Equality Ireland 2019 Fairness and Inclusion for all
“DIVERSITY IS BEING INVITED TO THE PARTY; INCLUSION IS BEING ASKED TO DANCE” VERNA MYERS
Contents 1
Welcome
2
What is EDI?
3
The Irish Centre for Diversity
4
FREDIE
5-8
Legislation Overview
9 - 10
Ahead
11 - 12
AsIAm
13
Primark
14
TUSLA
14
Dublin City Council
15 - 16
NASC
17 - 18
Business in the Community Ireland
19 - 20
Careers Portal
21 - 22
Dublin City University (DCU) Access Service
23 - 24
Employability Service
25
Letterkenny Institute of Technology
26
Irish Blood Transfusion Service
26
Public Appointment Service
27 - 28
Empower the Family
29 - 30
Dublin Institute of Technology (DIT)
31
Irish Rail
32
Allergan
33 - 34
Inclusion Ireland
35 - 36
LGBT Ireland
37 - 38
The National Council for People with Disabilities (NCPD)
39 - 40
New Communities Partnership
41 - 42
National Women’s Council Of Ireland
43 - 44
One Parent Families
45 - 46
Pavee Point
47 - 48
Transgender Equality Network Ireland (TENI)
49 - 50
Standard Life
51
Grant Thornton
53 - 54
The Union of Students in Ireland (USI)
55 - 58
Construction Industry Federation
60
Dublin City University (DCU)
Welcome Welcome to Equality Ireland Directory 2019 produced by the Irish Centre for Diversity. Ireland’s business landscape has shifted dramatically in the last 20 years with a knowledge-based economy replacing the role of manufacturing in Ireland’s success. The types of people working in Ireland are becoming more diverse with an influx of non-Irish nationals settling in Ireland. Working women and dualcareer couples are increasing as is the age of the workforce. Matters of sexual orientation, transgender and disabilities are among the many issues that require organisations to think proactively and inclusively. Under-representation of women, ethnic minorities and those with disabilities is common across and within organisations. Thats why we are proud this directory highlighting inclusive employers and services to the diverse communities of Ireland. We hope you find it useful and would greatly appreciate any feedback for future edition. Caroline Tyler
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WHAT IS EDI? • EQUALITY (of opportunity) can be defined as the basic right to not be disadvantaged or discriminated against because of a characteristic such as one’s sex or ethnic background. There are nine grounds for discrimination under the legislation in Ireland. Equality, however, is not just about removing discrimination or disadvantage. It is also about creating a society that is fair and transparent, where everyone, regardless of individual differences, is able participate in work and life and fulfil their potential. • DIVERSITY is everything that makes us different from each other. Diversity is more than just our physical differences or our preferences, it is shaped by our backgrounds, beliefs, values, feelings, personalities, likes, dislikes, life experiences and social upbringing. We believe diversity is to be valued and that in organisations the whole really is greater than the sum of its parts. • INCLUSION represents the state of organisation where every person is valued, is a key member of the organisational community and most importantly, where difference is something that is seen as major competitive advantage. Inclusion is about bringing out the real value of difference and creating a culture where everyone feels a sense of belonging, can contribute to the organisation’s success and thrive in their careers. Basically, diversity on its own does not equal progress – Inclusion is essential!
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The Irish Centre for Diversity ABOUT US The Irish Centre for Diversity brings a fresh approach to how principles of equality, diversity and inclusion (EDI) are supported and implemented in a variety of organisations. We use cutting-edge tools and services that measure and inform on workplace Fairness, Respect, Equality, Diversity Inclusion and Engagement (FREDIE).
One of the ways we support organisations is through Investors in Diversity which is an equality mark for businesses. After launching Investors in Diversity here in Ireland, we realised that we needed to reframe the approach for Irish businesses. This led to an exciting partnership with IBEC and the DCU Centre of Excellence for Diversity and Inclusion. • THE DCU CENTRE OF EXCELLENCE FOR DIVERSITY AND INCLUSION helps organisations build cultures of inclusion providing information on the very latest in academic research, insights and access to tools on diversity and inclusion. • IBEC provide advice and support to organisations on their diversity and inclusion strategies and share best practice initiatives with networks of employers. Together we wanted to create something that was accessible for all companies whatever their size or sector. We needed to identify minimum requirements that would offer companies a firm foundation to build on, allowing them to benchmark their performance and celebrate best practice. We are really excited about delivering
this across Ireland.
For more information on investors in diversity - www.Irishcentrefordiversity.Ie
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The Irish Centre for Diversity’s
FREDIE
THE IRISH CENTRE FOR DIVERSITY DEFINES WORKPLACE CULTURE AS: The unseen force that influences the attitudes, conducts and behaviours of your employees. It determines the performance of your employees, managers and your organisation.
AN INCLUSIVE CULTURE IS ONE WHERE YOUR EMPLOYEES BELIEVE: • FAIRNESS for all is a reality • RESPECT for all is the norm • EQUALITY of opportunity is embedded • DIVERSE employees feel that they belong • INCLUSION is something that is widely understood and leaders value the link between an inclusive culture and business performance. • ENGAGED where there is a positive emotional attachment between colleagues, their work, managers and leaders. Where everyone embraces the values and goals of the organisation.
An inclusive culture is one which is built on values relating to FREDIE.
//EQUALITY//DIVERSITY//INCLUSION//RECOGNITION//DIGNITY//REGA DEVELOPMENT//HARMONY//BENEFICIAL//CONFIDENCE//COURTES 4
LEGISLATION overview
Exploring Employment Equality The Employment Equality Acts 1998–2015 outlaw discrimination in a wide range of employment and employment related areas. These include recruitment and promotion; equal pay; working conditions; training or experience; dismissal and harassment including sexual harassment.
For more information
publicinfo@ihrec.ie 5
The legislation defines discrimination as treating one person in a less favourable way than another person based on any of the following 9 grounds: •
Gender this means man, woman or transsexual
•
Civil Status includes single, married, separated, divorced, widowed people, civil partners and former civil partners
•
Family Status this refers to the parent of a person under 18 years or the resident primary carer or parent of a person with a disability
•
Sexual Orientation includes gay, lesbian, bisexual and heterosexual
•
Religion means religious belief, background, outlook or none
•
Age this does not apply to a person aged under 16
•
Disability includes people with physical, intellectual, learning, cognitive or emotional disabilities and a range of medical conditions
•
Race includes race, skin colour, nationality or ethnic origin
WHAT IS DISCRIMINATION? Discrimination is defined as less favourable treatment. An employee is said to be discriminated against if they are treated less favourably than another is, has been or would be treated in a comparable situation on any of the 9 grounds. To establish direct discrimination, a direct comparison must be made. For example, in the case of disability discrimination, the comparison must be between a person who has a disability and another who has not, or between persons with different disabilities.
Indirect discrimination occurs when practices or policies that do not appear to discriminate against one group more than another actually have a discriminatory impact. It can also happen where a requirement that may appear non-discriminatory adversely affects a particular group or class of persons.
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Specific situations covered by employment equality legislation
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•
Disability Employers are obliged to make reasonable accommodations for staff with disabilities. This includes providing access to employment, enabling people with disabilities to participate in employment including promotion and training.
•
Pregnancy Pregnancy-related discrimination is discrimination on the ground of gender and includes recruitment, promotion and general conditions of employment. Women who are pregnant or have recently given birth are also protected under maternity protection and unfair dismissals legislation.
•
Equal Pay Employment equality legislation provides for equal pay for like work. Like work is defined as work that is the same, similar or work of equal value. It is one of the terms that must be part of the contract of employment as a result of laws passed by the Dáil. A claim for equal pay can be made on any of the 9 grounds listed above.
•
Harassment Harassment including sexual harassment that is based on any of the 9 grounds is a form of discrimination in relation to conditions of employment. Bullying at work which is linked to one of the 9 discriminatory grounds above comes under employment equality legislation.
•
Victimisation Under employment equality legisation you are protected against victimisation if you bring a claim or are involved in a complaint of unlawful discrimination against your employer. This means that your employer may not penalise you by dismissal, unfair treatment or an unfavourable change in your conditions of employment.
ENFORCING YOUR RIGHTS
The Irish Human Rights and Equality Commission and the Workplace Relations Commission are separate organisations that work to ensure equality at work. The Irish Human Rights and Equality Commission is a statutory body set up to provide information to the public on human rights and equality legislation. It can, at its discretion, provide legal assistance to people who wish to bring claims to the Equality Tribunal. You can find the booklet, “Your Employment Equality Rights” explained on www.ihrec.ie
The Workplace Relations Commission is the place to bring a discrimation claim under the Employment Equality Acts 1998–2015 using the online complaint form available on workplacerelations. ie. It investigates or mediates claims of unlawful discrimination under equality legislation.
HOW TO APPLY For advice or assistance on human rights and equality issues contact Irish Human Rights and Equality Commission 16-22 Green Street, Dublin 7, Ireland. Opening Hours: Tuesday to Thursday 10.30am - 12.30pm and 2.30pm - 4.30pm T: (01) 858 9601 | 1890 245 545 F: (01) 858 9609 E: publicinfo@ihrec.ie Source: www.citizensinformation.ie
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SHAPING a future
Where students and graduates with disabilities can succeed The last few years have seen a significant rise in the number of students with disabilities accessing third level education. AHEAD research from 2016/17 shows that there are now over 12,600 students with disabilities in Higher Education and more and more doors to employment are opening for graduates with disabilities than ever before. This is due in no small part to the work of AHEAD, the Association of Higher Education Access and Disability - a national centre of expertise for inclusive education and employment, which celebrated 30 years in existence in 2018.
For further information 9
www.ahead.ie
AHEAD is an independent non-profit organisation working to promote full access to, and participation in, further and higher education for students with disabilities and to enhance their employment prospects on graduation. It achieves its mission by working with key stakeholders in the education and employment sectors, including colleges, employers, government departments and of course, people with disabilities themselves. The Higher Education Authority (HEA) and AHEAD have worked in partnership since the early 1990s in pursuing the objective of achieving greater equity of access for people with disabilities to third level education.
AHEAD complements, supports and advises the post leaving cert sectors in developing and implementing more inclusive policies and practices to improve the experience of students with disabilities. With the move towards a more mainstream agenda in education there is now an expectation that students with disabilities will have the same opportunities as their peers to succeed in education and go on to secure employment when they graduate. While we can all agree that making the transition from college into the workplace can be difficult for any graduate, a graduate with a disability will face additional challenges that must be navigated and overcome if they are to be successful. These include issues around disclosure, the accessibility of workplaces and work practices and dealing with negative attitudes and discrimination. In addition, fear of loss of social welfare entitlements can be of major concern for a person with a disability and can be a disincentive to work.
THE FUTURE FOR STUDENTS AND GRADUATES WITH DISABILITIES IS BRIGHT
In response to growing evidence that graduates with disabilities were experiencing difficulties in making the transition into the workplace, AHEAD set up WAM – Willing Able Mentoring in 2005 - a paid, mentored work placement programme, which is funded by the Department of Employment Affairs and Social Protection. To date over 400 graduates have been placed with both private and public sector employers. It’s a real success story with 77% of participants going on to secure further employment on completion of a WAM placement. WAM has, over the years, become the ‘go-to’ place for employers who want to engage in a proactive way with disability in the workplace and graduates engaging with the programme are reaping the benefits. As our society moves away from the medical model of disability to a more social, human rights based model with universal design at its heart, the playing field is levelling. Educators and employers are recognizing the need to ensure the are offering work for everyone. There remains much to do, but the future for students and graduates with disabilities is bright. 10
AsIAm
BUILDING AN INCLUSIVE IRELAND FOR THOSE WITH AUTISM
AsIAm is a not-for-profit, charitable organisation founded in 2014 by Adam Harris, a young man on the autism spectrum and aims to provide a one-stopshop for the autism community in Ireland. Acting as voice for the autism community, AsIAm works to develop public awareness and policy campaigns around issues affecting the autism community, such as employment and barriers to inclusion. Through increasing and improving accessibility of information and breaking down stigmas, AsIAm wants to help build a more informed and understanding society. The team are committed to ensuring that the autism community has a voice in the inclusion conversation and work hard to ensure that our work is an authentic representation of the autism community. Each year at their National Autism Conference, people from the autism community in Ireland gather to hear from home grown and international experts in best practice for autism inclusion. Having grown from humble beginnings in 2014 with a team of two, AsIAm now consists of a team of 9, 6 of whom are on the autism spectrum. AsIAm’s vision for 2019 is to expand the team even further. 11
Some of their work includes: The National Autism Experience Exhibition, which allows visitors to ‘Step into the Shoes’ of a person on the autism spectrum and a recent RTE documentary about autism called “Autism & Me”. Last March they launched the world’s first autism friendly university with DCU, and at present are collaborating with Supervalu to create Ireland’s first autism friendly town in Clonakilty. In addition, the team travel throughout Ireland conducting school Autism Awareness Workshops and Early Years Educators’ training. Another exciting project to be launched in 2019 is a collaboration with the Joint Managerial Body of Secondary Schools to develop an online resource to help guide both primary and post primary schools to be more autism-inclusive. AsIAm also offers extensive bespoke training and consultancy packages for both the retail and public sector in line with the concept of Universal Design.
“In response to concerns from our community about fostering good relations to promote equality and respect for neurodiversity and the need for the autism inclusion movement to be informed by those on the autism spectrum, we have developed a range of AsIAm Approved Autism Friendly Accreditation packages to ensure the integrity of the autism inclusion movement”. “All of AsIAm’s policies and activities are developed in collaboration with the autism community. For example, we regularly consult with our Youth Leadership Team and AsIAm Ambassadors who are a group of young autistic people between the ages of 15 and 23. Eleanor Walsh, who was one of our first group of Youth Leaders, has since gone on to gain a degree in Arts and Drama. She has served as a member of our Board of Directors, and has just recently taken on a full time position as our Information Officer. We believe that if a person is supported correctly and valued for their strengths, there is no limit to what they can achieve We encourage employers to get in touch with us to discuss how they can support autistic people in the workplace too”.
Adam Harris, CEO
For further information go to www.asiam.ie 12
’t n o d we
s l e b a put l
. e l p o e p n o
It’s what you can bring to the party that counts at Primark, not who you are. We look at your skills, not your age or gender. Your potential, not your sexual orientation. Your enthusiastic personality, not the colour of your skin. People of all ages and backgrounds flock to our stores for our affordable fashion. So we think it’s a good idea that those working in our stores and at our Dublin head office mirror our customers. Everyone who works with us does their bit to make us a high-street success, so everyone is valued and given the chance to grow and grow and grow. Respecting and celebrating individual differences is key. It means you can be you. And it also makes sound business sense. Which is why we’ve made equality the beating heart of our culture.
Welcome to a career at Primark. www.primark.com/careers
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Tusla - Child and Family Agency, offers a wide range of challenging career opportunities that enable our staff to make an important contribution to improve the wellbeing and outcomes for children living in Ireland.
View our current opportunities at visit www.tusla.ie
As the largest local authority in Ireland, Dublin City Council provides hundreds of services on a daily basis to everyone in Dublin city and to people throughout the wider Dublin region. We recognise that people have different talents to contribute to the goals and performance of the organisation. For this reason we try and make sure that every staff member can contribute and compete on equal terms.
For further information on Dublin City Council, please visit our website, www.dublincity.ie
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NASC
THE IRISH IMMIGRANT SUPPORT CENTRE
NASC, the Migrant and Refugee Rights Centre, is a nongovernmental organisation (NGO) based in Cork City. Nasc works for an integrated society based on the principles of human rights, social justice and equality. Nasc (which is the Irish word for ‘link’) works to link migrants to their rights through protecting human rights, promoting integration and campaigning for change. NASC was founded in 2000 in response to the rapid rise in the number of asylum seekers and migrant workers moving to the city of Cork. It is the only NGO offering legal information and advocacy services to migrants, refugees, asylum seekers and new communities in Ireland’s second city. Nasc’s legal team assist some 1,000 people annually in navigating Ireland’s protection, immigration and naturalisation systems. We also assist migrants and ethnic-minority Irish people who encounter community-based and institutional racism and discrimination. Our policy and campaigning strategy is informed by the issues emanating from our legal case work and our day-to-day work with migrants.
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www.nascireland.org
LEGAL SERVICE
CAMPAIGNING
Nasc operates a free Walk In Service providing
Campaigning for change in policy and legislation
legal advice, information and referral on a range
is an important part of our work here at Nasc.
of immigration and asylum-related issues at our
There is a symbiotic relationship between
office in 34 Paul Street, Cork.
the practical work in our legal clinics and our campaign work: while our campaigning priorities
Following a consultation through the walk-
are directly influenced by the issues our clinic
in service, a person may be referred for an
service users encounter, so too is our one-on-one
appointment with one of our specialist legal
Free Legal Service informed by the relationships
officers if our team identifies that there is a
we form with other stakeholders (both NGOs
particularly complex case that we can assist with.
and government) through our campaign work.
Our legal service is private, confidential and non-
We are currently focussing our campaigning
judgmental.
work on five key areas: 1) the asylum process and direct provision; 2) family reunification; 3)
Our Walk In Service also refers to services
refugee resettlement, humanitarian admission
throughout the city and country and maintains
and
close relationships with a variety of services and
and discrimination; and 5) migrant political
agencies which can support migrants, refugees
participation.
community
sponsorship;
4)
racism
and asylum seekers in accessing their rights and integrating into Irish society. Nasc the Irish Immigrant Support Centre 34 Paul Street, Cork. P: (021) 427 3594 E: info@nascireland.org Facebook: www.facebook.com/nascireland Twitter: www.twitter.com/nascireland
CONNECTING COMMUNITIES Integration and social inclusion are woven into every aspect and element of our work. As well as supporting integration on an individual level through our direct service, Nasc also supports key agencies such as the City Council, the County Council and through our membership of the Local Community Development Committee (LCDC) and the local Public Participation Network (PPN), to promote integration throughout.
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BUSINESS IN THE COMMUNITY IRELAND Business in the Community Ireland (BITCI) specialises in providing advice and guidance to leading companies on corporate responsibility and sustainability and also works in education and employment. Regarding employment, BITCI runs free programmes tackling issues on integration and social inclusion working with businesses, the government and the not-forprofit sector.
BITCI RUNS THREE EMPLOYMENT PROGRAMMES FOCUSED ON DIFFERENT TARGET GROUPS: THE EPIC PROGRAMME Employment for People from Immigrant Communities – has been supporting immigrants to become economically independent and more socially integrated in Ireland for ten years. Participants develop job seeking skills through 6 weeks’ part-time training, individual support and have the option to access work experience opportunities. Since its inception in 2008, 3,235 people from 101 nationalities have engaged with the services. 1,340 participants have secured employment and 814 have entered training or volunteering positions. THE RFW PROGRAMME Ready for Work - provides work experience, training and career guidance for people who may have extra challenges to securing employment. These challenges may include experiences of homelessness, mental ill health, addiction and early school leaving. Participants access 2 days of training and a mock interview with a business volunteer followed by 4 weeks part-time work experience. Since 2002, the programme has provided Pre-Placement Training for 796 individuals with 692 progressing onto a Work Placement with a business. A total of 328 have gained employment and 243 have taken up education, training or volunteering. THE RISE PROGRAMME Refugee Integration, Skills and Employability- is a new programme for refugees. Participants develop English language for the workplace, job seeking skills, further their understanding of Irish society and develop their networks. It started early in 2017 and so far has supported 22 refugees through a 7 week part-time training and individual support programme.
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Participants interested in any of the programmes should complete the following requirements: • be over 18 • have the legal status to work in Ireland without restrictions so should have a Stamp 4, a European passport or be an asylum seeker with a work permit • must be based in Dublin or the Greater Dublin Area • have a reasonable level of spoken and written English
Sara Sue
“Before starting the programme, I was questioning myself professionally because all the job applications I sent were rejected and not getting into any interview stage. After the program, I stopped questioning my capacity and experience as a professional and started to understand why my job applications did not get any answers. I believe that having the support of the EPIC Program allowed me to get my first job in Ireland and it was a life changing experience”.
Nelcina
“The programme helped me getting back my self-confidence and becoming aware of the valuable work experience and skills that I already possessed before starting the training. The most important thing about EPIC is that reminds you of who you are and makes you believe in yourself. Before I started the training I only thought of applying for low skilled jobs, and now I feel like I am getting my dreams back and that I am capable of going for something better, something I already wanted before”.
The first step is to complete an application form that can be found at WWW.BITC.IE under the Business Action Programmes.
Ahmed
“The EPIC Programme helped me build up my confidence and communication skills. During the training I learned interview skills, CV tips, knowledge about the workplace and negotiation skills and attended IT training sessions. With the support of the employment programme members, I got into the interview stage at my favourite workplace. I applied all the skills and tips I learned through the programme to the interview and a few days later I got offered the job”. 18
CAREERS PORTAL
Useful Resources for Jobseekers and Adult Learners ABOUT WWW.CAREERSPORTAL.IE Our mission is to provide the most up to date career information to users in an integrated, innovative, supportive and engaging manner. CareersPortal.ie provides a gateway to the most useful information available to those needing or providing career guidance. MEMBERS AREA – THE CAREER FILE To get the most out of the site, registration is recommended. This allows users to take the self-assessments and save information that helps with career planning. When someone registers, they create their own Career File. REGISTRATION This is simple and quick. • Start by Signing up to CareersPortal.ie (note that this is a completely free service). • The sign-up button is located on the top left hand corner on the black bar on all pages. We recommend using your current e-mail address and create a new password for CareersPortal. Take a note of this information for future use. Apart from your name, email and password, you will be asked to select a Community that best describes you – at school, at college or an adult learner or job seeker.
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THE APPS: The Apps or activities above are helpful in developing a fuller perspective on yourself and you can use this information to inform the next steps you take on your career journey. (Note: you can complete these via any mobile device). The Interest Profiler is very useful in helping you find your top three interest areas (from a list of 8) and how they match with jobs and courses in Ireland. It is not a test, rather a short assessment that generates a full 8-page career/ job matching report. Other reports include course matching list based on your top three interest areas identified by the app.
YOUR CAREER FILE WILL LOOK SOMETHING LIKE THIS:
WWW.CAREERSPORTAL.IE 20
Dublin City University Access Service
DCU believes that talented youth should have the opportunity to fulfil their potential in life - no matter who they are. For this reason, DCU established Ireland’s first university access programme 28 years ago to make education attainable to students from disadvantaged socio-economic backgrounds. Today, it is the largest and most successful programme of its kind in Ireland with over 1,300 Access students currently enrolled in DCU. These students come from a variety of backgrounds representing 53 different countries these students have completed all or most of their education in Ireland. Eligibility for the access programme is fully aligned to the Higher Education Access Route (HEAR) criteria, a rigorous Central Application Office (CAO) online assessment, which assesses an individual’s socio-economic status.
THE EDUCATIONAL DIVIDE Almost 64% of second level students in Ireland now transfer to higher education. However, for students from lower socio-economic groups, this figure stands at just 26%. • In some North Dublin neighbourhoods close to DCU, less than 5% of the population holds a third level degree, compared with 1 in 3 people nationally. • Nationally, 9.7% of students leave school before completing their Leaving Certificate, however, this figure rises substantially to 17.1% in schools with designated disadvantaged status. To address this stark divide, the work of the DCU Access Programme begins long before a student enters DCU. Our Access Outreach Programme targets 56 designated disadvantaged (DEIS) primary and secondary schools in North Dublin. The aims of the programme are: • To develop positive attitudes to education and help young people stay in school • To encourage more students to consider thirdlevel education as a viable option • To help support those students who make it to third-level to complete and thrive in their course of study
FOR MORE INFORMATION ON THE DCU ACCESS SERVICE PLEASE GO TO 21
HTTPS://WWW.DCU.IE/ACCESS/INDEX.SHTML
CATHAL’S STORY
Cathal McGivern is a fourth year Marketing, Innovation and Technology (MInT) student at DCU. “I always knew that I wanted to go to college. My family didn’t have a lot of money but they wanted me to have the opportunity to attend university. Working hard and making my own way was instilled in me from an early age. At the age of eight, I set up a window washing business, I even made business cards and gave them out to neighbours. My dad tried to save for me to attend college but a medical issue in recent years meant he could no longer work and instead we were faced with a lot of medical expenses. I knew finding the money for rent in Dublin would be difficult so I worked through 5th and 6th year to save for college. Through the Access Programme, I was offered a place on my chosen course and I haven’t looked back since. The financial support from the Access Scholarship has been really important for me. Thanks to grants, this scholarship and my own part-time work, I have been quite self-sufficient and haven’t placed an additional financial burden on my parents. The support from the Access Programme is more than just financial. The Access team helped me to feel part of something. They are always looking out for your wellbeing and keep you informed about opportunities to get involved. Today, I can happily say I am thriving in DCU. I absolutely love my course and find it easy because I enjoy it. In second year, I lived on campus which really helped me to get more involved with different clubs and societies too. The DCU Access Programme has made a huge contribution to where I am today. Without it, I wouldn’t
MICHAEL’S STORY
Michael Akingbade is a 4th year Marketing, Innovation and Technology (MInT) student at DCU.
“Since occupying the role of Head of Marketing at my transition year mini company I knew that the world of business was for me and when I found Marketing, Innovation and Technology I knew this was the course to take me there. From the moment I started at DCU, I was able to avail of some amazing opportunities such as the UStart Hackathon where I was fortunate enough to lead a team to the final. This gave me the experience of leadership in a business environment. This year has been even more exciting for me. I, along with other students in my year, have started the speakeasy society which has been a wonderfully enjoyable experience. Looking back at it all the wonderful experiences I have had, it makes me appreciative of the opportunity that I have been given by the Access Programme. I remember the stress, worry and disappointment when applying to the CAO as I did not believe I would be able to afford college. I take pride in my role as an older brother and I want to lead by example for my younger siblings by being the first member of my family to go to college and succeed. The trust and support of the Access Programme has added to my motivation and I am inspired every day to repay the faith the programme has shown in me by performing well at DCU. I am excited for what the future holds and I feel ready and capable of achieving my goals thanks to the secure footing my higher education has given me”.
have gotten the points to do MInT and I would be in debt. Working on two Access telethons has meant a lot to me. When I see people giving to the programme it is just fantastic and I hope that in the future I will be able to do the same”.
DCU ARE VERY PROUD OF THE SUCCESS OF ITS ACCESS PROGRAMME AND THE DIVERSITY IT BRINGS TO THE UNIVERSITY. 22
Employability Service The National EmployAbility Service provides employment support
services to people with disabilities and support needs throughout Ireland. It has a reputation for quality service provision with a strong focus on achieving desired results in each of its twenty three
centres. Its vision is “Supporting people with a disability to secure
and maintain employment” and each centre is a company limited by guarantee and governed by a voluntary Board of Directors. The National EmployAbility Service mission is to help stem the flow of
people with disabilities and extra support needs into long-term unemployment by facilitating integration into suitable and fulfilling mainstream paid employment.
In addition, it’s mission entails; • Forming alliances and working partnerships with other organisations and service providers throughout Ireland to meet organisational objectives. • Playing an active and leading role in informing and influencing employers with regard to the benefits of employing people with disabilities. • Setting and promoting world class standards in employment and placement services within a framework of total quality and continuous improvement. EmployAbility provides a range of supports to employers and people with disabilities through a team of Job Coaches and professional support staff. These supports include; • Individual Needs Assessment • Vocational Profiling and Career Planning • Individual Employment Plan • Job Sourcing and Job Matching • On-the-Job Support and Coaching • Advice and Support to Employers • Follow-up Support and Mentoring to both Employers and Employees 23
Employment support is available to jobseekers over the age of 18, who may have different types of disabilities such as intellectual, mental health, physical, sensory, hidden and/or medical. The Business Management and Human Resource Policies, Procedures and Practices of the EmployAbility Service audited during a 2017 external National Standards Association of Ireland (NSAI) assessment reflect good practice. This external NSAI report states: “There is a culture of high quality service provision and equally high people engagement that creates a vertically integrated service with a strong focus on achieving the organisation’s stated objectives”. EMPLOYER EXPERIENCE OF THE EMPLOYABILITY SERVICE In a recently published Indecon International Consultants report (2016), prepared for the Department of Employment and Social Protection, one thousand two hundred employers were surveyed: The report states: “98% of the employers agreed that EmployAbility enabled their organisations to play a role in supporting people with a disability and 96% agreed that EmployAbility made it easier for their organisation to support the transition of people with disabilities into their own workforce. 90% of employers agreed that the Employability Service delivered on their overall expectations”.
Avoca Handweavers
“Avoca Handweavers has found that the employees who have disabilities are capable, reliable and willing to learn. They are valued members of staff”.
Automated Plastics
“Since we started working with EmployAbility Services our company decided to actively support the employment of people with a disability. Through the support of EmployAbility Services there are now five people with disabilities employed full-time and we also have four people employed part-time. Our company ethos has changed over the years and we have tried to be more inclusive and with the support of EmployAbility we have been successful in making this transition”.
Gardenworld
Our experience of employing people with disabilities has been very positive. EmployAbility Service has assisted us in integrating employees into our workforce and has matched the right people to vacancies based on skills, work history, and support needs. We will continue to work with EmployAbility as vacancies arise.
The EmployAbility Service is a free service to both Employers and Participants and is funded by the Department of Employment and Social Protection.
PARTICIPANT EXPERIENCE OF EMPLOYABILITY SERVICE The Indecon International Consultants report also surveyed one thousand two hundred EmployAbility Service participants. Here Indecon Consultants identified that: “Significant numbers of participants showed satisfaction with the helpfulness of staff (92%) the availability of a local EmployAbility Service (89%) the application process (88%) the service overall (88%) and opportunities to gain work experience and employment (81%)”. Peter “Excellent Service, very supportive and kind” Raymond “Very good service! Job Coach helped me to find my job”.
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Letterkenny Institute of Technology has a vibrant campus atmosphere which is enjoyed by a diverse mix of students, drawn by our welcoming ethos and rich cultural and social life. With 350 staff from both the local and national area and just under 4500 students. We are deeply proud that students from over 30 countries internationally travel each year to make LYIT their home. • We celebrate diversity and actively promote a working environment that is free from discrimination. • We welcome applications from all sections of the community.
Visit www.lyit.ie for further information.
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At the IBTS Everyone Counts “Everyone on our team comes to work each day knowing that the work they do saves lives.” IBTS Core Values
Learning
Honesty
Excellence in Service
Accountability
Respect
Teamwork
The IBTS is an equal opportunities employer For more information please visit our website
www.giveblood.ie
Build your career with the
Civil and Public Service The Civil Service is strongly committed to equality of opportunity in all its employment practices. Throughout their working lives, Civil Servants can be assured of equality of participation in their Department or Office, regardless of gender, marital or family status, sexual orientation, religious belief, age, disability, race or membership of the Traveller community. All Civil Servants have a responsibility to create a working environment in which differences are respected and in which all people - staff, clients and customers - are valued as individuals. As an employer, the Civil Service will strive to achieve real equality of opportunity by continuously monitoring its employment practices to ensure it can attract, retain, develop and engage a diverse high performing workforce to deliver Civil Service objectives.
EMPOWER the family
Empower the Family is a not for profit company set up in 2018. It was set up for a number of reasons. Firstly, in response to the history of inequality in the progression rates from second to third level in disadvantaged communities in Ireland. For example, a young person is 430% less likely to go to college based on if he/she grew up in Dublin 1 (i.e. Dorset Street and Talbot Street - disadvantaged areas in Dublin) in comparison to Dublin 6 (i.e. Rathmines and Ranelagh - affluent areas in Dublin). This was measured and highlighted in a report by The Higher Education Authority. Secondly, to develop an effective and sustainable service that reduces the 1 in 5 consistent poverty rate for single parents in Ireland (Source: CSO). There are children being born into a poverty cycle that has existed in their families and in their communities for generations. Services that are designed around the end users needs are required to break these poverty cycles that have existed for generations in these disadvantaged communities. As an organisation, we hope to empower single parents from disadvantaged areas with the key of education, so they can unlock barriers and prosper. We aim to provide the right supports to empower single parents who have the determination and ability to succeed at university. This will help our service users to create a self-sufficient life away from poverty for themselves and for their children.
You can find our more about Empower the Family at 27
www.empowerthefamilyireland.com
We plan to do this by opening student accommodation for single parents in university with affordable quality child care all in the same building. Our crèche will be run by Karen Clince, the founder and managing director of Tigers Childcare who run 14 crèches in Ireland. Karen was also a young parent who juggled parenting with obtaining her professional qualification, as did her mother. All three of us are living proof of what can be achieved with the right supports being made available to single parents. We plan to open our first location in Dublin by September 2020.
GRADUATION RATE OF AT LEAST 80%
We also aim to: • •
• •
Have capacity for at least 10 single parents Ring fence A. a place for a homeless single parent and B. a place for a single parent who will be transitioning out of the state care system due to their increased risk of homelessness as a result of the housing crisis in Ireland Have a graduation rate of at least 80% with the parents who use our service Eventually have one location in every county where there is a university in Ireland
When we open, we plan for people to be able to access our services directly from us by filling in an application on our site. We also plan to work with the services already operating outreach programmes in disadvantaged schools to help connect us with potential service users. We have estimated the initial capital investment we require at €3.15 million and we have over €505,000 in financial pledges to date (€500,000 of which came from a single individual). Once we officially open our doors we have developed a self-funding model to operate the accomodation.
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DIT
Professor Yvonne Galligan
Why did you decide to work within the Higher Education sector? I consider it a privilege to work in higher education where my research and action-focused interests are aligned around gender equality and diversity. The last 18 years of my academic career were at Queen’s University Belfast where initially I was charged with developing the Centre for Advancement of Women in Politics. In subsequent years, my brief broadened to include teaching gender and politics at undergraduate and postgraduate levels. Later, as Professor of Comparative Politics, I also gained
Professor Yvonne Galligan – Director of Equality, Diversity & Inclusion.
responsibility for directing the University’s gender
Tell us a little about your new role at DIT?
university to accreditation through the Athena SWAN
My job is Director of Equality, Diversity and Inclusion at Dublin Institute of Technology (DIT). This is an exciting innovation in the Higher Education sector, and I am the first person in the Institutes of Technology to hold this position. For me it is important that women and underrepresented groups experience equality, inclusivity and respect as they participate in the institution. Crucially, this means being part of policy development and decision-making structures. I can see that there is serious commitment in DIT to making this happen with the key decision-making body, the Operations and Resources Committee, firmly gender balanced. Now the challenge is to cascade that pattern throughout the Institute.
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equality policy through the Queen’s Gender Initiative office. I held that role for 9 years, and brought the full Charter, a framework for recognising and celebrating good practice towards advancing gender equality in higher education. This effected a significant culture change and gender equality is now embedded across all policies and practices in Queen’s.
What do you plan to focus on initially in your new role at DIT? I join DIT at a very exciting time. In January 2019, DIT will join with Institute of Technology Blanchardstown and Institute of Technology Tallaght to become Ireland’s first Technological University – TU Dublin. This time of change opens the possibility of imagining different ways
of doing things, and shaping policies and practices that are fit for today’s and tomorrow’s world of work. In my view, the four key areas to focus on will be – decision-
What advice would you give to women seeking leadership roles in higher education? Go for it! Prepare yourself with the insights leadership
making; engendering and diversifying knowledge; work-
programmes can provide. Identify your goal, and focus
life balance; and career progression. Talented people
time and effort on contributing in the areas that bring
from all backgrounds and with multiple identities make
you closer to achieving that goal. Take some time to
up the core of DIT, and TU Dublin. I am really looking
understand your unique leadership style. I believe that
forward to working with the wonderfully gifted staff
a leader grows into leadership, acquiring the experience
and students here so that together we can raise the
of leading along the way. Then when the big opportunity
benchmark for equality, diversity and inclusion across
comes along, she is ready to stand up and step forward.
the higher education sector.
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Iarnrรณd ร ireann is committed to diversity in our workforce. With a heritage of over 180 years, and as a traditionally male-dominated industry, we support and promote the benefits of a more diverse workforce as we expand our services to meet the needs of Irish society and the Irish economy.
A RAILWAY WHICH BETTER REFLECTS THE CUSTOMERS WE SERVE WILL SERVE THOSE CUSTOMERS BETTER.
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At Allergan, you will have the opportunity to thrive in a fast-paced, strategic environment where bold thinking isn’t just welcomed, it’s encouraged. Allergan is a bold, global pharmaceutical company. Our world-class team develops, manufactures and commercializes innovative branded pharmaceuticals, devices, biologic and tissue products for patients around the world
For more information visit:
www.allergan.com 32
INCLUSION Ireland
Inclusion Ireland, the National Association for People with an Intellectual Disability, is a rights-based advocacy organisation that works to promote the human rights of persons with an intellectual disability. Inclusion Ireland’s vision is that of people with an intellectual disability living and participating in the community with equal rights as citizens, to live the life of their choice to their fullest potential. Inclusion Ireland’s work is underpinned by the values of dignity, inclusion, social justice, democracy and autonomy. Established in 1961, Inclusion Ireland provides a central forum for its members to identify priorities and formulate nationally agreed policies to present to government, statutory bodies, other relevant groups as well as the general public. Inclusion Ireland campaigns for changes in services and legislation that will improve the quality of life and participation of people with an intellectual disability in Irish society.
CONTACT DETAILS Inclusion Ireland Unit C2, The Steelworks, Foley Street, Dublin 1, Ireland. Opening Hours: 9:00 a.m. to 5:00 p.m. from Monday to Friday
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T: 01 855 9891 E: info@inclusionireland.ie
THESE CAMPAIGNS INCLUDE: • Campaigning for the commissioning of disability services that provide quality of life and better outcomes by maximising values such as choice, equity and accountability. • Campaigning for the full introduction of personal budgets which allows a person, no matter the complexity of their support needs, to decide what services and supports they receive and who provides those services and supports. • Campaigning for all people with disabilities to be allowed to live in the community with the supports that they need and for the use of institutional residential care settings to be ended. • Campaigning for legislators to fully respond to the fact that people with disabilities are more likely to be in poverty, less likely to have a job, less likely to advance in work, earn less in employment and that the financial costs associated with having a disability are great. • Campaigning for the full commencement of the law to allow for a person whose capacity to make a decision is in question to appoint a person to assist, co-decide or to have somebody appointed to represent them for the purpose of making a decision.
IN ADDITION TO CAMPAIGNING ON THESE KEY ISSUES, INCLUSION IRELAND: • promotes advocacy for people with an intellectual disability, particularly self-advocacy • provides an information and advice service by phone, post and through its website • publishes information leaflets and booklets • publishes a quarterly newsletter • organises seminars and conferences on intellectual disability • gives information and training talks to a range of groups • represents the intellectual disability sector in Ireland at an international level by its membership of Inclusion International and Inclusion Europe • promotes research into intellectual disability
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LGBT IRELAND:
For Inclusion, For Equality, For Everyone LGBT Ireland is a national non-profit organisation which provides quality support services to Lesbian Gay, Bisexual and Transgender (LGBT) people across the country. Informed by the issues and experiences raised through our frontline services, we also provide training and advocacy support to enhance the visibility, inclusion and rights of the LGBT+ people living in Ireland. LGBT Ireland’s frontline work is delivered by our network of seven regional member services. Each member service operates to LGBT Ireland’s national quality standard, which includes an extensive training programme and vetting procedures for all volunteers. The member services are supported by LGBT Ireland’s staff team and the organisation’s Board of Directors. Our vision is for an Ireland that leads the way in LGBT inclusion and equality where LGBT+ people are visible, have access to what they need, and live lives that are celebrated in their workplaces, homes and communities. LGBT Ireland exists to provide quality frontline services across Ireland. We also advocate for policy and practice change which will improve the lives of LGBT+ people and their family members. OUR SERVICES
LGBT Ireland provides confidential and non-judgemental listening, support and information through our helpline, web chat and peer support services. LGBT+ people are recognised as a group at risk of mental health difficulties and suicidal behaviour, both of which can be compounded by isolation and lack of social support. Since the Helpline was established in 2010, the service has supported thousands of people. In 2017, we dealt with 1,957 contacts through our helpline, while over 63,000 people visited our website for information. 35
T HE HELPLINE CAN
BE REACHED BY PHONE AT 1890 929 539 OR BY WEB CHAT AT WWW.LGBT.IE
THE MAIN REASONS FOR PEOPLE CONTACTING OUR SERVICES INCLUDE: • Support with coming out as LGBT+ • Dealing with depression, loneliness and isolation • Relationship problems • Sexual health concerns • Parents and family support • Dealing with the impact of homophobia and transphobia • Finding LGBT supports and events in their local area OPENING HOURS FOR THE LGBT HELPLINE ARE: • Monday to Thursday: 6:30pm to 10:00pm • Fridays: 4:00pm to 10:00pm • Saturday and Sunday: 4:00pm to 6:00pm We also run a Transgender Specific helpline shift on the 3rd Sunday of each month from 6 to 9pm, and, earlier this year, LGBT Ireland together with TENI launched the Gender Identity Family Support Line, which runs every Sunday from 6 to 9pm on 01 907 3707 LGBT Ireland currently runs five Peer Support Groups, which include support for LGBT+ people who are considering coming out; spouses of people who have recently come out as LGBT+; and married people who are questioning their sexual identities. TRAINING LGBT Ireland and our member services have been providing training to Community, Voluntary and Statutory agencies and groups for many years. Together we have a wealth of experience of training in relation to LGBT+ equality and service provision. We have plans to further develop a range of modularised national training programmes over the next couple years. ADVOCACY Informed by the issues and experiences raised in our frontline services, and together with independent research, LGBT Ireland is committed to advocating for the rights of all LGBT+ people living in Ireland. We will pay particular attention to those who may face additional barriers including LGBT Travellers, LGBT Asylum Seekers and Migrants, older LGBT+ people, and LGBT+ people living in rural Ireland, so that they too can live lives that are celebrated in their workplaces, homes and communities.
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NCPD Welcome to NCPD group. We were set up in March 2012. Our objective is to continue some of the work of PWDI locally and nationally. NCPD is separate to PWDI, which is now closed. We are also different to PWDI in many ways, we’re independent of government funding and influence. We put the needs of disabled people and carers at the centre of our aims, objectives and activities. We have a broader scope than PWDI had. We’re here to represent
WE COMBINE LOCAL, REGIONAL AND THE NATIONAL
the needs,interests and wants of disabled people. We want to help all people with disabilities to take part in and influence the decisionmaking processes that impact on us. Cross-disability means that NCPD is for all people with disabilities.
www.galway.ncpd.ie
37
We also welcome parents, partners, carers, advocates and groups of people with disabilities and interested able-bodied to join us. NCPD is a national organisation with headquarters in Shannon, Co. Clare with a few branches/networks throughout Ireland. All ex-PWDI networks are welcome to join NCPD. The network in each county deals mostly with local issues within the county. It also deals with national issues by working with NCPD headquarters, other networks and government organisations. We combine local, regional and the national. Each NCPD network will have a website with their own local policies, projects and initiatives. They will be linked together with national headquarters and other networks. We seek to bring disabled and able-bodied people together locally and nationally to work on common issues that affect all Our Local Networks in each county make it possible for NCPD to focus on matters that affect people with disabilities in their day-today lives. Background In Budget 2012, it announced that all funding for PWDI was withdrawn. This forced closure from December 31st 2011. This was part of Government’s austerity policies, resulting from the Financial Crash of 2008. PWDI was a victim of these policies. PWDI was the only national cross-disability organisation funded by the Government. The creation of ICPD on the 11th March 1997 was an important landmark in Irish history., It was then re-branded as PwDI in 2000. NCPD (totally separate organisation) aims to continue some of the noble work of PWDI. We invite all exnetwork members and friends you may have made over the years to join. This is a free members forum. We are people with Disabilities and we aren’t going away!
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NEW COMMUNITIES Partnership New Communities Partnership (NCP) is an independent national organisation of over 150 minority-led groups in Ireland that was set-up by its members 15 years ago. It’s mission is to be an effective network, representing and empowering ethnic minority-led groups and individuals, at all levels, in order to influence positive change in policies that impact on their lives. NCP has three offices in Dublin and Cork and reaches out to migrant communities in many other counties in Ireland. Throughout the years, NCP has identified challenges that new communities were facing in Ireland, and has directed all
its efforts in responding to these challenges by promoting policies. Setting up various programmes and services to help, on one hand, migrants understand the Irish system, create awareness and improve access to services, and on the other hand, to help service providers understand the migrants’ background and how to better reach out and support their needs while in Ireland. NCP supports migrant individuals and groups through drop-ins, outreach, training, information, advocacy and referrals provided by national and local services, which have supported over 14,000 migrants in the last year.
MIGRANT-LED UMBRELLA ORGANISATION FOR 150 MIGRANT GROUPS IN IRELAND
39
SOME OF THE NCP PROJECTS ARE: •
Migrant Family Support Service: Nationwide multilingual free service supporting migrant families who are experiencing child protection interventions. The service provides a telephone helpline, drop-in clinic, outreach, information and advocacy. It also provides child protection training for religious and migrant community groups.
•
Social Inclusion and Community Activation Programme: Regional community programme that works by promoting social inclusion and equality through a wide range of services for both individuals and groups. The service provides a helpline, drop in clinics, learning support, referrals, community support and group formation. SICAP is confidential and free of charge.
•
Migrant Access Programme: Nationwide free service supporting migrants to access employment in Ireland. The programme offers training and public information sessions on job seeking skills, basic English and computer skills, CV and cover letter creation, and employment rights and entitlements.
•
NCP Youth Ireland: English Language and Homework Support. A youth project within NCP that aims to identify the challenges and issues migrant youth face in Ireland. Its mission is to work towards an intercultural and inclusive Irish society where migrant students are achieving their full potential in schools and have the same opportunities as their Irish peers.
•
Citizenship Application Support Service: A multilingual, drop-in service, for migrants going through the Irish naturalisation process with offices in Dublin and Cork. The Service is manned by trained staff, speaking different languages, 5 days a week.
In addition, NCP organizes annual events to highlight the
and 13 different nationalities, speaking 16 languages and over
experiences of new communities in Ireland and to promote
100 volunteers. NCP is working towards an intercultural and
the culture and traditions of these communities in Ireland:
inclusive Irish society where individuals are achieving equality in
Intercultural family days, information days for new communities,
economic, social, political and cultural aspects of Irish life. NCP
multicultural exhibitions, book launches, voter registration
is funded by various State departments and local authorities.
campaigns and many more. The uniqueness of NCP services is the fact that is the it only migrant led umbrella organisation in the country working with the support of state agencies and migrant communities, representing new communities of over 70 nationalities. Additionally, NCP has a diverse team of 15 staff from 4 continents
Contact Details New Communities Partnership 53 Upper Dorset Street, Dublin 1, Ireland. T: 01 872 78 42 facebook: NewCommunitiesPartnership
WWW.NEWCOMMUNITIES.IE
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SEEKING Equality The National Women’s Council of Ireland (NWCI) is the leading national women’s membership organisation seeking equality between women and men in Ireland. We were founded in 1973 and we represent our membership which includes over 180 member groups from a diversity of backgrounds, sectors and locations. We also represent a growing number of individual members. NWCI’s mission is to lead and be a catalyst for change in the achievement of equality between women and men. We articulate the views and experiences of our members and make sure their voices are heard wherever decisions are being made which affect the lives of women. Our core areas of work include: women in leadership, women’s right to health, valuing care and care work and women’s economic independence.
For further information
www.NWCI.ie
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Women are under-represented in most areas where decisions are being made or where power is being exerted. While NWCI’s campaign for a gender quota for candidates in national elections has helped to increase the number of women TDs, their overall share in Dáil Éireann remains low at 22%. Our work focuses on increasing women’s representation across all areas of leadership.
There is no gender quota at local level and just 23% of councillors are women. Ireland lags far behind the EU average when it comes to women’s representation on company boards where just 18% of members of Ireland’s company boards are women. NWCI is calling for a legislative gender quota to be introduced for company boards in Ireland as the pace of change without a quota is snail-like. NWCI also campaigns for a womenfriendly Oireachtas and we were delighted to see the establishment of a Women’s Parliamentary Caucus in the Oireachtas and to provide the independent secretariat support for the Caucus. Every year, NWCI organises FemFest, our flagship event for young women aged between 16-25. FemFest focuses on empowering young women to become leaders of the future and enhancing their leadership skills. FemFest provides a safe space for young women to network and discuss the equality issues that are important to them. NWCI is the lead partner of the It Stops Now campaign, which aims to combat and prevent sexual harassment and violence in third level education. The project will build a culture of zero tolerance of sexual harassment and violence in third level institutions by raising awareness through active campaigning and by developing training and policy resources for students and staff. We campaign for affordable childcare, ending the gender pay gap and the pension pay gap, ending low pay and for better family leave provisions. NWCI campaigns to end men’s violence against women. We are calling for a combination of measures including stronger legislation, increased effectiveness of state frontline services and
a significant investment of resources to increase women’s safety. NWCI is Chair of the Irish Observatory on Violence Against Women. NWCI was central in campaigning to repeal the Eighth Amendment. We continue to advocate for women centred healthcare services, including reproductive health. NWCI is calling for a properly resourced Women’s Health Action Plan to address the specific health inequalities experienced by particular groups of women and to advance supports for women’s physical and mental health.
INCREASING WOMEN’S REPRESENTATION ACROSS ALL AREAS OF LEADERSHIP 42
ONE PARENT FAMILIES OUR VISION
One Family believes in an Ireland where every family is cherished equally and enjoys the social, financial and legal equality to create their own positive futures.
OUR MISSION
One Family is working to ensure a positive and equal future for all members of all one-parent families in Ireland – changing attitudes, services, policies and lives. Together with one-parent families and those working with them, we are committed to achieving equality and respect for all families. In addition to striving for fundamental structural change, we support individual one-parent families as they parent through times of family, work and life change, and those experiencing a crisis pregnancy. We know that every family is unique, and so we work in a family centred way to bring about better lives for parents and children.
OUR 45 YEAR HISTORY
In 1972, One Family began life as Cherish. In that year, a group of single mothers, led by Maura O’Dea Richards, set about reaching others in the same situation. Mary Robinson, then a Senator, became our first President. Founder member Colette O’Neill suggested Cherish as 43
a name for the group, taken from the 1916 Proclamation which declared that Ireland would ‘cherish all of the children of the nation equally’. Unfortunately in 1972, this was not the case. Single pregnant women were often thrown out of their homes, lost their jobs and were rejected by their communities. It was extremely difficult for them to keep and raise their children themselves. Cherish was set up to provide such women and children with a voice, empowering women to help themselves and their families. As an organisation, Cherish not only provided services to single parents and their children, but also campaigned for change. While many changes were brought about, two of the most significant were the introduction of the unmarried mother’s allowance and the abolition of the status of illegitimacy. In 1973, after much hard lobbying work, Cherish celebrated the introduction of the unmarried mother’s allowance – the first social welfare payment to acknowledge the existence of women bringing up children on their own. In 1987, after many years of campaigning, the Status of Children Act finally abolished the status of illegitimacy. In 2011 the first Family Day event was held in the Iveagh Gardens, Dublin 2 with over 2,500 people gathering for a day of festivities in celebration of family diversity.
We affect
continue positive
to
work
change
to and
achieve equality and social inclusion for all one-parent families in Ireland. We look forward to many more years of achievement for our leading and
radical
organisation.
PAVEE POINT Irish Travellers, as a minority ethnic group make up a distinct group within the Irish community with a shared history, shared traditions and language. As Enda Kenny said when officially recognising Traveller ethnicity in Dáil Éireann on 1st March, 2017 – “Our Traveller Community is an integral part of our society for over a millennium, with their own distinct identity – a people within our people (…)” An Taoiseach Enda Kenny, TD. As a minority ethnic group, Irish Travellers experience both direct and institutional racism and discrimination. This can be seen in the lower outcomes for Travellers in health, education, accommodation and employment • Life expectancy for Traveller men is 15.1 years and for Traveller women 11.5 years less than men/women in the general population. (All Ireland Traveller Health Study, 2010) • Travellers make up 9% of the homeless population although they make up less than 1% of the overall population (IHREC/ ESRI 2018) • 13% of Travellers complete secondary education in comparison with 92% of the general population. Census 2016 • Less than 1% of Travellers are in third level education. Census 2016 • 80% of Travellers are unemployed in comparison to an overall national figure of 7%. Census 2016
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A PEOPLE WITHIN OUR PEOPLE Our work focuses on the causes and symptoms of poverty, racism and exclusion and is based on principles of equality, human rights, social justice, participation, empowerment and collective decision making in a structured and co-ordinated way. We believe in a community development approach and its associated principles provide an appropriate and effective way of working with Travellers and Roma. It means working with, rather than for Travellers and Roma. It supports empowerment, participation and collective action and gives priority to prevention and early intervention.
CULTURAL AWARENESS TRAINING
We also work with the majority population and highlight the barriers
that Travellers face in accessing services including employment. We deliver Traveller Cultural Awareness Training and look at how Travellers can be included in a variety of sectors. This training is tailored to various groups and consists of activities on Traveller identity, facts and figures on Irish Travellers and the prinicples of Traveller inclusion.
ETHNIC DATA COLLECTION
We also promote ethnic data collection within an equality framework. In the National Traveller and Roma Inclusion Strategy 2017 - 2021, the Government has committed to collecting disaggregated data on ethnicity across all Government Departments and statutory agencies. Pavee Point has worked with the Central Statistics Office to develop a universal question on ethnic group that is contained in the Census, the aim of which is to highlight the gaps in service provision to ethnic minorities including Irish Travellers. We offer training in different sectors regarding the introduction of a universal question on ethnic group.
ABOUT PAVEE POINT
Pavee Point is a national non-governmental organisation comprising of Travellers, Roma and members of the majority population working in partnership at national, regional, local and international levels. Over the past thirty years, Pavee Point has an established track record in innovative and ground-breaking work using a collective community development approach to addressing Traveller issues and promoting Traveller rights. Credit: Photos by Derek Speirs.
WWW.PAVEEPOINT.IE 46
TRANSGENDER EQUALITY NETWORK IRELAND (TENI)
47
BEING TRANS IN IRELAND Transgender people are active members of Irish society. They play an important role in the community, including in companies and organisations throughout Ireland. Unfortunately, the workplace, institutes of learning and public services can be a challenging place to be trans. Lack of awareness and understanding about gender identity and the issues faced by trans people can prevent employers, educators and service providers from effectively supporting trans colleagues, students and service users. This can result in feelings of frustration, isolation and exclusion.
POSITIVE STEPS There are many positive things that can be done to create a more welcoming and affirming environment for trans people in Ireland. TENI’s training and resources provides information on: the use of language and terminology; obligations for employers and service providers under equality law and legal gender recognition; developing and implementing trans inclusive policies for employees and service users; fostering equal opportunities in employment, promotion and recruitment practices; information on medical and social transition and how to more effectively support trans colleagues; information for staff and colleagues to help foster an inclusive environment.
NEGATIVE EXPERIENCES In 2017, TENI conducted a survey to gather the experience of trans people in employment. The survey found that one in four trans people are unemployed and actively seeking work in Ireland. Almost half of trans employees are not out at work due to fear of transphobic discrimination. More than a third of trans employees delay their transition due to lack of support at work. More than half think about skipping or have actually skipped work because of negative treatment due to being trans. Furthermore, the availability of trans-inclusive policies is viewed as the most essential element of an ideal workplace among the participants in the survey.
WHO RECEIVES TRAINING? TENI delivers training and resources to a range of stakeholders in a variety of settings. We provide training to employers and employees in workplace settings, professional education bodies and employer/employee representative bodies, e.g. unions, associations. We provide training and support to first and second-level schools, third-level colleges and universities. We provide training to HSE services, support services and community organisations. We have collaborated in the development of trans-inclusive policies with many organisations across the public, private and educational sectors including Dublin Bus, Royal College of Surgeons in Ireland and Accenture.
ABOUT TENI Transgender Equality Network Ireland (TENI) seeks to improve conditions and advance the rights and equality of trans people and their families. Despite significant progress in the past years, Ireland remains a place where it is difficult for trans people to lead safe, healthy and integrated lives. TENI is dedicated to ending transphobia, including stigma, discrimination and inequality. TENI engages in activities that promote the equality and wellbeing of trans people in Ireland. We work in the areas of support, health and wellbeing, education, employment, awareness raising, advocacy and training. For more information on the type of training and resources available, contact TENI on 01 873 35 75 or email office@teni.ie.
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We value diversity
Standard Life Ireland is an international pensions and savings business based in Dublin with almost 400 employees. We value diversity in our workforce and want to break down barriers that prevent people from beginning, or sustaining a career. We also want to help make investing simpler, so that people can look forward to the future with confidence and optimism.
Employment is the foundation of thriving communities Being an inclusive employer is important to us. Individuals and communities thrive when people have the skills and opportunities to work, build careers and plan confident futures. We believe that an inclusive working environment supports not just social cohesion, but it enables people to feel valued and confident.
Reconnect Reapply Return
Here’s what one of our participants, Lucky Kambule had to say:
Our REstart return to work programme enables individuals who have experienced significant gaps in their work history to overcome the challenge of re-entering the workplace. We aim to do this by inspiring confidence and empowering change. We attract participants from a wide crosssection of the community, backgrounds, gender and age profile. All our applicants share a common goal - to build better futures.
“I have been in Ireland for almost 6 years, four of those years were in direct provision, while seeking asylum. When I was granted my refugee status two years ago I was allowed to work but there were a lot of challenges I faced in trying to fill the gap in my CV. I applied for jobs but there was no breakthrough to get to the interview stage.
The programme approaches return to work holistically, rather than focusing on participant’s gaps in employment history, we identify and navigate the likely barriers to their re-entry in the workforce. The 5 week programme focusses on rebuilding confidence and resilience and covers 4 key areas: • • • • 49
Personal development and self-awareness Navigating the workplace CV refresh and interview preparation Putting skills into practice
It was not until I was selected to be part of the REstart programme that my confidence was restored. I met a group of other jobseekers and we were made to feel as part of the Standard Life team. I felt like Standard Life knew and understood what people seeking to get back to employment were going through, and they wanted to do their part to contribute to our community to change people’s lives.” After the programme Lucky was successful in gaining full time employment with Standard Life and is a valued member of the team.
Ready to return to work? This fully funded bi-annual learning and development programme offers a unique opportunity for participants aged 35-67, who meet the following criteria: • Skills and experience: Customer-facing skills in any previous arena. Participants are not required to have experience within the financial services sector
• Length of absence from workforce: A minimum of 2 years absence for any reason • Education: A minimum of Leaving Certificate education attained (or equivalent)
Contact us If you want to know more about the Standard Life REstart Programme please email sustainabilityireland@standardlife.ie
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Diversity at our core At Grant Thornton we are committed to ensuring every member of staff feels their individuality is appreciated and that they can bring their “whole” selves to work. Diversity and Inclusion is at the heart of our culture, our interaction with our clients and the external market.
Sasha Kerins Head of Diversity and Inclusion T +353 (0)45 448 852 E sasha.kerins@ie.gt.com
grantthornton.ie
EMBRACE Diversity at our core
© 2018 Grant Thornton Ireland. All rights reserved. Authorised by Chartered Accountants Ireland (“CAI”) to carry on investment business.
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FAIRNESS AND INCLUSION FOR ALL
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GENDER EQUALITY
and representation Improving the lives of students and those left behind in society. The Union of Students in Ireland (USI) represent 374,000 students across the island of Ireland. Founded in 1959, the USI have always been at the forefront of equality campaigns in Ireland, calling out inequalities and striving to eradicate the forms of marginalisation in our campuses, societies and communities. We are proud of our diverse membership and work on behalf of students to address the injustices happening around us. The history of the student movement is a proud one as the USI have actively campaigned for decades on issues such as marriage equality, reproductive healthcare in Ireland, rights for the LGBT+ community and equity of access to education.
For further information
www.usi.ie
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In 1992, USI Pink Training was established and has since grown to be the largest LGBT+ training event of its kind in Europe. The event brings together hundreds of LGBT+ students and their allies to get informed about their rights, their access to power and what they can do to bring about positive change in Irish society. In addition to this, the USI campaign for transgender healthcare, gender neutral bathrooms and published An Foclรณir Aiteach/The Queer Dictionary.
The Foclóir Aiteach was launched alongside the Transgender Equality Network of Ireland (TENI) and BelongTo as a project which would allow everyone to recognise themselves and be able to describe themselves in the Irish language. Gender equality and representation for women has always been an important issue for USI. Despite forming a majority of students in higher and further education, women are under-represented in positions in educational institutions and students’ unions. Women’s representation in colleges and students’ unions is vital to women’s equality and to overcoming the inequality and discrimination that women face in our society. Recognising this lack of female representation in both student politics and politics as a whole, USI initiated the Women Lead project which works to increase female participation and representation in student politics and leadership roles in student societies. The project supports and empowers self-defining women candidates to run for election and has been running for 4 years. A recent victory for the student movement and Ireland was the successful repeal of the 8th Amendment of Bunreacht na hÉireann. The USI have campaigned for rights to reproductive healthcare for decades, with student officers fighting for access to information on abortion services in the early 1990s and being dragged through the courts as a consequence. As an all island organisation, the USI will continue to campaign for full reproductive healthcare services until anyone who needs an abortion in Ireland, north or south of the border, can get the healthcare they need as they need it. In 2018, the first USI National Conference for Students Living With Disabilities was held in Dublin. This event brought together students from around the country who come from a spectrum of experiences. USI partnered with the Association for Higher Education Access and Disability (AHEAD) for this conference and the Vice President for Equality and Citizenship is a board member of the organisation. Through engagement with students with disabilities, and working with leading organisations, USI will continue to push for a more universal design learning approach in our third-level institutions that will benefit the growing diversity of the student population.
in Ireland, it is important that these students are represented on a national level during their time in Ireland. We aim to work on equality of opportunities for all students regardless of their country of origin. Each year, USI co-host International Student Forums around the country with the Irish Council for International Students. These forums provide a platform for international students from different third-level institutions to meet, share experiences and discuss issues that are impacting them. Through defending students’ rights, representing them on a national level, and fighting to improve access to education, particularly for students from non-traditional backgrounds, the Union of Students in Ireland will continue to work on improving the lives of students and those left behind in society.
REPRESENT 374,000 STUDENTS ACROSS THE ISLAND OF IRELAND
With a growing number of international students accessing education 54
CONSTRUCTION INDUSTRY FEDERATION BUILDING EQUALITY IN THE CONSTRUCTION INDUSTRY Irish Construction needs to employ more women if the industry is to have a sustainable future. The CSO estimates that only 5.5pc of the workforce across all construction-related sectors are women. A recent survey of CIF members showed that only one in 10 employees in their organisations is female.Unsurprisingly, 99pc of employees working on construction sites are male. However, offsite, in construction offices, gender balance is better at 56pc male and 44pc female. However, this balance is not reflected at the top of construction companies where only 3pc of CEOs and 10pc of company directors are women. Addressing these imbalances is more than a moral issue. It’s good business for our industry in the face of its ongoing productivity challenge and an imminent skills shortage. For example, in 2016, the CIF and Further Education and Training Authority Solas identified the need for an additional 112,000 workers to meet Ireland’s housing and infrastructure requirements. We cannot do this only drawing from the 50pc of the population in the male talent pool.
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WWW.CIF.IE
Our failure to attract, retain and develop female talent also has implications for Irish society and its economy. Without female talent, the industry’s efforts to deliver critical Government strategies in housing and infrastructure such as Rebuilding Ireland, the National Development Plan and the National Planning Framework will most likely fall short.
The industry is trying to communicate the benefits and rewards of a career in construction to young women considering their options at second level. Careers in construction have changed dramatically over the past 10 years. Better health and safety and increased use of technology are two trends making construction more attractive to young people, male and female.
Our industry recognises that it is in a war for talent against other professions that are considered more female-friendly. In 10 years, millennials will account for nearly 75pc of the Irish workforce and young people expect diversity and inclusion.It is not just some lofty goal for them, it encourages them to join one company over another, or indeed one industry over another. In other words, the inherent gender imbalance in the construction industry is switching off this generation of younger people, both male and female.
Offsite, in the offices and boardrooms of construction companies, we should be able to address gender imbalance at senior management level more rapidly than on sites, with concerted efforts over the next three years.
We all need to do more to proactively facilitate women in the industry and to influence young girls to choose construction as a career. This includes addressing the education system where we believe young girls are dissuaded from considering any form of career in construction at primary and secondary level. The CIF has been working with several schools, industry leaders and state agencies to address this type of gender stereotyping as it diverts 50pc of future talent away from our industry. The impact of this stereotyping at primary and secondary levels follows through into the workplace. Almost half (44%) of respondents believe gender stereotyping is the main contributing factor in the shortage of women in construction, while 40pc suggest that the industry is simply not viewed as attractive to women.
The construction industry is becoming a more diverse and inclusive workplace and the CIF is driving this change. In September 2018, the CIF will launch its first Diversity and Inclusion Guidance Document for members in partnership with the Irish Centre for Diversity.
The Construction Industry Federation’s #BuildingEquality campaign to promote equality of opportunity within construction and to position construction as a viable and attractive career option for all groups from an early age, has been running with great success throughout 2018. The campaign seeks to change engrained perceptions of the construction industry and promote equality of opportunity for all. One key aspect of the campaign has been to provide a platform for women working in construction to become role models for others by telling their stories.
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CASE STUDY:
Louise O’Neill, Project Manager, John Sisk & Sons Ltd, shares her story as a woman in construction. I graduated from Trinity College in 2005 with a degree in Civil, Structural and Environmental Engineering and have been working with John Sisk as an engineer since, though my interest in engineering, structures and construction date back many years prior to that. I have always been fascinated by how systems function, why a structure stands or how the constituent parts of a system will fit together. My future career was always going to be as an engineer, however working on a renovation project through my teenage years and working on construction sites in Dublin during the summers while studying in college made me realise that I wanted to be at the coalface of the construction industry. Working for a large contractor in the construction industry means that every day brings a new experience and every day offers a new learning opportunity. I commenced working as a site engineer and have progressed to project management roles in various sectors including Healthcare, Pharmaceuticals, Residential and Recreation. I have also had the opportunity to work abroad and experience the different industry practices in mainland Europe. I enjoy the challenges of working on large projects, collaborating with various teams and people, managing construction activities and developing my skills and knowledge on an ongoing basis. I appreciate the fact that on any given day when I arrive to work, I’m not entirely sure what that day will bring or what issues I may encounter. The work can be challenging, but I delight in the sense of achievement that I feel when I pass by a project and I know I that have been a part of its creation and have contributed something positive to my surroundings.
I have been extremely fortunate in the fact that from a young age I have always been encouraged to follow the path that I felt was right for me, whether that was the road less travelled or not. It is important that being in a minority is not seen as a roadblock when choosing a career path. If you have the ability to perform in a role, then you should be given the opportunity. Since commencing my career, I have been encouraged to challenge myself and to continue to advance and develop by taking on different roles and opportunities. I work with women every day in all aspects of the industry in my role as project manager whom I would consider both colleagues and role models. Over the past decade that I have been working, I have found it extremely encouraging to encounter more women entering the sector and more women progressing into senior management roles. The image of the construction industry has changed considerably in recent years from what was once seen as a male orientated sector. It has become more inclusive in all aspects which is extremely encouraging but must continue in the same upward trend. Construction must be seen as an accessible career, that offers the same opportunities and advantages as other sectors to encourage more women to follow that career path. Large employers within the sector have a crucial role in changing that image. Getting younger girls involved in construction, engineering or technology in general involves introduction of the concept of these elements at an early stage through schools and other educational institutions. If science and technology subjects are not taught to girls in schools, they are less likely to follow these areas in their future careers. Early engagement and involvement in technology subjects is essential to bring through the future generation of female construction personnel. It’s all about opportunities and we all deserve the same ones.
To read more of #BuildingEquality stories or indeed to help further #BuildingEquality by sharing your own story visit: WWW.CIF.IE/BUILDING-EQUALITY 58
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Dublin City University Embracing Diversity and Inclusion — Ireland’s first Centre of Excellence for Diversity and Inclusion — DCU Access Programme - the first and largest programme of its kind in Ireland — DCU Business School - #1 in Europe for faculty gender balance — The world’s first designated Autism-Friendly University — Founder of the Age-Friendly University Global Network — Ireland’s first University of Sanctuary www.dcu.ie
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