Anna Ludwinek Eurofound (Dublin) 04/10/2011 1
European Foundation (Eurofound) Established in 1975 First EU Agency (DG Employment & Social Affairs) Tripartite Board (Govs, employers, trade unions) To provide information, advice and expertise on living and working conditions and industrial relations in Europe for key actors in the field of EU social policy on the basis of comparative information, research and analysis 04/10/2011 2
Core business Research and communication. Based on independent comparative research on priority areas in the social and economic fields, jointly defined by the social partners, national governments and the European Commission. Work methodology: in-house plus decentralised research management.
What is CLIP? CLIP stands for Cities for Local Integration Policies for migrants Network of more than 30 European cities managed by the Eurofound (EU- Agency): Start January 2006 Two meetings of all cities per year, regional seminars Themes Housing and segregation of migrants Diversity management and provision of social services Intercultural policies with focus on Muslim communities Ethnic entrepreneurship Research support by six leading European research centres Outputs: case studies, comparative report, policy recommendations (EU, national and local)
Diversity: Challenges and opportunities Europe become more diverse Nationality, ethnic origin, religions belief and cultural background Diversity: Opportunities and challenges Demographic and economic development Social and cultural trends Management of diversity: Key issues Optimise positive external and internal effects of diversity Provide equal opportunities for all Minimise negative effects Create sense of belonging Local level is of high importance 04/10/2011 5
Relevant local, national and European policies supporting management of diversity Diversity policies: Improved performance Use of people s differences and similarities in order to improve quality of services and cost efficiency of cities Employment policy: Migrants and other ethnic groups Activation and inclusion into the labour market Intercultural policies: Ethnic and religious inter-group relations 2008 European Year of Intercultural Dialogue Equality policy: Social rights Non discrimination, equal opportunities, positive action Integration policies for migrants Common basic principles on integration (2005) Social inclusion policies National action plans on social inclusion 04/10/2011 6
Diversity: Interaction with different ethnic, religious and national groups during last week 80 60 40 65 76 47 43 in % 20 0 EU 27 U.K. Poland Estonia Source: Eurobarometer on intercultural dialogue, 2007 7
Views and experience of European citizens on discrimination: Ethnic origin Perceived ( Widespread versus rare )? EU27: 62% widespread versus 33% rare Widespread : countries Denmark, Sweden, Italy, France, Greece, NL: 75-79% Direct experience? EU27 and Spain: 2% Slovakia, Hungary, UK, Luxembourg, Estonia: 4-6% Witnessed in the last 12 months? EU27: 14% Perceived discrimination on the labour market: 58% Base: Eurobarometer study (2008 in EU27) 04/10/2011 8
Service provision Great variety in responsibilities and coverage Different rationales (discrimination, equality, disadvantaged groups) Barriers Language Understanding Psychological (distrust) Expectations (high/low) Gender, age General vis a vis specific measures (what, when) 04/10/2011 9
Service provision Meeting needs with existing services Information and advice Translation and interpreting Adapting services to meet migrants needs General services for disadvantaged groups Specific services for migrants Reception and language tuition for newcomers Education services targeting women and vulnerable groups 04/10/2011 10
Service provision Collaboration in provision of services - trade unions In 19 out of 25 cities active involvement of trade unions! Valencia every union has specific migration services Turin services beyond employment Terrasa and Mataro - CC.OO services Migrant staff with appropriate skills Monitoring outcomes 04/10/2011 11
Employment profile of migrant workers in local authorities availability of information Background and importance: Local authorities are often the largest or second largest single employer in the city Cities are key service providers to migrants Local authorities are a significant employer in Europe (4-6%) Over 40% cities have no information as regards migrant employees in their staff Total numbers Occupation or positions of migrants in their workforce Different views and practices on monitoring 50 40 44 40 30 20 16 10 0 No information on migrant Information on migrant Information on foreign or or ethnic origin Source: European background Labour Force Survey national ethnic minority 2007 background 12
Share of migrant employees in local authorities in comparison to population % migrant employees in city % migrant population 40 35 30 25 20 15 10 5 0 36 25 22 20 10 12 5 2 Malmö (S) Stuttgart (D) Breda (NL) Terrassa (ES) - 40 % - 120 % - 400 % - 600 % Source: CLIP study on equality and diversity in jobs and services in European cities, 2008 13
Barriers and challenges Lack of data on employees with migrant background in order to: Identify problem, analyse barriers Monitor progress Lack of clear vision: Importance of city jobs in wider integration strategy Assumption we treat everyone the same ensures equal access to jobs & promotion Hostile media/staff Low staff awareness regarding the value of a diverse workforce Legal and procedural restrictions of recruitment of third country migrants Public administration Public service Overall reduction of staff in local authorities Bar on any recruitment Array of different departmental responsibilities Language requirements Unnecessary high Slow recognition of qualifications Concerns of customer resistance Necessary resources: advertising, translation, data collection, outreach cost money & staff time 04/10/2011 14
What should be on the agenda Provide guidance on concepts, terminology, legal obligations and good practice (positive action, positive discrimination, equality, diversity) Review legal & procedural barriers to jobs: are they all necessary? Review recruitment methods: do they reach & attract diverse applicants? Assess work environment: would/do staff of differing backgrounds feel valued? Consult migrants: why don t they apply? Procurement: build diversity objectives into contracts Staff training & performance assessment: What gets measured gets done! 04/10/2011 15
Jobs various steps Targeted advertising, encouraging applications Informal channels through migrant organisations Non discrimination in recruitment Reviewed level of knowledge in selection tests (e.g. language) Education and training Language classes Illiteracy classes Mentoring apprentices Training existing staff diversity management and intercultural competency Awareness raising Adapt work environment to cultural needs Translation health & safety information Governance Mainstreaming through all department Collaboration between public agencies, private sector, unions & NGOs planning & services Professional training in shortage areas 04/10/2011 16
Challenges for trade unions Context Changing nature of migration in Europe National political discourse Development of integration policies Civil societies Human rights discourse 04/10/2011 17
Challenges for trade unions Labour market and economic migration How should TU deal with increasingly diverse structure of migration under existing labour market conditions How to deal with labour market segmentation Asylum and refugees What should be the role of TU in these policies, co-operation with other organisations (migrant, churches, media) Integration of migrants To what extend TU are participating in national debates about wider societal integration of migrants TU membership Is there a political interest to improve unionisation of migrant workers Relationship between migrant workers and core union members Treatment of interest groups How to deal with a more diversified workforce and their needs 04/10/2011 18
Proportion of people who perceive tension between social groups in 2009 (very many tensions, average for EU27) Types of groups 34% 31% 41% Different racial and ethnic groups Management and workers Poor and rich people 0 20 40 60 Percentages Data: EQLS (2009, Eurofound) 04/10/2011 19
EQLS: rise of tension during the crisis? A lot of tension between ethnic groups 80% 70% 69% 67% 60% 50% 40% 30% 50% 43% 63% 53% 58% 57% 58% 56% 36% 52% 54% 52% 53% 50% 49% 47% 44% 42% 36% 40% 39% 39% 42% 40% 44% 42% 33% 34% 37% 35% 37% 35% 36% 32% 33% 34% 32% 30% 30% 26% 2007 2009 20% 10% 22% 23% 22% 20% 19% 19% 20% 15% 15% 13% 16% 13% 12% 0%
Thank you anna.ludwinek@eurofound.europa.eu 04/10/2011 21