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

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Engagement “…it has become very clear that policies and practices which don’t involve the target populations in their development, in their implementation and in their monitoring are not only slightly unethical, but they have much less chance of success.” 28 Engagement of minority ethnic groups and other interested parties is essential not only in planning service delivery, but also in monitoring and evaluating. The importance of involving minority ethnic groups in consultations was recognised at a European level in 1991 in the Frankfurt Declaration which emerged from a Standing Conference of Regional Authorities of Europe. This also recognised the importance of minority ethnic led organisations “consultative councils should be set up within decision-making systems of local authorities and these should be staffed by persons either elected by immigrants or nominated by immigrants’ associations”. 29 All key stakeholders have a role in ongoing negotiation and design in terms of effective service provision, this includes: - - - - Minority ethnic communities NGOs and other civil society groups, included those providing alternative services Frontline staff, management and policy-makers Other agencies and service providers 28_Conference Key Note Speaker, Anastasia Crickley, Chair of the European Monitoring Centre on Racism and Xenophobia, OSCE Special Rapporteur on Racism and Chair of the National Consultative Committee on Racism and Interculturalism (NCCRI). 29_Standing Conference of Regional Authorities of Europe, 1991, Frankfurt Declaration, Towards a New Municipal Policy for Multicultural Integration in Europe. 30_European Commission’s Directorate-General Justice, Freedom and Security (2004), Handbook on Integration – for policymakers and practitioners. Engagement strategies need to be sufficiently flexible to incorporate a wide range of groups. Groups do not necessarily have to be organised along nationality or ethnicity lines as sometimes other interests unite minority ethnic groups, such as an area of employment, being students or refugees. A number of authors have emphasised the risk of relying on the same people when it comes to consultation with minority ethnic groups, rather than trying to reach the most relevant groups and people for each situation. Case examples Within the four components of mainstreaming, targeting, benchmarking and engagement, offering a whole organisation approach to service provision, case examples have been provided from each jurisdiction. Twenty four practical case examples have been included in this report, as well as international and European developments. Experience from the conference and emerging findings discussion paper indicate that practitioners, policy makers and academics have found these case examples useful. Case examples have not been evaluated as part of this research, therefore none are provided as ‘best practice’ examples per se and the following statement on best practice is a useful proviso: “ [best practice is] approaches that have been shown, through research and evaluation, to be effective and sustainable and produce outstanding results, and that can be applicable and adapted to a different situation. - Lessons can be learned from both good and bad practices - Most practices have strong and weak elements - No practice can be replicated in its entirety - All practices need to be adapted to local circumstances.” 30
Chapter 1: Context 26_27 CHAPTER 1: CONTEXT 31_Office of First Minister and Deputy First Minister (2005), A Racial Equality Strategy for Northern Ireland, p.13. This chapter sets out the contextual basis of the study. From a policy perspective, the study is well timed as it coincides with the publication in 2005 of key strategies in the three case study areas, which this research seeks to reinforce and to build on. These are: 1. Office of First and Deputy First Minister, (2005) A Racial Equality Strategy for Northern Ireland 2. Government of Ireland (2005), ‘Planning for Diversity’ The National Action Plan Against Racism in Ireland 3. The Scottish Executive, (2005) Working Together for Race Equality 2005 The Scottish Executive’s Race Equality Scheme. This study also coincides with, and seeks to inform, the ongoing discussion and emerging policy at a European level in respect of ‘integration’ and ‘social inclusion’, and EU Directives designed to address racism and racial discrimination. In short, this chapter seeks to provide the necessary context through which outcomes from this report including recommendations can be understood. Demographics form an important part of the context; these are considered in the chapters from the individual jurisdictions. Policy context 2005 saw a number of important developments in the three case study areas as the Office for First and Deputy First Minister in Northern Ireland, the Scottish Executive and the Irish Government put in place strategies to achieve racial equality and promote the inclusion of minority ethnic groups. In Scotland the strategy was as a result of the review and update of a previous “race equality scheme”; however in Northern Ireland and the Republic of Ireland, the respective strategies marked the first comprehensive action plans in this area. In January 2005, the Irish Government’s Department of Justice Equality and Law Reform launched Planning for Diversity, the National Action Plan Against Racism. In July 2005, the Racial Equality Unit at the Office of First Minister and Deputy First Minister in Northern Ireland released A Racial Equality Strategy for Northern Ireland, and then in November 2005, the Scottish Executive’s Equality Unit launched Working Together for Race Equality 2005 The Scottish Executive’s Race Equality Scheme. Both the Northern Ireland and Republic of Ireland strategies refer to cross-border co-operation; “maximising cooperation to combat racism within Ireland on a north/south basis and between Ireland and Britain” is an important outcome from the National Action Plan in the Republic. The Racial Equality Strategy for Northern Ireland makes clear that Northern Ireland is likely to differ from other jurisdictions as racism there may be to some extent shaped by sectarianism and patterns and attitudes from the conflict in Northern Ireland. 31
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Page 4 and 5: About this publication This is the
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Housing In regard to housing issues
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Chapter 3: Scotland Research Findin
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Demographics Until data from the fo
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Figure 8: PPSNs Poland 103,177 55%
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Prospects for ongoing strong immigr
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Both the Equal Employment Act 1998
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Methodology The NPAR will undoubted
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In hospitals the provision of inter
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Awareness of legislation and policy
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e expected to pay the non-EU fee, w
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Interviews carried out with employe
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Official agencies and policies in t
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Targeting The need to target ethnic
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Employment By and large Irish immig
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(continued from previous page) The
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An anti-racism intercultural progra
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Conclusions The Irish statutory sec
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Chapter 5: Conference Discussions 1
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and inequality and black and ethnic
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Understanding and tackling racism w
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As discussed above, there is a lack
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It is important that training on se
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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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