12 Dez Discussion P. 3 - Philip O'Connor
Transcript of 12 Dez Discussion P. 3 - Philip O'Connor
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Philip O’ConnorPresentation to Powering the Future Conference
Lisbon, 12th December 2008
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Dublin Employment Pact
• Initiative of Taoiseach’s Office;• Social Partners commitment in
1998 national agreement;• Focus on practical solutions to
development, employment and social inclusion issues;
• Dynamic network of 300 agencies and local interests;
• Focus on research, pilot projects and policy initiatives;
• Innovative approaches to multi-level problem solving;
• Board representative of stautory agencies (education, enterprise), local authorities, social partners, local develop-ment and community sectors.
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DEP strategies
Four strategies:
• Dublin wide social inclusion initiatives; Community ICT Programme, Creative Cities Initiative
• Creating access to the labour market; Labour Market Policy, Local Employment Services, Workplace Diversity
Strategies
• Lifelong learning through further education and in-work learning;
Learning at Work Initiative, Skills for Work, Educational Directory for ex-Prisoners
• Innovative enterprise and social economy initiatives;
Social Finance Initiative, Social Enterprise Strategy
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Equal at Work
“Access to employment through open human resource practices”
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Equal at WorkIrish Context
• Social Partnership: government, employers, unions, farmers and community sector determine economic and social policy at national level;
• Economic Boom: opportunity to achieve labour market inclusion through open HR;
• Equality Acts with legal recourse (nine grounds) and large voluntarist provision.
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Equal at WorkRationale of the Development
Partnership
• Strategy: Impact across Dublin Region private, public and community sectors;
• Programme:14 actions across the Private, Health, Local Authority & Community Sectors;
• Sectors themselves identify initiatives for opebning HR structures in their sector;
• Budget 2004-07 of €3m
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Equal at WorkTransnational Partnerships
• Joint Dublin-Belfast (city councils, private and public sectors) with focus on diversity management and promoting access by women to non-traditional occupations;
• InterFAIR Alliance with partnerships of city authorities, employment services and NGOs in Budapest, Nuernberg and Madrid, and Training Division of “Solidarnosc” in Masuria Privince, Poland
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Equal at WorkProject Structure
• Development Partnership of 55 organisations;• Sectoral “Clusters” of key partners.• Delegated Project Steering Group of Sector reps.,
national organisations and mainstreaming bodies;• Management Team at Dublin Employment Pact;• Formative Evaluation (diagnostic learning) structure
accompanying/correcting project at all stages/levels;• Reporting to National Support Structure and
Department of Enterprise, Trade & Employment;
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Equal at WorkDP Steering Group
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Equal at WorkSectoral Cluster Structure
• Mixed organisations: agencies, companies and relevant NGOs;
• Facilitated by DEP and chaired by sectoral mainstreaming organisations (integrated from the start), i.e.;– Private sector – Chartered Institute of Personnel Devpt. Local
authroities – Local Govt. Management Services Board– Health partners – Health Sector Employers Agency/HSE– Community Sector – Sector networks (e.g. NWCI, INOU etc.)
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Health Sector Actions• Mainstreaming agencies: Health Service Executive
HR Directorate, HSE Employers Agency;• Process: Working through hospital partnership
committee and engaging all management and staff.• Actions:
– St James’s: Equality Review of recruitment processes.– Children’s Hospital: “Universal Accessibility” audit.– Connolly: Intercultural teamworking. – Stewarts’: Equality Review of all HR policies for staff (1,800
and 29 nationalities). – Tallaght: Supports for older workers to remain in work.
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Health Sector
Launch of the “Support Services for Older Workers Initiative” at Tallaght Hospital by the Hospital Board and Partnershjip Committee, 2006
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Private Sector Actions• Mainstreaming body: Chartered Institute of
Personnel Development (CIPD);• Process: Working through workplace partnership
committee and engaging all management and staff.• Actions:
– Eircom: Online HR decision-making for line managers. – Educat. Building Society: Disability Awareness Strategy. – Irish Life: Recruitment /integration disability audit. – Jurys Inns: Inclusive recruitment/integration strategy. – Meteor Mobile: Equality Review of all HR policies.
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Private Sector
• Elaine McGauran, Equality Officer, Irish Life & Permanent, with some of the team awarded for excellence by Her Excellency President Mary McAleese at the )2 Ability Awards, 2007
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• Publications and reports analyse innovative project outcomes –
• Analysis of the Equality Reviews implemented in five major employments under Equal at Work
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Local Authority Actions
• Mainstreaming body: Local Government Management Services Board (LGMSB);
• Process: Working through local authority partnership committee to engaging with management and staff.
• Actions: – Dublin City Council: Accessible competency recruitment
and replacement of formal qualification. – South Dublin County Council: Recruitment of Travellers
to integrated outdoor workteams. School support programme clerical officer placements and jobs .
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• Breakthrough achieved with Traveller Employment Initiative in South Dublin County Council:
• National initiative launched by Ministerail Order throughout Irish local authorities based on the South Dublin model.
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Local authorities
Launch of Interview Skills Pack by Dublin City Manager John Tierney
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Community Sector Actions
Mainstreaming body: Trade Unions, Employer Body, creation of new mainstreaming body.
• Process: Networking community sector, working in alliance with unions, employers and government.
• Actions: – Increasing TU membership: New sector branches
established, shop stewards trained and engagement with national partnership structures commence.
– Capacity building: Establisg “Community Sector Employers Forum” and “Employers Resource Bureau”, a web-based HR resource tool for sector organisations.
– Changing national framework: Engaging with Social Partnership structure to change funding rules in the sector
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Community Sector
• New research by Equal at Works reveals the extent of the Community Sector and the chaotic HR conditions often prevailing.
• Project aims to bring the
sector – which is a larger employer than agriculture – into the modern system of Social Partnership
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Organising the Community Sector: Equal at Work representatives with David Begg, general sectratary, Irish Congress of Trade Unions
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Community Sector
Launch of the Employers Resource Bureau, Croke Park, 2007
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Seeking to influence public opinion and public policy
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Evaluation• Self Evaluation:
– Clusters determine own strategies within DP context;
– Open technology workshops for critical assessment;
• Formative Evaluation:– Independent outside company;– Non-summative approach;– Accompanies and corrects project;– System of project “diagnostic learning”;
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Mainstreaming successes Health Sector (through HSE):
- Intercultural workteams system adopted nationally;- Equality Audit of HR systems as best practice;- Older works and universal accessibility models.
Private Sector (through CIPD):- Pioneer diversity strategies adopted by CIPD network;
Local Authority Sector (through LGMSB):- Government Order replaces formal education requirements and
advises competency recruitment in all local authorities;- Traveller Employment model now in six local authorities;
Community Sector (through national partnership and new bodies):- Community Sector branches in two major unions (Siptu/Impact);- Set up Community Sector Employers Forum and HR resource;- Community Sector funding now part of national partnership talks.
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• Employment Minister with DEP Staff at their stand showcasing Equal at Work publications
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www.dublinpact.ie