Equal - Digital Repository
- Facilitating access
- Ethnic minorities
- Business creation
- Social economy
- Lifelong learning and inclusive working practices
- Adaptability to work
- Gender equality
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CEMESME - Contribution of Ethnic Minority Employees to UK Small and Medium Sized Enterprises
This DP has been part of one Transnational Partnership - the European Network to Promote Diversity - working with partners from Germany, Spain, France, Lithuania and Slovakia.
Name
Contribution of Ethnic Minority Employees to UK Small & Medium Sized Enterprises
Lead partner
Policy Research Institute on Ageing and Ethnicity (PRIAE)
Contact
PRIAE
31 - 32 Park Row
UK
LS1 5JD
Email:
31 - 32 Park Row
UK
LS1 5JD
Email:
Information
The Strategic Aim of this Transnational Partnership aims to challenge racial discrimination and promote racial equality in employment and enterprise on a European level. The partnership aims to demonstrate the business advantages of diversity in employment. It will assist employers to understand the arguments for race equality in the workplace and promote employment of members of ethnic minority groups in enterprises at all levels.The Transnational Partnership Objectives are:-
1. To promote employment of ethnic minority workforce-
2. To work towards the elimination of racial discrimination and promote equality of opportunity
3. To encourage good relations between people from different racial and ethnic backgrounds
4. To clarify the positive implications of workforce diversity management on the firms’ business performance
5. To disseminate good practice on inclusion of ethnic minority employees
6. To sensitise the corporate culture of European firms to diversity issues in the workplace
The common interests within this Transnational Partnership is to provide a combined effort on a European level on promoting diversity management within firms and the benefits to SMEs of employing a diverse workforce. Based on the European Monitoring Centre on racism and Xenophobia Annula Report 2003-04, “employment discrimination should increasingly be on the agendas of the Member States. The EU, through the European Employment Strategy, has been concerned in particular with the disadvantage of vulnerable groups such as ethnic minorities in employment (pg 67).Overall, the Partnership would bring the partners further experience in working in an international co-operation, provide foreign experiences and new skills in solving the problems of the disadvantaged minority ethnic groups in each national country. The structure and nature of the 6 different DPs differs in terms of their operation eg number and nature of participating organisations, and the orientation (sectoral / geographic) of their DP. However, this adds to the value of the Partnership by bringing lots of experience both in the field and in working with the target audience and having maximum impact.
1. To promote employment of ethnic minority workforce-
2. To work towards the elimination of racial discrimination and promote equality of opportunity
3. To encourage good relations between people from different racial and ethnic backgrounds
4. To clarify the positive implications of workforce diversity management on the firms’ business performance
5. To disseminate good practice on inclusion of ethnic minority employees
6. To sensitise the corporate culture of European firms to diversity issues in the workplace
The common interests within this Transnational Partnership is to provide a combined effort on a European level on promoting diversity management within firms and the benefits to SMEs of employing a diverse workforce. Based on the European Monitoring Centre on racism and Xenophobia Annula Report 2003-04, “employment discrimination should increasingly be on the agendas of the Member States. The EU, through the European Employment Strategy, has been concerned in particular with the disadvantage of vulnerable groups such as ethnic minorities in employment (pg 67).Overall, the Partnership would bring the partners further experience in working in an international co-operation, provide foreign experiences and new skills in solving the problems of the disadvantaged minority ethnic groups in each national country. The structure and nature of the 6 different DPs differs in terms of their operation eg number and nature of participating organisations, and the orientation (sectoral / geographic) of their DP. However, this adds to the value of the Partnership by bringing lots of experience both in the field and in working with the target audience and having maximum impact.
