The European Network Against Racism

Shannon Pfohman

Transnational Thematic WorkshopBrussels, 12 June 2013

ENAR established 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

ENAR’s membersNon-profit, grassroots organisations

Migrant organisations

Advocacy organisations

Faith-based organisations

Friends of ENARTrade unionsUniversities, academics, think tanks

Any organisation involved in the fight against racism!

ENAR SecretariatBased in BrusselsCoordination and organisation of the EU networkOversee implementation of the annual work programme

FundingEuropean CommissionFoundationsBusiness partners (equal@work initiative)Donations and sponsors

Vision

ENAR believes in a Europe free of racismENAR 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

Main activities

Influence the European political agenda (while members influence national policies)

Liaise with EU institutionsCarry out conferences

Produce and disseminate publications, fact sheets, policy papers, webzines, weekly mailNetworking with stakeholders and capaciy buiding Exchange of best practices

Media work and campaigning

ENAR’s positive narrative on equality and diversity

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.

Hidden Talents, Wasted Talents

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

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

Labour market incorporation of migrants

Labor market Labor market incorporation of migrantsincorporation 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

1st lesson to draw1st 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

2nd lesson to draw2nd lesson to draw

Negative attitudes contribute to structural discrimination

prevents equal access to the labor marketleads 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 migrantscosts states more money by preventing abled migrants from earning an income (refugees)

3rd lesson to draw3rd 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

Good Practice Good Practice

ENAR’s equal@work initiative

Partnership with private companies – multistakeholder dialogue

Good Practice 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

Good Practice 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

Why leverage diversity management? 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

Why leverage diversity management? 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

How to deepen understanding of How to deepen understanding of diversity 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 discriminationJoin in the equal@work initiative:

www.enar-eu.org

Thank you!