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

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As discussed above, there is a lack of understanding of the importance of data collection by those responsible for collecting client data, which could also be addressed in training. Whilst in Northern Ireland some interviewees from service providers saw the ‘obligation for training’ under Section 75 as essential, others clearly did not value training: “ Do you think it would be useful if you received training on race equality? I don’t see it would make any difference. As far as we are concerned if they…meet the criteria…, race equality doesn’t come into it, they are eligible end of story. 250_NCCRI, Guidelines on Anti-Racism and Intercultural Training. Available at: www.nccri.ie/ pdf/BOOK.PDF 251_Ashok Ohri, OSDC Ltd. Scotland, Roundtable Discussion Facilitator at the Conference. What about an understanding of cultural issues? We don’t see that as a problem…we don’t get involved in it (cultural differences).” Anti-racism training is not an end in itself but is a valuable tool in an overall package of measures to address racism and promote the inclusion of minority ethnic groups. 250 Targeting Mainstreaming AND targeting improve service provision This research was based on a service provision framework comprising four key elements essential for effective service provision to minority ethnic groups (Mainstreaming, Targeting, Benchmarking and Engagement). Whilst these are described as separate components, they are by no means mutually exclusive, in fact all are required and there is considerable overlap and inter-reliance between them. In particular, mainstreaming and targeting are sometimes seen as distinct and discrete approaches in service delivery, which is not the case. Both are needed. The tension between mainstreaming and targeting was explored in the Scottish research. The Director of one voluntary organisation commented: “ Sometimes the establishment of a targeted project hinders the development of mainstream provision as the white staff in the mainstream of the institution never learn.” The CRE, in their submission to the Scottish Executive’s Strategic review recognised the importance of the mainstreaming approach but argued that the pressure to mainstream service delivery to the black and minority ethnic communities could reinforce indirect racial discrimination because services were unable to respond to different expressions of need. In fact what mainstreaming should mean is that such need is systemically taken into account as minority ethnic needs are recognised as core components of service delivery and that the need for targeted service delivery can thus be recognised. Mainstreaming means that people from minority ethnic groups are seen as core clients who need to be considered in every element of service delivery; more so simply because services are typically developed to suit the majority. It is also clear that mainstreaming does not mean treating everyone the same: “ if you are actually trying to mainstream you need to be very conscious of diversity; the organisation must have the skills, the capacity, the knowledge and the confidence to deal with diversity; the enormous diversity of people and their backgrounds and their experiences of inequality.” 251
improving government service delivery to minority ethnic groups Chapter 6: Improving Service Delivery for Minority Ethnic Groups 150_151 There is evidence in each jurisdiction of ‘pilot projects’, once-off initiatives, and indeed, initiatives undertaken by individual employees through their own goodwill and in their own time. Whilst piloting as a way of introducing a new service is not in itself disadvantageous, there is a risk that these types of approaches effectively ‘side line’ service provision to minority ethnic groups and undermine its importance. Services (where appropriate) need to be developed with a long-term goal in mind and, for example, discontinuing a successful pilot project which has benefited minority ethnic groups sends a very negative message. Good models of service delivery for minority ethnic groups require stable funding. Recruitment and employment policies impact on service provision A nexus between employment and service provision has emerged from this research. Questions remain over the demographic make-up of employees in Government bodies and whether this is reflective of the demographics in wider society. This research did not look into the issue of diversity in public employment in detail; however, there appears to be a lack of ethnic diversity. An Garda Siochana in Ireland have attempted to address this imbalance by actively recruiting people from minority ethnic backgrounds and by removing barriers in the recruitment process (the requirement to speak Irish). There also appears to be a lack of senior employees from minority ethnic backgrounds. Having emphasised the value of ethnic diversity in public sector employment, which undoubtedly brings new ways of thinking to public sector bodies, it is important to differentiate between employees and service users or clients. One discussion group at the conference raised the point that employing people from diverse backgrounds does not replace formal consultative mechanisms. The group felt that there was a danger that a Traveller or a black person or Muslim (for example) working within an institution could be used in consultation as opposed to approaching external people and NGOs, who are the people who should be consulted. Experience from overseas has also indicated that people from a minority ethnic background can often be called upon to deliver ‘diversity’ training. In reality, the person may not be an experienced trainer and may deliver their own subjective view on the topic. There are interesting initiatives emerging in relation to bilingual workers, which have been very successful; however, interpreting is a skill and indeed a profession and it is important that staff are appropriately trained for the roles. For example, a requirement of the bilingual advocacy positions in United Hospitals in Northern Ireland was that the applicant have a certificate in community interpreting or would work towards this. Specific interpreting training in the area of health was also provided to the successful applicants. Similarly, recommendations are sometimes made that Government staff should be encouraged to learn additional languages. The difficulty with this recommendation is that it might undermine the skills required. It can take several years to learn a language to proficiency level. In addition, as stated above, interpreting is a skill and specific training and codes of conduct are required. Benchmarking Data collection is essential for improving service provision Data collection is a key component of effective service delivery. It is linked to engagement and benchmarking as it informs the service provider who they should consult with, highlights gaps and inequalities that can be used to set targets and evaluate outcomes against those targets. This research indicates that some staff involved in service delivery do not fully understand the importance of data collection or are reluctant to collect data (Scotland and Northern Ireland) and as they are frequently instrumental in collating client data at the organisational level, this is a matter of concern.
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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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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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Chapter 3: Scotland Research Findin
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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 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 154 and 155: It is important that training on se
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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