
tyrannies and the like which occasionally lower the efficiency of a
workroom in apparently mysterious fashion.
There is a rule, I believe, at a certain factory in America that no
worker may start in the morning if she has any grievance or cause
of irritation against the management. The employee who suffers
under a sense of injury will never be able to do herself justice, argue
the management. Consequently any such grievances are cleared up
first thing in the morning, before the operative starts work.
VALUE OF WELFARE SUPERVISIO N TO TH E EMPLOYER.
19
There are a number of causes which may adversely affect the effi
ciency of women workers which a welfare supervisor can remove.
For instance, a girl may be worried by ill health at home. This
worry will prevent her from attaining her normal output. But a
chat with the welfare supervisor will often lead to some means being
found for relieving the strain upon the girl’s mind. This may take
the form of a suggestion from the supervisor that the firm might
make a small advance to meet the abnormal expenses of the house
hold if the case proves to be genuine. On the other hand, the mere
fact that someone at the works has sympathized with the girl about
her home trouble will make her feel herself to be a member of the
factory family.
I t would be difficult to enumerate all the direct and indirect in
fluences which such a worker exercises over a factory. But one thing
is certain. H er work not only increases the efficiency of the girls
under her charge, but it tends to attract a better type of worker.
Many employers can show how they have been able to obtain girls
with better education and from better homes through the work of
, welfare supervisors at the factory. Now rough, unskilled labor is
seldom cheap in the long run. And everything that tends to in
crease the personal responsibility and the efficiency of employees
!will help to give him a higher rate of output.
A good illustration of the advantage of treating employees in
dividually instead of in the mass is in the means adopted to reduce
the amount of broken time—and this is work in which a welfare
supervisor may be of great assistance.
The following effective way of keeping a grip on the time broken
by individuals has been adopted in a large factory, with excellent
results. An attendance chart was arranged on which is entered each
day every absentee. In the first column the worker’s number is
written, in the second her name, and against each name a square is
allowed for each day of the week. I f a girl is away in the morning
without any reason being given, the fact is recorded by a heavy full
stop in the extreme top left-hand corner of the square allocated to
that day. I f she is away in the afternoon a similar dot is placed in
the bottom right-hand corner. Should the reason for her absence
prove to be unavoidable—e. g., ill health—the dot is transformed into
a cross, which represents an unavoidable absence, as distinct from un
justifiable time breaking.
Now, by looking at a chart of this sort, which extends on each page
for three months, it is possible to see at a glance—
(a) Which girls are keeping bad time.
(b) W hat departments are keeping bad time.
(c) W hether time is frequently broken on any particular day,
e. g., Saturday or Monday.
20
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
In the case of girls this chart should either be prepared in the
welfare supervisor’s office—the necessary facts being supplied daily
by the time office—or if prepared elsewhere should be sent to the
welfare supervisor at least once a week. I t then becomes her busi
ness to take up the m atter with any employee who is keeping bad
time, and to find out what the real cause is and seek to remedy it.
The cause for keeping bad time usually falls under one of the fol
lowing headings:
(a)
A specific illness, such as scarlet fever, which may keep a
girl away for several weeks.
(1>) Occasional illness, which may show that the girl’s general
state of health is poor.
(<?) Slackness, which may be caused by either dislike of or distaste
for the work.
(d)
Possibly demands of parents that the girl shall do housework
at certain times.
I t is obvious that these causes can not be remedied in any whole
sale way, nor can bad time keeping be effectively dealt with by severe
disciplinary regulations. I t is worth the employer’s while to treat
each case individually, and this can best be done by~ the welfare
supervisor. This is much more effective than to send a clerk or a
busy foreman concerned with a multitude of other matters to inter
view a girl who has broken time. I f a tactful woman asks the girl
quietly just why it is that she is breaking time she will often get an
illuminating answer. I f the girl is anemic or otherwise unwell she
can encourage her to adopt health rules that will make her stronger.
If she is merely wearied by the monotony of the work she can try
and interest her in it. In any case she can get a personal approach
to the girl, who knows that although the welfare supervisor is an em
ployee of the firm she is not in the usual sense “ in league ” with the
management. By constant care a good welfare supervisor is able
materially to reduce the amount of broken time.
In addition to the chart described above, which deals with indi
vidual workers, it is worth while to prepare weekly statistics in
which the average amount of broken time is shown for each depart
ment. In these statistics two sets of figures should be given. The
first, a column showing the amount of time broken from all causes,
whether satisfactory or otherwise, and whether with permission or
otherwise; the second, a column from which are eliminated all
absences which have extended over a whole week. These will almost
certainly be due either to illness or to absence with leave, and may
safely be deducted from the time unsatisfactorily accounted for.
I do not think it is worth while to attempt to distinguish statisti
cally between satisfactory and unsatisfactory causes of broken time
VALUE OF WELFARE SUPERVISIO N TO TH E EMPLOYER,
21
where this only extends to a day or two, as illness is so frequently
given as the cause of absence when really it is only the excuse.
These weekly statistics are valuable means of comparing the time
keeping in each department. Where this is bad this will probably
be found to be due to one or more of these causes:
{a) A slack forem an;
(b) Bad working conditions;
(c) Too much overtime;
any of which are capable of being remedied.
A point that arises in appointing a welfare supervisor is, of course,
the cost of such an officer. But this expenditure should be considered
not merely as an additional outlay but as a legitimate expense for
improving the efficiency of the staff. A small firm can generally
secure a suitably trained person for £2 ($9.73) per week. Larger firms
should pay from £3 to £5 ($14.60 to $24.33) per week, if they desire a
worker conversant with all the subtile difficulties that arise in hand
ling large numbers of women.
I f there are 500 girls working in a factory and the management
pays £150 ($729.98) a year for such a supervisor, she is costing the
firm less than l^d. (3 cents) per worker per week. I f the average rate
of wages is 12s. ($2.92) per week, the supervisor is costing the firm 1
per cent of the annual wages bill. I f they are paying their girls an
average of £1 ($4.87) per week she will only cost 0.6 per cent of the
wages bill.
If, as a result of a more contented personnel, one does not get
far more than l^d. (3 cents) of extra output per week from each girl,
then something is very much amiss. I t is certain that such a worker
is an economy in every sense of the word. She saves the manager from
worrying over the thousand and one points that can be dealt with by
women far better than by the best business man. Consequently she
frees the executives for more im portant work.
I t is clear that the whole success of welfare supervision will depend
upon two things—firstly, the employer’s recognition of its importance,
and, secondly, the personality of the welfare supervisor.
A fter niore than 20 years’ experience of welfare supervision in my
own factory, I am thoroughly convinced of the wisdom of appoint
ing welfare supervisors where large numbers of girls are employed.
They not only promote the well-being, the health, and efficiency of
the girls, but they save the management an enormous amount of
trouble. And it must be remembered that an increase of efficiency is
im portant not only to employers but also to the workers; for there
can not be progressive improvement in wages unless there is progres
sive improvement in methods of production.
22
WELFARE WORK I N B B IT ISH M U N IT IO N FACTORIES.
WELFARE SUPERVISION.1
[Memorandum No. 2.]
1.
Varied and complex influences are to-day adversely affecting the
efficiency of munition workers, and amongst them certain conditions,
outside the ordinary undertakings of factory management, appear
to be almost more im portant than the immediate or technical en
vironment in which work i-s carried on and the length of hours dur
ing which the workers are employed. Four of the chief influences
thus affecting industrial efficiency concern questions of (a) housing,
(b) transit, (c) canteen provision, and (d ) the individual welfare of
the employee.
(a) The sudden influx of workers in certain districts has so over
taxed the housing accommodation that houses intended for one family
are now occupied by several, and the same bed may be used by day
and night. Before satisfactory schemes can be formulated for im
proving housing accommodation the extent to which present accom
modation is inadequate must be ascertained and the whole problem
carefully considered by suitable officers.
(b) In some districts no local accommodation whatever can be
obtained and workers are, therefore, compelled to travel every morn
ing and evening to and from the factory in overcrowded tram s and
trains of which the times of departure and arrival may involve wait
ing, delay, and serious loss of time to both employer and workman.
Cases have come to the knowledge of the committee where workers
have to leave home daily before 5 a. m. and do not return before
10 p. h i . , thus leaving barely six hours for sleep. Improved facilities
for transit may contribute materially to the solution of the housing
problem; but until the principal factories in a district can render
accurate data of numbers, of distances, and of the practicability of
cooperative arrangements the transit companies can not have reliable
estimates of the problem before them or properly instructed agents
with whom to cooperate.
(c) Again, the provision of facilities for obtaining a hot meal at
the factory are often inadequate, especially for night workers. F re
quently the arrangements made for heating carried food are also
wholly insufficient. Again, workers who are poorly lodged may be
unable to obtain appetizing and nourishing food to take with them ;
others living long distances from the factory may have little or no
time to spare for meals and thus have to rely on what they carry
with them to sustain them during the day. Yet the munition worker,
like the soldier, requires good rations to enable him to do good w ork;
1 See also “ Welfare work in Great Britain.” Summary of book on Welfare Work :
Employers’ Experiments for Improving Welfare Work in Factories, by E. Dorothea
Proud (London. G. Bell & Sons (Ltd.), 1916). XVII, 363 pp. In M o n t h l y R e v i e w ,
December, 1916, pp. 81-88.
23
WELFARE SU P E R V IS IO N
moreover, many of these workers are only boys and girls. Advice and
assistance is therefore required in large factories in regard to the
betterment of feeding arrangements; where canteen accommodation
is provided its management calls for effective supervision.
(d)
Lastly^ the rapid growth of commercial undertakings, and in
particular of munition works, makes it difficult or impracticable for
the management to deal, unless by special arrangement, with the
numerous problems of labor efficiency and the personal welfare of
the employee. Yet, without some such special arrangement, there
can not fail to be diminished output, discontent, and unsmooth work
ing. In matters of discipline, output, and long or exceptional exer
tion, the state of mind of those who are actually at work is all
important.
“
O n e
la rg e
in e v it a b le
e m p lo y e r
r e s u lt
o f
o f
la b o r ,
th e
“ h a s
s o n a l
r e la t io n s h ip
b e tw e e n
b o a rd
o f
re p r e s e n tin g
d ire c to rs
p lo y e e s .
W h e re
p h y s ic a l
w it h
th e
a ll.
m e d iu m
m eans.
s p e c ia lly
a re
o f
th a t
ca n
e s s e n t ia ls
th e
in
u p o n
r ig h t .
th a t
t iv e
B y
m a y
a n d
fo s te r
b e in g
m a y
t h e ir
d o ne
th e
w h ic h ,
th e m ,
fo r
s p ir it
m ea n s
o b lig a t io n s
o f
good
a d v ic e
a n d
to w a rd
in
n o t
o r
fe w
w e lf a re
to
h e a lth
b y
a n y
see
t h e ir
s y s te m
th e
be
th e
m is u n d e r s t a n d in g
b u s in e s s
a n d
s id e ,
c la s s e s ,
f e llo w s h ip
b y
a m o n g st
a s s is t a n c e
p r a c t ic a l
th e s e
e ffe c t
in
a ll
th e
a re
be
fo u n d e d .
a re
o f
a n d
o f
p u t
w o rk
re c re a
e n d e a v o r in g
e m p lo y e e s ,
m e th o d s
o f
b y
a lw a y s
m a tte rs
s u p e r v is in g
a f f e c t in g
d e s ire
th e
T h e s e
w h e re b y
s ic k ,
la b o r
a n d
c o n d it io n s
a n d
g ra d e s
o th e r
a n d
w h ic h
o f
in v e s t ig a t e d
in
th e
m a tte rs
a n d
to
m u s t
a n
b y
w e lf a re
c o n d it io n s
w o rk
be
v is it in g
b e st
w o rk ro o m s ,
m e d iu m
in it ia t in g
b y
T h e
e m p lo y e e s ,
c a n
o n
in d u s t r ia l
s u p e r io r s .
im p r o v e m e n ts
o th e r
o f
r e la tio n s h ip s
th e
in
w e lf a re
o f
n a t u r a lly
u p o n
th a t
im m e d ia t e
o f
c o n f id e n c e
h u m a n iz e
c o m m u n it y .
c o n d it io n s
th ro u g h
c a r rie d
h a r m o n io u s
a
to u c h
b y
w o rk ,
a n d
a
em
r e s p o n s i
r e a liz e d
f a c t o r ie s
to
o r
m a n if e s tly
t h e ir
a
p e r
th e
la rg e
r ig h t
e m p lo y e r
o f
o b lig a t io n s
is
a d v is in g
a n d
a
re a l
p e rs o n a l
th a t
th e s e
d u ty
w Ti l l
t h e ir
f u lf il
th o s e
p r iv a te ly — b y
g iv in g
to
is
in
th o s e
m a in
th e
s o c ie t ie s
o f
g iv e
se e k
r e c o g n iz e
b e yo n d
m ass
it
be
a liv e
b a s is ,
th e
w h o
to
w r ite s
a n y
in d iv id u a l
g re a t
th o u s a n d s
d ire c to rs
d u tie s
o f
s in g le
ke e p
th e
o r
a
th e
w h o se
a
a n d
o r
s o c ia l
w ages,
h a v e
a n d
s e v e ra l
c o n c e rn s ,”
p o s s ib ilit y
a n d
as
th e y
to
c a lle d
e m p lo y e e s
o n
c lu b s ,
p e r s o n a lly
f in d
is
o f
w o rk e rs
to
h a v e
in d u s t r ia l
th e
(w h e th e r
th e re fo re ,
w o m en,
is
o f
e s ta b lis h m e n t
re g a rd s
h e lp f u l
n u m b e r
fo s te r
d is s a tis f a c tio n
be
re a d y
p lo y e e s
to
s u g g e s t in g
o th e r
e m p lo y e r
in v o lv e s
w e ll- o r d e r e d
as
w it h
th e
a n d
tre a tm e n t
o c c a s io n in g
to
be
w e lf a re
to u c h
w h a t
a n d
a
s a tis f a c to r y
c o n s id e r a t e
I f
o f
o f
m en
lif e
b a s is
to
la r g e
lo s s
e m p lo y e r s
o f f ic e ,
le d
o f
th e
s h a r e h o ld e r s )
e m p lo y e r s ,
w a g e
h a s
th e
e m p lo y e e s
th e
tr a in e d
th e
w o rk
o f
s y s te m
c o n d it io n s
a re
t h e ir
T h is
o r g a n iz e d
fo r
T h o s e
to w a rd
th e
e m p lo y e e s
im p o s s ib ilit y
th e m
b ilit y
th e
g ro w th
b ee n
a n d
in d iv id u a l
w e lf a re
e m p lo y e r s
to
b y
em
w o rk e rs
r e a liz e
w o rk e rs .”
On these four grounds, welfare supervision is now receiving the
attention of the more enlightened employers.
The success or failure of such work depends upon the spirit in
which it is approached and not simply upon the means and organiza
tion devised for the purpose. “ Successful welfare work in a fac
tory,” writes another large employer, “ does not depend upon expen
sive equipment or vast organization, but the smallest factory and
24
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES-
humblest organization if worked in the right spirit will show good
results in the character and well-being of the workers.” I t must not
be regarded as something outside the ordinary factory management
or extraneous to it, but as a vital and integral p art of the whole dis
cipline and right organization of the business to be shared in by all,
directors, foremen, and employees, as well as by the duly authorized
welfare supervisor. The same employer adds, “ the economic results
have justified the trouble and expense.”
2. Further, in the course of visits to factories the committee have
frequently found various difficulties in existence unknown to or un
appreciated by the'management. In the past these difficulties have
not been so great as they are to-day and hence no one has been given
the duty of inquiring into their existence and of devising means to
rectify them. Yet without such inquiries, carefully pursued, these
adverse conditions can not be brought to light; and without some
person specially appointed or designated for the purpose by the man
agement there is no one whose duty it is to discover and apply
remedies. I t is obvious that neither the employer nor the workman is
sufficiently disengaged to undertake such obligations.
3. Welfare workers already exist at a number of factories, 30 of
which sent representatives to a conference held at York in 1913, and
the number has largely increased since. The duties fulfilled by these
workers, who have generally been intrusted with the supervision of
females and young persons, have varied in accordance with local
requirements and the size and character of the factory. They have
included: (a) Engaging workers; (b) controlling the dining room
and kitchen; (c) investigating complaints; (d ) supervising cloak
rooms and lavatory accommodation; (e) suggesting improvements in
terms and conditions of employment; (/) assisting and advising in
matters affecting the workers personally and privately; (g) visiting
the sick; (h ) organizing gardening, clubs, gymnasiums, and holiday
excursions; and (i) supervision of first aid. Evidence gathered from
places where individuals have been appointed to supervise personally
the welfare of the factory worker on the lines here indicated has
fully established the value of this kind of supervision. The com
mittee are satisfied that the well-being of the workers is being
affected and their output reduced by the absence of that supervision.
4. Welfare supervision is already undertaken in a number of mu
nition factories. The proprietors of one of the largest, after describ
ing the work of a department which has organized housing, transit,
and catering for some thousands of workers, write:
A s
w e
o c c u p ie d
r e f le c t s
w h o ,
a n d
fe e l
h ig h ly
h e a lt h y
d ir e c t ly
u p o n
b e fo re
h a s
it
w it h
ta k in g
k n o w le d g e
d e s ira b le
t h e ir
o rd e rs ,
o f
th a t
r e c r e a tio n
e f f ic ie n c y
s e rv e d
w o r k p e o p le .
th e
w h ile
in
w o r k p e o p le
th e y
th e
w o rk s ,
s e v e ra l
T h is
a re
y e a rs
s h o u ld
a w a y
w e
in
c h a p la in ’s
fro m
h a ve
a
t h e ir
m in d s
w o rk s ,
w h ic h
a p p o in t e d
la r g e
d u tie s
ke e p
th e
a
c h a p la in ,
e n g in e e r in g
i n t e r a lia
w ill
f ir m
be
to
25
W ELFARE SUPERVISIO N.
s e t t le
th e
d is p u t e s
c h ild e n ,
in
th e
as
g a n iz e d .
a
o f
*
*
ta k e n
ca n
be
f a m ilie s
c o n c e rts
th e
c in e m a
*
a ls o
illn e s s
th e
o r g a n iz e
w e lf a re
th e a te r
h a v e
a m o n g
to
p e o p le .
a n d
A
o v e r
a
re m o v e d
h a ve ,
h a ll,
h o s t e ls ,
to
lo o k
is
b e in g
a n d
a fte r
g e n e r a lly
to
e re c t
e n t e r ta in m e n ts
s u rg e o n
th e a te r
g e n e r a lly
a n d
d e c id e d
s u ita b le
a n d
to
r e c r e a tio n ,
th e re fo re ,
a n d
o p e r a t in g
th e
th e
W e
d o c to r
s m a ll
fro m
in
h e a lt h y
c o n c e rt
q u a lif ie d
liv in g
a n d
a
la rg e
w ill
a p p o in t e d ,
in f ir m a r y
a s s is t
be
o r
a n d
w h e re
w e
cases
o f
h o s te ls .
At another factory, where men only are employed, an educated
man devotes all his time to matters concerning welfare; in particu
lar, he supervises safety appliances, organizes first-aid stations and
canteen accommodation, and in cases of injury or sickness visits the
workers at their homes. Yet another munition firm, who carefully
attend to the surroundings and physical comforts of their men in such
matters as heating and lighting, washing facilities, lockers for per
sonal belongings, and many similar details, have made a shop com
mittee their intermediary for various questions affecting the detailed
management of the workshops and the institutions for the benefit or
pleasure of the men, such as dining arrangements and the works rifle
club.
Many appointments of women supervisors have been made and
their success has been unqualified.
Employers have stated to the
committee that the presence of a capable woman, of broad sympathies,
has in itself provided the best and quickest aid to the solution of
many of the problems affecting women’s labor by which they are
assailed. One munition employer writes, after having appointed a
lady superintendent:
G e n e r a lly
te n d e n t
m e n
th e
s p e a k in g ,
w h e re
w o r k in g
c a re
in
a n d
w h ic h
is
T o
o f
o f
th e
w h ic h
h e r
to
s e c u re
in
good
a n d
to
T o
o n
m e d ic a l
as
a n d
p ro te c t
th e
a re
3.
m o ra l
o n
a re
t h in k
th e
th e
la d y
w o rk s ,
engaged.
T o
f e m a le
eng a g e d
w e
o f
in
la b o r
th e
s u p e r in
th e re
g ro u n d s ,
m e a ls .
b y
a re
la d y
d u t ie s
o f
o f
to
w e
a
w h e re
d is c ip lin e
c la s s e s
a p p e a le d
su c h
T h e
m a in t a in
m ix e d
h a v e
e s p e c ia lly
p r e p a r a tio n
w h e n
o rd e r
a n d
in d is p e n s a b le .
1.
w h e re
w o rk
e s s e n t ia l
F u rth e r,
is
fo r
c a p a b le
s u p e r in t e n d e n t
a d v a n ta g e o u s
m a tro n
n e c e s s a ry
is
v e ry
e m p lo y e d ,
p r in c ip a lly :
c a te r in g
she
it
a re
d e p a rtm e n t.
a
a re
e x c e e d in g ly
la d y
u n d e r
sa m e
h e re
s u p e r v is e
a d v ic e
good
th e
c o n s id e r
w o rk e rs
a d v ic e
s u p e r in t e n d e n t
2.
w e
f e m a le
g iv e
a n y
w o rk e rs .
is ,
w e
w e lf a re
A
c o n s id e r ,
o f
th e
g ir ls
c h a rg e .
A second, speaking of a similar officer, w rites:
H a v in g
f e lt
to
w h e n
lo o k
w h e n
in g
to
la b o r ,
p r e v io u s
e n te re d
a fte r
th e
o b t a in
case,
a re
m a n y
o f
th e
h e a d s
th a t
a n y
d u tie s
h a d
I
th e
b e st
a re
m a tte rs
th e
fa c to ry ,
o f
th e
g ir ls .
w h ic h
a re
T o
in
ta k e
w e lf a re ,
b y
d e v o te
a
th a t
o p in io n
e n t ir e
is
la b o r
a re
w it h
so
in
th e
o n ly
b e
re p o rt
d e a lt
a n y
d e t r im e n t a l
o f
th e
tim e
In
m ess
la r g e
to
to
th e
in
d e t a ils
b y
to
a
o r
h e a lt h
a n d
th e
I
m a tro n
tim e s
e n d e a v o r
a m o u n t
c o n d it io n
ro o m
a
s tre n u o u s
a d d it io n
w it h
s c a le ,
a p p o in t
o c c u p ie d
s m a lle s t
m u c h
a
to
th e s e
f u lly
s u p e r v is o r .
T o
o n
n e c e s s a ry
e s p e c ia lly
ca n
c h a rg e
be
v e ry
la d y
f o llo w s : 1.
h e r
f e m a le
w o u ld
d e p a rtm e n ts
to
a r is e
as
it
p r o d u c t io n
a b le
m a n a g e d
w h ic h
2.
o f
w ith
th a t
g e n e ra l
p o s s ib le
n o t
m a tro n
in
w o rk
fo re m e n
better
a re
e x p e r ie n c e
t h is
g ir ls ’
a n d
th e y
th e
o n
o f
s k ille d
w h ic h ,
in
r h is ,
th e re
la d y .
T h e
ir r e g u la r it y
o r
w e lf a re
la v a t o r ie s ,
26
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
a n d
a re
see
th a t
k e p t
S h e
d e fe a t
h a s
th e
no
th e
m a n a g e r,
in
n e a t
fe e l
g ir ls
a n d
in
a n d
w e a r
is
o f
th e
u n if o rm
a n d
caps
p r o v id e d ,
a n d
th a t
th e s e
o rd e r.
c o n n e c t io n
o b je c t
w it h
h e r
th e re fo re
o u tp u t
in
a p p o in t m e n t .
u n d e r
no
a n y
w a y,
S h e
is
as
w e
c o n s id e r
d ir e c tly
t h is
r e s p o n s ib le
r e s t ric t io n s
w h a te v e r
c o m p la in
b e fo re
fro m
a n y
w o u ld
to
th e
o f f ic ia l
w o rk s .
A lt h o u g h
w e
th e
th a t
w re
h e r
h a d
n o t h in g
e n g a g e m e n t
s e r io u s
h a s
to
b ee n
o f
g re a t
o f
a s s is t a n c e
e n g a g in g
to
th e
m a tro n ,
us.
Other testimonies to the services rendered by welfare supervisors
could be quoted.
5. The duties of welfare supervision should include the following:
(1) To be in close touch with the engagement of new labor, or,
when desired, to engage the labor.
(2) To keep a register of available houses and lodgings; to inform
the management when housing accommodation is inadequate; and
to render assistance to workers seeking accommodation.
(3) To ascertain the means of transit used, and the length of time
spent in traveling; to indicate the need of increased train, tram, or
motor service; or to suggest modification of factory hours to suit
existing means of transit.
(4) To advise and assist workers in regard to feeding arrange
ments; to investigate the need for provision of canteen facilities, or
any inadequacy in the provision already m ade; and to supervise the
management of such canteens.
(5) To investigate records of sickness and broken time arising
therefrom ; and in cases of sickness to visit, where desired, the homes
of workers.
(6) To investigate and advise in cases of slow and inefficient work
or incapacity arising from conditions of health, fatigue, or physical
strain.
(7) To consider, particularly for delicate and young workers, all
questions of sanitation and hygiene affecting health and physical effi
ciency, and to supervise the conditions of night work, Sunday work,
long hours, and overtime.
(8) To advise on means of recreation and educational work.
(9) To investigate complaints and assist in the maintenance of
proper discipline and good order.
(10) To keep in touch with responsible organizations having for
their object the promotion of the welfare of the worker.
6. The duties here outlined are chiefly concerned with matters of
health and individual welfare which are of immediate urgency to
day. They are distinct from those usually intrusted to a trained
nurse or medical staff engaged to render first-aid or subsequent treat
ment in eases of accident and sickness, though in exceptional cases
some of them might be properly undertaken by the nursing staff,
increased and, if necessary, reorganized for this purpose. The ad
WELFARE SU PER VISIO N.
27
vantage of bringing the work of the nurse into touch with th at of
welfare supervision is manifest. On the other hand, these duties can
hardly be differentiated from a variety of im portant matters outside
the reference to this committee, such as questions of wages, in con
ditions of contract and discharge, compensation, and notices, rules,
and proceedings under the Munitions of W ar Act,
While, therefore, the duties we have specifically enumerated in
paragraph 5 thus fall into a somewhat separate category, the com
mittee recognize that, owing to the disadvantages of having numer
ous or redundant officers for purposes of oversight, it may prove in
many munition works most satisfactory and effective to combine
a variety of duties under one supervising staff, professional or
particular assistants being appointed as may become necessary.
WELFARE SUPERVISION FOR WOMEN.
7. The committee desire to record their unanimous conviction th at
a suitable system of welfare supervision (to be administered by an
officer specially appointed for the purpose) is essential in munition
works where women or girls are employed and, they must add,
urgently necessary.1 In every case the officer should be a competent
woman possessing the qualifications set out in paragraph 9. The
committee consider th at it is im portant that some scheme of welfare
supervision should be adopted, however small the number employed,
and they suggest that, when it is impracticable to appoint a wlioletime woman supervisor, the duties of welfare supervision should be
allotted to a woman on the factory staff specially designated for
the purpose. If the employment of women be properly safeguarded
and wisely supervised, all may be w ell; but if not, the ultimate results
may be far from desirable or beneficial.
8. In addition to the matters to which reference is made in para
graph 5, and which concern women workers equally with their
male comrades, there are certain other matters—particularly of dis
cipline and conduct—in which helpful oversight is specially needed
in the case of women and girls, if the highest and most enduring
efficiency is to be attained. As examples of such matters, the com
mittee would mention the various questions and issues raised in
respect of the conduct of foremen toward women workers; of the
character and behavior of fellow women workers; of the mainte
nance of suitable and sufficient sanitary accommodation; of the
worker’s own state of health; of her capacity to withstand the
1 In this connection the committee may draw attention to the fact that it has been
the custom of the Home Office, when granting orders for the sanction of night work
for women and girls, to insert a condition that a matron or responsible forewoman
shall be appointed to supervise the welfare of those so employed at the factory.
28
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
physical strain and stress of work; of her power to endure long
hours, overtime, or night work. For these and kindred matters the
committee are satisfied that the appointment of welfare supervisors
is necessary and conducive to the preservation of good health and
good behavior in the present novel and difficult environment of
industrial employment.
9. The officer appointed should be a woman of good standing and
education, of experience and sympathy, tactful and sensible in her
dealings with others, and having, if not an actual experience, at least
a good understanding of industrial conditions.1 She should live near
the factory, and keep in close touch with all the women and girls
employed. In “ national ” factories she should be appointed and paid
by the M inistry of M unitions; in “ controlled ” establishments she
should be appointed and paid by the employer, but her appointment
should be reported to the Ministry of Munitions. H er duties would
be determined by the authority appointing her.
10. In a few areas there has been a certain amount of discontent
and unsettlement owing to the fact that women workers feel that they
have been summoned before the Munitions Tribunal on grounds due
generally or particularly to conditions of health or physical strain.
The welfare supervisor in the course of her duties must have cogni
zance of facts bearing on these cases; and the committee are satisfied
that substantial advantage would be gained if no woman’s case were
brought by an employer except after consultation with the welfare
supervisor; for they believe that the result of such consultation would
be that cases for the tribunal would be very substantially reduced in
number, and in this way many possible sources of friction and mis
understanding would be avoided. I t may be desirable to safeguard
the authority of the welfare supervisor in cases of this sort by requir
ing that her official reports on each case should be in writing, and
should be furnished both to the employer and to the Ministry of
Munitions.
11. The committee suggests that as cases involving matters of
health may be brought before the tribunal, a woman worker should
be afforded adequate facilities for the proper and full representation
of her case by a responsible woman.
1 A course of social study, which comprises university %
lectures and practical work,
designed for students preparing themselves as members of various local government
bodies, as welfare workers in factories, and for others engaged in social administration,
has been established at London University (London School of Economics) and at
Birmingham University. Similar courses are also given at the universities of Man
chester, Leeds, Bristol, Edinburgh, and Glasgow. Experience as foremen, as teachers,
and in other positions of responsibility has proved of value in providing welfare workers
in several factories.
W ELFARE SUPERVISIO N.
29
WELFARE SUPERVISION FOR MEN.
12. The committee consider that a suitable system of welfare super
vision (to be administered either by the ordinary factory staff or by
an officer specially appointed for the purpose) would be of advan
tage in munition works where 500 adult males or 100 boys are em
ployed. W elfare supervision is of particular importance in the case
of boys, since their employment presents many features of difficulty,
to which special attention must be paid, if health and efficiency are
to be safeguarded and discipline maintained. Where a number greatly
in excess of 500 men or 100 boys are employed, additional welfare
teupervising staff may become necessary.
13. I f a special officer be appointed, he should be a man of good
character, of experience and sympathy, tactful and sensible in his
dealings wTith others, and accustomed to the conditions obtaining in
the particular industry. He must live near the factory in order to
carry out his duties effectively, and he must keep in close touch with
the operatives in all that concerns their industrial life. In “ na
tio n al” factories he should be appointed and paid by the M inistry
of Munitions; in “ controlled” establishments he should be ap
pointed and paid by the employer, but his appointment should be
reported to the Ministry of Munitions. His duties would be deter
mined by the authority appointing him.
Signed on behalf of the committee,
G e o r g e N e w m a n , M. D.,
Chairman.
E. H. P e l h a m , Secretary.
D e c e m b e r , 1915.
INDUSTRIAL CANTEENS.
[M em orandum N o. 3 .]
INTRODUCTION.
1. There is now an overwhelming body of experience which proves
that productive output in regard to quality, amount, and speed is
largely dependent upon the physical efficiency and health of the
worker. In its turn such physical fitness is dependent upon nutrition.
The purpose of nutrition is to secure the proper development and
growth, the repair and vital energy, of the human body. Food
energy is spent upon keeping up the body heat and in doing work.
Nutrition is stimulated by the cooling effect of fresh air and by
bodily exercise, and its needs must be met by a food supply suitable
in character and sufficient in amount to meet the expenditure on body
heat and work.
30
WELFARE WORK I N BRITISH M U N IT IO N FACTORIES.
2.
The human body calls for a constant supply of food, first for its
growth, for the building up of its tissues and for repair, and secondly
as fuel for the production of heat and energy. Both requirements are
indispensable, and from the necessity for these there is no escape.
Though no hard and fast line of division can be drawn, it may be said
that certain kinds of food which are relatively rich in protein and min
eral m atter (meat, cheese, milk, herrings, dried peas, beans, bread,
oatmeal, flour) contribute both to the formation of the body and its
repair and supply it with fuel for the production of heat and energy;
other kinds such as fat (lard, butter, dripping, m argarine), sugar,
sago and tapioca, afford an abundant supply of fuel but can not main
tain growth and repair. Still other kinds of foods (fresh fruits,
green vegetables) contain a small proportion of nutriment but insure
the provision of the body with certain im portant principles conducive
to good health.1 The constituent parts of a dietary are important if
the highest value is to be obtained, but, speaking generally, fresh,
digestible and appetizing food is more im portant than chemical com
position or proportion. I t will be understood th a t digestibility is
dependent partly upon the food itself being of a nature which is easily
digestible and partly upon the organs of digestion being healthy and
in good working order. Further, it should be noted that a variety
of factors affect the relative value of food to the individual consum
ing it. F or instance, there is the nature of the employment, whether
sedentary or active, and the amount of energy called for. W ith in
crease of work there must be proportionate increase in quantity and
in nutritive value of the food eaten. Ill-paid laborers and others
whose food amounts only to a bare minimum can not either put forth
the same energy or work at the same speed as a well-nourished man.
The man who has to work hard, long, or rapidly needs a proportion
ately ample food supply, composed of highly nutritive ingredients, to
withstand the strain. Age, sex, weight, and constitution likewise exert
influence. Women require on an average about four-fifths of the
food supply of a man, and an adolescent about seven-tenths. Season
and climate also affect the question. Lastly, the predisposing in
fluence upon the alcoholic habit of malnutrition, bad feeding, and
long periods of work without refreshment should be borne in mind.
There can be no doubt that “ industrial alcoholism ” is, in part, due
to the lack of cheap good food.
1 When work is nervously exhausting, e. g., nightwork, the food of the worker requires
to be particularly light and digestible, well cooked and appetizing, for the organs of
digestion then lack an adequate supply of nervous energy, and can not deal successfully
with heavy Indigestible and unappetizing meals. The warmth of the food is of great
importance. Hot drinks stimulate the tired worker. The proper adjustment of the
food to the expenditure of nerve energy saves a great deal of indigestion and the minor
complaints which result from this and lost time.
IN DUSTRIAL CA NTEE N S.
31
3. W hat, then, in general terms, is the necessary dietary for a
worker ? Broadly, the answer is a dietary containing a sufficient pro
portion and quantity of nutritive material, suitably mixed, which is
easily digestible, appetizing, and obtainable at a reasonable cost.
A STATEMENT OF THE PROBLEM.
4. Though there is little doubt that workers are getting a .better
type of food than formerly, it must be admitted that large numbers
of workers of both sexes are not getting such a dietary day by day.
Much evidence is forthcoming that this is being increasingly recog
nized both by employers and workers. The difficulties in the way of
adequate feeding arise mainly where the worker must have his meals
away from home. In past years and even now in normal times the
worker lived fairly close to his work, and was frequently able to re
turn home for his meal. A t present the difficulties of securing ade
quate food are increased owing to the prevalence of night labor and
the large number of men and women who have to travel a consider
able distance to their work.
In such cases the simplest alternative is for the worker to bring or
receive from his home or lodgings food ready prepared for eating.
The objection to this arrangement is the limitation in the kinds of
food suitable, and that it is necessarily cold, and liable to be stale.
There is a special danger of its being confined to what can be most
quickly prepared the night before without much regard to its nour
ishing character. When the weather is warm, or the food is kept
for any length of time in a hot workshop, it readily undergoes de
generation.
A second alternative is for workers to bring food which can be
either warmed up or cooked at the factory. This is sometimes done by
the worker himself, or facilities for the purpose are provided by the
employer. Arrangements on these lines are probably better than
those under which the worker brings his food with him ready pre
pared. On the other hand, it is to be remembered that warmed-up
food is generally not so nourishing as freshly cooked food, that if a
large amount of food is to be warmed up it is always difficult to deal
satisfactorily with widely varying kinds of food, and that valuable
time is lost if the worker is compelled to cook his own meal.
Lastly, in some districts workers can obtain a substantial meal at
public houses, cookshops, or other proprietary establishments in the
neighborhood, but the accommodation in these places is often inade
quate and unsuitable.
5. This then is the problem—to supply suitable food at a low price
for large numbers of persons at specified times. The modem
32
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
progress of factory management reveals a variety of efforts to find
a solution. There has been, it is true, considerable development in
the provision of proprietary concerns in the form of improved coffee- !
houses and refreshment rooms. Philanthropic movements have also
been initiated with a similar purpose. But by far the most hopeful
enterprise has been the establishment by employers of industrial can
teens, or workpeople’s dining rooms, in or near the factory itself.
There is no statutory obligation upon the employer, though action in
this direction has received the whole-hearted commendation of the
factory department of the Home Office. The earliest and best ex
amples of such restaurants in factories are to be found in the food
industry, but makers of soap, paper, cloth, tobacco, and tin boxes
have followed suit, and now in all parts of the country accommoda
tion of greater or less degree of suitability and attractiveness has
been provided. This pioneer practice has abundantly justified itself
from a business and commercial point of view, and in the opinion of
the committee the time has come for a large extension of this method
of solving the problem. Speaking generally, it may be said that the
accommodation provided accords with one or other of the following
types: (a) An available room for the workers to eat their prepared
food; (b) a room furnished with a “ hot-plate” or “ Avarming cup
b o ard ”1 or provided with hot water; (e) a refreshment barrow to
perambulate the workshops at appointed hours (particularly useful
for light refreshments during long spells or night shifts) ; (d ) a
fixed refreshment bar or buffet; (e) a dining room suppfying cheap
hot and cold dinners; and (f) such a dining room associated with an
institute or club, with facilities for rest and recreation (e. g.? rest
rooms, recreation or reading rooms, portable gymnasium, baths,
roof garden, or educational classes, etc.). Some of these types may
be suitably combined, and although arrangements indicated in (c)
and {d) may prove sufficient and satisfactory in certain circum
stances, the provision of proper meals seems obtainable only in the
types (e) and (/). The committee recognize that the necessity for,
and character of, an industrial canteen are dependent upon the
nature of the need and its degree in each factory. They are, however,
convinced that in the highest interest of both employer and worker,
proper facilities for adequate feeding arrangements should be avail
able in or near, and should form an integral part of, the equipment
of all modem factories and workshops.
1 “ Warming cupboards ” can be installed in or near the mess room and heated by
steam. The cabinet may be constructed of sheet iron (finished off with asbestos and
wood covering), with shelves of perforated sheet iron. Employees deposit their food in
basins or dishes when they come to work, the cupboard is closed and steam applied
under regulation for a specified time. At the dinner hour the employees fetch their food.
33
IN DUSTRIAL C A NTEENS.
E S S E N T I A L C H A R A C T E R IS T IC S O F T H E C A N T E E N .
6.
In order to insure effective results of the establishment of indus
trial canteens, certain conditions seem to be essential:
(a)
Accessibility and attractiveness.— I t is useless to establish a
canteen which is inconvenient or unattractive. I t should be situated
in or near the works. The effective cleanliness, warming (55-60° F .),
lighting, and ventilation should receive careful attention and be
properly and continuously maintained.
(h) Form , construction, and equipment}— The premises should
include an ample dining room with a buffet bar attached, with sepa
rate accommodation for men and women, and, where necessary, an
additional room or partitioned section for the staff, foremen, etc.
The kitchen should be properly equipped2 and furnished with neces
sary scullery, pantry, and storerooms. I t should be separated from
the dining room by a servery and bar. Accommodation should be
provided at the canteen or elsewhere for workers desiring to warm
or cook their own food.
(c)
Food and dietaries.—The food supplied should be varied, fresh,
and good, suitable in quality and sufficient in quantity, well cooked,
appetizing, and obtainable at low prices. F or example:
DINNER.
M e a t
o r
H o t- p o t,
M e a t
egg
Soup,
f is h ,
tw o
c o tta g e
p ie s
a n d
v e g e t a b l e s ____________________
p ie ,
o th e r
m e a t
4 d . to
8d.
p u d d i n g s _______2 d . t o 4 d .
p re p a re d
m e a t
P u d d in g s
a n d
oxo,
e tc .
s te w e d
( w ith
1 6 .2 c e n ts )
8 .1 c e n ts )
o r
d i s h e s ______________________________________________ 2 d . t o 4 d .
b o v r il,
(8 .1 to
(4 .1 to
b r e a d ) _______I d . t o 2 d .
f r u i t s ----------------- I d . t o
2d.
(4 .1 to
8 .1 c e n ts )
(2 .0 to
4 .1 c e n ts )
(2 .0 to
4 .1 c e n ts )
1 In some works an existing part of the premises may be altered and adapted, in
many cases temporary buildings may be erected, and in yet others a more permanent
block may seem desirable. Some temporary canteens (100—250 places) recently built
on the Mersey Dock Estate consist of timber framing fixed to steel uprights (let into
concrete at intervals of 10 to 12 feet) with creosoted weather boarding on outside; lined
inside with boards ; roof boarded and covered with bituminous f e lt ; floor boards car
ried on joists supported on concrete piers ; inside colored white, with dark green dado;
counter and store rooms fitted with shelving. Approximate cost per place £3 to £3 10s.
[$14.60 to $17.03]. Minimum dining room floor space per head should be 10 square feet.
Particular care should be taken to secure means for effective warming, lighting, and
ventilation. The larder and kitchen should not ventilate into the mess room. Where
necessary, lavatory basins should be provided. The mess room should be furnished with
long, relatively narrow tables (with hard, durable smooth tops, or oil cloth, or white
tiles), and benches with back rail, or chairs (preferable). Trays or boxes for waste
paper.
2 The kitchen of an exceptionally well-equipped industrial canteen for 280 persons at
Leeds contains the following u ten sils: One large gas stove (three ovens) ; one steamheated hot closet and carving table, for heating plates and dishes and keeping the food
hot; one steamer with four compartments for steaming and boiling; one 30-gallon
steam-jacketed pan for soups; one 10-gallon copper water-jacketed pan for milk, stewed
fruit, porridge, e tc .; a knife machine ; a potato peeler; a bread cutter ; a steam k ettle;
a whisking machine for batter and Yorkshire pudding; a mincing machine ; large bins
for storage; enamel bowls, jugs, and stew jars, substantial tinned steel bowls for baking,
and ordinary kitchen and dining room “ crockery ” of white stoneware. This canteen
has a staff of matron, cook, and four assistants,
94149°— B u ll. 222— 17------ 3
34
WELFARE WORK 11ST BRITISH M U N IT IO N FACTORIES.
S u e t,
b re a d ,
c u rra n t,
ja m ,
a n d
f r u it
p u d d in g
B re a d
a n d
cheese.
V e g e t a r ia n
C akes,
te r,
T e a ,
cheese
ja m
d is h e s .
ta rts ,
b re a d
a n d
o r
cocoa,
a n d
g la s s
m ilk ,
m in e r a l
le m o n ,
w a te rs ,
( e x c e p t io n a l
k in d s
p lu m s ,
o f fre s h
a p p le s ,
(2 .0 to 4 .1 c e n ts )
2d. to 3d .
(4 .1 to 6 .1 c e n ts )
Id . to 2 d .
(2 .0 to
e tc .,
p e r
q u a lit y
im
|d. to
f r u it
p e a rs ,
in
4 .1 c e n ts )
b a r le y ,
p o rta n t)
A ll
(2 .0 to 4 .1 c e n ts )
Id . to 2 d .
b u t
s a n d w i c h e s _____________________________________
c o ffe e ,
a e ra te d
c u p
a n d
b uns,
Id . to 2 d .
season,
to m a to e s ,
o ra n g e s ,
l^ d .
le m o n s ,
(1 .0 to
3 .0 c e n ts )
b a n a n a s,
p ru n e s ,
e tc .
In certain districts, and in special circumstances, there may be a
case for the establishment of “ wet ” canteens, where alcoholic bever
ages may be obtainable. The committee recognize that such canteens
will require particularly careful supervision, and it may be necessary
to impose certain restrictions in regard to the sale of intoxicants.
(d) Prompt service—^The quick service of meals is important.
Three methods are practicable (method (1) is probably best, as a
rule, for large numbers) :
(1) Long serving counters (with barriers as at railway booking
office) from which workers fetch their food.
(2) Food placed ready on the table before workers admitted.
This may be convenient for breakfasts or teas, or where the food
provided is cold and the same for all, but it is not always practicable
for hot dinners.
(3) Waiters or waitresses, organized in shifts or voluntary (small
payment for services rendered).
(e) Convenient how s.—The canteen should be open at any hours
which meet local needs and circumstances. Midday is clearly the
principal occasion of its utility. But in many works it should also
be open in the early morning hour for breakfast, and at supper time.
Where there are night shifts meals and refreshments should be avail
able as by day. Provision should also be made for the supply of
water, milk, tea, or coffee at specified times.
(/) Payment.—Different methods of payment are in vogue, but if
payment at the time by bill or check be impracticable, probably the
most appropriate is for workers to buy books or series of tickets
or checks previous to the meal or at the door. Money can not be
deducted from wages by the employer for food or drink without a
contract under the Truck Act.1
(g) Management.—The success of an industrial canteen depends
in considerable degree upon its management. Speaking generally,
1 T he T ru ck A ct, 18 3 1 , sec. 2 3 , p ro v id es th a t “ n o d ed u ction sh a ll be m ade from th e
w a g e s of a w orkm an in resp ect o f v ic tu a ls d ressed a n d prepared u n d er th e roof o f th e
em p lo y er u n less a n a g reem en t or c o n tr a c t fo r su ch sto p p a g e or d ed u ction s h a ll be m ade
in w r itin g and sig n ed by th e a r tifice r .” S u ch a n a g r ee m e n t can be r ea d ily m ade or m ay
p ro v e to sa v e tim e a n d p r e v en t w a ste .
IN DUSTRIAL C A NTEENS.
35
three methods, which are not mutually exclusive, are available. The
employer may manage, the workers may appoint a management com
mittee, or the entire direction may be contracted out to a professional
or voluntary caterer. In not a few of the most successful canteens
joint control is exercised by employer and men (an elected shop
committee with a chairman representing the management), who may
or may not contract out the catering. The method of control is
materially affected by the proprietorship.1 In all cases it should be
disinterested and for the benefit of the workers. Exploitation in
any form should be avoided, efficiency and economy being steadily
kept in view.2
RESULTS.
7.
The committee have been impressed with the consensus of
opinion which they have received as to the substantial advantages
both to employers and workers following the establishment of an
effective and well-managed canteen. These benefits have been direct
and indirect. Among the former has been a marked improvement in
the health and physical condition of the workers, a reduction in sick
ness, less absence and broken time, less tendency to alcoholism, and
an increased efficiency and ou tp u t; among the latter has been a sav
ing of the time of the workman, a salutary though brief change from
the workshop, greater contentment, and a better midday ventilation
of the workshop. The committee are satisfied th at the evidence of
these results is substantial, indisputable, and widespread. In the
isolated cases where the canteen has failed it has been evident th at its
failure has been due to exceptional circumstances, misuse by the
workers or mismanagement. In almost all large works the committee
find that there is a body of men or women (averaging at least 25 per
cent) who in the interest of physical health and vigor need canteen
provision at the factory. They are convinced that this group of
ill-fed workers accounts in a large degree for such inefficiency as
exists, and that its energy and output is reduced in the absence of
suitable feeding arrangements. The committee have received a num
ber of statements in favor of industrial canteens from which they
select that of an authority of wide experience:
1 T he c o m m ittee u n d e rsta n d th a t th e C en tra l C ontrol B oard (L iq u or Traffic) ap p o in te d
un d er th e D e fe n se o f th e R ealm A ct, 1 915, No. 3, is em pow ered by th e tr e a su ry to m ake
g r a n ts in a id o f c a p ita l ex p e n d itu r e fo r th e e re c tio n o f c a n teen s, app roved by th e board,
in c o n tr o lle d m u n itio n w orks. T he p o licy o f th e board is first to en cou rage th e em
p lo y er or o w n er to m ake c er ta in p ro v isio n w h ere n e c essa ry ; seco n d ly , to fa c ilit a te su ch
p r o v isio n by v o lu n ta r y a g e n c y ; or, th ir d ly , to e sta b lis h a ca n te e n th em se lv e s, e ith e r
m a n a g in g d ir e c tly or h a n d in g o ver th e m a n a g em en t to a properly c o n s titu te d co m m ittee.
2 T h e ta r iff can be k ep t lo w o n ly by c a re fu l m a n a g em en t. T he food m a te r ia ls can be
m ade to p ay, bu t th e in c id e n ta l e x p en d itu re is r e la tiv e ly h eavy. W orkers are n o t
a ccu sto m ed to p a y in g fo r food in c a n te e n s, and w ill n o t a lw a y s p u rch ase th e m ost
n u tr itio u s food. T a ct, d isc re tio n , an d an a p p ro p ria te m enu o f p op u lar d ish e s a re
n e cessa ry . C o n sta n t su p e r v isio n and th e c a re fu l a d a p ta tio n s o f m ean s to ends are
needed to p r e v en t lo ss i f good food is to be so ld qu ick ly a t th e lo w p rice th e w orker
can afford to pay.
36
W ELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
In
a n s w e r
h a v e
h a d
f u lly
a liv e
a ra te d
th e
fro m
l'o o m s
(2
b u t
lig h t e d
to
as
to
a n d
th e
e ffe c t
e f f ic ie n c y
o f
p ro p e r,
hom e.
t h is
fo r
o f
as
th e
F ro m
to
u se
1 ,5 0 0
f o r ta b le
w e ll- e q u ip p e d
b u y in g
o b t a in s
o th e r
t h in g s ,
b a s in
o f
d in in g
d o in g
w h ic h
o u r
o u r
o w n
e re c t
o f
to
a
c a n te e n
a rra n g e m e n ts
w o r k p e o p le ,
c o m p le te
th o s e
2 ,0 0 0
fo r
h a v e
b a re
h o u r
o r
w e
u n d e r
fo r
o r
w h o
liv e
w e
w e re
in s t a lla t io n ,
to o
w o r k p e o p le
f e lt
a
o u r
b u t
fa r
m a k e
a n d
it
p e o p le
p o in t ,
v e ry
som e
n o t
is
A
n o t
a w a y
u se
th e
to
p o in t
h o w e v e r,
so
sep
fro m
o f
th e s e
a
o f
o f
w a s
b u ild
o n
o f
e.
s u p p ly in g
d o ne
so
t h e ir
g .,
d a ily .
i n ‘ ro o m s
im p o r t a n c e
v ie w
o w n
h a v in g ,
s o ld
m o re
to
th e
d in e
d is h e s ,
q u e s tio n
d e a l
w h o
t h e ir
o f
a re
c o n d it io n s ,
g re a t
as
th o s e
b r in g
n u t r it io u s
n e c e s s a ry
d o u b t
fro m
o f
h u n d re d s
m e r e ly
c o m f o rt a b le
w a rm e d .
m o m e n t ’s
a
a n d
w h ic h
w a s
a n d
m a jo rity
re fre s h m e n ts ,
m a k e
ch ea p
o f
it
th e
lig h t
W e
tw o
s te w ,
p r o p e r ly
h a d
a n d
re s tfu l
e f f ic ie n c y ,
n e v e r
d in n e r
o ne
so up
a n d
k it c h e n ,
te a
e ls e w h e r e .
b lo c k
so
v e n t ila t e d
re q u ir e d
W e
a
h a b it
th e
o f
a n d
s c a le .
w e ll
th a n
c o s tly
o f
a
a
com
e f f ic ie n c y
in
a fte rn o o n .
T h e
h e a lth
a n d
w e
th e
sa m e
p o s s ib le
p la y e d .
a n ce
a n
a t
h a s
c e n ts )
p la n n in g
th e
fa c to ry
a lt h o u g h
T h is
a d d it io n
w a s
in q u iry
h e a lth
im p o r ta n c e
d in e
w o rk s ,
Id .
fo o d ,
to
th e
b u ild in g
th e
In
th e
to
d in n e r .
a
y o u r
th e
d a ily .
T h e
in
to
w o rk s
a t
to
u p o n
a
o f
fe e l s u re
tim e ,
to
f r e e ly
th a t
as
v a lu e
T h e
o u r
th e
th e re
w it h
p ro p e r
g iv e n
w o r k p e o p le
a t
d in in g
a re
a n y
m a n y
th e
w o rk s ,
a re
u n q u e s tio n a b ly
o f
to
to
w h ic h
h a v e
b r in g
th e
m a n y
fo r
th o s e
in to
th a t
m e d ic a l
fa c to rs
in
a b o u t
com e
p a rt
w o rk ro o m s ,
f a c ilit ie s
th e
im p r o v e d
h e lp e d
a c c u ra c y
th e
w it h
a m o n g
h a s
fa c to rs
a p p ro a c h
v e n t ila t io n
c o n v a le s c e n t h o m e ,
h a s
ro o m
in
w h ic h
re c e n t
t h is
p la y ,
ea ch
a n d
p o o r
h a v e
y e a rs ,
r e s u lt.
o f
it
is
th e s e
A t
im
h a s
d e n ta l
a tte n d
h e a lth
g e ttin g
ea ch
e x e r c is e d
in f lu e n c e .
This testimony with its qualifications expresses the conviction of
the committee as to the benefit arising as a result of a good industrial
canteen. The committee have been impressed not only with the im
proved nutrition manifested by the users of the canteen, but by a
lessened tendency to excessive consumption of alcohol, by the prev
alence of the spirit of harmony and contentment engendered, and
by an increase in efficiency.
Signed on behalf of the committee,
G e o r g e N e w m a n , M. D.,
E . H. P e l h a m , Secretary.
Chairman.
N o v e m b e r , 1915.
CANTEEN CONSTRUCTION AND EQUIPM ENT.
[M em orandum N o. 6.
A ppend ix to M emorandum N o. 3 (In d u stria l C a n te e n s).]
S IT E .
1. The first im portant consideration in the erection of a new can
teen is the question of a site for the building. The site should, if
possible, have a pleasant open outlook and southern aspect, and
should be easy of access for the workers. W ith high buildings ad
joining and mess rooms looking out upon blank walls not many yards
distant, the canteen may prove unattractive and its success be to a
great extent impaired. The canteen should, if practicable, be placed
CA NTEEN CONSTRUCTION AND E Q U IP M E N T .
37
where water, gas, and electric mains are adjacent, as well as drain
age capable of carrying off the discharge of soil and rain-water pipes
and of sinks and lavatory wastes.
B U IL D IN G S.
2. Plans have been prepared showing canteens suitable for 400
and 280 diners. Instructions are given for reducing the second plan
so as to provide only for 150 diners. The question which imme
diately arises is whether the buildings shall be of (a) temporary or
(&) permanent construction. D uring the war there is much to be
said for the erection of a temporary building, mainly on the ground
of cost, rapidity of erection, and the smaller demands made upon
labor.
3. Permanent buildings naturally take longer to erect, the cost
varies from 25 to 40 per cent more than in the case of a temporary
building, and the demands made upon labor are greater. On the
other hand, a permanent building is, of course, more satisfactory and
costs proportionately less than the temporary building for main
tenance. In normal times the case for the permanent building is a
strong one, but at the present time for canteen purposes the tem
porary building should be the type adopted.
4. The construction of temporary buildings is dealt with in more
detail on the drawings, but it should not be overlooked that the wear
and tear of the floors is considerable, whether in the mess rooms or
in the kitchens, and in view of this the floors generally should be of
concrete, finished with a granolithic face. This type of floor is
smooth, hard, durable, and impervious and is easily washed down
after meals. Advantage should, wherever possible, be taken of using
local material to save railway carriage, cartage, etc.
5. In a large number of canteen proposals it may be found that
the dimensions of available sites will not admit of the buildings
being erected in accordance with the suggested designs accompany
ing this memorandum and therefore a few remarks are necessary on
the general arrangements which experience proves to be desirable.
The canteen or dining hall, being the principal apartment, should
be arranged with the most convenient methods of egress and ingress
for the workers and with direct approach to the serving counter so
th a t traversing the whole or any great portion of the dining hall to
obtain food is avoided. Barriers in front of the counters are ad
visable to allow of each diner obtaining his or her food in the order
of arrival so that there may be no possibility of crowding or push
ing, which is sometimes frequent where large numbers are concerned.
Adequate gangways or passageways for each diner to proceed to the
dining tables without interruption to other diners are essential. The
kitchen should be situated as centrally as possible with regard to the
38
WELFARE WORK I N BR ITISH M U N IT IO N FACTORIES.
dining room, which it should adjoin. The wash-up or scullery should
open out of the kitchen and should abut immediately upon the main
dining hall. A counter or shelf with communicating hatch should be
provided to admit of dirty crockery being handed direct to the hotwater sinks. In addition to the sinks in the scullery such accommo
dation is also required in the kitchen for the use of the cook in the
preparation of food. The sinks should be supplied with hot water
from an independent boiler, which should be placed as near as prac
ticable to the sinks (or otherwise, see par. 14). The sanitary accom
modation for the canteen should preferably be situated in an isolated
block of buildings adjacent to the canteen, but the requirements in
this respect depend upon the sanitary accommodation already exist
ing in adjoining buildings and each case will have to be considered
on its merits.
V E N T IL A T IO N A N D L IG H T IN G .
6. Ample window space (with a large proportion of the windows
opening) is desirable for light and ventilation, and in no case
should the total glass area of the windows be less than one-tenth of
the floor area of the various rooms in which they occur. The fan
lights for casement windows should be hinged at the bottom and
fall inward. Glazed cheeks or gussets should be provided to admit
of continuous ventilation, and at the same time! prevent down
draft. All casement windows should be made to open for use in
warm weather, and to flush the rooms with air after the principal
meal. Louver ventilators under the roof or in turrets provide ven
tilation for the main mess room. A simple cord attachment to
wooden flaps should be provided to admit of these ventilators being
closed during cold or windy weather. The kitchen should be pro
vided with a continuous louver ventilator, as indicated on the draw
ings. I t is desirable, where electric or other power is available, that
an exhaust fan should be placed in the kitchen to extract the heat
and steam from the kitchen and scullery, and incidentally assist in
the general ventilation of the dining rooms. Larders should face
north and have nearly half the glass omitted in the window panes
and perforated zinc panels substituted to provide suitable ventilated
storage for perishable food.
E X T E R N A L A ND IN T E R N A L M A T E R IA L S.
7. The selection of materials, owing to the high prices obtaining,
presents some difficulty at the present time. Formerly one of the
most favored external coverings for temporary buildings was gal
vanized corrugated sheet iron. The cost of this material, however, is
now almost prohibitive and alternatives are ungalvanized corrugated
sheets (painted) or roofing felts. These felts are usually laid on
C A NTEEN CONSTRUCTION AN D EQ U IP M E N T .
39
the boarding with a lapped joint and patent cement supplied by the
makers, the sheets being then secured with galvanized clout or large
flat-headed nails. Only the stoutest material of the respective makers
should be used to insure a water-tight roof. Light asbestos slates also
provide a satisfactory, although somewhat heavier, roof covering.
All roofing felts need careful laying, otherwise bulging occurs, which,
in addition to being unsightly, is a frequent cause of a defective roof.
8. A large variety of materials are available for the external cover
ings of the walls, among which may be mentioned feather-edged
wTeatherboarding (treated with creosote), ungalvanized painted sheet
iron, plaster finished in cement, secured to the wood framing by ex
panded metal, asbestos slates, or other materials. Internally plaster
and cement on expanded metal, asbestos sheets (the joint covered by
a small fillet), match boarding or various other materials can be used
above the dado. The dado should, however, be somewhat stronger;
f-inch match boarding is suitable. Thin sheet iron (painted) has
also been used; or linoleum on flat-jointed boarding provides a suit
able dado and is easily cleaned. The interior of the building should
present a clean and cheerful appearance and distempers of a fairly
light tin t are preferable. Straw color, primrose, duck’s-egg green,
or French gray are suggested as suitable. An alternative color
scheme would be a dark green dado about 5 feet high with 2-inch
black line and the remainder of the walls, including the roof, finished
white, the roof principals being stained a dark brown.
W A RM IN G A N D L IG H T IN G .
9. Central heating by radiators or hot-water pipes would, no
doubt, provide the most satisfactory means of heating the building.
The cost, however, of such a heating installation adds so consider
ably to the initial cost of the whole scheme th at it becomes extremely
doubtful if the expenditure is warranted, especially in view of the
fact that for four or five months of the year no artificial heating is
required. ' Where central heating is not provided, use may be made
of an independent stove, standing on the concrete floor, the stovepipe
being carried up through the roof. Such stoves may be obtained
from any iron founder or ironmonger at varying prices.
10. The steps to be taken for the prevention and extinction of fires
should be fully considered. The method of e a rn in g the stovepipe
through the roof should be carefully planned, as, owing to the com
bustible nature of the timber in roofs, defective construction at this
point may prove a source of danger to the building from fire. The
construction may simply consist of asbestos packing, a sheet-iron
sleeve piece, with lj-in ch space between the sleeve piece and the
stovepipe, and a hood to keep the rain out.
40
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
11. Where electricity is available it is no doubt the most satis-*
factory means of artificial illumination, otherwise gas should be used.
CO O K IN G A PP A R A T U S A N D K IT C H E N E Q U IP M E N T .
12. The cocking arrangements in an industrial canteen naturally
form an im portant part in the equipment of the building. There
are various means of cooking food, but for canteen purposes atten
tion may be confined to: (a) Electricity, (b) gas, (c) coal, (d )
steam.
(a) Electricity as a cooking factor has not hitherto been very
largely used, but in any case where the power can easily be provided
it is worthy of consideration.
(b) Where gas in sufficient quantity is available, gas cooking is
usually preferred on account of cleanliness, efficiency, and saving of
labor.
(c) Coal is suitable in districts where it is obtainable at cheap
prices, or where gas is unobtainable.
(d) As the adoption of steam cooking necessitates the installation
of an expensive plant, this method need not be considered unless a
special supply of steam is available.
13. The relative position of cooking apparatus naturally varies
with the type of apparatus used, but, generally speaking, it has been
found better to have the stoves and roasters in the center of the
kitchen, with the steamers or boilers behind and the carving table
and hot closets adjacent to the serving counter. The serving of tea,
etc., should be kept quite separate from the general service table.
14. I t is most essential th at there should always be a plentiful
supply of hot water through the sink taps for washing-up purposes.
There are several alternative methods of producing this, among which
are the following:
(1) Circulator boiler connected to a storage system.
(2) Large hot-water geyser.
(3) Separate boiler over each sink.
15. The maintenance of cleanliness is one of the most im portant
points in the whole scheme of a canteen, and it is one that the workers
are quick to appreciate. In the mess room all floors, tables, seats, and
windows should be thoroughly cleansed every day, and in the kitchen
all cooking apparatus should be well scoured and kept scrupulously
clean. The table equipment should always be well washed and
polished. The immediate surroundings of the canteen should be
kept free from accumulated rubbish and refuse, as by this means
trouble from flies is greatly reduced.
41
CANTEEN CONSTRUCTION AND EQ U IP M E N T .
CA T ER IN G E Q U IP M E N T .
16.
The following is a list of articles required. The number to be
ordered will depend on the size of the canteen and the accommoda
tion for which it is to provide. I t is never advisable to purchase
inferior table and cooking equipment. As prices vary considerably
no estimates are given. Speaking generally, however, it may be said
that inclusive equipment will be approximately 32s. ($7.79) per head
for 100 persons, 21s. 6d. ($5.23) for 500, and 20s. 9d. ($5.05) for 1,000:
I . — C a t e r in g
A c c o u n t
O f f ic e E q u ip m e n t .
books,
IV . —
Gla ss
and
C rockery.
e tc .
C u p s
( liq u id
c a p a c it y
10
o u n ce s)
a n d
C h a ir s .
s a u c e rs .
D e sk.
E g g
S a fe
fo r
cups.
m oney.
J u g s
II. —
fo r
w a te r
( liq u id
( liq u id
c a p a c it y
c a p a c it y
2
p in ts ) .
M e s s R oom.
M u s ta rd s .
A m e r ic a n
a n d
o r
lin o le u m
fo r
t a b le s
c o u n te r.1
C h a ir s
C a s h
c lo t h
o r
b e n c h e s .2
fo r
m a t
(2
in c h e s
d is h e s
a t
(d a rk ).
fo r
m e a ts
in c h e s — o n e
d o o r.
3
(a s s o rte d
I f
p in t s ) .
s iz e s ) .
P e p p e rs .
w in d o w
fe e t
a n d
s iz e
p u d d in g s
(1 0 £
o n ly ) . 6
S a lts . 7
in c h e s
o r
2
fe e t
w id e ) . 3
W a s te - p a p e r
b a s k e ts .4
6
(7 i
S m a ll
p la te s
S u g a r
b a s in s .
S o up
T a b l e E q u ip m e n t C u t l e r y .
II I . —
ju g s
P la t e s
C u r ta in s
S c ra p e r
ilk
M e a t
t ill.
T a b le s
M
b o w ls
in c h e s ) .
( p r e f e r a b le
to
p la t e s ) .
T e a p o ts .8
Tumblers (liquid capacity 13 ounces).
C a r v in g
D e s s e rt
F o rk s
k n iv e s
a n d
sp oons
(7 f
K n iv e s
M u s ta rd
(7
in c h e s
(9 J
in c h e s
in
in c h e s
fo rk s .
V in e g a r s .
in
le n g t h ) .
le n g t h ) . 5
in
S a lt
o r
s te a m e rs
fo r
v e g e t a b le s
a n d
p u d d in g s .
B o ile r s
spoons.
T e a sp o o n s
C o o k in g a n d S e r v in g A p p a r a t u s .®
B o ile r s
spoons.
S t e e ls .
T a b le s p o o n s
V .—
le n g th ) . 5
(8 £
(5 |
in c h e s
in c h e s
in
in
le n g t h ) .
le n g th ) .
te a ,
fo r
h e a t in g
w a te r
fo r
m a k in g
e tc .
C a r v in g
t a b le .
1 In som e o f th e b est m a n a g ed c a n te e n s th e use o f ta b le c lo th s h a s been fou nd q u ite
s a tis fa c to r y .
2 C hairs a r e g e n e ra lly fo u n d to be m ore co m fo rta b le an d s a tis fa c to r y th a n form s, par
tic u la r ly w h ere th e w ork ers w a it upon th em se lv e s.
3 I f sp ace p erm its, freq u en t p a ssa g e s b etw een th e ta b les sh ou ld be allo w ed for.
4 W a ste paper b a sk ets, p refera b ly w ire o n es, sh o u ld be p rovid ed ab ou t th e m ess r o o m ;
th e effect th e se h a v e on th e gen era l tid in e ss o f th e room i s con sid erab le. T ru ck s can be
u sed for th e c o lle c tio n o f d ir ty crockery, etc.
5 L arge k n iv es and fo rk s o n ly are n e c e s s a r y ; th e m o st s u ita b le k n iv es are th o se w ith
so lid m e ta l h a n d les.
6 T he p r o v isio n o f flat-top ped covers fo r th e p la te s o f food is su g g e ste d , as th ese keep
th e fo o d h o t, an d ren der th em m ore e a sily sto red in th e h o t c lo se ts.
7 P o u rer s a lts can be u sed , bu t it is g e n e ra lly fo u n d th a t an o rd in ary s a lt and spoon
is best.
8 I t is n o t g e n e ra lly a d v isa b le to su p p ly a te a p o t fo r each in d iv id u a l, and on ly cups of
te a sh o u ld be served. T he te a can be m ade in one g a llo n te a p o ts, bu t can be m ost
eco n o m ic a lly served from an urn.
0 In som e d is tr ic ts th e lo c a l g a s com p an ies w ill h ire o u t s to v e s, etc., for cooking.
42
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
H o t- w a te r
a p p a ra tu s
fo r
w a s h in g
up,
O ve n
S to c k
fo r
s t o r in g
c u t- u p
p la t e s
o f
e tc .
p o t.
G r illin g
s t r a in e r
a n d
la d le .
G ra te rs .
oven.
c lo s e t
m e a t,
b in .
k e t t le .
G ra v y
ra n g e .
B o a s tin g
H o t
F lo u r
F is h
e tc .
t a b le .
J a p a n n e d
tra y s .
K n if e
m a c h in e .
K n if e
boxes.
K it c h e n
c h a ir s .
K e t t le s .
V I .— L i n e n .
*
D u s te rs .
G la s s
c lo th s .
K itc h e n
R o lle r
s t r a in e r s .
t o w e ls
a n d
r o lle r .
ir o n
t o w e ls .
M e a t
c h o p p e r.
R e q u is it e s , etc.
B a k in g
B a s s
B o x
P a s try
R ig id
tin s .
S c a le s
Scoop.
o f
m ix e d
to o ls
a n d
a c c e s s o r ie s .
k n if e .
C o o ks’
m a c h in e .
k n iv e s .
C o v e re d
S in k s
s a n ita r y
a n d
a n d
S w e e p in g
(a
S in k
S in k
b in s .
T in
C o rk s c re w s .
D u s tp a n
b ru s h e s .
b ru s h e s .
b ru s h e s .
w a s h in g - u p
T e a
b y
2 b y
1 fo o t).8
ra c k .
U rn s
( h o ld in g
W
ir e
d is h
W
ir e
s ie v e s .
pa ns.
3
c a n is t e r .
cans.
d re d g e r.
is
b a s k e ts .
p ie
d is h e s .
s iz e
o p e n e r.
T o w e l
b o w ls .
good
b ru s h e s .
E n a m e le d
F lo u r
p in .
w e ig h ts . 1
E n a m e le d
F r y in g
r o llin g
S t e p la d d e r .
b o a rd .
E n a m e le d
a n d
S a ucep ans.
C o la n d e r s .
C h o p p in g
m a c h in e .
b a s in s .
b o a rd
S c r u b b in g
B r e a d - c u t t in g
c o v e rs .
t a b le .
b ro o m .
B re a d
tin
ra c k .
P u d d in g
V I I .— K it c h e n , S c u l l e r y , a n d L arder
w it h
m a c h in e .
p e e lin g
P la t e
p o ts
s q u e e z e rs .
s a fe .
P o ta to
h a n d
o v a l
spoons.
M e a t
M in c in g
S w a b s.
S m a ll
b la c k
L e m o n
ru b b e rs .
M u s lin
L a rg e
L a rg e
W o o d e n
c a p a c it y
4-6
g a llo n s ) . 3
c o v e rs .
spoons.
17.
In the preparation of the above memorandum the committee
have had the advantage of the expert advice of a number of authori
ties, including Mr. D. N. Dyke, of His Majesty’s Office of Works,
Mr. A. F. Agar, the adviser of the catering department of the
Young Men’s Christian Association, and other persons of practical
experience.
1 W hen la rg e q u a n titie s o f food h a v e t o be p u rch a sed , a p la tfo r m sc a le s is su g g e ste d
a s w e ll a s a sm a ll cook’s sc a le s. I t is m o st im p o r ta n t t h a t e v e r y th in g sh o u ld be w eig h ed
an d checked.
2 T here sh o u ld a lw a y s be a t le a s t tw o sin k s p ro v id ed , on e fo r th e cook’s ow n use, and
th e o th er, or o th ers, fo r th e g e n e ra l w a sh in g up.
3 U rn s w ith e a rth e n w a r e lin in g s a re recom m ended, a s th e o rd in ary u n lin ed u rns sh ow
a ten d en cy a fte r a tim e to im p a rt an u n p le a sa n t ta s te to th e tea.
CANTEEN CONSTRUCTION AN D E Q U IP M E N T .
48
18.
Communications respecting canteens and their equipment
should be addressed to the Secretary, Canteens Committee, Central
Control Board, Canada House, Kingsway, London, W. C.
Signed on behalf of the committee,
G e o r g e N e w m a n , M. D.,
Chairman.
E. H. P e l h a m , Secretary.
J a n u a r y , 1916.
INVESTIGATIONS OF WORKERS5 FOOD AND SUGGES
TIONS AS TO DIETARY.
[M em orandum N o. 11.
A second app en dix to M em orandum N o. 3 (In d u str ia l C a n te e n s).]
1. Although shortage of food supplies may not possess for our
selves or our allies the same urgent importance as it does at the
present moment for the Teutonic nations, still, the high prices of
food have rendered of prim ary importance the provision of a nour
ishing and economical diet for the civilian population of the country.
Some examination, therefore, of the value and character of the food
consumed by munition workers seems desirable in the interests of
efficiency. Food is necessary to life; for the living body is always
losing energy in the form of heat and mechanical work, and this loss
is made good by food. The food taken, however, should be regu
lated by the loss of energy it is required to replace^ and not, as it
often is, by overindulgence of the appetite. The loss of energy due
to cooling of the surface of the body is greater than that due to
mechanical work; the latter is variable and may be small. The
amount of food required bears a closer relation to the extent of
the surface of the body than to its weight; owing to the greater
cooling surface of their bodies, tall lean men require more food than
short fat men of equal weight, and the latter, in spite of eating less,
may continue to grow fat. Growing boys and girls require com
paratively more food than adults for two reasons: (a) Their bodies
present a greater cooling surface compared with their weight, and
(b) they have not only to make good the daily loss of energy, but
also to have energy necessary for growth.
2. The amount of physical force expended in daily work and the
environment of the work have a great effect on the requirements of
the body for food. H ard labor and exposure to open air together
call for increased food supply; sedentary work in an artificially
heated and confined atmosphere, on the other hand, reduces the out
put of energy and less food is required. An ordinary laborer may
lose one-sixth or more of his total energy output as work, and the
remainder as body heat. A sedentary worker may lose little energy
as work, and almost all as body heat. The loss due to this latter
44
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
cause, as activity increases, grows out of proportion to the actual
energy expended as work.
3. Natural foods yield the essentials required to replace the energy
expended and for the repair and growth of the body. They contain
these essentials in the form of protein, fat, and carbohydrates, and
also supply salts and certain substances of unknown nature, called
vitamines, which exist in minute quantities in fresh foods and are
necessary for the growth and health of the body. Protein is the
chief solid constituent of lean m eat; it is also present in milk, cheese,
and eggs; and occurs in all vegetables, particularly in flour (bread),
peas, and beans; it is not only a source of energy, but it is also a
body builder, and no dietary can be complete without it. F a t is
chiefly derived from animals; nuts also are rich in fat (from which
margarine is made), but other vegetables only contain fat in a
much smaller degree. Carbohydrates are mainly derived from vege
tables in the form of flour, potatoes, or sugar.
F at and carbohydrate can replace one another in a diet, but the
body digests and deals best with a certain proportion of each. F at,
however, yields weight for weight more than twice as much energy
as carbohydrate, and so in cold climates and cold weather more fat
is naturally eaten. Experience shows that the diet should include
raw food, fruit, or salads. The consumption of fresh fruit, such as
apples, oranges, or bananas, is highly to be commended, and should be
actively encouraged by the provision of good fruit at the lowest pos
sible prices.
Fortunately, the cheaper foods (bread, margarine, porridge, milk,
herrings, cheese, beans, onions, cabbages, oranges, and the cheapest
cuts of meat) provide all the requisite nourishment, and probably bet
ter health, than is derived from more highly flavored and expensive
foods which only artificially stimulate the appetite. The drinking
of strong tea many times in the day is physiologically unsound, as
also is the consumption of sweetmeats between meals, especially by
boys and girls.
4. Fatigue prevents the proper digestion of food, and one of the
earliest symptoms of overwork is some form of digestive derange
ment ; further, since nervous energy is required to control the work of
the digestive organs, nervous fatigue, as well as physical fatigue, is
followed by digestive disturbances. A tired man accordingly benefits
by a brief rest before a meal. Food should be taken regularly and
not hurriedly, and the energy so taken should be distributed fairly
evenly over the d ay ; thus strength is maintained and the digestion at
no time overloaded. Food should not be taken between meals or at
INVESTIGATION OF WORKERS
45
FOOD.
frequent intervals, because a good digestion depends upon a keen
appetite.
5. Calculation of energy value of foodstuffs.—The energy value of
a foodstuff can be determined by burning a weighed quantity of it in
a suitable apparatus called a calorimeter, and ascertaining how much
heat it gives off. The large calorie, which is used as the unit of
energy value, is the amount of heat required to raise 1 kilogram
(I f pints) of water through 1° Centigrade (1.8° Fahrenheit). Cal
culation has shown that, when dried, foodstuffs contain the following
energy value:
One g ram 1 of—
P r o t e i n -------------------------------------------------------- C o n t a i n s 4 . 1 c a l o r i e s .
C a r b o h y d r a t e ______________________________________________________ C o n t a i n s 4 . 1 c a l o r i e s .
F a t ------------------------------------------------------------- C o n t a i n s 9 . 3 c a l o r i e s .
6. The energy expended in mechanical work can also be expressed
in calories, for 1 calorie has been found to be equivalent to the
energy expended in lifting 1 kilogram through 425.5 meters, which
is about the energy expended by a man 70 kilograms (11 stone) in
weight in walking up a staircase 6 meters (about 20 feet) in height.
Such a man would require 1 extra calorie in the energy value of
his food to make good this expenditure of energy. Even in walking
on the level the body is raised at each step, and the calculation has
been made that to walk 2.7 miles in an hour on a level road calls
for the expenditure of 160 calories in a man of 11 stone.
7. Investigations made by a number of authorities indicate that
about 15 per cent of the energy expended is derived from protein,
and about 80 per cent from fats and carbohydrates combined; that
is to say, that normally protein supplies only one-fifth of the total
energy expended. Numerous investigations have shown th at the
energy required by a man engaged in fairly light munition work
is about 3,500 calories of food as purchased. Where calculations are
based (as they are in this report) on food as eaten the minimum
canteen diet may be taken to be about 3,000 calories when balanced
among the three classes of foodstuffs in the following proportions
of dried weights:
P r o t e i n ___________________________________________________________________________________ 1 0 0 g r a m s .
F a t ___________________________________________________________________________________________1 0 0 g r a m s .
C a r b o h y d r a t e __________________________________________________________________________
4 0 0 g ra m s .
1 To ex p ress in term s o f c a lo r ies per pound it sh o u ld be rem em bered th a t 1 pound is
equal to 4 5 3 .6 g ra m s ; 1 ou n ce is equal to 2 8 .3 5 gram s.
E x a m p l e .— Suppose 1 pound o f r o a st beef co n ta in ed —
26. 75 per cent.
P r o te in
12. 90 per cent.
F a t ___
In th is ca se th ere w o u ld be (2 G .7 5 X 4 .1 ) + ( 1 2 . 9 0 X 9 .3 ) = 2 2 9 c a lo r ies per 100 gram s.
In th e pound o f m ea t th ere w ould , th erefo re, be 2 2 9 X 4 .5 3 6 = 1 ,0 4 0 calories.
46
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
This diet will often be supplemented with fruit or other small addi
tion, according to individual taste. Men engaged in hard physical
work, especially in the open air, require a good deal more energyproducing food, and may consume as much as 4,500 calories with
advantage. On the other hand, the energy required from food by a
man clothed, lying at complete rest, at ordinary room temperature
in a still atmosphere, is about 1,600 calories of eaten food, while for
a man engaged in a sedentary occupation as little as 2,200 calories
may suffice.
An average adult woman worker requires rather less (about 0.8
or 0.9) than a man.
R E S U LT S O F R E C EN T IN Q U IR Y .
8.
Canteen meals.—In order to determine the kinds of dietaries
provided for munition workers specimen meals were obtained, by
personal visit or otherwise, from a number of canteens attached to
munition works, and, to serve as a contrast, from other sources as
well. The amount of protein, fat, and carbohydrate in each meal
were estimated, the calorie value was calculated, and the costs of the
meals and number of calories per penny determined. See Table I.1
1 T he m eth od o f m a k in g th e e stim a tio n s w a s th e sam e in e a ch case. T h e in g r e d ie n ts
w ere a ll th o ro u g h ly m ix ed a fte r w e ig h in g ea ch sep a r a te ly so t h a t d ie ta r ie s cou ld a fte r
w a rd s be co n str u c te d from th e W eights. A n a liq u o t p a r t o f th e in tim a te m ix tu r e w a s
th o ro u g h ly dried a n d w eig h ed . In th e dry m a te r ia l p ro tein w a s d eterm in ed from a
n itro g e n e stim a tio n , th e f a t by o th er e x tr a c tio n s in a S o x h le ts a p p a ra tu s, th e a s h by
b u rn in g and w e ig h in g , and th e ca rb o h y d ra te by d ifferen ce. In th is w a y th e a m o u n ts
o f dry p ro tein , fa t, and ca rb o h y d ra te, r e sp e c tiv e ly , in th e m eal w ere ob tain ed , and from
th e s e th e ca lo r ie v a lu e w a s ca lc u la te d .
47
INVESTIGATION OF WOBKEES* FOOD.
T able I.
Dry weight, in grams.
Factory or
restaurant.
Style of ca
tering.
No. 4..
Professional.
No. 5..
A m ateur___
No. 6..
........do............
A
students’
club.
Professional.
Popular res ........do............
taurant.
No. 7 . .
Amateur___
Working clas:
restaurant.
Professional.
No. 3 ( A ) . . .
W orks..........
No. 3 ( B ) . . .
........do............
No. 1...........
Professional.
N o. 2 ( A ) . .
W orks..........
No. 2 ( B ) ___
.do.........
Ingredients.
Potatoes, cabbage,
steak, pudding,
jam roll.
R oa st m u tto n ,
boiled potatoes,
cabbage, and rice
pudding.
Potatoes, cabbage,
steak pudding,
rice pudding.
Roast beef, boiled
potatoes, cab
bage, sirup roll.
Steak pudding,po
tatoes and cab
bage, sirup pud
ding.
S te a k p u d d in g ,
peas and pota
toes, jam roll,
rice pudding.
Meat pudding, po
tatoes, cabbage,
suet pudding.
Roast beef, pota
toes and peas,
sago pudding.
Liver and bacon,
p o ta to e s and
peas,
currant
pudding.
Meat pudding, cabbage; potatoes,
and jam roll.
R o a st m u t t o n ,
potatoes, peas,
currant
pud
ding, bread.
Liver and bacon,
potatoes
and
peas,
currant
pudding, bread.
CarPro
botein. Fat. hy- Ash. Total.
drate.
Total Calo
calo ries
per Total cost.
ries.
Id.
s.
d. C ts.
0 6 (12.2)
35.0 42.0 127.0
5.0 209.0 1.053.0
175
48.0 51.0
87.0
7.0 193.0 1.025.0
146 0 7 (14.2)
36.0 30.0
93.0
4.0 163.0
806.0
34.0 28.0
101.0
3.0 166.0
814.0
58 1 2 (28.3)
44.0 42.0 193.0
3.0 282.0 1.344.0
79 1 5 (34.5)
51.0 42.0 204.0
8.0 305.0
29.0 39.0 128.0
4.0
31.0 31.0 131.0
101 0
8 (16.2)
1.433.0
0 5 (10.1)
200.0 1.004.0
125 0 8 (16.2)
5.0 198.0
948.0
135 0 7 (14.2)
55.0 30.0 160.0
6.0 251.0
1.155.0
165 0 7 (14.2)
32.0 52.1 178.4
7.5 270.0 1.346.0
192 0 7 (14.2)
22.8 180.1
7.1 258.4 1,177.9
131 0 9 (18.3)
58.7 30.1 180.2
7.3 268.9 1.259.0
140 0 9 (18.3)
55.5
The results obtained show that the average canteen dinner is a good
one, containing, as it should, an energy value of about 1,000 calories,
well distributed among the amounts of protein, fat, and carbohy
drate. A part from calorie value, inspection of the dinners showed
that meat, vegetables, and puddings were made of good materials and
were well cooked. The cost compares favorably with cafe or restau
ran t charges, and so the worker gains in pocket and obtains a dinner
of good food, well prepared. For the relief of monotony, an im
portant factor in connection with industrial canteens, a change of
surroundings during the meal and a short walk before partaking of
it are desirable. On this account, and also on account of the im
portance of ventilating the workshop so th at the air may be fresh
when the workers return, the custom of eating meals within the
workshop should be discontinued, and all food should be taken,
whether in a canteen, restaurant, in the open air, or at least away
from the ordinary place of work.
48
WELFARE WORK I N BRITISH M U N IT IO N FACTORIES.
9.
Food brought by workers.—The next subject investigated was
the nature and energy value of meals brought by workers from their
own homes. Many workers who bring their own food often supple
ment it by purchasing sweets, cake, or fruit and by taking tea or
drinking mineral waters. Even where there is no canteen estab
lished, facilities are often provided for heating carried food and for
supplying hot water to make tea; and there may be places where
sweets, cakes, chocolates, mineral waters, and sometimes fresh fruit
can be purchased. The workers from whom meals for analysis were
obtained were not asked beforehand to bring a sample meal, but were
interrogated at the entrance gate and asked if they would exchange
the contents of their dinner basket for a sum ample to buy a meal
at the canteen.
The following results were obtained:
(1) Meal brought from home by man on night shift—
R a b b i t a n d v e g e ta b le s i n b a sin .
P r o t e i n ________________________________________________________
2 8 .9 g ra m s i
F a t ______________________________________________________________
7 .6 g r a m s
1 6 8 3 . 4 c a lo r ie s .
C a r b o h y d r a t e _____________________________________________ 1 2 0 . 8 g r a m s J
This meal contained no pudding or other sweet, so probably the
owner meant to supplement it by minor purchases at the canteen.
(2) Meal brought from home by man on night shift—
S a u s a g e r o l l ; b re a d a n d b u t t e r a n d h a m ; a n d c h e e se .
P r o t e i n ________________________________________________________
3 6 .2 g ra m s i
F a t ______________________________________________________________
5 8 .2 g ra m s
1 1 , 4 4 8 c a lo r ie s .
C a r b o h y d r a t e _____________________________________________ 1 6 0 . 5 g r a m s J
(3) Meal brought from home by boy, aged about 15, on night
shift—
D is h o f p o t a t o e s , to m a to e s , a n d b a c o n ; j a m p u f f ; a c a k e ; b r e a d a n d b u t t e r a n d
ja m .
P r o t e i n ------------------------------------------------
3 1 .7 g ra m s i
F a t -----------------------------------------------------
6 1 .4 g ra m s
C a r b o h y d r a t e --------------------------------------
2 4 8 .3 g ra m s J
1 1 , 7 1 9 c a lo r ie s .
These meals may be compared with the meal supplied by canteen
of the factory (No. 1 in Table I ). The boy’s meal with its 1,719
calories as contrasted with the 1,346 of the canteen, or with the 1,448
of the man, illustrates the effect of growth and work in producing
appetite, but, even after allowance is made for growth, it is probably
excessive.
INVESTIGATION OF WORKERS* FOOD.
49
10. Food of women workers.—The dietaries of women workers
were next examined; and in Table I I the energy value of food ob
tained from women’s restaurants, from a works canteen, and from
workers is contrasted. The meal from restaurant No. 1 is a sensible
meal supplied at small cost, but that from restaurant No. 2 is an
example of the unsatisfying meals which pale-faced young women
may often be seen consuming in popular cafes. In considering the
canteen meals a portion of sweet should be added to each meat dish;
the meal then totals up to between 500 and 70(f*calories of energy
value for the sum of 7 to 8 pence. Unless somewhat larger meals are
eaten at home, this is too near the minimum required for girls work
ing long hours and traveling considerable distances to and from
work. Each of the three normal meals of an average workingman
should contain 1,000 calories, as eaten, and of a working woman 0.8
to 0.9 of this am ount; that is, from 800 to 900 calories. *
11. Girls who bring their own dinner often buy in addition a por
tion of pudding or cake from the canteen, and the analyses show
that this portion adds from 150 to 300 calories to the meal. The food
brought from home varies greatly in nutritive value from 295 to
1,143 calories; while the latter is sufficient without anything from the
canteen, the former could scarcely be made enough even if a double
helping of pudding were added. Whether deficiencies in the meal
taken during the working period are made up by more liberal meals
at home, or whether these meals also are deficient could not be ascer
tained ; but even if the home meals are more liberal the distribution
of the day’s eating is on wrong lines; for in a long day’s work, say of
12 hours, there should be a good meal in the longest break, if the
efficiency of the worker is to be maintained for months and years.
Experience, however, indicates that for a large class of workers home
meals are hurried, and, especially for women workers, too often con
sist of white bread and boiled tea. A worker starting the day with a
bread-and-tea breakfast and walking or traveling for an hour or
more to work can not remain for long an efficient worker, and prob
ably much broken time and illness arise from this cause.
9 4 1 4 9 °— B u ll.
2 2 2 — 1 7 ------ 4
50
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
T a b le
II.
Weight in grams.
Source of meal.
Dry.
Ingredients.
Calo
ries.
Total
cost.
Gross.
Women’s restaurant----
mnttnnT______ _____
Boffed potatoes...................
Roll.............................................
Milk............................................
Girls’ canteen:
Meat dishes...............
Extra and
dishes.
sweet
Meals brought from
home.
Stewed prunes.........................
Sirup..........................................
Stewed steak............................
Potatoes.....................................
Peas............................................
Roast beef.................................
Potatoes.....................................
Cabbage......................................
Roast m utton...........................
Potatoes.....................................
Cabbage.....................................
Stewed fruit and custard—
Rice pudding...........................
Seed cake and bun loaf.........
Roll.............................................
B utter........................................
P otato........................................
Pastry - - ....................................
Rabbit........................................
Pastry........................................
Roast pork................................
Y orksmre pudding.................
Potatoes...................................
Cabbage.....................................
Roast beef.................................
Potatoes...................................
Cabbage.....................................
Haricot beans.......................
50
123
73
157
50
8
15
10
67
20
Pro
tein.
Fat.
•29.0
13.0
109.0
687
d.
cts.
6 (12.2)
8.4
8.0
70.0
397
7 (14.2)
4.0
56.0
426
6 (12.2)
3.1
34.9
281
6 (12.2)
3.0
36.1
281
6 (12.2)
3.3
2.4
6.0
7.1
60.0
32.0
46.3
34.0
300
166
262
227
2
1
1
1
92
200 >39.0
70
69
127 26.5
47
66
117 •25.7
98
5.8
276
3.1
133
3.9
72
61 1 5.3
9
87
100 29.5
36
112
215 51.5
70
72
128 32. S
94
78
64 30.4
71
50
Carbo
hydrate.
34.9
93.7
871
54.2
104.4
1,143
14.4
77.2
( 4 .1 )
( 2.0)
( 2.0)
( 2.0)
590
*
4.7
30.8
295
12.
Hostel dietaries.—The erection of hostels, required on account
of the inadequacy of preexisting accommodation for housing the
suddenly increased personnel of certain large munition factories, has
afforded an opportunity of investigating the whole daily dietary
of operatives. The investigation was made at a well-managed hostel
where each worker may eat as much as he or she desires. In the
dining hall there are separate tables for men and women; and by
weighing the food supplied to a definite number at given tables, and
by weighing the uneaten residue, the cost of each ingredient being
known, the management obtained the cost price of food per week,
and found it amounted^ in March, 1916, to 15s. 2d. ($3.69) per man,
and 11s. 9fd. ($2.87) per woman. This gives a consumption for a
woman of 0.8 that for a man, a ratio in agreement with that stated
51
INVESTIGATION OF W O RKERS’ FOOD.
above. The amounts of protein, fat, and carbohydrate present in the
food consumed were estimated by two schemes:
(a) The management weighed the amount of each type of food
supplied throughout the day to (a) six men and (b) six women,
and deducted the amounts unconsumed. The amounts of protein,
fat, and carbohydrate present were determined at the laboratory from
known data.
(b) The hostel was visited personally and the amounts of all the
most important constituents of the menu actually eaten by a large
number of persons were weighed; the average daily ration consumed
per person was calculated from these data, and then samples of the
foodstuffs were analyzed as above.
The results obtained by these two schemes, which closely agree,
are set out in the following Tables I I I and I V :
T a b l e III.—H O STEL D A IL Y D IE T A R Y P E R MAN.
[Calculated from data supplied by management.]
Weight in grams.
Meal.
When dried.
Ingredients.
Gross.
Protein.
Caloric value: Total................................
110
14
170
28
i 80
28
200
228
85
228
28
28
114
i 80
114
28
43
170
Bacon..................
B utter..................
Bread...................
Sugar....................
M ilk.....................
Jam.......................
F ish .............. , . . .
Potatoes..............
Bread...................
Pudding..............
Sugar...................
B utter..................
Bread...................
M ilk.....................
Meat.....................
B utter.................
Pickles.................
Bread...................
3,847
25.3
3.0
12.0
47.0
11.3
2.0
2.5
3.0
36.2
4.0
6.0
7.3
1.0
1.0
9.3
.6
8.0
2.5
37.6
.6
22.6
1.4
3.0
3.5
22.6
12.0
152.9
2.0
129.7
5.0
89.4
491.3
626.9
1,206.2
2,014.3
1 Cubic centimeters.
The food consumed by women similarly worked out gives a total of 3,070 calories.
89.4
28.0
4.0
14.0
55.0
44.7
70.0
28.0
oo
8*'
Breakfast................ 3J ounces.............
£ ounce................
6 ounces...............
1 ounce................
£ p in t...................
1 ounce................
7 ounces...............
D in n e r ___
8 ounces...............
3 ounces...............
8 ounces...............
T ea........................... 1 ounce................
1 ounce................
4 ounces...............
p in t...................
Supper..................... 4 ounces...............
1 ounce................
1^ ounces.............
6 ounces...............
A ll m eals................
Carbo
hydrate.
Fat.
52
WELFARE WORK IN BRITISH M U N IT IO N FACTORIES.
TA BLE IV .—HOSTEL A V ER A G E D IE T A R Y P E R MAN.
[D a ta o b ta in ed by p erso n a l v is it .]
Dry weight in grams.
Ingredients.
Meal.
Protein.
Sausage................. ......................
Bread..................................................
Dinner
. . Meat...................................................
Potatoes............................................
fJahhace__ __________________
Apple p ie .
T ea................................ Bread, bultter, and ja m ................
Supper......................... Bread, butiter, ham, and ch eese..
6.3
15.1
12.1
42.7
3.7
2.5
5.3
13.8
44.6
146.1
Carbohy
drate.
Fat.
8.2
30.5
8.4
4.0
Calories.
12.2
1,020.9
96.7
50.6
9.5
66.3
111.6
96.0
442.9
21.2
9.6
55.8
137. 7
973.8
603.4
1,097.4
Calories.
A ll four m eals............ All kinds
Protein.
599.0
fin par and milV used in tea not innlnderl in above..
Fat.
1,280.6
Carbohy
drate.
1,815.9
__________________________ .. ___
Total.
3,695.5
218.0
13. The calorie values obtained by these two analyses, 3,817 (Table
I I I ) and 3,913 (Table IV ) approximate closely; they should satisfy
the requirements of factory workers, unless very heavy work is being
done, and could perhaps be reduced somewhat if facilities for getting
extra food are afforded to anyone who wants more. Excess food
either passes into useless adipose tissue (fat) or is imperfectly uti
lized and impairs the digestion and efficiency.
SIM PL E
D A IL Y
M EA LS D E SIG N E D
TO SE C U R E A W E L L -B A L A N C E D
D IE T A R Y .
M IN IM U M
14. In order to afford assistance to caterers for munition workers,
a series of simple but adequate meals is given below. The daily die
taries are arranged to show different types, such as a light breakfast
and a heavy dinner, or moderate meals all round. The prices quoted
are approximate only, and are based on prices ruling in April, 1916.
The dinners are selected from specimens analyzed in the laboratory,
and the other meals are computed from data obtained from wellmanaged canteens. The .weights given of bacon, meat, etc., are of
cooked food. I f food as purchased is taken as a basis, the weights
stated will need to be somewhat increased; 28 grams are equal ap
proximately to one ounce. Certain articles of diet, not included in
these meals, have their values; thus, an apple or orange gives 60 to 70
calories, and two ounces of sweet or chocolates give 200 calories.
INVESTIGATION OF WORKERS
T a b l e V .—SUGGESTED
53
FOOD.
D A IL Y D IE T A R Y FO R M UNITION W O R K E R S.
N o . 1.
Weight in grams.
Meal.
Dry.
Ingredients.
Calo
ries.
Cost.
Gross.
Pro
tein.
d.
4.0
2.0
.1
.5
5.0
2.0
.75
1.0
2.5
.5
.1
.5
3.5
1.0
2.0
2 boiled eggs.............................
3 slices bread, butter and jam
Sugar.........................................
M ilk............................................
.
D inner.................... Meat, pudding,.
Pudding (jam roll).................
Potatoes.....................................
Cabbage......................................
Tea........................... 2 slices bread, butter and jam
Piece of cake.............................
Sugar..........................................
M ilk............................................
Supper.................... Cold meat..................................
Cheese.........................................
2 slices bread and butter___
Breakfast...............
All meals................
25.5
Cts.
( 8.1)
i * : l ]
( i. o)
(10.1)
( 4.1)
( 1.5)
( 2.0)
( 5.1)
( i . o)
( .2)
( 1.0)
( 7.1)
( 2.0)
( 4.1)
100
175
10
30
120
160
200
120
116
35
10
30
70
35
116
(51.8)
Fat.
Car
bohy
drate.
• 26.2
19.6
107.8
731.7
■ 32.0
52.1
178.4
1,346.0
• 11.9
8.6
93.9
527.0
• 41.5
23.1
64.2
648.0
111.6
103.4
444.3
3,252.0
N o . 2.
Bacon, 3 rashers.......................
Bread, 3 slices, butter and
jam.
Tom ato......................................
Sugar..........................................
M ilk............................................
D inner.................... Roast beef.................................
Yorkshire pudding.................
Potatoes....................................
C abbage....................................
Apple pie and custard...........
Tea........................... 2 slices bread, butter and jam
Cake............................................
Sugar..........................................
M ilk............................................
Supper..............
2 slices bread.............................
Cheese........................................
Meat............................................
Pickles........................................
Breakfast...............
All m e a ls ............
4.0
2.0
( 8.1)
( 4.1)
75
172
.5
( 1.0)
( -2)
( i.o)
( 8.1)
C 3.0)
( 1-5)
( 2.0)
( 3.0)
( 5.1)
( 1-0)
( .2)
( i.o)
< 4.1)
( 2.0)
( 4.1)
( 1.0)
30.0
50
10
30
78
110
200 ■ 44.3
140
171
116
35 ■ 11.9
10
30
116
35 ■ 34.9
50
25
44.9
109.7
989.5
32.3
122.2
9S3.0
8.6
93.9
527.0
21.7
67.2
621.1
(50.7)
121.1
107.5
393.0
3,120.0
53.6
25.3
158.4
1.101.7
93.9
527.0
.1
.5
4.0
1. 5
. 75
1. 0
1.5
2. 5
.5
.1
.5
2. 0
1. 0
2. 0
.5
25.0
Vo. 3.
Breakfast..
Dinner.
Tea..
Supper__
Fried f is h .................................
3 slices bread, butter and jam
Sugar........................................ :
M ilk............................................
L iver..........................................
Bacon..........................................
Potatoes....................................
Peas (preserved).....................
Sago pudding...........................
2 slices bread, butter and jam
Piece of cake............................
Sugar..........................................
M ilk............................................
Irish stew ..................................
2 slices of bread.......................
All meals.
8.1)
•2)
.5 . 1-0)
3.0 ( 6.1)
1.0 ( 2.0)
.75 ( 1-5)
1.0 ( 2.0)
2.0 ( 4.1)
2.5
.5 11:8
. 1 ( .2)
.5 ( 1.0)
4.0 ( 8.1)
4.0
2.0
.1
1.5
4.1)
( 3.0)
24. 0 (48. 7)
110
172
10
30
80
20
200
134
250
116
35
10
30
600
116
11.9
30.0
126.7
8.0 120.0
487.1
3,077. 2
54
WELFARE WORK IN BRITISH MUNITION FACTORIES.
T a b le V .—SU G G ESTED D A IL Y D IE T A R Y FO R M UNITION WO R K E R S—Concluded.
No. 4.
Weight in grams.
Dry.
Meal.
Ingredients.
Gross.
Breakfast...............
2 eggs..........................................
2 rashers bacon.........................
2 slices bread, butter and
jam.
Sugar..........................................
M ilk............................................
Dinner.................... Roast beef.................................
Potatoes.....................................
Cabbage.....................................
Sirup roll...................................
Tea.......................... 3 slices bread, butter and
jam.
Lettuce or radishes.................
Sugar....................................
M ilk............................................
Supper................... 2 slices bread and bu tter. . . .
H am ............................................
Cheese........................................
All meals...............
Calo
ries.
Cost.
d.
Cts.
3.0 (6 .1 )
3.0 ( 6 .1 )
1.25 ( 2.5)
Pro
tein.
110
50
112
( .2)
( 1 .0 )
(10.1)
( 1.5)
( 1.5)
( 3 .0 )
( 5.0)
33.8
10
30
no
182
77 ■ 40.0
120
175
.5 ( 1.0)
• 2 ( .4)
.5 (1 .0 )
2.0 ( 4 .1 )
3.5 ( 7.1)
1.0 ( 2.0)
210 • 16.8
20
30
112
60 • 28.0
35
26.25 (53.2)
119.5
•1
.5
5.0
.75
.75
1.5
2.5
Fat.
Car
bohy
drate.
50.3
65.3
876.1
30.0
101.0
857.0
9.6
132.4
700.1
36.2
64.2
718.3
126.1
362. 8
3,151.0
9.0
708.3
No. 5.
Breakfast..
D inner.
Tea..
Supper. . .
1 sausage...........
1 rasher bacon..
2 slices bread...
Sugar.................
Milk...................
Roast beef.........
Potatoes.......... .
Currant pudding.....................
2 slices bread, butter and
jam.
Sugar..........................................
Milk............................................
1 piece cake...............................
2 slices bread and bu tter___
Ham...........................................
Cheese........................................
All meals.
0)
( -2)
( 1.0)
( 8-1)
1.0 ( 2.0)
2.0 ( 4.1)
1.5 .
1.25 ( 2.5)
.1
.5
4.0
.75 ( 1.5}
2.5
< 5.1)
.1
.5
.5
( -2)
1.0)
1.0)
2.0 4.1)
3.5 . 7.1)
1.0 ( 2.0)
24.0
(48.7)
60
25
116
10
30
80
200
1,002.6
150
136
116
10
30
35
116
60
35
527.0
11.9
718.3
97.2
379.9
2,956.2
15.
In conclusion, I desire to acknowledge the assistance received
by me from Dr. Benjamin Moore, F. R. S., and from Mr. A. Webster
(who has carried out many of the analyses).
L e o n a r d E. H i l l .
J u l y , 1916.
WASHING FACILITIES AND BATHS.
[M em orandum N o. 14.]
1.
In a previous memorandum on “ Special industrial diseases
(No. 8 )” the committee have advocated the provision in factories of
suitable washing accommodation and lavatories, more especially for
W A SH IN G FACILITIES AN D BATH S.
55
workers engaged on processes in which poisonous materials are
manipulated. Though such provision is most needed where poisonous
substances are manipulated or where heat, dust, or dirt are present
to an unusual degree there is a general agreement that washing is
beneficial to the health and efficiency of all workers and that facilities
should be provided wTherever possible. In France and Belgium pro
vision of this nature has been frequently instituted. Account must
also be taken of the beneficial effect upon the self-respect of the
worker who is able to leave his employment clean and tidy. There
is the further question of the association with his fellow travelers of
a man who returns home straight from work from some dusty or
dirty employment. A representative trades-unionist stated in evi
dence before the committee th at—
M a t e r ia l
w o u ld
in g
be
u p
to
h e lp
p u t t in g
re tu rn
re n d e re d
h is
g re a t
a n d
h a v in g
r ig h t
im p r o v e m e n ts
a
a lm o s t
th ro u g h
if
in
a
h im s e lf
h o m e
in
c ity ,
a rra n g e m e n ts
a
f ir s t .
im p o s s ib le
th e
th e
w o rk e r
c o u ld
h a v e
c o n d it io n
A n y t h in g
if
a n d
a
w o rk e r
g e t
to
th e
h a s
to
u p
w a s h in g
a re
o p p o r t u n it y
go
in
c le a n e d
fo r
th e
o u t
w it h
n a tu re
tra v e l
b e fo re
o f
d e s ira b le .
fo r
h is
r e a lly
f a m ily
e v e n in g
a ll th e
w a y
r e t u r n in g
w it h o u t
r e c r e a t io n
hom e,
to
I t
w a s h
th e
is
p e rh a p s
c ity
w it h
f a m ily .
Lastly, there is the relation of cleanliness to good health and per
sonal efficiency, a relation which is sufficiently obvious to make any
emphasis unnecessary.
2.
Experience has shown th a t when opportunities for washing are
provided they are freely used; there may be a short period of inertia
at first, but workers have not only no innate desire to be otherwise
than clean, but soon bring influence to bear upon any of their fellows
who do not avail themselves of the facilities offered. Evidence laid
before the committee and reports received from investigators have
clearly established the desire of many operatives, especially those
engaged in heavy engineering processes, for improved lavatory and
washing accommodation.
T h u s
a
a
m e d ic a l
p r o lo n g e d
f a c ilit ie s
m a d e
p o rts :
ho p e
be
w e re
b a th s
a re
p r e s s io n
w e re
o f it
th a t
a
a d d s
th e
th a t
fo r
p r o v id e d
th e y
a n d
o n
a re
a t ho m e, a n d th e
it
th e
fo r
is
m a d e
f r e e ly
to
a
t e n n is
in
th e
b y
a t
a
fo r
th e s e
m e n
a
m a d e
c la d
u se
in
p a rty .
th a t
th e
m u c h
o f, a n d
a re
sa m e
th a t
in
th e
m u c h
a d v a n ta g e
w a s
o ne
sam e
f ir m
h o t
a n d
so
e n v ie d
o f
a n d
in
v is it e d
a n d
c o ld
w o rk m e n
s u m m e r,
re
fo u n d ,”
T h e
a t
h o t
w a s
h e
e x p r e s s io n s
s w ill. ”
th a t
o u t
se ve n
o th e rs
b e
to
in
p r o v is io n
w ill
eng a g ed
m e
c a r rie d
th a t
th e
m a n y
b e lo n g in g
f la n n e ls
T h e y
a n d
h o w
o p e r a t iv e s
to ld
w h e re
“ good
fa c to ry
h a s
re g a rd
c o n d it io n
a fte r
w h o
re p o rts
o ne
A s
w o rk m e n
p re s e n t
re tu rn e d
s u g g e s t io n w a s m a d e
c o m m itte e
f a c t o r ie s ,
w o rk e rs .
th e
r e s u lt in g
s p a n , f r e q u e n t ly
g o in g
b y
s ta te d
h a v e
th e
th a t
th e
th e
C o n t in e n t
w h o
v e ry
b u t
b y
m a d e
w a s
w a s h in g
a n d
ta k e n
w re r e
b y
e n g in e e r in g
la c k in g ,
w a s
fre s h n e s s
“ In d iv id u a ls
s p ic k
a p p o in t e d
la r g e
re m e d y
e x c e p t io n
fro m
p r o v is io n
p r e m is e s
e ig h t
c o m p la in t s
w ith o u t
v e s t ig a t o r
e v e ry
w a s h in g
h e a rd
g a in e d
p ro c e s s e s .
a t
a d v a n ta g e
“ M a n y
a lm o s t
to
fo r
f u ll
in v e s tig a to r
in q u iry
d u s ty
s h o w e r
le a v e
th e
g iv in g
th e
b y
w o rk e r
f a c ilit ie s - s h o u ld
th e
b e
im
p r o v id e d
56
WELFARE WORK IN BRITISH MUNITION FACTORIES.
< it
h o m e
in
th e
p re s s e s
le a v e
a n d
as
fo r
ho m e
th e
m a y
h im s e lf
h is
d ry
c o n t in e n t a l
com e
f o r c ib ly
w o rk
in
su c h
c lo t h in g
a fte r
u n d e r
a n d
a
a
w o rk e r.
s o m e tim e s
g r im y
h e a v y
Q u e s tio n s
d is c u s s io n ,
b u t
b it t e r ly
c o n d it io n .
d a y ’s
w o rk
T h e
is
o f
w a s h in g
n e v e r t h e le s s
u p o n
th e
a c c o m m o d a t io n
th e
c ra fts m a n
in d ig n it y
p le a s u r e
o f
o f
c h a n g in g
e x
h a v in g
in to
to
c le a n
c o n s id e r a b le . ”
An employer at another munitions center informed the committee
that—
S p ra y
c a n
be
o f
to w e l
in
th e
m e n
b a th s
a re
b o u g h t
a n d
a t
soap.
fo u n d ry
a re
e s p e c ia lly
n o t
in
p r o v id e d
th e
to
in
ra te
f o r th e
o f
S e ve n
w a s h
a n y
10
m in u t e s
th o ro u g h ly
w a y
f o u n d r y n ie n ,
fo r
s p e c ia lly
3d.
o u t
(6
o f
b e fo re
w h o
c e n ts )
;
w o r k in g
s t o p p in g
s e le c t e d
th e y
n u m b e r
t h is
h o u rs
t im e .
u se
a b o u t 100.
c h a rg e
th e
a re
T ic k e t s
in c lu d e s
a llo w e d
T h o u g h
s p ra y
th e
ea ch
th e
b a th s
u se
m a n
fo u n d ry g r e a t ly ,
s u m m e r.
A representative of the National Fedaration of Blast Furnacemen
has informed the committee that not more than 5 per cent of the mem
bers of his union have a house with five or six rooms and a bath. 46In
Lancashire and South Yorkshire many are living in houses of three
small rooms with no scullery. Considering the dirty state into which
the men’s bodies and clothing get when working, baths should be
general.”
W
A S H IN G
F A C IL IT IE S .
3.
Lavatories —Where washing accommodation has been provided,
inspection has shown th at sufficient attention is seldom paid to de
tails of construction. Frequently the details seem to have been left to
a building contractor with no special knowledge of the hard usage
to which fittings.are subjected under the conditions of industrial life;
as a result lavatories, though adequate when new, may quickly fall
into disrepair. Separate basins, originally provided with plugs at
tached by chains, are found with the chains broken, the plugs lost,
and the waste pipes stuffed up with rags. W alls against which basins
are fixed, unless protected by an enameled surface, soon become
splashed with soap suds, and present an uninviting aspect which
can not be easily or quickly improved. Waste pipes are often too
narrow for convenient cleansing or contain sharp bends and angles,
and consequently become blocked or broken.
Insufficient provision is often made for draining the lavatory floor,
which possibly through bad construction becomes uneven and the site
of pools of dirty water. The floor should be smooth, hard, impervioiis, and properly sloped and graded. Nailbrushes and soap, even
though frequently renewed, disappear, and thus involve a constant
source of annoyance and expense. These troubles may be largely
overcome by adhering to certain principles in construction. The in
stallation should be—
W A SH IN G FACILITIES AND BATH S.
57
(a) As simple as possible in construction and arrangement;
(b) Strong and durable, able to withstand considerable wear
and tear;
(c) Sufficient and suitable in accommodation so that a large
number can wash together or in a short tim e;1
(d ) Economical in space;
(e) So constructed that it can be easily cleaned and contain
a minimum of removable or detachable articles;
(/) Provided with an ample supply of wTater (hot and cold) ;
and
(g) So situated in the factory as to be fairly available to all
for whom it is provided.
4. Where difficulties arise in regard to the use of ordinary lavatory
basins they may in certain cases be overcome by using a washing
trough. There the necessary plumbing is reduced to a minimum;
there is no plug; washing is done under a spray of water; the waste
pipe opens directly over the d ra in ; and the drain itself is flush wTith
the floor, which is sloped tow ard it. The trough stands in the center
of the room, free from the walls, and the wall space can be used
for cloak-room accommodation, whether hooks or lcckers. A useful
modification of the water supply is to have only two spray taps for
occasional use, and a series of flush holes in both sides of the water
pipe, the supply to which is controlled by a cock on the far side of
the taps. This cock is turned on just before the operatives come to
wash at the close of each spell of work. Arrangements can be made
for controlling the temperature of the water. Where space is limited,
say near the exit of a bit engineering shop, a more compact in
stallation may be used. This may take the form of a large circular
basin with spray taps radiating from a central supply pipe coming
down from above, and with an open pipe in the center for carrying
off the waste water to a drain in the floor. Wherever spray taps
are used, advantage is gained by so arranging the height and posi
tion of the taps that a douche bath for the head, neck, and arms can
be taken if desired.
5. Nailbrushes.—The difficulty occasioned by the disappearance of
nailbrushes may be overcome by having large brushes made and
1 T he sta n d a rd ad op ted un der fa c to r y r e g u la tio n s is as fo llo w s.
T he w a sh in g con
v e n ie n c e s sh o u ld be un der cover, a n d m a in ta in e d in a cle a n ly s ta te and in good rep air.
T here sh o u ld be e ith e r —
(a ) A tro u g h w ith a sm o o th im p erv io u s su r fa c e (fitte d w ith a w a ste pip e w ith o u t
p lu g ), and o f su ch le n g th a s to a llo w a t le a s t 2 fe e t for every five p erson s, and
h a v in g a c o n s ta n t su p p ly o f w a te r from ta p s or je ts above th e tr o u g h a t in te r v a ls
o f n o t m ore th a n 2 f e e t ; or
(b ) A t le a s t one la v a to r y ba sin fo r ev ery five p erson s, fitted w ith a w a ste pipe and
plu g, or p la ced in a tr o u g h h a v in g a w a ste pipe, and h a v in g e ith e r a c o n sta n t
su p p ly o f h o t a n d cold w a te r or w arm w a te r la id on, or (if a c o n sta n t su p p ly of
h ea ted w a te r be n o t r ea so n a b ly p r a c tic a b le ) a c o n sta n t su p p ly o f cold w a te r
la id on, and a su p p ly o f h o t w a te r a lw a y s a t h an d w h en required for u se by
p erso n s em ployed.
58
WELFARE WORK I N BRITISH M U N IT IO N FACTORIES.
fixed in position so that they can drain into the trough. In use the
hand is rubbed against such brushes instead of the usual reverse
process. In a number of factories stout nailbrushes are provided
attached to the washing troughs by chains, and on the whole this
plan appears to work satisfactorily.
6. Soap.—Soap may be supplied economically in small boxes, about
4 inches square, kept locked and fixed in convenient positions
above the trough, say on or near the water pipe; the soap of the
consistency of butter or jelly is obtained by inserting a finger into a
round hole in the bottom of the box. Each day the attendant fills
up the box. Soap for use in this way can be obtained in powder
form which sets to a jelly on the addition of w ater; by buying soap
thus in powder form the cost of carriage is diminished. Alterna
tively, the soap may be served out as a powder placed in a flour
dredger chained to the trough. One point, however, should be
borne in mind, the natural oil of the skin and hair may be removed
by the use of strong alkaline soaps; if such soaps are used, as may
be necessary to cleanse hands soiled with oil and grime in engineering
works, then some ointment, glycerine, or lanoline should be employed
after washing to restore the suppleness of the skin. W ithout this
precaution the skin may become dry and cracked, and so be unable
to resist bacterial infection, when dermatitis results.
7. Towels.—The supply of clean, dry towels should be adequate;
for this purpose it is desirable that—
(a) A towel at least five square feet in area should be provided
for each worker, and should be renewed or washed d aily ; or
(b) One roller towel fastened in position, at least 15 square feet
in area, should be provided for every three workers, and should be
renewed or washed daily; or should be provided for every nine
workers and should be washed or renewed after every mealtime and
at the close of the day’s work.1
The provision of separate towels is preferable, partly because the
danger of infection is minimized, and partly because each worker
thus obtains a dry towel.
B A T H IN G F A C IL IT IE S .2
8. Baths.—In addition to ordinary washing accommodation, the
provision of bathing facilities is desirable for workers in many
industries, especially those exposed to great heat and excessive dust,
and those brought into contact with poisonous material. Where men
are employed under conditions of great heat baths may prove an
effective antidote to muscular rheumatism. F or men, the simplest
1 T h ese su g g e stio n s a re id e n tic a l w ith th e req u irem en ts o f th e H om e Office order for
th e m a n u fa c tu r e and d eco ra tio n o f p o tte ry .
2 R eferen ce m ay be u s e fu lly m ad e to th e rep ort o f th e D e p a r tm e n ta l C om m ittee on
W a sh in g and D r y in g A cco m m o d a tio n s a t M ines.
(Cd. 6 724, 1 9 1 3 .)
W A SH IN G FACILITIES A N D BATH S.
59
and at the same time the cheapest and most efficacious installation is
that of shower or douche baths. The stimulating effect on the skin
of the falling water is greater than is obtained by total immersion.
Douche baths have been strongly recommended for use by coal
miners, and have been installed with success in many factories. For
wpmen, ordinary shower baths are less applicable, because of the
difficulty of keeping the hair dry or of drying it after bathing; a
horizontal spray fixed at the level of the shoulders, or obtained from
a movable nozzle or ring on a flexible tube, overcomes this objection.
Such arrangement may also be found preferable for men.
The number of baths should be sufficient to enable a worker to have
a bath at any time without appreciable delay.
9. Cubicles.—The cubicles in which the baths are placed should be
arranged to secure privacy. In order to reduce the time which each
worker spends in the cubicle it may be possible to arrange for the
workers to dress and undress partly outside the cubicle, but at any
rate, in the case of women, some provision for dressing, including a
seat and pegs, must be provided inside the cubicle. Where this is
done the size of the cubicle should not be less than 3 feet wide by
4 feet deep. The walls should ordinarily not be less than 6 feet high.
A space should be left between the floor and the walls of the cubicles
sufficient to permit of drainage and cleaning.
10. Cleaning.—The building and fittings should be so constructed
as to facilitate the maintenance of absolute cleanliness. Square corn
ers, ledges, or rough inner surfaces should be avoided. Wood should
be used only for seats, and for this purpose hardwood should be
employed with spaces between the wood for ventilation. The walls
and partitions (and this applies also to lavatories and sanitary con
veniences) should always have smooth and curved surfaces which can
be readily washed down and can not be used for w riting on. Enamel
tiles and bricks or enamel metal sheets may be used for this purpose;
any initial cost thus incurred is soon recouped by saving in cleaning
and lime washing.
11. Water.—The water used should be of adequate purity and
should not be liable to cause injury to the health of the workers or to
yield effluvia. I t will generally be found preferable for the tempera
ture of the water to be regulated by an attendant rather than for the
temperature of each bath to be regulated separately by the worker.
A temperature of about 100° F. is usual. A thermometer should be
placed in a convenient position so that the attendant can readily cor
rect variations of temperature.
12. Soap and towels.—A simple and economical method of sup
plying soap is to provide small tablets sufficient for one bath. A
convenient size for towels is 25 inches by 60 inches. When the baths
60
WELFARE WORK IN BRITISH MUNITION FACTORIES.
are used by a large number of workers it may be found convenient
and economical to provide a small laundry for washing them.
13. Drying of clothes.—The conditions of employment which ren
der the provision of baths specially im portant often also make it
desirable that facilities should be available for the drying of clothes.
I f only cloakroom pegs or lockers are provided for the damp clothes,
hot water pipes should be placed immediately beneath them. A
preferable plan where a large amount of clothing has to be dried
is to suspend the clothes from the roof of the building by a chain
or string securely fastened at the lower end. The heat of the build
ing produced by the hot water pipes for the baths causes a good
ventilation in the roof which satisfactorily dries the clothes and pre
vents any disagreeable odor. The interior of the building may with
advantage be maintained at a level temperature of about 70° F.
This adds to the comfort of the workers and effectively dries the
clothes. Ventilation can be obtained by the provision of ventilators
in the roof or by the use of fans.
14. The maintenance of any installation provided is almost as im
portant as its construction. This should be made the definite duty
of an appointed officer acting under the welfare supervisor^ who
should keep the lavatory clean, control the supply of nailbrushes
and soap, and arrange th at dry clean towels are available. Such an
officer may also usefully be employed in attending to the sanitary
conveniences, and in supervising the cloakroom. While the ultimate
responsibility for upkeep must rest with the employer, it may be
found, at any rate in the case of baths, th at the workers may, with
advantage, be encouraged to participate in the management by a
special committee or otherwise. The question of the payment to be
made for baths will also need careful consideration; in some cases
at any rate the workers may prefer to make some small payment.
Where periodic baths are of special benefit to health and efficiency,
it is found desirable to allow workers time for bathing within
working hours.
Signed on behalf of the committee,
G e o r g e N e w m a n , M . D., Chairman.
E. H. P e l h a m , Secretary.
A u g u s t , 1916.
APPENDIX.
C O N T E N T S O F O T H E R B U L L E T IN S R E L A T IN G TO LA BO R IN
G R EA T B R IT A IN AS A F F E C T E D BY T H E W A R.
B u lle t in
N o .
221.
H o u rs ,
f a t ig u e ,
a n d
h e a lt h
in
B r it is h
m u n it io n
f a c t o r ie s .
In t r o d u c t io n .
S u m m a ry
S u n d a y
H o u rs
o f
O u tp u t
H .
o f
th e
la b o r
w o rk
in
M .
c o m m i t t e e ’s
Y e rn o n ,
S ic k n e s s
S p e c ia l
to
M .
f a t ig u e
a n d
N o .
(M e m o ra n d u m
r e la t io n
In d u s t r ia l
c o n c lu s io n s .
(M e m o ra n d u m
h o u rs
a n d
in d u s t r ia l
o f
5 ).
w o rk
(M e m o ra n d u m
N o .
1 2 ),
re p o rt
b y
in s p e c t o r
o f
D .
in ju r y
it s
ca uses
(M e m o ra n d u m
(M e m o ra n d u m
d is e a s e s
T e tr a c h lo re th a n e
1 ).
N o.
N o.
(M e m o ra n d u m
p o is o n in g
(re p o rt
N o.
7 ).
1 0 ).
o f
N o .
th e
8 ).
B r it is h
m e d ic a l
f a c t o r ie s ).
D o p e
p o is o n in g
V e n t ila t io n
d u m
E ffe c t
N o.
o f
B r it is h
( le a f le t
a n d
is s u e d
lig h t in g
o f
b y
th e
m u n it io n
B r it is h
fa c to ry
f a c t o r ie s
a n d
i n s p e c t o r ’s
w o rk s h o p s
o f f ic e ) .
(M e m o ra n
9 ).
in d u s tr ia l
tre a s u ry
c o n d it io n s
a g re e m e n t
u p o n
as
to
e y e s ig h t
(M e m o ra n d u m
tr a d e - u n io n
r u le s
N o .
a f f e c t in g
1 5 ).
r e s tric tio n
o f
r e s to ra tio n
o f
o u tp u t.
M u n it io n s
o f
W a r
t r a d e - u n io n
A c t,
M u n it io n s
o f
M u n it io n s
tr ib u n a ls
m u n it io n s
th e
N o.
W a r
th e
in
in
d is p u t e s
a n d
1916.
r u le s
a n d
m u n it io n s
o f
la b o r
A c t,
E n g la n d
E m p lo y m e n t
to
w a r.
( p r o v is io n a l)
a r b itr a tio n
228,
r e la t in g
a fte r
(A m e n d m e n t)
t r ib u n a ls
C o m p u ls o ry
B u lle t in
1915,
c o n d it io n s
w o m e n
fo r
c o n s t it u t in g
a n d
r e g u la t in g
W a le s .
in d u s tr y
a n d
in
F ra n c e .
ju v e n ile s
in
G re a t
B r it a in
d u r in g
w a r.
In t r o d u c t io n .
S u m m a ry
o f
th e
c o m m it t e e ’s
R e p la c e m e n t
o f
E x t e n s io n
e m p lo y m e n t
o f
E m p lo y m e n t
M ig r a t io n
o f
o f
m e n
b y
c o n c lu s io n s .
w o m e n
w o m e n
o f
in
in d u s t r y
w o m e n
in
(M e m o ra n d u m
w o m e n ’s
la b o r
th ro u g h
in
G re a t
N o.
th e
4 )
G re a t
B r ita in .
B r ita in
in
in
G re a t
e m p lo y m e n t
1916.
B r ita in .
e xc h a n g e s
in
G re a t
B r ita in .
E m p lo y m e n t
a n d
r e m u n e r a t io n
o f
w o m e n
in
G re a t
B r i t a i n — m u n it io n s
o rd e rs .
O u tp u t
o f
m u n it io n s
R e g u la tio n s
J u v e n ile
J u v e n ile
as
to
in
e m p lo y m e n t
o f
o f
w o rk e rs
(M e m o ra n d u m
e m p lo y m e n t
E m p lo y m e n t
F ra n c e .
w a g e s
w o m e n
c o m m itte e s
a n d
b o ys
in
in
in
m u n it io n s
N o.
1 3 )
in
f a c t o r ie s
G re a t
G re a t
B r ita in .
m u n it io n
w o rk
in
in
F ra n c e .
B r ita in .
Ita ly .
61
62
W ELFARE WORK IN BRITISH M U N IT IO N S FACTORIES.
A D D IT IO N A L M A T E R IA L R E L A T IN G TO LABOR IN F O R E IG N
C O U N T R IES AS A F F E C T E D BY T H E W AR.
WOMEN IN INDUSTRY.
W o m a n ’s
o n
w a r
w o rk
in
w o m a n ’s w a r
tio n s
o f
w o m e n
p a m p h le t ,
t io n s
o f
W a r,
1916.
o n
e n t it le d
w it h
a n
p p .,
ill. )
94
o f
c o m m it t e e
w o m e n
c o n s id e r
fu rth e r
m a y
th e
n o t
S e p t.,
in te r f e r e
p.
th e
s e c re ta ry
b y
o f
1916.
s to re s .
o f
m en
w ith
r e t a il
o r
th e
o f
o f
O f f ic e
M in is t r y
o f
W o m e n
M u n it io n
re p o rt
o f
M u n i
o n
M u n i
W o rk e rs .”
(L o n
1 0 5 .)
S u m m a ry
o f
o f
s ta te
tra d e
t h e ir
illu s t r a t io n s . )
72
E m p lo y m e n t
T r a in in g
r e t a il
W a r
pp.
S u m m a ry
th e
o n
B r it is h
92
8 8 - 9 2 .)
w a r.
o n
o f
1916.
pp.
o f
“ N o te s
c o n d it io n s
e n lis tm e n t
1916.
A p p e n d ix
in
a p p o in t e d
S u m m a ry
S e p t.,
m u n it io n s
Monthly Review,
( In
E m p lo y m e n t
to
B r ita in .
(L o n d o n ,
Monthly Review, D e c . ,
( In
E m p lo y m e n t
don,
G re a t
w o rk .
w h ic h
th e
ca n
e m p lo y m e n t
o p e r a t io n s
re p o rts
fo r
in
o f
th a t
162,
1 6 3 .)
o f
ho m e
b e st
th e
s e c u re
o th e r
th a t
n a t io n a l
tra d e .
sho p s
d e p a rtm e n t
(L o n d o n ,
th e
s e r v ic e
1915.
1 0 p p .)
(In Monthly Review, J u l y ,
1916.
pp.
LABOR CONDITIONS AND LEGISLATION.
E ffe c t
o f
o f
th e
th e
w a r
B r ita in ,
o f
th e
G re a t
B r ita in .
N a t io n a l
U n io n
A r tic le
o f
b ased
o n
re p o rt
R a ilw a y m e n
in
G re a t
L a b o r
in
c h ie f
C o n g re s s ,
o f
in s p e c to r
B r it is h
o f
pp. 8 1 ,
1916.
G re a t
B r ita in .
S e p te m b e r
1916.
pp.
f a c t o r ie s
fa c to ry
6
to
82,
a n d
in s p e c t o r ’s
8 2 .)
A r t ic le
b ased
11,
o n
p r o c e e d in g s
o f
1915.
8 3 .)
w o rk s h o p s .
o f f ic e
fo r
S u m m a ry
1915
o f
(L o n d o n ,
a n n u a l
1916.
p p .)
Monthly Review, D e c . ,
( In
E x t e n s io n
o f
in
u n e m p lo y m e n t
G re a t
tiv e s
a fte r
a n d
u n re s t
th e
C o u n c il
don,
la b o r
th e
w a r.
h e ld
in
W a r,
o f
G re a t
e d it e d
in
th e
B r it is h
A .
1 2 1 - 1 2 3 .)
G re a t
R e s o lu t io n s
L o n d o n ,
pp. 479,
o f
K ir k a ld y .
A s s o c ia tio n
fo r
o f
c o n fe re n c e
J a n u a ry ,
S u m m a ry
W .
B r ita in .
p p . 6 5 - 6 8 .)
1917.
B r ita in .
b y
pp.
in
1916.
Monthly Review, M a r . ,
( In
In d u s t r ia l
re p re s e n ta
4 8 0 .)
C h a p te r
I I
P u b lis h e d
th e
o f
1917.
o f
b y
A d va n c e m e n t
L a b o r,
F in a n c e ,
a u t h o r it y
o f
S c ie n c e .
o f
th e
(L o n
1 9 1 6 .)
( In
Monthly Review, A p r . ,
M in is t r ie s
( In
M in im u m
in
B r it is h
la w
in
s p o n d e n t,”
in
F ra n c e .
in
F ra n c e .
th e
N e w
a r b itr a tio n
in
1917.
1915.
S u m m a ry
S ta te s m a n ,
5 2 0 - 5 2 5 .)
pp.
769,
7 7 0 .)
o f
pp.
3 6 - 4 1 .)
a r t ic le
b y
J a n u a ry
13,
1917.
pp.
480,
1916.
pp.
78,
“
S.
1917.
4 8 1 .)
N o rw a y .
(In Monthly Review, S e p t . ,
pp.
«
Monthly Review, M a r . ,
C o m p u ls o ry
1917.
c a b in e t .
Monthly Revtew, D e c . ,
la b o r
( In
th e
Monthly Review, M a y ,
w a g e
( In
C h in e s e
B r it a in
o f c a p it a l a n d
1916.
in s u r a n c e
Monthly Review, N o v . ,
( In
N e w
o f
T r a d e s - U n io n
re p o rt
in
th e
Monthly Review, A u g . ,
( In
L a b o r
la b o r
o f
1916.
M in is t r y
B r it is h
15
r a ilw a y
s e c re ta ry
Monthly Review, A u g . ,
( In
P ro p o s e d
R e p o rt
u p o n
g e n e ra l
7 9 .)
G.
C .,
a
p. 343.
C h in e s ^
c o rre
63
APPEN D IX .
G re a t
B r it a in :
T h e
A tte rb u ry ,
L td .,
G re a t
1916.
X I I,
o f
th e
w a r
to
572
P r ic e ,
G re a t
F .
B r it a in :
B r it a in :
m e n t
219
N o.
to
697
X X V II,
B r it a in :
C a n a d a :
th e
to
b y
C o p ie s
C a na d a .
F ir s t
350
in
O rd e r
th e
in
o f
1915.
w a r,
C a n a d a :
th e
a c ts
o f
co nseq uence
P u llin g ,
S e p te m b e r,
1914,
54
L o n d o n .
1914.
X I,
to
th e
M a n u a l
o f
pp.
15,
1914,
1 9 1 5 ,.in
in c o r p o r a t in g
c o n t in u a t io n
o f
a n d
s u p p le -
6d.
1915,
in
c o n t in u a t io n
L e g is la t io n .
31,
1915,
E m e rg e n c y
M a y,
in
o f
S u p p le
1915.
c o n t in u a t io n
L e g is la t io n .
L e g is la t io n ,
D e fe n s e
e d it io n .
X V I II,
o f
s u p p le
S e p te m b e r,
X ,
1 0 2 p p .,
o rd e rs
in
d e p a rtm e n t
th e
c o u n c il,
P r in t in g
o f
th e
L o n d o n .
b y
to
1915.
R e a lm
R e g u
P r in t e d
fo r
F.
r e la t in g
to
ill.
a n d
d o c u m e n ts
o f
th e
B u re a u ,
351
to
537
s e c re ta ry
1915.
X X ,
o f
s ta te
209
p p .;
O tta w a ,
o rd e rs
1915.
in
c o u n c il
X X X II,
526
a n d
p p .;
53
o f
w a r.
eng a g e d
o f
ilit a r y
o r
N o ve m b e r
N o .
in
35a.
w h o
a re
A
N o .
185.
o th e r
th e
c o u n c il,
L X V I,
o f
th e
th a n
a n d
527
to
d e liv e r y
o f
p r o v is io n s
s e c t io n
c o n s t r u c t io n ,
e x p lo s iv e s ,
s h ip s ,
a n d
63,
to
p r o d u c t io n ,
v e s s e ls ,
m a t e r ia ls
a n d
n a v a l fo rc e s .
1916,
o f
r e s p e c tin g
N o ve m b e r
p r o v is io n
u n a b le
o f
o n
t h e ir
to
f o llo w
s u b m it t e d
H o m e s
in
in
a n d
10,
fo rc e
p la n
w o rk
in
1916.
e x te n s io n
1907,
g uns,
c o u n c il
T h e
th e
a c t,
o rd n a n c e ,
m
o rd e rs
O tta w a ,
23, 1916, fo r
t r a n s p o r t a t io n
o rd e r
t h e ir
th e
C o m m is s io n ,
E n g la n d
a n d
o n
h ig h
to
fo r
C a n a d a ,
p r e v io u s
o f
m e m b e rs
a n d
th e
o c c u p a t io n s
s e c re ta ry
to g e th e r
th e
co st
1916.
e m p lo y m e n t
re tu rn
b y
th e
29,
o f
w it h
C o n t in e n t
M ilit a r y
a p p e n d ic e s
o f
E u ro p e .
pp.
P a p e r
w a r
p r o c la m a t io n s ,
pp.
e m p lo y e e s
b y
o f
in v e s tig a tio n
o f th e
th o s e
F e b ru a ry
p r o c la m a t io n s ,
w a r.
E u ro p e a n
m u n it io n s ,
s im ila r
M in is t r y
o f
c o p ie s
e x p e d it io n a r y
m e m b e rs
A g r ic u lt u r a l
c o p ie s
E u ro p e a n
C o n v a le s c e n t
S e s s io n a l
to
A u g u s t
1916.
th e
d is a b ilit y .
w it h
to
to
o f
S o n , L td .,
to
to
P a p e r
a n d
d e a lin g
m a d e
4
S eco nd
th e
c o u n c il
o f
O tta w a ,
C a n a d a :
31,
E m e rg e n c y
G o v e rn m e n t
a n d
a m en d ed
r e - e d u c a t io n
H o s p it a ls
o f
in
6d.
d is p u te s
u se
C a n a d ia n
b ec a use
Is .
c o u n c il o f M a r c h
S e s s io n a l
th e
2,
D e c e m b e r
1916.
m a n u fa c tu re ,
fo r
as
F .
pp.
b u ild in g s ,
liv in g ,
C a n a d a :
&
to
e m p lo y e r s
s u p p lie s
A le x a n d e r
V II,
30,
E m e rg e n c y
s u p p le m e n t
in d u s t r ia l
w o rk s ,
1914.
A p r il
c o m p ile d
r e la t in g
r e p a ir in g ,
fo r
S p o t t is w o o d e ,
a ll
m a d e
L td .,
N o ve m b e r
to
to
o f
2s.
23,
p p . ; a p p e n d ix e s ,
in c lu d e
a n d
b y
Son,
P r ic e ,
N o.
s u p p le m e n t
S eco nd
th e
&
A u g u s t
p r o c la m a t io n s ,
w a r;
r e la t in g
C a n a d a : O rd e r
C a n a d a :
o f
M a y
O tta w a ,
d o c u m e n ts
1050
&
142 pp.
a p p e n d ix e s ,
C a n a d a :
E d it e d
to
2,
M a n u a l
D a r lin g
o f
P r in t e d
E y re
2s. 6d.
P r ic e ,
M a n u a l
m a d e
d o c u m e n ts
o f
th e
E u ro p e a n
C a n a d a :
M a n u a l
P r ic e ,
pp.
a p p e n d ix e s ,
o f
th e
to
b y
c o m p r is in g
p a sse d
4, to
pp.
3
A tte rb u ry
o f
N o.
3,
462
la tio n s
1,
217
S u p p le m e n t
N o.
e tc .,
N o v e m b e r,
N o .
pp.
B r ita in :
m e n t
G re a t
N o .
X I I I ,
to
L e g is la t io n ,
D a r lin g
S u p p le m e n t
2
L o n d o n .
6d.
S u p p le m e n t
1914.
1914-16,
P a r lia m e n t ,
3s.
1914.
b y
B r i t a i n : S u p p le m e n t N o .
B r it a in :
o f
o rd e rs ,
30,
L e g is la t io n .
D e c e m b e r,
G re a t
P r ic e ,
A tte rb u ry
3s.
A c ts ,
A c ts
E m e rg e n c y
S u p p le m e n t
E m e rg e n c y
G re a t
pp.
o f
S e p te m b e r
fo r
G re a t
459
o f
p r o c la m a t io n s ,
P r in t e d
pp.
G e n e ra l
P r in t e r
B r it a in : M a n u a l
P a r lia m e n t ,
G re a t
P u b lic
K i n g ’s
o f
16,
th e
1916.
O tta w a ,
A g r ic u lt u r e .
b o o k.
P e n s io n s
C a n a d ia n
1916.
P a t r io t is m
O tta w a ,
g ra n te d
e x p e d it io n a r y
J a n u a ry ,
83
a n d
a n d
fo rc e
m o n e y
s in c e
a llo w a n c e s
b e g in n in g
o f
pp.
p r o d u c t io n
1915.
157
pp.
m o re
th a n
u s u a l.
64
WELFARE WORK IN BRITISH M U N IT IO N S FACTORIES.
GOVERNMENT REGULATION OF INDUSTRIES AND COMMODITIES.
R e s t r ic t io n s
o n
o n
o u tp u t
m a te r ia l
N o ve m b e r
in
11,
o f
c o n tro l
o f
G o v e rn m e n t
c o n tro l
G o v e rn m e n t
o f
fo o d
c o n tro l
o f
G o v e rn m e n t
c o n tro l
c o n tro l
o f
m in e s
fo o d
1 9 1 5 ;
A r t ic le
b ased
S o z ia le
P r a x is ,
in
B r ita in .
pp.
in
533,
5 3 4 .)
G e rm a n y .
pp.
in
1917.
5 2 5 - 5 3 3 .)
G re a t
1917.
s u p p lie s
B r ita in .
3 9 0 - 4 0 7 .)
F ra n c e .
pp.
1917.
M a y,
M a y,
pp.
in
s u p p lie s
fo o d
Monthly Review,
( In
G e rm a n y .
81, 82.)
G re a t
1917.
A p r il,
Monthly Review,
( In
G o v e rn m e n t
s u p p lie s
c o a l
o f
in
1917.
A p r il,
Monthly Review,
( In
in
N o v e m b e r,
pp.
s u p p lie s
M a rc h ,
Monthly Review,
( In
1916.
A p r il,
fo o d
Monthly Review,
( In
e s ta b lis h m e n ts
1915.
(In Monthly ‘R eview ,
G o v e rn m e n t
t e x t ile
R e ic h s - A r b e its b la tt,
7 0 2 - 7 2 6 .)
It a ly .
pp.
7 2 6 - 7 4 3 .)
WAGES.
W a g e s
o f
o n
m in e r s
in
m a t e r ia l
1915,
p.
G e rm a n y
in
S o z ia le
w a g e
la w
in
r e g u la t io n s
T e x t
A p r il,
o f
as
d e c re e
to
1916.
D e c e m b e r,
w a g e s
is s u e d
b y
Monthly Review,
( In
f irs t
y e a r
1915,
o f
V o l.
th e
w a r.
X X V ,
N o .
A r t ic le
4,
b ased
O c to b e r
28,
pp.
80,
8 1 .)
F ra n c e .
Monthly Review,
( In
N e w
th e
B e r lin ,
89.
Monthly Review,
( In
M in im u m
d u r in g
P r a x is ,
o f
1915.
pp.
w o rk e rs
m in is t e r
M a rc h ,
o f
1917.
3 6 - 4 1 .)
in
m u n it io n s
m u n it io n s
pp.
o n
f a c t o r ie s
J a n u a ry
17,
in
F ra n c e .
1917.
3 6 2 - 3 6 5 .)
PRICES.
F o r e ig n
In
fo o d
B u lle t in
(M a y ,
p r ic e s
N o.
1 9 1 5 .)
In c re a s e
in
A ls o ,
r e t a il
o f
T ra d e
o f
th e
( In
( In
o f
o f
r is e
in
f o r e ig n
N o v e m b e r,
1916,
in
re p o rt
pp.
pp.
p r ic e s
o n
o f
m e a t,
C o m m it t e e
c o a l
o f L a b o r
in
G re a t
B r it a in .
p r ic e s
th e
S t a tis tic s .
Monthly Review, J u l y ,
in
in
r e t a il
o f
1915.
S u m m a ry
to
o f
in q u ire
c o a l
s o ld
pp.
in t o
fo r
4 2 - 4 4 .)
B r it is h
th e
B o a rd
ca uses
d o m e s t ic
use.
J u ly ,
o n
p r ic e s
S e p te m b e r,
4 4 - 5 3 ;
4 9 - 6 0 ;
pp.
m ilk ,
4 5 - 5 6 .)
in
pp.
1916,
F e b ru a ry ,
a n d
b aco n
1917,
(L o n d o n ,
o f
4 6 - 5 7 ;
pp.
G re a t
J a n u a ry ,
G re a t
Monthly Review,
1915,
M a rc h ,
c o m m o d it ie s
P r ic e s .
in
1915.
c o u n t r ie s .
Monthly Review,
W h o le s a le
w a r.
c o m m itte e
Monthly Review,
In c re a s e
th e
S. B u re a u
d e p a rtm e n ta l
Monthly Review,
p r ic e s
b y
U .
1 9 1 5 .)
1915,
( In
th e
p r ic e s
p re s e n t
D e c e m b e r,
( In
a ffe c te d
o f
s u m m a r iz e d
re p o rt
(L o n d o n ,
R e t a il
as
170
pp.
1916.
20
pp.
J u ly ,
1915,
1916,
pp.
pp.
44 - 49 ;
8 0 - 9 1 ;
2 4 4 - 2 5 1 .)
B r ita in ,
B r it is h
1917.
O c to b e r,
8 0 - 8 5 ;
1916.
B o a rd
o f
S u m m a ry
T ra d e
o f
in te r im
D e p a rtm e n ta l
p p .)
5 1 - 5 6 .)
B r ita in .
A p r il,
1917.
pp.
5 8 6 - 5 8 8 .)
EMPLOYMENT.
E m p lo y m e n t
( In
1915,
pp.
c o n d it io n s
in
f o r e ig n
Monthly Review, J u l y ,
pp.
49 - 52 ;
92 - 98 ;
D e c e m b e r,
J a n u a ry ,
1917,
1915,
pp.
c o u n tr ie s .
1915, pp.
pp.
60 - 80 ;
56 -71 ;
1 3 6 - 1 4 9 .)
A u g u s t,
M a rc h ,
1915, pp. 16 - 20 ;
1916,
pp.
8 6 - 8 9 ;
O c to b e r,
J u ly ,
1916,
65
APPENDIX.
L a n d
s e ttle m e n t
P a rt
b y
I
o f
th e
a n d
th e
u n e m p lo y m e n t
f in a l
p r e s id e n t
s e t t le m e n t
s a ilo r s
o r
a n d
re p o rt
o f
th e
s o ld ie r s .
o f
S u m m a ry
B o a rd
m it t e e
to
( In
P a rt
a p p o in t e d
c o n s id e r
W a le s
o f
p r il,
I I
o f
b y
th e
th e
in
30
pp.
s a ilo r s
re p o rt
o n
o f
a n d
to
a n d
a p p o in t e d
c o n s id e r
W a le s
o f
th e
d is c h a rg e d
c h a rt.)
1916,
th e
th e
B o a rd
s o ld ie r s .
S e p te m b e r,
in t r o d u c t io n
F is h e rie s
f o ld ,
e m p lo y m e n t
a n d
o f
c o m m it t e e
1 1 - 1 3 .)
a n d
a n d
a n d
E n g la n d
p r e s id e n t o f t h e
s a ilo r s
Monthly Review,
1916,
f in a l
s e ttle m e n t
d is c h a r g e d
la n d
1916, pp.
th e
S u m m a ry
d e p a rtm e n ta l
A g r ic u lt u r e
s o ld ie r s
o f
E n g la n d
B r it is h
th e
(L o n d o n ,
d is c h a r g e d
o f
in
th e
e m p lo y m e n t o n
(In Monthly Review, A
E m p lo y m e n t
o f
pp.
la n d
B r it is h
in
G re a t
o f A g r ic u lt u r e
o n
B r ita in .
d e p a rtm e n ta l
th e
la n d
in
(L o n d o n ,
1916,
39
a n d
com
F is h e rie s
E n g la n d
a n d
p p .)
8 7 - 9 0 .)
IN D U S T R IA L D IS E A S E S .
A
n o n p o is o n o u s
O f f ic e
( In
a n d
do pe
fo r
a ir p la n e s .
P a r lia m e n t a r y
s ta te m e n t
b y
B r it is h
W a r
A d m ir a lt y .
Monthly Review, J a n u a r y ,
1917.
pp.
9 7 - 9 8 .)
IN D U S T R IA L F A T IG U E .
S o m e
n e w
s t u d ie s
In t e r im
o f
R e p o rt
M e th o d s ,
v e r s it y
1915,
34
S eco nd
o n
b y
o f
pp.
A .
[C d.
o f
L .
B r ita in ,
o n
a n
b y
A .
F a t ig u e
th e
A .
M .
D r.
D r.
th e
J.
Q u e s tio n
o f
o f
o f
B r it is h
th e
24
th e
o f
f o llo w in g
o f
b y
re p o rts :
P h y s io lo g ic a l
P h y s io lo g y
D e p a rtm e n t,
S t a n le y
C.
S.
B r it is h
in
th e
L o n d o n ,
U n i
A u g u s t
F a t ig u e
fro m
A s s o c ia tio n
P h y s i
L o n d o n ,
D r.
C.
R e p o rt
fo r
F lo r e n c e
B a in b r id g e ,
M a it la n d ,
K .
O gd en,
E .
M .
M r.
a t
C a d b u ry ,
C . M a th e s o n ,
J.
th e
A d v a n c e m e n t
o f
M is s
( o r g a n iz in g
M r.
M is s
s u b m it t e d
th e
re p o rt
( c h a ir m a n ) ,
W .
R am s-
M a n c h e s te r
o f
S c ie n c e
in
pp.
th e
c o m m itte e .
b y
P h y s io lo g y ,
In t e r im
M u ir h e a d
S a rg a n t
M r.
A s s o c ia tio n
o f
D e p a rtm e n t.
S t a n d p o in t .
H .
P .
K e n t,
F a t ig u e
P ro fe s s o r
H o m e
P ro f.
R o b b .
67
In d u s t r ia l
83351.
J.
M r.
M y e rs ,
1915.
o f
E c o n o m ic
P ro f.
A n d e rs o n ,
J e n k in s
M a n c h e s te r,
re p o rt
th e
F a t ig u e
K e n t,
[C d.
(s e c re ta ry ),
M is s
M e r e d ith ,
o f
H o m e
B r ita in ,
fro m
M rs .
m e e tin g
P ro fe s s o r
S t a n le y
G re a t
c o n s is t in g
P ro f.
a n d
F .
c h a rts .
C h a p m a n ,
b o tto m ,
o f
In d u s t r ia l
In v e s t ig a t io n
18
P ro f.
1916.
( In
K e n t,
G re a t
p p .,
H u t c h in s
1915.
T h e
S t a n le y
B r is t o l.
76
c o m m itte e ,
S e c re ta ry ),
S u m m a ry
o f
8 0 5 6 .]
o f
916.
q u e s tio n
B .
F .
R e p o rt
U n iv e r s it y
f a t ig u e .
In v e s t ig a t io n
M e th o d s ,
A u g u s t,
th e
a n
B r is t o l.
In t e r im
o lo g ic a l
T h e
in d u s t r ia l
E c o n o m ic
S t a n d p o in t .
R e p o rt
s u b m it t e d
fo r
A d v a n c e m e n t o f
th e
a t
th e
S eco nd
N e w c a s t le
S c ie n c e .
in t e r im
m e e t in g
N e w c a s t le ,
pp.
Monthly Review, D e c e m b e r ,
1916.
pp.
9 7 - 1 0 5 .)
W E L F A R E W ORK.
W e lf a r e
e rs ’
w o rk
P ro u d .
( In
in
G re a t
e x p e r im e n t s
(L o n d o n ,
B r it ia n .
fo r
G .
Monthly Review,
S u m m a ry
im p r o v in g
B e ll
&
S o n s
D e c e m b e r,
o f
w e lf a re
(L td .),
1916.
b o o k
w o rk
o n
in
1916.
pp.
W e lf a r e
f a c t o r ie s ,
x v ii,
363
w o rk :
b y
pp.
E .
7s.
E m p lo y
D o ro th e a
6d.
n e t.)
8 1 - 8 8 .)
COAL M IN IN G IN D U S T R Y .
O r g a n iz a t io n
re p o rt
v a ilin g
( In
o f
in
in
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1915.
94149°— B u ll. 222— 17-------5
o u tp u t
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pp.
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(L o n d o n ,
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1915.
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Monthly Review, A
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1915.
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Monthly Review,
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