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Conclusion The Race Relations Amendment Act 2000 has undoubtedly brought major changes to the race equality agenda in Scotland. The requirement on all public bodies to assess the relevance all their functions to race equality and to be proactive in pursuit of race equality in respect of all those functions has undoubtedly generated a great deal of activity. 199_CRE submission to Scottish Parliament’s European and External relations Committee: 21 June 2005. A criticism of the RRAA has been that it has generated mountains of paper and policies but not necessarily a corresponding amount of action. Without doubt it has raised the profile of race equality and all public bodies now have a race equality scheme. The enthusiasm with which they are pursued does however depend on the commitment of leadership in the organisation as well as the skills and competence to implement them at all levels of the organisation. The demography of Scotland is rapidly changing. Not only is there an aging population but there are serious skills and labour shortages in many sectors. The combination of these two factors means that Scotland is positively encouraging migration to Scotland through the Fresh Talent Initiative. In addition to the BME communities that, by and large, have been here for several generations, there are increasing numbers of new migrant workers arriving from the accession states. Mainstreaming is a key strategy for the Scottish Executive and the mainstreaming agenda has had an impact on policy development. However, for many in the BME voluntary sector, mainstreaming is seen as a paper exercise that has brought about little real change. There is still evidence of what the CRE describe as the “ethnic penalty.” 199 The discriminatory attitudes and experiences that are faced by the BME communities, including Gypsies/Travellers and refugees will not make Scotland an attractive place to live unless the issues of racism and discrimination are addressed. Because of the legislation described in this chapter, service providers recognise the need to be proactive in pursuit of race equality and they recognise the need to be transparent in their actions. However, many are still struggling with identifying and prioritising the appropriate actions. The CRE Scotland has moved from a position of providing public bodies with individual tailored feedback to a position of expecting compliance and it is now ready to move into its enforcement role. The role of Inspectorates is crucial in relation to the mainstreaming agenda. There is concern that with the advent of the CEHR there will be a dilution of focus and that issues of race equality may become marginalised within the broader agenda of equality and diversity. While there is evidence of much good practice that targets the BME communities there is a need to move from a position of specialist provision that is not securely funded to one where it is recognised that the processes for delivering appropriate services to the whole community requires differential methods. Within the BME communities there is experience of targeted services being delivered as pilot projects that do not go on to receive mainstream funding, or of research being conducted into the communities’ needs and then there not being adequate funding for work to meet those needs. At the conference, Lesley Irving from the Scottish Executive outlined new funding opportunities:
improving government service delivery to minority ethnic groups Chapter 3: Scotland Research Findings 104_105 “ I’m in the happy position to be the custodian of a new stream of funding in Scotland called the Race Equality and Integration and Community Support Fund... One of the intentions of that funding is to do exactly that, to capacity build with community organisations so that they are in a position to engage, because we recognise that you can’t expect people to engage without putting something in place to enable them to do so.” Though targeting is an important way of delivering services to the BME communities it has to be seen in the context of mainstreaming otherwise a two-tier system for service delivery develops. The RRAA requires that there is recording and monitoring of many aspects of employment policies and service delivery. Where historically there have been gaps in benchmarking data these are being addressed because of the current legislation. The debate about ethnic classification in Scotland has been heated, with a great deal of time being spent discussing the different emphasis that should be put on colour, ethnicity and nationality. In addition the arrival of new migrants from EU accession states, most of whom would be classified as “white – other” may require the process to be further refined. Again the legislation requires that there is a level of consultation on race equality schemes and there are a number of guidance documents to assist this process. In rural communities engagement has required creative thinking and there are good practice examples to draw upon. In addition the Local Government Scotland Act (2003) also requires that there is community engagement in the community planning process. However within the voluntary sector there was concern that the policies were not necessarily translated into practice and that there was a need for a more visible commitment to ensuring that the BME communities were fully engaged in the process.
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IMPROVING GOVERNMENT SERVICE DELIVE
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About this publication This is the
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One of the innovative elements of t
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CHAPTER 4: IRELAND RESEARCH FINDING
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Executive Summary 8_ title EXECUTIV
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Chapter 1: Context 26_27 CHAPTER 1:
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It states that the long term, high
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Demographics 78 Overview of Migrant
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Figure 2: National Insurance Number
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Methods A questionnaire was designe
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- - - The Conduct of Employment Age
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Targeting For all organisations tas
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Case Example 2 - Health Craigavon A
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Page 58 and 59: esearch; however, it appeared that
Page 60 and 61: The PSNI annual Human Rights confer
Page 62 and 63: Benchmarking The issue of data coll
Page 64 and 65: Despite the increase in recorded in
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Page 68 and 69: Figure 4: Percentage of Respondents
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Page 72 and 73: The impact of Section 75 on organis
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Page 78 and 79: Housing In regard to housing issues
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Page 112 and 113: Figure 8: PPSNs Poland 103,177 55%
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Page 116 and 117: Both the Equal Employment Act 1998
Page 118 and 119: Methodology The NPAR will undoubted
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Page 122 and 123: Awareness of legislation and policy
Page 124 and 125: e expected to pay the non-EU fee, w
Page 126 and 127: Interviews carried out with employe
Page 128 and 129: Official agencies and policies in t
Page 130 and 131: Targeting The need to target ethnic
Page 132 and 133: Employment By and large Irish immig
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Page 136 and 137: An anti-racism intercultural progra
Page 138 and 139: Conclusions The Irish statutory sec
Page 141 and 142: Chapter 5: Conference Discussions 1
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Page 150 and 151: Understanding and tackling racism w
Page 152 and 153: As discussed above, there is a lack
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- - - - - - - Existing UK migration
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“ …the four As that the previou
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Appendix 1: Research Project Struct
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Appendix 2: List of Organisations I
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Appendix 3: Recommended Data Collec
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Glossary 166_167 Glossary 267_Scott
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Acronyms 170_171 Acronyms280 280_In
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This research has been carried out
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