1. Equality and diversity in jobs for migrants: Analysis of the personnel policies in European cities Anna Ludwinek Eurofound (Dublin)
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2. Outline Brief information on Eurofound and CLIP
Diversity and equality in jobs for migrants – key findings
Recommendations (European, national, local)
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3. European Foundation (Eurofound)
Established in 1975
First EU Agency
(DG Employment & Social Affairs)
Tripartite Board
‘To provide information, advice and expertise – on living and working conditions and industrial relations in Europe – for key actors in the field of EU social policy on the basis of comparative information, research and analysis’
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4. Monitoring & Surveys Unit Information & Communication
European Foundation for the Improvement of Living and Working Conditions
Monitoring & Surveys Unit
Comparative analysis of information EU 27
Network of European Observatories
Employment &
Competitiveness
Industrial Relations
& Workplace Developments
Living Conditions &
Quality of Life
Information & Communication
Web content
Publications
Events
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5. Integration of migrants as key policy challenge
Important role of cities in the integration of migrants
Implementation of national integration policies
Innovative local policy developments
Indirect part of the emerging coordination process on migration policy on EU level (‘global approach to migration’)
Role of EU
Increasing role of EU on migration and integration policies
Role of CLIP (Cities for Local Integration Policy)
Support cities, EU institutions, Social Partners, migrant organisation, NGOs
Role of research
Provide knowledge and expertise
Support dialogue
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6. Source: Eurobarometer on intercultural dialogue, 2007
Diversity: Interaction with different ethnic, religious and national groups during last week
Source: Eurobarometer on intercultural dialogue, 2007

7. Views and experience of European citizens on discrimination: Ethnic origin
Perceived (“Widespread” versus “rare”)?
EU27: 62% “widespread” versus 33% “rare”
“Widespread”: countries
Denmark, Sweden, Italy, France, Greece, NL: 75-79%
Direct experience?
EU27 and Spain: 2%
Slovakia, Hungary, UK, Luxembourg, Estonia: 4-6%
Witnessed in the last 12 months?
EU27: 14%
Perceived discrimination on the labour market: 58%
Base: Eurobarometer study (2008 in EU27)
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8. What is CLIP? Cities for Local Integration Policies for migrants
Network 30 European cities managed by the European Foundation (EU-Agency): Start January 2006
Strategic partners: (CoE, CoR, EC, CEMR, ENAR)
Research support by six leading European research centres
Policy Objectives
Improve local integration policies and practice on the European, national, regional and local level
Organise a systematic exchange of experience on ‘what works’ between local authorities in Europe
Support the articulation between the European and the local level on good experience in order to deliver a more effective integration policy for migrants
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9. Who is who? Cities in the CLIP network
Cities in all regions of Europe
Participating cities in the network:
Dublin, Newport, Wolverhampton, Antwerp, Liege, Amsterdam, Breda, Luxembourg
Frankfurt, Stuttgart, Arnsberg,
Prague, Budapest, Zagreb, Tallinn, Wroclaw
Copenhagen, Turku, Malmo, Sundsvall, Helsinki,
Terrassa, Mataro, Barcelona, Valencia
Athens, Lisbon, Torino, Bologna, Istanbul, Izmir, Zurich
Mix of medium sized and larger cities
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10. How does CLIP operate
Effective peer review process between cities by describing, comparing and evaluating local policies
Combine analysis with action research, build-up trust
Involve organisations of migrants, NGOs, Social partners
Themes
Housing conditions and segregation of migrants
Personnel policy of local authorities and provision of social services for migrants
Intercultural relations in particular with Muslim communities
Ethnic entrepreneurship
Output
Case studies, comparative analysis, practical policy recommendations
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11. Process Case studies Time: 11 months Common Reporting Scheme (CRS)
Research
Group
Cities
Case studies
Policy guidelines (local, national EU)
Comparative overview report
Concept document Framework
Co-operation between
reseachers and cities
Steering
Commitee
4-day
field visits
Time: 11 months
Concept
publication
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12. Diversity and equality policy of CLIP cities
CLIP focused on two areas
Personnel policy of cities for migrants
Administration
Service provision
Companies in public ownership
Service provision for migrants
Background and importance:
Local authorities are often the largest or second largest single employer in the city
Cities are key service providers to migrants
Local authorities are a significant employer in Europe (4-6%)
Contribution of CLIP
25 case studies in European cities
Overview report and policy recommendations
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13. Source: European Labour Force Survey 2007
Employment profile of migrant workers in local authorities: Availability of information on ethnic background
Over 40% cities have no information as regards migrant employees in their staff
Total numbers
Occupation or positions of migrants in their workforce
Different views and practices on monitoring
Source: European Labour Force Survey 2007

14. Share of migrant employees in local authorities in comparison to population
Source: CLIP study on equality and diversity in jobs and services in European cities, 2008

15. Employment profile of migrant employees in local authorities: Quality of employment
Concentrated in manual/ less senior posts e.g. Stuttgart
Overall figure (services and companies owned): 10%
Administration: 7%
Companies owned: 25%
Highest and higher grades: 1 to 3%
Clerical grade: 8%
Manual grade: 41%
High % of migrants with short term contracts
Higher % of migrants contracted and outsourced services
Results regarding low quality of employment of migrants are confirmed for EU by “Employment in Europe Report 2008”
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16. Personnel policy of cities regarding migrants: Challenges
Lack of data on employees with migrant background in order to:
Identify problem, analyse barriers
Monitor progress
Lack of clear vision:
Importance of city jobs in wider integration strategy
Assumption ‘we treat everyone the same’ ensures equal access to jobs & promotion
Hostile media/staff
Low staff awareness regarding the value of a diverse workforce
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17. Jobs in local authorities for migrants: Barriers
Legal and procedural restrictions of recruitment of third country migrants
Public administration
Public service
Overall reduction of staff in local authorities
Bar on any recruitment
Array of different departmental responsibilities
Language requirements
Unnecessary high
Slow recognition of qualifications
Concerns of customer resistance
Necessary resources: advertising, translation, data collection, outreach – cost money & staff time
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18. Recommendations EU level: More guidance and review restrictions
Provide guidance for cities on concepts, terminology, legal obligations and good practice
E.g. difference between positive discrimination and positive action
E.g. extent to which contracts with external service providers can meet equality standards without breaching EU procurement rules
Publication on new Commission website on integration
Review legal restrictions on access of non-EEA nationals to municipal jobs
Fund comparative study by Commission or FRA
Investigate: Rationale, impact and necessity
Consider ‘reasonable’ restrictions
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19. Recommendations EU level: Review strategic guidelines of European Employment Strategy
Objective of EES: Improve labour market integration of migrants and specific groups of migrants
Conditions of local labour markets: Cities are often the largest or second largest employer
Role of cities: Use the substantial room of manoeuvre to implement EES objective regards migrants as public employer
Recommendation for EES: Stress the importance of cities as direct employers of migrants and as role models for the private sector
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20. Recommendations EU level: Strengthening the sector social dialogue
Role: Social Partners have a key role in the influencing employment levels and employment conditions for risk groups on the labour market such as migrants
Activity: Council of European Municipalities and Regions (CEMR) and the European public service union (EPSU) started recently
a sector dialogue on employment, employment conditions
and diversity management in local authorities in Europe
Role of European Commission:
Inventory of innovative collective agreements in local authorities on diversity management and inclusion of migrants
Series of European and national seminars with the Social Partners to discuss the results of the inventory and of the CLIP project
European Integration Fund
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21. Recommendations EU level: Use of the European Social Fund (ESF)
Role: ESF plays an important role in developing human capital of risk groups on the labour market, like migrants
Conditions: Migrants are overrepresented in jobs of local authorities with low qualification
Recommendation: Support for training of migrant workers of local authorities should be explicitly included into the ESF guidelines
Effect: More migrants in higher positions would support to overcome the under-representation of migrant workers in public authorities
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22. Recommendations for the national level
Require cities to promote equality of opportunity
Include local public employment policy in national integration plans for migrants
Encourage national social dialogue
Review procedures for recognition of qualifications
Inform migrants about their rights
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23. Recommendations – local level
Move beyond antidiscrimination procedures
Effective monitoring, review legal and procedural barriers to jobs
Recruitment methods
Diversity into contracts with external providers (Copenhagen, Stuttgart, Wolverhampton)
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24. Thank you More information on:
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