<ul><li>Philip O’Connor </li></ul><ul><li>Presentation to  Powering the Future  Conference </li></ul><ul><li>Lisbon, 12 th...
Dublin Employment Pact <ul><li>Initiative of   Taoiseach’s  Office; </li></ul><ul><li>Social Partners commitment in 1998 n...
DEP strategies <ul><li>Four strategies: </li></ul><ul><li>Dublin wide social inclusion initiatives; </li></ul><ul><ul><li>...
Equal at Work <ul><li>“ Access to employment through open human resource practices” </li></ul>
Equal at Work <ul><li>Irish Context </li></ul><ul><li>Social Partnership:  government, employers, unions, farmers and comm...
Equal at Work <ul><li>Rationale of the Development Partnership </li></ul><ul><li>Strategy:  Impact across Dublin Region pr...
Equal at Work <ul><li>Transnational Partnerships </li></ul><ul><li>Joint  Dublin-Belfast  (city councils, private and publ...
Equal at Work <ul><li>Project Structure </li></ul><ul><li>Development Partnership of 55 organisations; </li></ul><ul><li>S...
Equal at Work DP Steering Group
Equal at Work <ul><li>Sectoral Cluster Structure </li></ul><ul><li>Mixed organisations: agencies, companies and relevant N...
Health Sector Actions <ul><li>Mainstreaming agencies :   Health Service Executive HR Directorate, HSE Employers Agency; </...
Health Sector <ul><li>Launch of the “Support Services for Older Workers Initiative” at Tallaght Hospital by the Hospital B...
Private Sector Actions <ul><li>Mainstreaming body :   Chartered Institute of Personnel Development (CIPD); </li></ul><ul><...
Private Sector <ul><li>Elaine McGauran, Equality Officer, Irish Life & Permanent, with some of the team awarded for excell...
<ul><li>Publications and reports analyse innovative project outcomes – </li></ul><ul><li>Analysis of the Equality Reviews ...
Local Authority Actions <ul><li>Mainstreaming body :   Local Government Management Services Board (LGMSB); </li></ul><ul><...
<ul><li>Breakthrough achieved with Traveller Employment Initiative in South Dublin County Council:  </li></ul><ul><li>Nati...
Local authorities <ul><li>Launch of  Interview Skills Pack  by Dublin City Manager John Tierney </li></ul>
Community Sector Actions <ul><li>    Mainstreaming body :   Trade Unions, Employer Body, creation of new mainstreaming bo...
Community Sector <ul><li>New research by Equal at Works reveals the extent of the Community Sector and the chaotic HR cond...
<ul><li>Organising the Community Sector: Equal at Work representatives with David Begg, general sectratary, Irish Congress...
 
Community Sector <ul><li>Launch of the Employers Resource Bureau, Croke Park, 2007 </li></ul>
Seeking to influence public opinion and public policy
Evaluation <ul><li>Self Evaluation: </li></ul><ul><ul><li>Clusters determine own strategies within DP context; </li></ul><...
Evaluation Report <ul><li>Available at  www.dublinpact.ie   </li></ul>
Mainstreaming successes <ul><li>Health Sector (through HSE): </li></ul><ul><ul><li>Intercultural workteams system adopted ...
<ul><li>Employment Minister with DEP Staff at their stand showcasing  Equal at Work  publications </li></ul>
<ul><li>www.dublinpact.i e   </li></ul>
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12 Dez Discussion P. 3 - Philip O'Connor

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  • 3 clear priority areas Modification of initial priorities of DEP arise from experience implementing the first Action Plan ( HOLD UP COPY GET DUBLIN WORKING ) These Aims form the basis of Plan 2001-2003 and all elements of the Plan had to refer directly to these aims
  • 12 Dez Discussion P. 3 - Philip O'Connor

    1. 1. <ul><li>Philip O’Connor </li></ul><ul><li>Presentation to Powering the Future Conference </li></ul><ul><li>Lisbon, 12 th December 2008 </li></ul>
    2. 2. Dublin Employment Pact <ul><li>Initiative of Taoiseach’s Office; </li></ul><ul><li>Social Partners commitment in 1998 national agreement ; </li></ul><ul><li>Focus on practical solutions to development, employment and social inclusion issues ; </li></ul><ul><li>D ynamic network of 300 agencies and local interests; </li></ul><ul><li>Focus on research, pilot projects and policy initiatives; </li></ul><ul><li>Innovative approaches to multi-level problem solving; </li></ul><ul><li>Board representative of stautory agencies (education, enterprise), local authorities, social partners, local develop-ment and community sectors. </li></ul>
    3. 3. DEP strategies <ul><li>Four strategies: </li></ul><ul><li>Dublin wide social inclusion initiatives; </li></ul><ul><ul><li>Community ICT Programme, Creative Cities Initiative </li></ul></ul><ul><li>Creating access to the labour market; </li></ul><ul><ul><li>Labour Market Policy, Local Employment Services, Workplace Diversity Strategies </li></ul></ul><ul><li>Lifelong learning through further education and in-work learning; </li></ul><ul><ul><li>Learning at Work Initiative, Skills for Work, Educational Directory for ex-Prisoners </li></ul></ul><ul><li>Innovative enterprise and social economy initiatives; </li></ul><ul><ul><li>Social Finance Initiative, Social Enterprise Strategy </li></ul></ul>
    4. 4. Equal at Work <ul><li>“ Access to employment through open human resource practices” </li></ul>
    5. 5. Equal at Work <ul><li>Irish Context </li></ul><ul><li>Social Partnership: government, employers, unions, farmers and community sector determine economic and social policy at national level; </li></ul><ul><li>Economic Boom: opportunity to achieve labour market inclusion through open HR; </li></ul><ul><li>Equality Acts with legal recourse (nine grounds) and large voluntarist provision. </li></ul>
    6. 6. Equal at Work <ul><li>Rationale of the Development Partnership </li></ul><ul><li>Strategy: Impact across Dublin Region private, public and community sectors; </li></ul><ul><li>Programme: 14 actions across the Private, Health, Local Authority & Community Sectors; </li></ul><ul><li>Sectors themselves identify initiatives for opebning HR structures in their sector; </li></ul><ul><li>Budget 2004-07 of €3m </li></ul>
    7. 7. Equal at Work <ul><li>Transnational Partnerships </li></ul><ul><li>Joint Dublin-Belfast (city councils, private and public sectors) with focus on diversity management and promoting access by women to non-traditional occupations; </li></ul><ul><li>InterFAIR Alliance with partnerships of city authorities, employment services and NGOs in Budapest, Nuernberg and Madrid , and Training Division of “Solidarnosc” in Masuria Privince , Poland </li></ul>
    8. 8. Equal at Work <ul><li>Project Structure </li></ul><ul><li>Development Partnership of 55 organisations; </li></ul><ul><li>Sectoral “Clusters” of key partners. </li></ul><ul><li>Delegated Project Steering Group of Sector reps., national organisations and mainstreaming bodies; </li></ul><ul><li>Management Team at Dublin Employment Pact; </li></ul><ul><li>Formative Evaluation (diagnostic learning) structure accompanying/correcting project at all stages/levels; </li></ul><ul><li>Reporting to National Support Structure and Department of Enterprise, Trade & Employment; </li></ul>
    9. 9. Equal at Work DP Steering Group
    10. 10. Equal at Work <ul><li>Sectoral Cluster Structure </li></ul><ul><li>Mixed organisations: agencies, companies and relevant NGOs; </li></ul><ul><li>Facilitated by DEP and chaired by sectoral mainstreaming organisations (integrated from the start), i.e.; </li></ul><ul><ul><li>Private sector – Chartered Institute of Personnel Devpt. Local authroities – Local Govt. Management Services Board </li></ul></ul><ul><ul><li>Health partners – Health Sector Employers Agency/HSE </li></ul></ul><ul><ul><li>Community Sector – Sector networks (e.g. NWCI, INOU etc.) </li></ul></ul>
    11. 11. Health Sector Actions <ul><li>Mainstreaming agencies : Health Service Executive HR Directorate, HSE Employers Agency; </li></ul><ul><li>Process : Working through hospital partnership committee and engaging all management and staff. </li></ul><ul><li>Actions: </li></ul><ul><ul><li>St James’s: Equality Review of recruitment processes. </li></ul></ul><ul><ul><li>Ch ildren’s Hospital: “ Universal Accessibility” audit. </li></ul></ul><ul><ul><li>Connolly: Inter cultural teamworking.   </li></ul></ul><ul><ul><li>Stewarts ’ : Equality Review of all HR policies for staff (1,800 and 29 nationalities). </li></ul></ul><ul><ul><li>Tallaght: Supports for older workers to remain in work. </li></ul></ul>
    12. 12. Health Sector <ul><li>Launch of the “Support Services for Older Workers Initiative” at Tallaght Hospital by the Hospital Board and Partnershjip Committee, 2006 </li></ul>
    13. 13. Private Sector Actions <ul><li>Mainstreaming body : Chartered Institute of Personnel Development (CIPD); </li></ul><ul><li>Process : Working through workplace partnership committee and engaging all management and staff. </li></ul><ul><li>Actions: </li></ul><ul><ul><li>Eircom: Online HR decision-making for line managers. </li></ul></ul><ul><ul><li>E ducat. B uilding S ociety : Disability Awareness Strategy. </li></ul></ul><ul><ul><li>Irish Life: R ecruitment / integration disability audit. </li></ul></ul><ul><ul><li>Jurys Inns : Inclusive recruitment /integration strategy . </li></ul></ul><ul><ul><li>Meteor Mobile: E quality Review of all HR policies. </li></ul></ul>
    14. 14. Private Sector <ul><li>Elaine McGauran, Equality Officer, Irish Life & Permanent, with some of the team awarded for excellence by Her Excellency President Mary McAleese at the )2 Ability Awards, 2007 </li></ul>
    15. 15. <ul><li>Publications and reports analyse innovative project outcomes – </li></ul><ul><li>Analysis of the Equality Reviews implemented in five major employments under Equal at Work </li></ul>
    16. 16. Local Authority Actions <ul><li>Mainstreaming body : Local Government Management Services Board (LGMSB); </li></ul><ul><li>Process : Working through local authority partnership committee to engaging with management and staff. </li></ul><ul><li>Actions: </li></ul><ul><ul><li>Dublin City Council :  Accessible competency recruitment and replacement of formal qualification. </li></ul></ul><ul><ul><li>South Dublin County Council : Recruitment of Travellers to integrated outdoor workteams. School support programme clerical officer placements and jobs . </li></ul></ul>
    17. 17. <ul><li>Breakthrough achieved with Traveller Employment Initiative in South Dublin County Council: </li></ul><ul><li>National initiative launched by Ministerail Order throughout Irish local authorities based on the South Dublin model. </li></ul>
    18. 18. Local authorities <ul><li>Launch of Interview Skills Pack by Dublin City Manager John Tierney </li></ul>
    19. 19. Community Sector Actions <ul><li>    Mainstreaming body : Trade Unions, Employer Body, creation of new mainstreaming body. </li></ul><ul><li>Process : Networking community sector, working in alliance with unions, employers and government. </li></ul><ul><li>Actions: </li></ul><ul><ul><li>Increasing TU membership: New sector branches established, shop stewards trained and engagement with national partnership structures commence. </li></ul></ul><ul><ul><li>Capacity building : Establisg “Community Sector Employers Forum” and “Employers Resource Bureau”, a web-based HR resource tool for sector organisations. </li></ul></ul><ul><ul><li>Changing national framework : Engaging with Social Partnership structure to change funding rules in the sector </li></ul></ul>
    20. 20. Community Sector <ul><li>New research by Equal at Works reveals the extent of the Community Sector and the chaotic HR conditions often prevailing. </li></ul><ul><li>Project aims to bring the sector – which is a larger employer than agriculture – into the modern system of Social Partnership </li></ul>
    21. 21. <ul><li>Organising the Community Sector: Equal at Work representatives with David Begg, general sectratary, Irish Congress of Trade Unions </li></ul>
    22. 23. Community Sector <ul><li>Launch of the Employers Resource Bureau, Croke Park, 2007 </li></ul>
    23. 24. Seeking to influence public opinion and public policy
    24. 25. Evaluation <ul><li>Self Evaluation: </li></ul><ul><ul><li>Clusters determine own strategies within DP context; </li></ul></ul><ul><ul><li>Open technology workshops for critical assessment; </li></ul></ul><ul><li>Formative Evaluation: </li></ul><ul><ul><li>Independent outside company; </li></ul></ul><ul><ul><li>Non-summative approach; </li></ul></ul><ul><ul><li>Accompanies and corrects project; </li></ul></ul><ul><ul><li>System of project “diagnostic learning”; </li></ul></ul>
    25. 26. Evaluation Report <ul><li>Available at www.dublinpact.ie </li></ul>
    26. 27. Mainstreaming successes <ul><li>Health Sector (through HSE): </li></ul><ul><ul><li>Intercultural workteams system adopted nationally; </li></ul></ul><ul><ul><li>Equality Audit of HR systems as best practice; </li></ul></ul><ul><ul><li>Older works and universal accessibility models. </li></ul></ul><ul><li>Private Sector (through CIPD): </li></ul><ul><ul><li>Pioneer diversity strategies adopted by CIPD network; </li></ul></ul><ul><li>Local Authority Sector (through LGMSB): </li></ul><ul><ul><li>Government Order replaces formal education requirements and advises competency recruitment in all local authorities; </li></ul></ul><ul><ul><li>Traveller Employment model now in six local authorities; </li></ul></ul><ul><li>Community Sector (through national partnership and new bodies): </li></ul><ul><ul><li>Community Sector branches in two major unions (Siptu/Impact); </li></ul></ul><ul><ul><li>Set up Community Sector Employers Forum and HR resource; </li></ul></ul><ul><ul><li>Community Sector funding now part of national partnership talks. </li></ul></ul>
    27. 28. <ul><li>Employment Minister with DEP Staff at their stand showcasing Equal at Work publications </li></ul>
    28. 29. <ul><li>www.dublinpact.i e </li></ul>
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