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The impact of Section 75 on organisations was further investigated. The majority (37 respondents, 65%), felt that Section 75 (1) which deals with equality responsibility had either made a significant improvement (18) or some improvement (19) to their organisation. Comments included: “ It has raised awareness of issues…which may not have been understood. It allowed a review of policies and functions thereby informing the production of the Equality Scheme.” The remainder of the sample either did not know (17), felt there was no change (1) or 1 individual felt there had been a degree of deterioration in the organisation since Section 75 was introduced. Section 75 (2) which deals with good relations was also seen by the majority (37 respondents, 65%) to have brought about improvements in the way their organisation had done its job. Fourteen respondents (24%) stated it had made significant improvements whilst 21 (36%) said that there had been some improvement. One respondent stated that their organisation had seen the establishment of a unit to deal with good relations: “ The Good Relations Unit has improved consultation, increased awareness and improved the service.” Respondents were also asked if they were aware of the Race Equality Strategy published by OFMDFM in 2005. Twenty-five respondents (42%) said that they were aware of the strategy, 13 (22%) were not and 17 (29%) did not know or couldn’t say. When asked what impact it had on their work comments included: “ Fairness, impartiality and equality of service delivery. An understanding of how to provide a proper service. Reinforces race relations and provides practical advice on good practice.” Comments were very general and in spite of 42% stating they were aware of the Race Equality Strategy the researchers felt that this awareness was limited in light of the comments made. It was also felt that there might have been confusion between the Race Equality Strategy and race equality schemes established within the organisations themselves. Organisational Policies and Procedures Respondents were also asked about their organisation and its policies. The majority (42 respondents, 71%) stated that there was a race equality policy in their organisation with 26 (62% of those with a race equality policy in place) viewing this to be very well disseminated around their organisation. Two thirds of those surveyed (39 respondents) said that there was an individual or unit within their organisation responsible for race equality. Thirty-five respondents also stated that there was a race relations policy in their organisation with 25 (71% of those with a race relations policy in place) feeling it was well disseminated. All but one of those who were aware of the policy stated that there was an individual or unit responsible for race relations.
improving government service delivery to minority ethnic groups Chapter 2: Northern Ireland Research Findings 70_71 Less than half of the sample (24 respondents, 41%) said that their organisation’s corporate/strategic plan included the needs of members of staff from minority ethnic groups. However this rose to 34 (58%) for the needs of customers of minority ethnic groups. Most of the respondents indicated, as can be seen in Table 8, that their organisation had policies and practices in place for recording and dealing with racist incidents. Table 8: Racist incidents Type of complaint Are there policies and practices? Yes No Don’t know/Can’t say Made by an employee about another employee 45 1 7 Made by an employee about a client/customer 34 3 16 Made by a client/customer about an employee 48 0 5 Made by an employee about management 45 0 8 Made by a client/customer about management 47 0 5 It was interesting to note that 16 respondents (27%) did not know if there was a policy in place to enable them to complain about a client/customer. This was found in both the PSNI (9 respondents, 35% of PSNI respondents) and NIHE (7 respondents, 35% of NIHE respondents). As well, 30% of the NIHE respondents indicated that they did not know how to make a complaint about management (6 respondents). Employee Profile The survey also assessed the number of employees within each agency/department that were from a minority ethnic community. In terms of the number of managers from a minority ethnic background only 10 people completed the question. Of these ten eight stated none, one stated one, and one stated thirteen. When this was further analysed the respondent indicating that there were 13 managers was found to be from the health sector. Similarly the question on fieldwork staff was missed by 49 people and of those who did complete eight said none, one said one and one said 10 minority ethnic staff. Again this 10 were within the health sector. Of the 10 who completed the question on ancillary staff eight stated that there were no employees from a minority ethnic background, one stated nine, and one stated 60 minority ethnic employees again from within health. However it must be noted that this cannot be used as an indication of the number of employees within each sector and indeed the high percentage who failed to answer the question indicates either a lack of knowledge on this issue or willingness to respond. Data Collection Just over one third (34%, 20 respondents) said that their organisation had been involved in equality proofing however over one half (54%, 32 respondents) did not know. The collection of data was also ascertained with at least three quarters of the sample stating that data was collected on disability (66%), ethnicity (75%), nationality (68%), and religion (78%). However only 29% stated data was collected on sexual orientation (Table 9). Within the focus groups the collection of data was discussed with many stating that it was collected but that they did not know what it was used for and indeed some even stated that they did not care, “ We are asked to produce them (data), we don’t know why and we don’t care, we are asked to give them and we do end of story.”
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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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Page 52 and 53: Targeting For all organisations tas
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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
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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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