ENAR established in 1998 after the 1997 European Year Against Racism With the aim to :

2. The European Network Against RacismShannon PfohmanTransnational Thematic WorkshopBrussels, 12 June 2013

3. ENARestablished 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

4. ENAR’s members Non-profit, grassroots organisations Migrant organisations Advocacy organisations Faith-based organisations Friends of ENAR Trade unions Universities, academics, think tanks Any organisation involved in the fight against racism!

5. ENAR Secretariat Based in Brussels Coordination and organisation of the EU network Oversee implementation of the annual work programme Funding European Commission Foundations Business partners (equal@work initiative) Donations and sponsors

6. Vision ENAR believes in a Europe free of racism ENAR 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

7. Main activities Influence the European political agenda (while members influence national policies) Liaise with EU institutions Carry out conferences Produce and disseminate publications, fact sheets, policy papers, webzines, weekly mail Networking with stakeholders and capaciy buiding Exchange of best practices Media work and campaigning

8. ENAR’s positive narrative on equality and diversity

9. 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.

10. Hidden Talents, Wasted Talents

11. 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

12. 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

13. Labour market incorporation of migrants

14. Labor market incorporation 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

15. 1st 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

16. 2nd lesson to draw • Negative attitudes contribute to structural discrimination • prevents equal access to the labor market • leads 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 migrants • costs states more money by preventing abled migrants from earning an income (refugees)

17. 3rd 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

18. Good Practice • ENAR’s equal@work initiative Partnership with private companies – multistakeholder dialogue

19. 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

20. 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

21. 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

22. 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

23. How to deepen understanding of 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 discrimination • Join in the equal@work initiative: www.enar-eu.org

24. Thank you!