Adopted by the EDF Board February 2020 – revised October 2024, changes approved by the Executive Committee.

This policy serves as guidance for EDF staff (persons working for EDF under contract) and EDF representatives (holders of positions in the Executive Committee, Board of Directors and/or members of EDF Committees) on the use of personal and professional social media networks, wherever their affiliation to the European Disability Forum is expressed. It aims to ensure that our staff and representatives align their public communication with the vision, mission and values held by the European Disability Forum.

Social media includes all websites, mobile applications, and other internet-based technology where users interact with each other and create virtual communities. Social media sites allow users to share their opinions or other information in a public or semi-public manner. Social media websites include, but are not limited to Facebook, Instagram, X, Bluesky, Threads, Youtube, Snapchat, TikTok, or Linkedin.

Opportunities and threats

Social media is an important feature of our private and public lives. Many people use social media to express opinions, share experiences or seek and dispense advice. It is a useful way to make our voices heard, and some disability advocates credit social media websites as an effective way to inform stakeholders about disability rights.

Social media also has the potential to encourage and give more visibility to negative trends, such as:

• Hate speech: Minorities, disadvantaged groups (including persons with disabilities) and human rights defenders regularly receive hateful or condescending messages through social media. This includes but is not limited to personal attacks, denying their struggles and belittling their work.
• Breaches of privacy: Social media networks are not 100% secure. This means that all information added to social media accounts, even if private, can potentially be retrieved and broadcast to a global audience. It is also worth noting that the breach of privacy can be simpler: any contact can screenshot conversations (take a copy of a conversation that lasts even if the particular conversation is deleted) or download images/pictures from private social media accounts and make it public through the posting of said images.
• Access to unwanted information: Users should be mindful that mobile applications on social media platforms may access more information than users intend – such as voice recordings or photos. Social media networks are also a popular channel for scams and frauds, such as fraudulent calls for donations or attempts to otherwise extort money or users’ personal information.
• Disinformation: Spreading of false or misleading information, often with the purpose of shaping public opinion, defrauding users, or amplifying outrage and hatred.

Issues with hate speech and disinformation on social media have been particularly visible and damaging. Both hate groups and malicious actors find social media platforms a fertile ground to congregate, indoctrinate others and spread false and damaging information.

However, social media is an essential tool for sharing and promoting our work and campaign together with our members. It is also a useful tool to support other anti-discrimination movements and raise awareness on intersecting issues. In addition, it has become an important medium to realise article 8 of the UN Convention on the Rights of Persons with Disabilities – Awareness Raising.

EDF social media accounts

At the time of the adoption of this policy, the European Disability Forum maintained an active presence on X (@MyEDF), Facebook (@EuropeanDisabilityForum), Instagram (@myedf_europe), Youtube (MyEDF channel) and LinkedIn (European Disability Forum). It also has accounts on Threads and Mastodon. These are the accounts authorised to post on behalf of EDF.

These accounts are managed by the European Disability Forum secretariat. The Communications Manager has primary responsibility for the accounts, assisted by the Communications team and by the Executive Director and Deputy Director when necessary. In addition, the Communications Manager might, in very limited cases, grant access to the accounts to the secretariat or other representatives

Despite the existence of an official account, the nature of social media means that content posted on the personal social media accounts of staff or representatives – either public or private – might affect EDF’s reputation. However, this should not hinder staff and representatives’ ability to express themselves and their opinions in a respectful manner.

The following guidelines were established with a view to balance the freedom of staff and representatives to express themselves and the need to respect the values held by the Forum.

EDF staff and representatives should be aware of the following guidance:

• A disclaimer should be added to clarify that all views expressed through the social media account are that of the author only and in no way reflect the views of EDF. Example: Views are my own. Please take into consideration that even with this disclaimer, the views expressed will still affect EDF, in particular if EDF is mentioned in the representatives’ social media biography.
• All communications should be in accordance with the applicable laws regulating speech in social media and the relevant social media website terms of service.
• All communications should be as accessible as possible for persons with disabilities. Guidance can be found in Annex 1.
• When engaging in social media, adhere to our values as stated in our strategic framework, including respect for inherent dignity and non-discrimination, and human rights in general
• Avoid disparaging remarks against minorities and disadvantaged groups (e.g. remarks that are anti-feminist, racist, homophobic, transphobic, xenophobic, anti-immigrants, etc.)
• Avoid communications that may be disrespectful or disparaging of the work of EDF members and partners. (other anti-discrimination organisations, human rights organisations, organisations active in the field of disability rights outside Europe, etc.). Ensure that communications engage in a spirit of constructive criticism and feedback.
• Promote a social media environment that actively encourages equality.
• You may not post, publish, or release any information about EDF considered confidential or not public. EDF’s open information policy can act as a guide on this. This includes but is not limited to, draft EDF documents, internal communication, contact details, or classified EU documents.
• Be aware of the permanence of content once it has been posted: even if it is deleted, it may already have been saved by a third party, or there may be a mechanism to force its retrieval.
• Ensure respect for human diversity when creating and engaging content. This includes not assuming persons’ pronouns and using visual elements that depict persons of different genders and races whenever possible. Certain content that you post, even if explicitly outside of the work environment and/or of the context of your responsibilities, can nevertheless potentially have a negative impact. You can ask advice from the EDF’s communications team, an EDF staff member or colleague or your line manager (if applicable), if you have doubts.

Due to the number of EDF staff and representatives, the monitoring of this approach is reactive, based on complaints received. However, the EDF management team might take action if it comes across any social media activity that is in breach of this policy.

• Staff, representatives and the public are encouraged to report breaches of social media policy to the Communications Manager, the Executive Director of EDF or to info@edf-feph.org.
• The management team will review these reports, with the focal point being the Communications Manager, Communications officer, and/or Director. A decision will be made on whether the issue reported has a negative impact.
• In case the reports concern a member of the Management team, the breach should be flagged directly to the President of EDF.

Complaints: for any complaints related to this policy, or other general complaints, please send an e-mail to info@edf-feph.org , with the title of the policy in the Subject field.

• In the case that the breach has a negative impact, a meeting will take place with the alleged offending party. This should result in either the offending/inappropriate posts being removed or references to EDF being removed.
• If the offending party declines to remove it, the EDF President will review the breach and send an official letter of notification of removal.
• If the above measures are not successful, the breach will be discussed under an official item in the EDF executive agenda, and action will be decided upon by the executive.

Most social media platforms are not perfectly accessible for persons with disabilities. There are limited actions that users can take when posting to social media platforms to ensure their content is more accessible.

General

• Provide alternative text/image description if you include photos
• Add subtitles and sign language interpretation to your videos
• Provide transcripts to your videos
• Use short hashtags and assure that you capitalise the first letter of every word (also know as CamelCase)

 Twitter

• How to add alternative text on Twitter

Facebook

• How to add alternative text on Facebook

Instagram

• How to add alternative text on Instagram

Recommended Resources:

• Siteimprove’s How to Be More Accessible on Social Media