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
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
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
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
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
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.
Editor's Notes
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
