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The aims are to: - - - - Mainstream equality in trade union bargaining agendas to combat systemic discrimination in the workplace; Develop models of best practice for trade unions and employers to promote equality; Provide resources to engage effectively on equality issues via innovative learning, campaigning and information sharing; and Create sustainable mechanisms to facilitate further progress on equality issues and highlight trade union successes, beyond the life of the project. 178_Central Scotland Police (2005) Race Equality Scheme Progress Report. It does this by providing free information, support and advice to employers, employees and trade unions through awareness raising seminars, the distribution of promotional materials, training for trade union representatives and a free telephone help line. The project’s website also contains materials that are relevant to promoting and mainstreaming equality in the workplace and through the trade unions; as well as examples of good practice. Case Example 10 – Policing Safer Businesses for Ethnic Minorities Central Scotland Police Race Equality Scheme (RES) progress report 2005 178 details a number of actions that they have taken to promote race equality. They include: - - - the development and introduction of a “Racist Crime Repeat Victimisation Scheme” and a service users survey for such victims; developing a relationship with the local BME communities; and involvement in multi-agency strategy group on racist attacks and harassment known as RAHMAS (Racist Attacks and Harassment Multi-Agency Strategy) which they currently chair. Central Scotland Police have been a significant partner in the establishment of a Safer Businesses for Ethnic Minorities initiative. The initiative was initiated by RAHMAS in response to statistics which show that over 60 per cent of racist incidents occurred within business premises that were owned or managed by members of the ethnic minority communities. The initiative aimed to identify the true extent of racist crime against businesses as well as the impact such criminal activity had on the business and the staff. It also aimed to reduce crime and fear of crime in business premises. The support which was offered through the project included the temporary supply of CCTV equipment (as a remedial measure), information booklets, safety and security advice and information roadshows and contact details for staff on how to deal with aggression. The evaluation of the pilot project showed that it had successfully met its key aims and suggested that there should be a Business Plan for the project to widen it further into the local community. As a result there is a three year plan for 2005-2008 with the overall aim of creating a safe working environment that meets the needs of staff and customers in minority ethnic owned and managed business.
improving government service delivery to minority ethnic groups Chapter 3: Scotland Research Findings 94_95 179_www.skillnetedinburgh. org.uk. Telephone: +44 (0) 131 475 2451. Case Example 11 – Employment Skillnet 179 Skillnet is a voluntary organisation set up in 1996 to enable people from minority ethnic communities to compete more fairly in the job market by pursuing further educational and training opportunities, careers advice, and support to enhance their employability. It is funded by Scottish Enterprise’s New Futures Fund, the Home Office, the European Social Fund, Scottish Enterprise Edinburgh and Lothian and Lloyds TSB. It runs a variety of courses from information technology to employability skills. It also offers a drop-in job search. It is the only organisation within Edinburgh and the Lothians doing this work with the BME community and during the past year it has developed a range of support packages for over 350 clients that have been directed to them by Job Centre Plus and other organisations. Most of these new clients are in Scotland as a result of migration from EU accession states. In addition it has worked with over 200 resident members of the BME community. Skillnet has in the past offered both Scottish Enterprise (Scottish Enterprise is Scotland’s main economic development agency) and Careers Scotland desks in the Skillnet base but neither have taken up the offer. They have been in negotiation with Edinburgh City Council over potential work placements within the Council but as yet, these have come to nothing. Skillnet’s Director commented that much of their work goes unrecognised and the proof of this is in its current funding crisis. As from April 2006, the Home Office funding stream will no longer cover work carried out in Scotland and as yet no alternative stream has been found. However, the Scottish Executive’s Equality Unit has provided £45,000 until longer term funding is sourced. There is a view within Skillnet that their concerns are still seen as marginal and that although public bodies have a paper commitment to mainstreaming, Skillnet’s work is not integrated into the system.
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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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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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