Clonmel Chamber of CommercePark Hotel Clonmel September 22nd 2011

Diversity @ Work

Jimmy Ryan, Richard McQuillenDiversiton Ireland Ltd.

Areas of Focus

• Changing Demographics 1991- 2011

• Impact of Legislation

• Implications

• Others Experiences • Opportunities

CHANGING DEMOGRAPHICS 1991 -

2011

Towards the new Ireland….

Changing Demographics

• CHANGE IN POPULATION 1991– 2011

• CHANGE IN NATIONALITY

• CHANGE IN RELIGION AND BELIEF

• KEY CHANGE FACTORS

POPULATION CHANGE

Top 7 Nationalities

United KingdomPolandU.S.A.LithuaniaNigeriaLatviaGermany

United KingdomU.S.A.GermanyFranceCanadaNetherlandsSpain

2011 1991

EMIGRATION 2011

‘000 %

Irish 40.2 52.6 EU 15 12.9 16.9 EU 12 15.2 19.9 Rest of World 8.2 10.7

Total 76.4 100.0

TOP 5 RELIGIONS IN IRELAND IN 2011

• CHRISTIANITY

• ISLAM

• BUDDHISM

• HINDUISM

• JUDAISM

KEY CHANGE FACTORS

• Immigration of EU Accession States

• Net Migration since 2009

• Growth of other Christian Faiths

• Increase in Islam and No Religion

SUMMARY• Overall Population increase of

30% over 20 years

• % Non Irish increased from 6.5% to

over 15%

• Significant increase in the diversity of Religions and Beliefs

IMPACT OF LEGISLATION

Impact of Employment Legislation

Equal Status Acts 2000 – 2008 prohibit discrimination on the following grounds• Gender• Marital Status• Family Status• Sexual Orientation• Religion• Age• Race• Traveller Community• Disability

Employment Equality Acts 1998-2008

Ground PercentageCase-files of Total

1. Disability 22.6% 2. Gender 22.6% 3. Age 19.3% 4. Race 14.0%

Sectoral Breakdown

 

Percentageof Total

1. Government Departments & State Agencies 30.0%2. Education Sector16.6%3. Other Services 14.0%4. Transport Storage & Communication 10.0%

Case-files by type

Case-file Type Percentage of Total

 1. Working Conditions 33.3%2. Access to Employment18.6%3. Advertising 9.3% 

Residency Legislation• Process for becoming an Irish citizen 644 calls• Renewal of status: 323 calls. • Leave to remain as a family member of an EEA

(European Economic Area) / Swiss national: 258 calls.

• Work permits: 232 calls. • Leave to remain as a family member (excluding

parent) of an Irish national: 214 calls. • Family reunification with a spouse or partner:

204 calls. • Leave to remain on other grounds: 196 calls. • Long-term residency: 174 calls. Source: ICI

IMPLICATIONS

Choice of two paths

• We can see diversity as a problem – as legislation to be complied with – simply as equal opportunity

or

• We can see diversity as an opportunity that focuses on maximising business impact through optimising employee potential

Equal Opportunities Route

• Being positioned to successfully undergo a NERA Inspection

• Legally Compliant

• Protected from legal actions

Diversity Route• Meeting our legal responsibilities plus

• Leveraging the business’s greatest assets

• Seeking to optimise the difference – we’re all different

• Enabling people who can to add value

• Tapping in to new forms of creativity and innovation through inclusive behaviours

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Outcome Analysis

“BETTER” “DIFFERENT”

Compliant but poor business performance

Excellence through diversity in practice

Risk of prosecution Understanding of diversity but not sustainable

Compliance

Benefits Individual and Business

EXPERIENCES OF OTHERS

How some employers have tackled it

• Implement / support awareness / training programmes for management and employees

• Recognise National / Holy holidays of diverse group of peoples

• Provide extended break periods for non Christians for their religious festivals

• Conduct focus group sessions and build outputs into framework for action

• Implement / support English language classes for foreign nationals

• Actively target breakthroughs in areas of worst feedback eg use of vernacular by locals

Kandola and Fullerton Ten most successful initiatives adopted by organisations pursuing diversity policies

• Introduce equal rights /benefits for part time workers

• Allow flexibility in dress code• Allow time off to care for dependents beyond

that laid down by law • Extend partners benefits to same sex partners• Buy specialised equipment (eg braille

keyboards)• Employ helpers / signers for those who need

them• Train trainers in equal opportunities• Eliminate age criteria from selection decisions• Provide assistance with child care• Allow staff to take career breaks

OPPORTUNITIES

Integrated workplaces• free from discrimination and

harassment;• welcoming to all migrant workers,

Black, minority ethnic employees, customers or service users;

• acknowledge and provide for cultural and linguistic diversity among employees and customers

• take practical steps in order to achieve full equality in practice

• communicate a message promoting greater equality within the wider culturally diverse community served by the business.

 

Myth of migrants going home

• “A prevalent myth in Ireland at the moment is that migrants are ‘going home’ because of the recession. Far from demonstrating that they are leaving the country, our helpline statistics show that migrants are actively seeking to remain here and are increasingly concerned about the security of their immigration status” - Denise Charlton ICI.

• Majority leaving Ireland now Irish - CSO Statistics

• Those migrants who have stayed are committed to Ireland’s recovery!

Hidden Skills • Many migrants are underemployed –

over qualified for their current employment

• They have enormous experience of other countries and cultures and at least one language other than English or Irish

• The Changing Demographics have already resulted in a significant contribution to our national skills re-profiling

• 15% of labour market is international / multicultural

• Opportunity exists to leverage new / hidden assets

President Mc Aleese

• “drawing these newcomers deeply and happily into every facet of Irish society is one of the most important social issues we face over the next few decades…As one of the world’s great exporters of people, as a culture steeped in the emigrant experience, we have both the challenge now, and the chance, to make the emigrant experience in Ireland something to be truly proud of”.

FINALLY

• The Golden Rule is - treat others as you want to be treated

• The Platinum Rule is- treat others as they want to be treated

Former Intel Ireland VP and General Manager April 2007