Diversity training - Good practices

Transcription

1 LIFELONG LEARNING PROGRAMME Leonardo da Vinci Improving Diversity Training for SMEs Diversity training - Good practices In Greece by i- RED Institute for Rights Equality & Diversity red.eu May

2 Table of Contents A. GENERAL OVERVIEW OF THE NATIONAL CONTEXT 2 B. GOOD PRACTICE FOR DIVERSITY TRAINING IN GREECE 4 C. EXAMPLES OF BEST PRACTICE IN DIVERSITY TRAINING IN GREECE 5 1

3 A. General overview of the national context The socio-economic context The global financial crisis has hit hard the Greek economy in , on the already problematic and fertile ground of a huge debt and deficit of the public sector. During the same period an increasing inflow of migrants and asylum seekers- refugees from the Middle East and Northern Africa coincided with the collapse of the asylum system and a seriously lacking migrant integration policy and infrastructures. Negative public reactions and hate speech against integration of migrants and irregularity of their status in most of cases have contributed in a heated public agenda and discourse, which was extremely unfavourable for the access of migrants to employment and their integration through diversity management and training. In the late 2010 and in early 2011 the situation has further deteriorated under heavy financial stall, especially of the small medium enterprises (SMEs), while unemployment rates are rapidly increasing. Furthermore, budget cuts and the absence of sustainable diversity management and equal treatment promotion by the state has been an additional negative factor in supporting and implementing practices which could promote diversity in the workplace. Major aspects and issues for pro-diversity intervention in Greece Most pro diversity initiatives/projects/interventions are aimed to the migrants/ diverse population rather than to majority/employers. This is to be expected also under the major survival problems faced by the SMEs. Most projects focussing on rudimental language learning, often in covering gaps/lack of state- run national language learning. Integration is often seen as one- side adaptation: of the migrants to the host economy and society and not vice versa, therefore often diversity training of employers and natives is perceived as redundant. Informal economy has a large expansion in Greece, therefore leading to informal paths and careers for migrant workers in the labour market. Diversity is therefore often seen as a relative advantage of a workforce more easily subject to informal labour and conditions. 2

4 On the other hand, informality of the workplace, and the predominant family- type of business of Greek SMEs provides for informal networks of support and mutual understanding in respecting diversity and cultural identities. Nevertheless, the recent economic crisis threatens to expel from the SMEs the migrant labour, as the weaker part of this economic unit, while family members return to the SMEs guided by a survival strategy. There is either lack or minimum impact of skills improvement programmes. Migrants usually occupy low- skilled jobs in informal economy or they engage in segregated trades, such as street selling and illegal networks of petty trade. The underlying education model and the main education system are traditionally built and aiming at assimilative homogeneity and adaptation, therefore cultural and linguistic diversity is not a promoted value. However, this situation tends to change in the last couple of years under a new Ministry of Education policy. Weak employment and profit- oriented policies. Absence of overview- assessment- evaluation of impact/success/failure. Most pro- diversity and migrant workforce- employers support projects are not sustainable but one- off or short- lived EU- funded employment support interventions. Beneficiaries (employees, employers) are not involved in the design, planning, evaluation, review, assessment and implementation. Migrant workforce is not proportionally represented in Trade Worker Unions and the latter do not develop a pro- diversity policy. Employers associations do not perceive diversity as a profit- making advantage in improving competitivity and market placement. As diversity promotion and migrant workforce support practitioners have indicated, it is mostly bigger enterprises, and not SMEs, that develop social responsibility interventions, aiming at achieving market advantages. There is a serious lack of implementation of anti- discrimination legislation in employment. Often it is the migrant and diverse workers, as well as NGO and advocacy organisations, those who are practically unaware or show mistrust to the relevant anti- discrimination legislation (law n.3304/2005). This leads to underreporting of discrimination as recorded both by the Greek Ombudsman (Equality Body) and he Fundamental Rights Agency in its EU- MIDIS victimisation research. 3

5 B. Good practice for diversity training in Greece Personalised advice, advocacy, support and (mostly language) training of immigrants is a key activity of NGOs in a difficult context, such as the Athens historical centre, which has been theater of escalating racist violence in the last two years. [Athens, PRAKSIS, YWCA, Nostos, C1, C2, C3] It appears that personal commitment and customized approach by civil society and no- profit organization practitioners is the answer to the lack of formal structures and processes in promoting diversity in the workplace. [Athens, Nostos, C2] Diversity awareness raising is a core objective, which is performed with great difficulties given the negative context of heavy economic crisis and the polarization of employers and locals, often around anti- migrant and xenophobic attitudes and discourse. [Athens, PRAKSIS, Nostos, C2, C3] Customised approach is multi- level and multi- disciplinary, providing personalised services in a wide range of support, advice, as well as immediate and free medicare and pharmaceutical care, psychological support, social support (complementary supportive services), legal aid, shelter and career advice. [Athens, PRAKSIS, C3] Special focus is on gender and on migrant women as workers who are vulnerable to multiple discrimination, having special cultural needs. [Athens, YWCA, C1] Interventions do not focus exclusively on migrant or diverse workers, but on general population under the threat or suffering social exclusion (such as unemployed, ethnic minorities, asylum seekers, Roma, single parents etc.). In this way the connecting element and key concept in promoting diversity is the respect of rights and promotion of equality and social integration. [Athens, PRAKSIS, C3] Diversity awareness raising and management is perceived by field operators as an objective and effort to be built on integration and equal participation in economy. Starting point therefore is the empowerment of workers, especially through Greek language training, and mediation vis- à- vis the employers in particular through job demand and supply matching. [Athens, Nostos, C2] Personalised approach and cooperation with employers and small businesses is key in an economy where SMEs usually are family- driven and are currently enormously stressed under the financial crisis and severe depression. Most projects on diversity awareness raising and promotion of diversity in the workplace are EU funded and implemented in a limited timeframe. Nevertheless, the NGOs implementing such intervention integrate such tools and practices in their daily operations for longer periods. 4

6 C. Examples of best practice in diversity training in Greece C1.YWCA Country region - municipality: Title of the initiative/project (original language) Title (EN) Organisation (original language) Organisation (EN) Training agency / SME / Trade Union / Government / Civil society Internet link Type of initiative/project/activity Main target group Brief description of activity (max chars) GREECE συνπραξισ (EQUAL) plusdevelopment - Comprehensive Intervention for Migrants XEN Ελλάδας YWCA GREECE Non-governmental/non-profit organization Support, advice to immigrants/minorities Diversity awareness raising migrant workers asylum seekers, refugees ethnic minorities national minorities Greek YWCA is a women s association, part of a global network of women leading social and economic change in 125 countries worldwide. It is a volunteer membership movement, inclusive of women from many faiths, backgrounds and cultures. Developing further its counseling and supportive services, the center strove to intervene for the protection of the right of women to employment and specifically supporting women who are long term unemployed. Since 1995 an Employment Counseling & Psychosocial Supportive Services Center has been offering Employment Counseling Services for women and participated in projects fighting social exclusion and poverty, aiming to improve women s professional skills and capabilities. However, the influx of migration brought a new reality in the organization's activity, thus new approaches needed to be employed in order to help their integration in the labour market. Some of the priorities were the: Development of key skills : Language, training Job search Multicultural approaches to meet their needs YWCA of Greece took part in Equal Initiative projects mainly focusing on: Creation of a Female Center for Employment structure to assist in job searching and counseling development of tools and methodologies for women who face social exclusion The organization put an emphasis on: Offering a systematic, effective job analysis and matching the job requirements to specific job-seekers profiles that meet the enterprises needs to evolve through human development (cost-free, time-gaining, scientific approach) Expand the opportunities through Corporate Social Responsibility Operate diversity and management training programs Offering valid information for subsidised work placements Development of a cooperation network with the enterprises 5

7 C2. Nostos Country region - municipality: GREECE Title of the initiative/project (original language) Title (EN) Organisation (original language) Organisation (EN) Training agency / SME / Trade Union / Government / Civil society Internet link Type of initiative/project/activity Main target group Brief description of activity (max chars) συνπραξισ (EQUAL) plusdevelopment - Comprehensive Intervention for Migrants ΝΟΣΤΟΣ NOSTOS Non-governmental/non-profit organization support, advice to immigrants/minorities improving employment skills Diversity awareness raising migrant workers employers and their associations employees and their associations asylum seekers, refugees ethnic minorities national minorities Established in 1995 by local Pontian Greek associations of Southern Greece Nostos has been steadily engaged in a broad range of activities aiming at combating social exclusion and unemployment affecting vulnerable social groups. Its services include: Social Service information, counselling and psychological support to an average of 2,000 people per year. Legal Service Employment Service information and support to unemployed individuals and enterprises. 55% of the job-seekers (mainly unemployed people of vulnerable social groups) found employment, while a network of over 300 enterprises has been activated. Nostos has participated as coordinator or partner in a large number of national and european programmes. Its duties mainly focus on: Counseling Matching Labour Demand and Supply Educational Activities Cultural Affairs Studies and Research Nostos" operates a specialized Employment Office providing the following services Information Service Information on job vacancies, education opportunities, ASEP invitations (public sector) etc. On the Spot Tackling of Unemployment Direct matching of job seekers with the labor market mainly through the "Employers Network" Job Club - Employment Workshop Employment workshop supporting the unemployed in their effort to search for available jobs Companies and Employers Network Creation of a network of over 100 partner companies promoting unemployed in the labor market, supporting development projects and the implementation of Corporate Social Responsibility and Diversity Management Entrepreneurship development Support unemployed people interested in opening their own business (setting up a business plan, securing funding etc.). 6

8 For the Plus-Development project the main objectives of the organization were: The assessment and upgrading the qualifications of job seekers Informing, networking & consulting employers on human resources and development The Project actions Counseling-coaching services Certified Greek language courses Key skills development (computer literacy, social skills, work ethic etc) Counseling sessions with employers (DM, SCR) Matching labor demand and supply - Job placements Community intervention Portal creation-electronic system for recording and documentation Publicity *The project is funded by the FM of EEA (50%) and the Greek state (50%). Other activities that Nostos engages in are: Educational activities including Greek for Foreigners" courses, Basic computer skills courses, internal seminars, activities for children Cultural activities supporting creativity and self-expression aiming at bringing together and understanding people from different cultural backgrounds. Studies and research including the preparation, conducting and dissemination of studies and researches regarding our target group 7

9 C3. PRAKSIS Country region - municipality: GREECE Title of the initiative/project (original language) Title (EN) EQUAL plusdevelopment - Comprehensive Intervention for Migrants Organisation (original language) ΠΡΑΞΙΣ Organisation (EN) PRAKSIS Training agency / SME / Trade Union / Government / Civil society Internet link Type of initiative/project/activity Main target group Brief description of activity (max chars) Non-governmental/non-profit organization Diversity awareness raising support, advice to immigrants/minorities immediate and free medicare and pharmaceutical care psychological support social support (complementary supportive services) legal aid shelter career advice the poor, the homeless, the uninsured street children refugees/ asylum seekers economic immigrants single-parent families ROMA victims of trafficking ex-prisoners PRAKSIS is an independent, Non Governmental Organisation, aiming principally at the creation, application and implementation of humanitarian and medical action programs. PRAKSIS' programmes did not start from scratch as they constitute the day after of the within the country actions which until October 2004 were run by the Greek Chapter of Medecins Sans Frontieres (MSF, Doctors Without Borders). Based on two Polyclinics in Athens and Thessaloniki, these programmes have offered for 12 years now: immediate and free medicar and pharmaceutical care psychological support social support (complementary supportive services) legal aid shelter career advice They offer services to any socially excluded group, which hasn't got access to health services and/or social and legal support. 8

10 PRAKSIS ensures: Free supply of social and medical services. Treatment, prevention, education, health infrastructure etc. Promotion of solidarity and volunteering. Volunteer training in how to combat social and economic exclusion. Cooperation with other Non- Governmental Organizations with the objective of establishing a dialogue with the community and government bodies. Cooperation with local authorities as well as the creation of Networks, FORA and consortiums dealing with the needs of PRAKSIS and helping to achieve its objectives. Collecting and using social and medical data with the aim to promote research on socially vulnerable groups and on social and economic exclusion in general. Bearing witness to (and when necessary denouncing) the conditions of social groups at risk and to the corruption or injustice we uncover through our actions by informing Greek and international political, financial, and social organizations; the authorities; Greek and international public opinions. The above applies to individuals and groups regardless of skin colour, race, religion, age, nationality, ideology or political beliefs. PRAKSIS s tasks on previous projects included the work promotion for all socially excluded groups by providing psychological, social and medical support. Through E.U s funding they either provided money support to open their own business or motivated the employer to hire them for two years utilizing those funds. PRAKSIS provides also leaflets to all employers, explaining the religious habits, different customs and needs of migrants. The Employment office of PRAKSIS contacts the businesses itself and seeks to persuade the employer to hire migrants who have been trained by them. However, due to the economic crisis and the lack of economic motivation, there are less and less employers who are willing to employ migrants for their jobs. 9