As tungsten rings become popular in recent years, more and more people start to learn and focus on them. First of all, tungsten bands will never bend. Tungsten carbide is approximately three times stiffer than steel, and is much denser than steel or titanium. And the biggest advantage of the rings is the competitive price! Besides, the bands can be taken as wedding bands or engagement rings because of their eye-catching appearance and excellent quality. You can file away at them, and they will stay polished forever. What’s more, it’s hypoallergenic so if you have any allergies, it won’t happen with these bands. It is comparable with corundum or sapphire in hardness and can only be polished and finished with abrasives of superior hardness such as cubic boron nitride and diamond. You can hammer it crazily and it will always retain its shape. They are much cheaper than gold, platinum or diamond rings but as same as the superb quality. Not just gold or platinum rings can bind two hearts together, but also tungsten bands can do it. Tungsten Republic makes a basic knowledge summary of tungsten rings for consumers. Secondly, they never scratch. They are known for their strength durability to ensure a lifetime of luster and eye-catching appeal.

So customers need to find a reputable jeweler who will carry a lifetime warranty on the bands.

The imperfection of these rings is that they cannot be re-sized. That’s a fly in the ointment. So it is impossible to be re-sized for these bands. They are lifetime warranty and consumers can feel free to buy. Except for that, the advantages of the bands cannot be ignored. Consumers even cannot tell their quality. As tungsten is only second to diamond in hardness, the size of them cannot be adjusted like other bands. Unlike other metal, tungsten carbide is almost as hard as diamond. Or a tungsten band with wood, carbon fiber or something else inlay, it will be smashed if hard objects hit. When people buy a gold or platinum ring, the size of the ring can be re-sized as the gold and platinum are easy to adjust if people are not satisfied with it. People’s finger size always changes but the size of the bands cannot be changed. While all tungsten rings of Tungsten republic contain 85.7% tungsten, which is regarded as European Union Standard. Additionally, if a tungsten ring falls onto the floor, it will break as it’s a type of hard-brittle metal. What’s more, the uniqueness of the bands is scratch resistance. So customers need to find a reputable jeweler who will carry a lifetime warranty on the bands. Compared with other metal rings, tungsten rings are much cheaper but look as luxury as platinum bands. And as they become more and more popular, different tungsten bands appear quickly. No rings could do it as good as them. Of course, they can also be regarded as wedding bands and engagement rings, or a surprise for a special moment.

Welsh Government strategy on the internal use of the Welsh language. This is the Welsh Government’s vision for the Welsh language in Wales (Cymraeg 2050: A million Welsh speakers, Welsh Government, 2017). It is to see, by 2050, a million speakers using the language in every aspect of their lives, and doubling the percentage of people in Wales who speak and use the language daily. This file may not be fully accessible. Mae’r ddogfen yma hefyd ar gael yn Gymraeg. As a result the Welsh Government has already committed to “… Welsh by our own workforce” (Theme 2 Increasing the Use of Welsh, chapter 6 The Workplace). This will enable staff to work in Welsh from day to day and there will be a significant increase in the use of the language as a result. Implementing that vision will involve generational change, halting the decline of the last century. Welsh is spoken for cultural, commercial, social and emotional reasons, but it is also a vocational skill – a skill that should be better recognised and utilised. But its future across Wales cannot be taken for granted. It is part of our shared inheritance and identity as a nation. So our goal is that the Welsh Government should gradually become a truly bilingual organisation; one in which it is routine for the Welsh and English languages to both be used naturally and interchangeably. The First Minister has also pledged to “mainstream” the Welsh language into the development of policy and to the way we work more generally. The Welsh language – y Gymraeg – is integral to our culture, our heritage and our daily lives. The year 2050: the Welsh language is thriving, the number of speakers has reached a million, and it is used in every aspect of life. There is an onus on us to take proactive steps to support and increase the use of the language, and to pass it on to future generations. We are proud of the Welsh language and want it to thrive. This is something we can all do together. Set in this context, the Welsh Government’s goal for the Welsh language within the organisation is that by 2050 all staff working for the Welsh Government will be able to understand Welsh. An important part of the vision involves renewing the association between the language and the workplace.

It is something that can unite us as a nation. This is especially the case in so far as those learning Welsh in our schools are concerned, who should understand that the language will be a useful skill for them in the workplace. It is important to be clear what is meant by a bilingual organisation. Making a long term commitment and leading the way: change will be incremental and will happen over time, but we intend to lead by example in the way we promote use of the language in the workplace. Our strategy on the use of Welsh in the workplace is, in many respects, set by the political direction and legal framework that have already been established; to promote the language and to increase its use. Eventually a choice of language will be available operationally within the organisation, meaning we will be able to routinely choose whether to communicate (orally and in writing) in Welsh or English, or indeed both. We need to establish a common understanding that the Welsh language belongs to us all whatever our linguistic background. Investing in staff and providing opportunities to learn Welsh and develop language skills: it is crucial that effective and convenient training is provided, with people given both time and motivation to continuously improve their Welsh language skills. The language is not exclusive to those who can speak it today. Statistics show that 86% of people across Wales feel that the language is something to be proud of. We are conscious of how using Welsh in the workplace can give the language more purpose and relevance. With that in mind this strategy is underpinned by the following principles. This has relevance that goes beyond being able to provide all outward facing services and internal formal communications in both languages. This is why our long term goal is to become a bilingual organisation. Remaining an open, inclusive and diverse organisation: everyone has the potential to be a Welsh speaker and this strategy does not conflict with our commitment to being open, inclusive and diverse – although Welsh language skills will progressively be needed for more posts, developing a bilingual workforce does not mean (or imply) those skills being a universal pre-requisite for joining the Welsh Government. But while some are comfortable speaking Welsh – more often than not as the language was passed on to them by their families – many are not. We know that what we do within the Welsh Government will influence other parts of the public sector in Wales. However, we are conscious also that steps taken to increase use of the language must be reasonable and proportionate, which means that becoming a bilingual organisation will involve change that happens gradually.

This choice will be made possible by all staff being able to at least understand Welsh. They will be expected to lead by example in promoting use of the language and making its importance to the organisation clear. Our goal is to allow staff increased opportunities to acquire and then use their Welsh language skills in the workplace, and eventually allow for language choice. These, in turn, contribute to reaching the 2050 goal. Our goal is to become a bilingual organisation by 2050, but over the first 5 years our objective is to see the Welsh Government become an exemplar organisation in increasing internal use of the language when assessed against comparable public sector organisations in Wales. This strategy envisages reaching its goal more than 30 years from now, so for obvious reasons it will need to be periodically reviewed and changed. The shorter term objective will be reviewed in 2025 and a new objective and associated actions will be set for the following 5 year period – a process that will continue until the 2050 goal is reached. This can be done in 2 ways; by existing staff starting to learn or improve and by more recruitment of those who already have Welsh language skills. As well as setting a long term 2050 goal we are also setting a shorter term objective for the period up to 2025 and 10 actions designed to help meet that objective. They will help others to use, learn and improve their Welsh language skills – and develop skills of their own. We envisage a process under which the strategy and changes in policy adopted under it are reviewed every 5 years. The principle of continuous improvement over the long term will be based on the scale currently used to assess Welsh language skills. The renewed focus on the language is to be led not just at the political level but also by senior officials. Both of these will be required, as – crucially – is plenty of time and support to adapt. We want and need more Welsh Government staff to have Welsh language skills they can use in the workplace. Learning Welsh and facilitating its use by Welsh speakers in day to day work will be a business need across the organisation, and line managers will need to adhere to that principle by demonstrating personal leadership. Our focus will be on encouraging people to learn and to continuously improve. One of the most fundamental elements to the success of this strategy will be the learning and development on offer to staff across all levels of proficiency. This will of course take time and will require a long term commitment (firstly) to continuously improving our language skills and (secondly) to developing a working culture that understands and respects bilingualism.