KEY CHANGE FACTORS Immigration of EU Accession States Net Migration since 2009 Growth of other Christian Faiths Increase in Islam and No Religion
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
IMPACT OF LEGISLATION
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
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%
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%
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%
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
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
Equal Opportunities Route
Being positioned to successfully undergo a NERA Inspection
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
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
EXPERIENCES OF OTHERS
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
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
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.
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!
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
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”.
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
THE NEW IRELAND 2011 Diversity as an Opportunity ‘Hidden’ Skills Asset Utilisation Committed to Ireland’s Recovery
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.