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Approach the cultural diversity Positive Managing of Diversity to leverage

Approach the cultural diversity Positive Managing of Diversity to leverage social and economic contribution of immigration in the EU 2011 - 2012 ________ http://www.in-diversity.eu/ Lifelong Learning Program, LEONARDO DA VINCI PROJECT n°. Partnership of the project.

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Approach the cultural diversity Positive Managing of Diversity to leverage

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  1. Approach the cultural diversity Positive Managing of Diversity to leverage social and economic contribution of immigration in the EU 2011 - 2012 ________ http://www.in-diversity.eu/ Lifelong Learning Program, LEONARDO DA VINCI PROJECT n°

  2. Partnership of the project Instituto Europeo para la Gestión de la Diversidad (IEGD). Spain. Applicant and responsible of the project coordination and management. Greta Du Velay (GDV). France. Partner 1 and responsible of leading the WP2. Work Research Centre (WRC). Ireland. Partner 2 and responsible of leading the WP3. Instituto de Formación Integral (IFI). Spain. Partner 3 and responsible of leading the WP4. Stiftelsen Minerva (MINERVA). Sweden. Partner 4 and responsible of leading the WP5. Training 2000 (TRAINING2000). Italy. Partner 5 and responsible of leading the WP6. Fundación Cepaim (CEPAIM). Spain. Partner 6 and responsible of leading the WP7.

  3. Patners Stiftelsen Minerva Work Research Centre Ltd Gretta du Velay FundaciónCEPAIM Instituto de Formación Integral Instituto Europeo para la Gestión de la Diversidad Training 2000

  4. Project Objectives Create awareness regarding the evidnece of the multiculturality Identify its sources Understand and measure its impact Manage diverse and multucultural immigration based envionment Optimise the contribution that the immigrant population makes on social and entrepreneurial arena

  5. Support activities Valorisation disseminartionthrough virtual networks local mailinglists Seminars Local seminars International seminar Pilotingthe Tools 15 users per partner (105) Consolidatedreport Evaluations Internal Experternal QualityCommittee Transferability Prepare toolstobeused in othercountries and sectors Sustainabilityreport Strategicalternativestoguarantethelife of theprojectbeyondthe UE financialsupport

  6. Activities

  7. In-Diversity Project development Tools Target communities Owners of companies – particlularySMEs Managers Employees PublicAdministrations NGOs Academia • Local research – status of immigation in the country • Tool Kit todevelop Diversity Manamentpolcies in companies of allsizes • E-learningprogramtocreateawarness and behaviourtooptimisemultuculturalismcreatedbyimmigrants • Web sitetodisseminatethevision, mission and tools of theproject

  8. IN-DIVERSITY Tools • Tool Kit to guide companies in theimplementation of diversity and inclusionmanagement • E-Learningprogramregarding cultural diversity in organisations

  9. IN-DIVERSITY project Dissemination and valorisation: • Web: www.in-diversity.eu • Newsletters, postcards, brochure.

  10. The In-Diversity Toolkit Work Research Centre Ireland Isabelle Jeffares

  11. The origins of the toolkit • This toolkit is concerned with the employment of immigrants • The toolkit contains tools to assist employers in the appropriate management of cultural diversity. • The tools were transferred from the DiManT project: e-learning resource on Diversity Management – and wasadapted to shift focus to cultural diversity management. • Targeted towards employers not individuals looking for employment.

  12. Reasons for the Toolkit • Demographic change: increased immigration into and within EU • The benefits: Employers need to be informed about the benefits of employing a diverse workforce. • Employers need to be made aware of the issues: ..in terms of the Individual: • religious differences • culture • beliefs • languages ..and Work related issues: • communications • interpersonal relations • management style

  13. Selecting appropriate tools 1. Consultations were held with stakeholders 2. Focus groups were held with experts 3. Two questionnaires were completed about what the toolkit should contain

  14. Selecting appropriate tools The participants involved included experts in: • Immigration • Intercultural issues • Management of cultural diversity from public administrations, employers organisations, trade unions • NGOs • Immigrants associations • Feedback received in these consultations led to identification of the important areas/issues involved in the diversity management process. • The tools were selected based on feedback received from these experts.

  15. Toolkit amendments • Examples of recommendations from the focus groups participants included: • Simplify the toolkit • Tailor it for SME’s • Include content-related material • Managers need training to implement effective diversity management projects.

  16. Who is the toolkit for? • All companies: public and private organisations of all sectors. • Large or small organisations; many tools adaptable for use in SME’s.

  17. Aims of the toolkit 1. To benefit employers and employees in the workplace Employee benefits: • Income, status • Social inclusion • Health and wellbeing. Employer benefits: • Compliance with the law • Increasing the creativity and adaptability of the workforce • Improved quality of service and potentially increased profits. 2. To increase participation of immigrants in the labour market 3. To ensure the best diversity management practice in organisations by training employers 4. To be adaptable for use in both large and smaller organisations

  18. Structure of the toolkit The tools are organised according to five major phases: • Phase 1 - Getting started • Phase 2 - Needs and problem analysis • Phase 3 - Organising solutions • Phase 4 – Implementation • Phase 5 - Monitoring and evaluation • For each activity under each phase, a set of tools are recommended.

  19. Phase 1 – Getting started • The following slides illustrate two separate activities and their tools from the Getting started phase: Canvassing support and Setting up the project team…

  20. Activity = Canvassing support

  21. Activity = Setting up the team

  22. Examples of tools I will now briefly present some examples of tools from the toolkit: Phase 1 Getting started: • Activity = Canvassing support • Tool = Stakeholder identification checklist Phase 2 Needs and problem analysis: • Activity = Gathering information • Tool = Information sources checklist Phase 3 Organising solutions: • Activity = Identifying and setting priorities/ finding and deciding on solutions • Tool = Creating criteria to prioritise problems and solutions

  23. Website addresses • The InDiversity project website: http://www.in-diversity.eu/web/ • The Dimant project website: http://www.diversityatwork.net/EN/en_index.htm

  24. E-learning program IFI, Spain

  25. E-Learning program • Program: Module 1: Introductionto cultural diversity Chapter1: Whatis cultural diversity? Chapter2: Whyitisimportantto manager diversity? Chapter3: Legislation at EU and local basis Module 2: Managing cultural diversity Chapter 1: Whoisinvolved? Chapter2: Diversitymanagementrelatedtoothercompanystrategies Chapter3: Corporatecommitment and declaration of principles

  26. E-learning program • Program: Module 3: Implementation of thediversitymanagementpolicy Chapter 1: Identify cultural diversity in thecompany Chapter2: Planning Chapter3: Promotion of cultural management: tools and communication Chapter4. Actiontomanage cultural diversity Module 4: Demographicprofile of theorganisation: problemas and opportunities Chapter1 Identifyingsources of conflicts Chapter2. Positive conflictsolving.

  27. Curso e-learning • Programa: Módulo 5: Monitoreo y evaluación Capitulo 1: el monitoreo y evaluación del plan de gestión de la diversidad cultural Capítulo 2. Análisis de resultados más detallados Capítulo 3. Obtener detalles sobre el proceso Capítulo 4. Monitoreo y evaluación Capítulo 5. Feedback sobre los resultados de la evaluación

  28. E-learning course platform http://www.in-diversity-learning.eu/

  29. E-learning course • Theoreticalcontent • Forums • Selfevaluationexercises • Case studies • Practicalexercises • Complementaryinformation

  30. Examples of tools I will now briefly present some examples of tools from the toolkit: Phase 1 Getting started: • Activity = Canvassing support • Tool = Stakeholder identification checklist Phase 2 Needs and problem analysis: • Activity = Gathering information • Tool = Information sources checklist Phase 3 Organising solutions: • Activity = Identifying and setting priorities/ finding and deciding on solutions • Tool = Creating criteria to prioritise problems and solutions

  31. Website addresses • The InDiversity project website: http://www.in-diversity.eu/web/ • The Dimant project website: http://www.diversityatwork.net/EN/en_index.htm

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