enar established in 1998 after the 1997 european year against racism with the aim to :
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The European Network Against Racism Shannon Pfohman Transnational Thematic Workshop Brussels , 12 June 2013. ENAR established in 1998 after the 1997 European Year Against Racism With the aim to : Establish an NGO partner ship to interact with EU institutions - PowerPoint PPT PresentationTRANSCRIPT
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The European Network Against Racism
Shannon Pfohman
Transnational Thematic WorkshopBrussels, 12 June 2013
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ENAR established in 1998
after the 1997 European Year Against Racism
With the aim to: Establish an NGO partnership to interact with
EU institutions Provide an European dimension to the fight
against racism
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ENAR’s membersNon-profit, grassroots organisations
Migrant organisations
Advocacy organisations
Faith-based organisations
Friends of ENARTrade unionsUniversities, academics, think tanks
Any organisation involved in the fight against racism!
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ENAR SecretariatBased in BrusselsCoordination and organisation of the EU networkOversee implementation of the annual work programme
FundingEuropean CommissionFoundationsBusiness partners (equal@work initiative)Donations and sponsors
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Vision
ENAR believes in a Europe free of racismENAR initated coordinated cooperation between NGOs to fight against ethnic and religious discrimination in Europe and to promote diversity and create conditions for equal participation in a community characterised by a plurality of values
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Main activities
Influence the European political agenda (while members influence national policies)
Liaise with EU institutionsCarry out conferences
Produce and disseminate publications, fact sheets, policy papers, webzines, weekly mailNetworking with stakeholders and capaciy buiding Exchange of best practices
Media work and campaigning
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ENAR’s positive narrative on equality and diversity
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Progressive narrative
Overall Goal
Articulate and promote a whole-society vision guaranteeing security, equality and prosperity for all, thus fostering societal change and progressive political debates about equality, solidarity and redistribution in Europe.
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Hidden Talents, Wasted Talents
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Hidden Talents concept
Goals
Promote ENAR’s progressive narrative
Delegitimise racist and xenophobic discourses in the political and media arena
Provide qualitative data on the “migrant contribution factor” in all walks of life
Give a human face to positive migration discourses
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Hidden Talents concept
Need to promote the “positive side of the story”, a “progressive narrative”: necessity of equality and diversity and benefits of a racism-free Europe for a vibrant European society and economy
Development of a ‘Hidden Talents’ website : gathers individual migrants’ and ethnic minorities’ testimonies on diversity and their contribution to Europe.
Download Publication: http://cms.horus.be/files/99935/MediaArchive/publications/20068_Publication_HiddenTalents_web.pdf
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Labour market incorporation of migrants
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Labor market Labor market incorporation of migrantsincorporation of migrants
Supply and demand influence labor market incorporation policies
Migrants signify the supply side in both sending and receiving countries
Demand side constitutes employers, trade unions, and state policy makers
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1st lesson to draw1st lesson to draw
Attitudes influence the labor market incorporation policies of migrants
If employers request more highly skilled migrants, policies are set up to ease their labor market access.
If policy makers decide they do not want migrants, regulations are put into place to create entry restrictions, labor market obstacles, language and qualifications tests
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2nd lesson to draw2nd lesson to draw
Negative attitudes contribute to structural discrimination
prevents equal access to the labor marketleads to lower wages, lower-skilled jobs, and glass ceiling effects for migrants failure to recognize previous qualifications of migrants contributes to fostering negative societal attitudes about migrantscosts states more money by preventing abled migrants from earning an income (refugees)
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3rd lesson to draw3rd lesson to draw
Managing diversity helps!
But diversity managment policies (DM) must not gloss over discrimination.
Discrimination must be tackled too in combination with DM
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Good Practice Good Practice
ENAR’s equal@work initiative
Partnership with private companies – multistakeholder dialogue
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Good Practice Good Practice
ENAR’s equal@work initiative
We provide advice on:• Fair hiring practices (job postings,
anonymous application, no pictures)• Reasonable accommodation in work
place (prayer rooms, dietary needs)• Benchmarking: setting targets and
monitoring equality
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Good Practice Good Practice
ENAR’s equal@work initiative
Covering topics on:• Data collecting disaggregated on
ethnicity, religion, country of birth, migration history, etc.
• On the job training • Employment agreement contracts with
trade unions• Complaints’ contact point in company
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Why leverage diversity management? Why leverage diversity management?
To improve standards of professionalism and effectiveness and cost-efficiency
To guarantee a broader customer and client basis
To improve the work environment, lead to fewer intercultural conflicts and more effectiveness
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Why leverage diversity management? Why leverage diversity management?
To improve output supply and lower administrative costs
To improve communication between colleagues and clients and other organizations
To avoid problems with litigation related to anti-discrimination protection
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How to deepen understanding of How to deepen understanding of diversity diversity
Find out about the initiatives taking place already in your country!Become involved in Diversity Charters (new in Finland & Ireland)Comit to leveraging diversity and countering discriminationJoin in the equal@work initiative:
www.enar-eu.org
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Thank you!