improving government service delivery to minority ethnic ... - NCCRI

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Employment By and large Irish immigration policy has been laissez faire and market-driven. Administrative structures are light and state intervention is minimal. The advantage of such a system lies in its flexibility, but a lightly regulated labour market has also led to some difficulties. Apart from responding, albeit in a less than comprehensive manner, to the obvious issue of exploitation, the state has been relatively slow to develop specific, targeted approaches to the education and training needs of migrant workers. It would be fair to say that by and large migrant workers are recruited to specific employment opportunities and to that extent there may not be a perceived need to provide specific, targeted training and assistance. Nonetheless in certain employment sectors such as tourism there is a growing recognition of the need to provide appropriate training to migrant workers. The situation of persons who obtain refugee status is different and some efforts have been made to develop pathways to employment for people who may find that after a period of enforced exclusion from economic activity they need various kinds of support in order to re-enter the labour market and find employment commensurate with their qualifications and skills. Other issues such as the recognition of foreign qualifications are also relevant. Case Example 22 – Employment Equal Community Initiative Programme The EQUAL Programme is an initiative of the European Social Fund (ESF) covering the period 2001-2007. EQUAL seeks to identify and address fundamental forms of discrimination and inequality in the labour market through the development of new and innovative policies and practices initiated by EQUAL Development Partnerships. A number of EQUAL initiatives address the specific needs of asylum seekers, refugees and labour migrants. In Ireland, the EQUAL programme is managed by the Department of Enterprise, Trade and Employment. An Equal project: Roma Cultural Mediation Project Roma are among the most excluded of minority ethnic groups, experiencing racism and discrimination as well as social, linguistic, cultural and economic exclusion. The Dublin-based Roma Cultural Mediation Project is a partnership initiative supported by the HSE Northern Area, City of Dublin Vocational Education Committee (VEC), Dublin City University, Tallaght Intercultural Action and the Roma Support Group. The project aim is: “ to give Roma people greater equality of access to health, social, educational and probation services; more benefits from their utilisation of them; and to develop appropriate professional skills and intercultural competences among service providers.”
improving government service delivery to minority ethnic groups Chapter 4: Ireland Research Findings 130_131 228_www.rotterdamcharter. nl/files/site49_ 20050603092740_ Rotterdam_Charter_ %28english%29.pdf Case Example 23 – Policing Targeted Recruitment It has been recognised by the Irish authorities that a multiethnic society needs to be policed in a manner which reflects the diverse ethnic composition of that society. The Rotterdam Charter, 228 whose principles have been accepted by the Gárda Síochána, sets out five areas of concern: - - - - - Recruitment and retention; Training of police officers; The implementation of anti-discrimination law; Building bridges between ethnic minorities and police; and Migrant participation in crime versus police participation in criminalising migrants. The most significant targeted initiative in this field in Ireland to date has been at the level of recruitment. They quote the Charter ‘the Police as a Mirror of Society’: “ The composition of the population in most European cities is changing rapidly and dramatically. To establish their importance as a legitimate force in society, the police have a professional interest in reflecting the same ethnic diversity in their organisation. One of the most important means to reach this goal is recruitment.” In 2005 the Minister for Justice, Equality and Law Reform announced a significant initiative whereby the usual requirement of certified proficiency in Irish and English for recruitment to the Gárda was replaced by a requirement to hold a qualification in two languages, at least one of which must be Irish or English. As the Minister put it at the time: “ These new changes will open up entry to An Garda Siochana to persons in Ireland from all parts of the community and from all ethnic backgrounds. This is a hugely significant step which will help ensure that future intakes of recruits to An Garda Siochana reflect the composition of Irish society, to the benefit of the Force and the people it serves. Irish society is increasingly multi-ethnic and multi-cultural, and the old requirement for Garda trainees to hold an academic qualification in Irish was a barrier to membership of An Garda Siochana for many persons.” The change in recruitment regulations followed consultations with a number of Government departments, consultations with Gárda representative associations, representatives of ethnic minority groups and the NCCRI. It was accompanied by an awareness campaign to ensure that minority ethnic groups were aware of the proposed change. To those who expressed concern that the changes could lead to a diminution in the status of the Irish language, it was pointed out that post-recruitment training in Irish would be provided to all those who did not have a prior qualification in Irish and that members of the public would continue to have right to deal with the Gárda, if they so wished, in Irish. Consultations about related issues such as dress code, religion and integration within the Gárda are ongoing. (continued overleaf)
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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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improving government service delive
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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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Case Example 4 - Employment 110 Bus
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esearch; however, it appeared that
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The PSNI annual Human Rights confer
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Benchmarking The issue of data coll
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Despite the increase in recorded in
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Table 2: Breakdown of Respondents b
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Figure 4: Percentage of Respondents
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Figure 5: Ease of Providing Service
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The impact of Section 75 on organis
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Table 9: Data Collected Yes No Don
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Lack of knowledge in the health sec
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Housing In regard to housing issues
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Page 110 and 111: Demographics Until data from the fo
Page 112 and 113: Figure 8: PPSNs Poland 103,177 55%
Page 114 and 115: Prospects for ongoing strong immigr
Page 116 and 117: Both the Equal Employment Act 1998
Page 118 and 119: Methodology The NPAR will undoubted
Page 120 and 121: In hospitals the provision of inter
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 134 and 135: (continued from previous page) The
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 148 and 149: and inequality and black and ethnic
Page 150 and 151: Understanding and tackling racism w
Page 152 and 153: As discussed above, there is a lack
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Page 156 and 157: - - - - - - - Existing UK migration
Page 158 and 159: “ …the four As that the previou
Page 161 and 162: Appendix 1: Research Project Struct
Page 163 and 164: Appendix 2: List of Organisations I
Page 167 and 168: Appendix 3: Recommended Data Collec
Page 169 and 170: Glossary 166_167 Glossary 267_Scott
Page 173 and 174: Acronyms 170_171 Acronyms280 280_In
Page 176: This research has been carried out
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