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

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Case Example 2 – Health Craigavon Area Hospital Trust 102 This Trust area found increasing numbers of Portuguese speaking patients being admitted to the hospital. Consequently communication between staff and patients was difficult. Two nurses decided to “undertake the development of a phrasebook to assist both staff and patients to communicate”. The book contains common phrases used in day-to-day conversation and is utilised widely within the Trust as well as being on demand from other Trusts. The Equality Commission has used this initiative as an example of good practice. However, it must be highlighted that some have raised concern about this initiative; not for its practice but due to the fact it had to be developed by nurses in their own time. One individual interviewed perceived this as lack of management support and felt that initiatives should be coming from the ‘top down’ to enable mainstreaming to take place. 102_www.shsscouncil.net 103_www. workingwithdiversity.org 104_Equality Commission Northern Ireland and Equality Authority, (2005) Promoting equality in Intercultural Workplaces, available at: www.equalityni.org/uploads/ pdf/PromequalinIntercultural workplaces.pdf, p.1. 105_Ibid, p.2. 106_Animate (2005) Migrant Workers: Myths and Facts. It is also important to note that initiatives such as this do not replace the requirement for professional interpreters for conversations with the patient, particularly in relation to providing explanations and gaining consent. In addition cultural differences have also been noted as a barrier to appropriate service delivery. An interviewee in the South and East Belfast Health and Social Services Trust highlighted the need to train and educate staff in cultural diversity. A web site set up by Eastern Area Equality Best Practice Forum 103 provides “information about the real differences which exist among people within our increasingly diverse society in Northern Ireland”. The website is designed primarily for use by health and social services staff working at all levels. The aim is “to increase the awareness and knowledge of staff so that they will be better equipped to understand the needs of the patients, clients and carers with whom they work”. The information has been compiled in partnership with local and national voluntary and community organisations. The interviewee stated that “staff can access this website if they are about to see a patient from a certain minority group that they haven’t come into contact with before…to deliver a more sensitive and responsive service”. Targeting: Employment The Equality Commission for Northern Ireland highlight how: “many areas of Northern Ireland are now beginning to experience a new and more positive economic climate. This has led to certain sectors of the economy becoming more reliant on migrant labour to fill skills or labour shortages”. 104 The report also clearly states that, “racial equality in employment is about valuing and harnessing the contributions that people from different ethnic and cultural backgrounds can bring to an organisation”. 105 However, for some migrant workers in Northern Ireland their experiences are far from being positive. Many myths exist which can demonise migrant workers and lead to a specific anti-migrant worker racism. A report by Animate, a strategic partnership project between statutory bodies and NGOs 106 seeks to address some of the myths relating to migrant employment including “migrants are taking our jobs”, “they cost the country money” and “they get everything on social security”. The paper puts forward a challenge that, “everyone has a role to play in preventing the hostility created by myths and rumours”.
improving government service delivery to minority ethnic groups Chapter 2: Northern Ireland Research Findings 52_53 107_www.okanepoultry.com 108_EURES provides information on working in the EU and includes a job search facility, CV search and career guidance. 109_A voluntary Code of Practice developed by Business in the Community. The code is for the employment of migrant workers/overseas staff in Northern Ireland to help guide and reinforce best practice. In the local council area of Ballymena, O’Kane Poultry, a private company in the food sector, employs migrant workers who comprise 19 per cent of their workforce. This company has set up specific initiatives to help migrant workers settle into the community. They also liaise with public authorities to ensure suitable services are available. Case Example 3 – Employment O’Kane Poultry, Ballymena – Private and Public Sector Meeting Needs of Migrant Workers 107 In one company in Northern Ireland various initiatives have been put in place to help migrant workers not only integrate into their employment but also the community. The company also liaise with public authorities to inform employees of service provision. 19 per cent of the workforce at O’Kane Poultry are migrant workers. Vacant positions are advertised in local press and also with EURES. 108 The Welfare Officer in the company emphasised that, “no preference is given to any candidate for any position as a result of their national origin… effective integration must be integration at all levels and that migrant workers must be reflected and represented in managerial positions with O’Kane Poultry”. A Slovakian Personnel Officer has recently been appointed to work within the Human Resources Department. O’Kane Poultry has signed up to a Code of Practice 109 for the management of Migrant Workers. This assures the incoming worker that there is a floor of rights beneath which they may not fall and make the company a more attractive employer; alleviates concern within the community that some employers may exploit migrant workers; and provides confidence to our customers. Our customers need to know that their suppliers are behaving and trading in a fair and equitable manner. On arrival new workers are met at the airport and taken to their accommodation. All documents are translated for employees including work instructions, handbook, induction and training records, contracts and hygiene and safety signage. An interpreter is always available to deal with day-to-day issues and English classes are provided free of charge on site. In addition, free English classes off-site are advertised on the notice board. O’Kane Poultry also organises membership of the local library for each employee and library books may be requested in the first language. O’Kane Poultry meet local community groups and representatives on a regular basis. Regular meetings are held between the Welfare Officer and the PSNI Minority Liaison Officer to assess any threat to minority groups and also for advice on ‘safe’ areas. Meetings are also held in a local hotel to provide the new employees with advice on personal security and home security. A list of houses rented by O’Kane Poultry and housing migrant workers is regularly updated and passed on to the PSNI to increase security for occupants. In addition the workers are encouraged to register with the company doctor and various health initiatives and clinics are highlighted to employees.
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IMPROVING GOVERNMENT SERVICE DELIVE
Page 4 and 5: About this publication This is the
Page 6 and 7: One of the innovative elements of t
Page 8 and 9: CHAPTER 4: IRELAND RESEARCH FINDING
Page 11 and 12: Executive Summary 8_ title EXECUTIV
Page 13 and 14: improving government service delive
Page 29 and 30: Chapter 1: Context 26_27 CHAPTER 1:
Page 39: improving government service delive
Page 42 and 43: It states that the long term, high
Page 44 and 45: Demographics 78 Overview of Migrant
Page 46 and 47: Figure 2: National Insurance Number
Page 48 and 49: Methods A questionnaire was designe
Page 50 and 51: - - - The Conduct of Employment Age
Page 52 and 53: Targeting For all organisations tas
Page 56 and 57: Case Example 4 - Employment 110 Bus
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
Page 66 and 67: Table 2: Breakdown of Respondents b
Page 68 and 69: Figure 4: Percentage of Respondents
Page 70 and 71: Figure 5: Ease of Providing Service
Page 72 and 73: The impact of Section 75 on organis
Page 74 and 75: Table 9: Data Collected Yes No Don
Page 76 and 77: Lack of knowledge in the health sec
Page 78 and 79: Housing In regard to housing issues
Page 81 and 82: Chapter 3: Scotland Research Findin
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improving government service delive
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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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