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  • In 2010 there were 150 case-files processed under the Employment Equality Acts 1998-2008. Of these, 52 were new files opened in 2010 with the grounds of Disability, Gender and Race accounting for the majority of new case-files. The table below provides a breakdown of the largest categories of case-files by ground.
  • Government Departments and State Agencies constitute the largest sector where there are employment case-files processed, followed by the Education Sector, the Other Services Sector and the Transport Storage and Communication Sector.
  • Working conditions’ accounted for the largest category of cases followed by ‘Access to Employment’ Advertising, Dismissal and Harassment. There was also one Sexual Harassment case-file.The following table provides a breakdown of the largest categories of case-files by type.
  • In addition to the implications of the Zambrano judgement, the process for becoming an Irish citizen was an issue frequently raised by callers to the ICI helpline, with 644 calls received on this topic, a figure broadly consistent with the same time period for last year.
  • That wont prevent us from ensuring that we are compliant but it will take us beyond equal opportunities to leverage a new potentialDiversity is moving beyond equal opportunities.Managing diversity focuses on maximising employee potential and is seen as relevant to all employees, is an issue that involves all managers and doesn’t rely on positive action. Kandola stated that “difference among employees, if well managed, enables work to be done more efficiently and effectively” What Is Diversity‘A practice thatenables people of all races, colour, disabilities, ages, genders, sexual orientations, marital/familystatus, religions, ethnic/national origins and work styles to collaboratetogether in an inclusive workenvironmentthatthrives on individuality and encourages eachperson to contribute and reachhis/her full potential’
  • Legally National Employment Rights Authority
  • In addition to the implications of the Zambrano judgement, the process for becoming an Irish citizen was an issue frequently raised by callers to the ICI helpline, with 644 calls received on this topic, a figure broadly consistent with the same time period for last year.The issue causing most concern for migrants in Ireland so far this year has been residency rights for parents of Irish citizen children. That’s according to the Immigrant Council of Ireland (ICI), which today (02.08.11) released statistics on the number and nature of calls to its helpline for the first six months of the year.The ICI runs a confidential information and referral service helpline, which provides information and advice about the immigration system for people who come to Ireland to visit, work, study or live. Between 1st January and 1st July, the helpline dealt with 4,675 enquiries from people of 137 different nationalities.According to the ICI, the increase can be attributed to the decision of the Court of Justice of the European Union in the Zambrano case in March 2011, when the Court ruled that a non-EU national parent of an EU citizen child has the right to reside within an EU member state and to be granted a work permit.`Nigerian: 452 callsIndian: 379 calls. Pakistani: 152 calls. South African: 113 calls. Chinese: 110 calls. Brazilian: 107 calls. Irish: 100 calls. Romanian: 98 calls. American: 85 calls. Filipino: 73 calls.
  • are free from discrimination and harassment;are welcoming to all migrant workers and other Black and minority ethnic including Traveller employees and customers or service users;acknowledge and provide for cultural and linguistic diversity among employees and customers as well as making adjustments for diversity among all migrant workers and other Black and minority ethnic employees including those with disabilities;take practical steps in order to achieve full equality in practice for all migrant workers and other Black and minority ethnic employees;communicate a message promoting greater equality within the wider culturally diverse community served by the business. 
  • The issues raised by callers to the helpline – and the numbers of calls being received – are broadly consistent with trends in previous years,” said Denise Charlton. “While there is evidence that many EU nationals are returning to their country of origin, many migrants in Ireland are from a non-EU background and do not enjoy the same freedom of movement as EU nationals. Furthermore, they have invested considerable energy in establishing a life for themselves and their families here. The evidence from our helpline statistics overwhelmingly shows that, rather than leaving the State, many are doing all in their power to remain here, to remain in employment, and to continue to choose Ireland as their home.”
  • It is worth noting the comments of President McAleese on this issue; delivered in a speech to the British Council in London in March 2007.There she stated that
  • Discussion with Jim O’Hara AND John Black

Transcript

  • 1. Clonmel Chamber of CommercePark Hotel ClonmelSeptember 22nd 2011Diversity @ Work
    Jimmy Ryan, Richard McQuillen
    DiversitonIreland Ltd.
  • 2. Areas of Focus
    Changing Demographics 1991- 2011
    Impact of Legislation
    Implications
    Others Experiences
    Opportunities
  • 3. CHANGING DEMOGRAPHICS 1991 - 2011
    Towards the new Ireland….
  • 4. Changing Demographics
    CHANGE IN POPULATION 1991– 2011
    CHANGE IN NATIONALITY
    CHANGE IN RELIGION AND BELIEF
    KEY CHANGE FACTORS
  • 5. POPULATION CHANGE
  • 6. ANALYSIS BY NATIONALITY
    2006 1991
    Irish 85.3 93.5EU 10.5 5.4Rest of Europe 0.7 0.1Americas 0.9 0.5Other Countries 2.6 0.5
  • 7. Top 7 Nationalities
    2011
    1991
    United Kingdom
    Poland
    U.S.A.
    Lithuania
    Nigeria
    Latvia
    Germany
    United Kingdom
    U.S.A.
    Germany
    France
    Canada
    Netherlands
    Spain
  • 8. EMIGRATION 2011
    ‘000 %
    Irish 40.2 52.6
    EU 15 12.9 16.9
    EU 12 15.2 19.9
    Rest of World 8.2 10.7
    Total 76.4 100.0
  • 9. TOP 5 RELIGIONS IN IRELAND IN 2011
    CHRISTIANITY
    ISLAM
    BUDDHISM
    HINDUISM
    JUDAISM
  • 10. NET MIGRATION 2006-2011
    +71,800
    +67,300
    +38,500
    - 7,800
    - 34,500
    - 34,100
  • 11. KEY CHANGE FACTORS
    Immigration of EU Accession States
    Net Migration since 2009
    Growth of other Christian Faiths
    Increase in Islam and No Religion
  • 12. SUMMARY
    Overall Population increase of 30% over 20 years
    % Non Irish increased from 6.5% to
    over 15%
    Significant increase in the diversity of Religions and Beliefs
  • 13. IMPACT OF LEGISLATION
  • 14. Impact of Employment Legislation
    Equal Status Acts 2000 – 2008 prohibit discrimination on the following grounds
    Gender
    Marital Status
    Family Status
    Sexual Orientation
    Religion
    Age
    Race
    Traveller Community
    Disability
  • 15. Employment Equality Acts 1998-2008
    Ground Percentage
    Case-files of Total
    1. Disability 22.6%
    2. Gender 22.6%
    3. Age 19.3%
    4. Race 14.0%
  • 16. Sectoral Breakdown
     Percentage
    of Total
    1. Government Departments
    & State Agencies 30.0%
    2. Education Sector 16.6%
    3. Other Services 14.0%
    4. Transport Storage
    & Communication 10.0%
  • 17. Case-files by type
    Case-file Type Percentage
    of Total
     
    1. Working Conditions 33.3%
    2. Access to Employment 18.6%
    3. Advertising 9.3%
     
  • 18. Residency Legislation
    Process for becoming an Irish citizen 644 calls
    Renewal of status: 323 calls.
    Leave to remain as a family member of an EEA (European Economic Area) / Swiss national: 258 calls.
    Work permits: 232 calls.
    Leave to remain as a family member (excluding parent) of an Irish national: 214 calls.
    Family reunification with a spouse or partner: 204 calls.
    Leave to remain on other grounds: 196 calls.
    Long-term residency: 174 calls.
    Source:ICI
  • 19. IMPLICATIONS
  • 20. Choice of two paths
    We can see diversity as a problem – as legislation to be complied with – simply as equal opportunity
    or
    We can see diversity as an opportunity that focuses on maximising business impact through optimising employee potential
  • 21. Equal Opportunities Route
    • Being positioned to successfully undergo a NERA Inspection
    • 22. Legally Compliant
    • 23. Protected from legal actions
  • Diversity Route
    Meeting our legal responsibilities plus
    Leveraging the business’s greatest assets
    Seeking to optimise the difference – we’re all different
    Enabling people who can to add value
    Tapping in to new forms of creativity and innovation through inclusive behaviours
  • 24. Outcome Analysis
    Compliantbut poor business performance
    Excellence through diversity in practice
    Compliance
    Risk of prosecution
    Understanding of diversity but not sustainable
    Benefits Individual and Business
    “BETTER”
    “DIFFERENT”
    23
  • 25. EXPERIENCES OF OTHERS
  • 26. How some employers have tackled it
    Implement / support awareness / training programmes for management and employees
    Recognise National / Holy holidays of diverse group of peoples
    Provide extended break periods for non Christians for their religious festivals
    Conduct focus group sessions and build outputs into framework for action
    Implement / support English language classes for foreign nationals
    Actively target breakthroughs in areas of worst feedback eg use of vernacular by locals
  • 27. Kandola and Fullerton Ten most successful initiatives adopted by organisations pursuing diversity policies
    Introduce equal rights /benefits for part time workers
    Allow flexibility in dress code
    Allow time off to care for dependents beyond that laid down by law
    Extend partners benefits to same sex partners
    Buy specialised equipment (eg braille keyboards)
    Employ helpers / signers for those who need them
    Train trainers in equal opportunities
    Eliminate age criteria from selection decisions
    Provide assistance with child care
    Allow staff to take career breaks
  • 28. OPPORTUNITIES
  • 29. Integrated workplaces
    free from discrimination and harassment;
    welcoming to all migrant workers, Black, minority ethnic employees, customers or service users;
    acknowledge and provide for cultural and linguistic diversity among employees and customers
    take practical steps in order to achieve full equality in practice
    communicate a message promoting greater equality within the wider culturally diverse community served by the business.
     
  • 30. Myth of migrants going home
    “A prevalent myth in Ireland at the moment is that migrants are ‘going home’ because of the recession. Far from demonstrating that they are leaving the country, our helpline statistics show that migrants are actively seeking to remain here and are increasingly concerned about the security of their immigration status” - Denise Charlton ICI.
    Majority leaving Ireland now Irish - CSO Statistics
    Those migrants who have stayed are committed to Ireland’s recovery!
  • 31. Hidden Skills
    Many migrants are underemployed – over qualified for their current employment
    They have enormous experience of other countries and cultures and at least one language other than English or Irish
    The Changing Demographics have already resulted in a significant contribution to our national skills re-profiling
    15% of labour market is international / multicultural
    Opportunity exists to leverage new / hidden assets
  • 32. President McAleese
    “drawing these newcomers deeply and happily into every facet of Irish society is one of the most important social issues we face over the next few decades…As one of the world’s great exporters of people, as a culture steeped in the emigrant experience, we have both the challenge now, and the chance, to make the emigrant experience in Ireland something to be truly proud of”.
  • 33. FINALLY
    The Golden Rule is
    - treat others as you want to be treated
    The Platinum Rule is
    - treat others as they want to be treated
    Former Intel Ireland VP and General Manager April 2007
  • 34. THE NEW IRELAND 2011
    Diversity as an Opportunity
    ‘Hidden’ Skills
    Asset Utilisation
    Committed to Ireland’s Recovery
  • 35. Awareness of Diversity
    Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to the groups and organisations with which they interact.