R E - F R A M I N G M U L T I C U L T U R A L I S M I N T H E W O R K P L A C E B A R R I E R S F

RE-FRAMING MULTICULTURALISM IN THE WORKPLACE

BARRIERS FACED BY IMMIGRANT PROFESSIONALS IN THE IRISH LABOUR MARKET

STUDENT: ANA CAROLINA CAPUTO SUPERVISOR: CASEY HINTON MASTER THESIS DESIGN FOR CHANGE -IADT

ART CREATOR: HELENA PADUELI

ACKNOWLEDGEMENT

I would like to thank my former boss Cillian Barry for his support. I will never forget his words when I first showed this Master Program to him: "Carol, if it's your dream, we will support it."

Many thanks to the non-profit Goingfar and its team, especially Talita Hozer and Fernanda Borssato for being so helpful during the data collection.

I sincerely thank my supervisor Casey Hinton, you were bright and key in design thinking strategies.

To Helena Padueli for contributing with her artistic talent to this project. I am proud of your unquestionable talent.

To my friends who always believed in my capacity: Ludmila, Luiza, and Rose.

To my parents Vicente and Laura, for encouraging me when I thought I would not be able to make it until the end.

To my husband Ossi for sharing these busy academic years with me.

A big thank you to all my lectures from IADT in Ireland and Institute without Boundaries in Canada, you provided me with so much intellectual gain during these 14 months.

TABLE OF CONTENTS

0 1 - IADT CHARRETTE 2021 THE BEGINNING OF THE DATA COLLECTION

0 2 - TOPIC CONTEXTUALIZATION 04 MIGRATORY MOVEMENTS IN THE IRISH CONTEXT

0 5 - DESIGN THINKING STRATEGIES HUMAN-CENTERED AND INTERSECTIONAL 06 RESEARCH METHODOS

0709

GLOBALIZATION AND POLARIZATION

10

MISSION AND VISSION

CONCEPT MAP

CELEBRATE DIVERSITY

11

NON- PROFT GOINGFAR PARTNERSHIP

1 0 - COMBINING METHODOLOGIES 11 A NEW WAY OF THINKING

15

THE SIM CARD STORY AN IMMIGRANT PERSONAL EXPERIENCE

1 6 - BARRIES 17

SOCIOLOGICAL POINT OF VIEW

1 8 - HIDDEN SPOTS 1 9 INTERSECTIONALITY DIMENSIONALITY AND JUSTICE

2 0 - DIVERSITY AND INCLUSION PLAN ACTION: GUIDE 24

2 5 - ARTEFACT CONCEPT 26 BOOKLET GUIDE

27

COMBING ULTIMATE INSIGHTS CONCLUSIONS

28

NEXT STEPS THE FUTURE PLAN

2930

SOURCES AND LINKS

31-

APPENDIX LABORATORY & SURVEY

THE BEGINNING OF THE DATA COLLECTION

DESIGN FOR CHANGE

PAGE 1

IADT CHARRETTE 2021 THE BEGINNING OF THE DATA COLLECTION

"Everything has its form and everything is designed." Adam Judge

A Charrette is an intense, collaborative,

As a facilitator, my goal was to encourage

creative process that brings together

the students to think about the challenges

stakeholders from diverse backgrounds to

they would face if they had to emigrate to

develop holistic design solutions in

another country. The students were

response to complex challenges.

oriented to research their countries of

Charrettes create a framework for

interest.

innovation that encourages participants to

Design thinking methodologies and tools

set outside their comfort zone to gain new

were presented during the IADT charrette

perspectives and generate disruptive

along with the importance of the research

results. (Institute without Boundaries)

questions.

As a facilitator of the September 2021 IADT charrette I have conducted the data

The research question "Determine all the

collection workshop called: "Employment

possible stages an immigrant looking for

challenges, Ireland and worldwide".

employment will go through until he/she

The workshop hosted 8 IADT

finds employment." lately resulted in a

undergraduate students, Emma Raftery,

Journey Map, which has been used while

Jesse Nohilli, Tori Keegan, Sam McMahon,

developing this thesis.

Eilis Conroy, Ludovica Musoni, and Piyushi Dubey. During the workshop, the students had the opportunity to demonstrate the skills they developed in their study area such as collaborative interaction, academic research, video edition video presentation, group presentation.

PRESENTATION

CONTEXTUALIZATION+ DESIGN CONCEPT

DESIGN FOR CHANGE

PAGE 2

TOPIC CONTEXTUALIZATION MIGRATORY MOVEMENTS IN THE IRISH CONTEXT Migration isn't a one-directional process;

On the other hand, forced migration can

it's a colossal process that has been

occur due political instability,

happening in all directions for thousands

environmental disasters among other

of years. Mohsin Hamid

factors.

Nowadays, migration has been impacted by the globalization phenomenon,

The migration movements are experienced by various animals around the globe. In relation to humans, the migratory process

according to Milton (Santos) globalization is the culmination of the process of internationalization of the capitalist world.

has taken place since the beginning of human life. According to Munoz & Wickler [...] "a good understanding of the archaeological pattern may indicate human movement is necessary."

The human migration process occurs for several different reasons. Goldin & Reinert define migration as temporary or permanent movement of persons between countries to pursue employment or education (or both) or to escape adverse political climates.

Migration can occur voluntarily or involuntarily. In the first case, it’s done spontaneously by the individual. The reasons are varied such as exchange of cultures and experiences, studies and job opportunities.

The "shortening" of geographic space is one of the consequences of living in a globalized world. One of the results of globalization is the intensification of migratory movements and the possibility of building a life in a society different from the one we were born into.

In the late '90s, Ireland, in addition to becoming a promising economy, has opened the international markets and implemented tax incentives. According to (Burhnham) at the end of the year 2000, Ireland celebrated fourteen years of uninterrupted economic growth, which had accelerated to nearly 10 percent annually in the closing years of the 1990s.

With this growth came markedly lower

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DESIGN FOR CHANGE

with inflation, one of the lowest

Nowadays Ireland became attractive not

unemployment rates in the European

only for Irish citizens but for foreigners due

Union (EU), and a growing government

to its jobs opportunities the country

budget surplus.

became an immigration destination. In less

As a result, the country became attractive,

than a decade, the number of immigrants

especially to the technological and

has grown and today these people are part

pharmaceutical fields. Today Ireland has a

of the Irish context.

Gross National Product (GNP) of EUR

Ireland is no longer a heterogeneous

73,622 Million calculated in the first quarter

country, According to CSO’s report for the

2021, making Ireland as wealthy as

year 2020, 12.9% of Ireland's population is

countries such as Norway and Switzerland.

composed of non-Irish immigrants.

Multiculturalism is present in the streets,

According to (Burke-Kennedy) Ireland lives

schools, and workplaces, especially in big

the ambition for the new, the modern, and

cities such as Dublin, Cork, Galway, and

the ostentation, aiming to forget the

Limerick.

traumatic past and increasing inequality and exclusion.

According to the CSO’s report, non-EU

However, Ireland has not always been an

immigrants would have needed

economically prosperous country. Until the

employment permits to work in Ireland,

‘90s, it was considered a country of

immigration may relate to high skilled

emigration, nationals would leave their

migration to fill skills shortages in the Irish

land and look for better opportunities

labour market, as well as to an increase in

abroad. (International Council for

the number of international students.

Archaeozoology et al.)

Despite the economic growth and work

According to (Glyyn) […] The United States

abundancy with one of the lowest

was the main destination for Irish

unemployment rates in Europe, challenges

emigrants, but after the U.S. government

in relation to immigrants arise.

established strict immigration quotas in

In general, immigrants will face barriers in

the 1920s and with the onset of the Great

order to integrate into a different country,

Depression in the 1930s, Britain became

a range of barriers will depend on many

the most popular destination for Irish

factors, (Ulin, et al.) say the language

emigrants. In the 1950s, Ireland was the

barriers are among the most difficult

only country in Europe, apart from the

challenges for new settlers and receiving

German Democratic Republic, that saw its

societies alike.

population decline as a result of massive emigration.”

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DESIGN FOR CHANGE

Not knowing the local language can limit economic opportunity, access to social resources (shops, banks, the media), and the negotiation of societal institutions (education and health care facilities).

There is a lack of research regarding the Irish labour market and the barriers faced by immigrants in the country when it relates to employment.

Although immigrant labour in Ireland plays an important role in the country's economy, there is a lack of scientific studies on the subject. There is an urgent call for the discussion of the topic among specialists, citizens, and government policies implementation.

DESIGN THINKING STRATEGIES

DESIGN FOR CHANGE

PAGE 5

DESIGN THINKING STRATEGIES HUMAN-CENTERED AND INTERSECTIONAL RESEARCH METHODOS

We live in a globalising world. That means all

Social Design has become a useful tool

of us, consciously or not, depend on each

capable of providing humans with a better

other. Whatever we do or refrain from doing

understanding of complex issues.

affects the lives of people who live in places we'll never visit. Zygmunt Bauman

Developing interdisciplinary solutions to address problems in social, technological, and environmental contexts is one of the

Social Design is defined as the part of the design process, which contributes positively to humans' issues and takes social aspects into consideration as a core part of its study. According to the European Commission, Social Design is

most pertinent challenges societies face in the twenty-first century.

According to (Forlano) Human-Centered Design and Social Design have been applied more frequently, once studies in the Design field started putting humanity and its problems at the center of the

used to describe specific approaches to

discussion. Considering the discussion on

social innovation. It is meant to

the topic, Social Design plays a significant

empower people at a local level to

role in the development of societies.

create solutions together to address

Through Social Design, solutions can be

economic and social challenges. It

created taking into consideration diverse

contributes to offering new values to

needs in heterogeneous societies (Forlano

guide public administrations’ actions

4).

through collaborative working, experimentations, and prototyping.

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DESIGN FOR CHANGE

The example above highlights the importance of a more complex and inclusive understanding of Social Design procedures to ensure social designers and creators in this field are developing solutions that maximize their social and environmental impact.

It is fundamental that discussions in this field include a thorough assessment of the needs of minorities and marginalized communities worldwide to ensure solutions are applicable and appropriate to diverse societies. Listening closely to distant communities and understanding their needs at a local level is an important action to be taken and applied by designers and creators. This study will discuss and present different aspects of Social Design and examples of possible solutions. Considering HumanCentered Design as a fundamental part of the design solutions presented in this analysis, intersectional approaches emerge in modern discussions in the present study field.

GLOBALIZATION AND POLARIZATION

PAGE 7 11

DESIGN FOR CHANGE

CONCEPT MAP: POSITIVE AND NEGATIVE SIDES OF GLOBALIZATIONS

PAGE 8 PAGE 11

GLOBALIZATION HAS IMPACTED THE RELATIONS IN THE WORKPLACE

DESIGN FOR CHANGE

DESIGN FOR CHANGE

PAGE 9

Concept map shows the polarization positive and negative phenomenon sides.

New social challenges

World is now connected

DESIGN FOR CHANGE

PAGE 10

CELEBRATE DIVERSITY THIS PERSONAL PROJECT'S MISSION AND VISION

VISION Globalization made the workplace environment in Ireland multicultural. We believe we can make better inclusion of professional immigrants. Discussion on the minorities' needs is key for developing social justice. Everyone wins in a more equal workplace environment.

MISSION Our mission is discuss and inform the Irish society about diversity and inclusion in the workplace. Supporting professional immigrants and employers to improve social justice.

IN

PARTHENERSHIP

WITH

GOINGFAR SOCIAL

JUSTICE

AND

EQUALITY

DESIGN FOR CHANGE

PAGE 11

CLIENT DESCRIPTION GOINGFAR GoingFar is a non-profit created to support

The non-profit's mission is to accelerate

migrant professionals in Ireland to achieve

the development of diverse migrant

their career goals, with a focus on women

professionals in Ireland, by giving them

and nonbinary people. The organisation

the tools to find employment, advance

supports this group via workshops, talks,

their careers or set up their own

and a mentorship programme. It offers

businesses. Going far provides access to

supports so that migrant professionals can

information, support networks,

secure a job in their area of expertise,

technologies, and other resources in order

advance their careers, and/or start their

to have the same opportunities as native

own business.

professionals.

The non-profit started as a part of the

The vision for GoingFar is to be a one-stop

Startup Week Dublin in 2018, as an

shop for all migrant professionals in

initiative to address a key problem – while

Ireland. In order to achieve this, they want

there were several community events to

to understand the main barriers and

address gender inequality in the

challenges faced by the migrant

workplace, there were very few initiatives

community in Ireland and which resources

to support the migrant professional

and services should be offered to address

community in Ireland. A speed-mentoring

these. It is expected that an online

event was organised, which was hosted by

platform should be put in place to bring

Harvey Nash. More than 20 mentors and

together information and resources for this

35 migrant professionals gathered for the

group, so it can all be found in just one

evening to share experiences and learn

place. The organisation also plans to use

from each other. What was supposed to

this platform to allow members to access

be a once-off event, became a long-term

exclusive content and perks (such as

initiative, thanks to the highly positive and

LinkedIn Premium licences), as well as

energised feedback from the participants.

interact with other professionals and build as the mentorship programme.

MIX AND MATCH: A NEW WAY OF THINKING

METHODOLOGIES

DESIGN FOR CHANGE

PAGE 12

COMBINING METHODOLOGIES SURVEY + JOURNEY MAP

A survey (available in the appendix) was

Questions such as: “Ireland offers good job

developed taking into consideration a

opportunities for migrant professionals.”

large range of barriers that anyone can

and “ The Irish job market values the work

face as a professional immigrant.

experiences and backgrounds of migrant

What are the reasons that Ireland is

professionals as much as Irish

attractive to professional immigrants? The

professionals.”

salary evaluation, work-life balance, and

The answers and the results were applied

workplace environment. Barriers faced by

later in the guide booklet.

immigrants were considered while

At the end of the survey open questions

developing the survey.

about channels and initiatives that support

Precisely 101 people took part in the survey,

immigrant professionals in Ireland were

which is considered a high number of

taken. The results of these strategically

participants in relation to the time limit.

designed questions can be found at the

The survey was accepting answers for 2

conclusion of this research.

weeks. It was posted on Facebook and

Diverse factors are connected in the

LinkedIn, everyone who is an immigrant or

decision-making process of professional

has a foreign background and is living in

emigration. Especially for those who

Ireland was encouraged to take a part in

immigrate into countries inside the

this research. However, it was posted

European Union, high salaries and good

intentionally in places where the female

work-life balance make some countries

presence would be higher.

more attractive than others.

The objective is to understand barriers faced by immigrants especially women and non-binary people as these groups are still lacking presence, especially in the IT sector.

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DESIGN FOR CHANGE

Compared to countries with weaker

As a result of many brainstorming sessions

economies, such as Portugal and Italy,

during the IADT Charrette 2021 the

professional immigrants feel encouraged

necessity of creating a Journey Map

to move to Ireland due to its high wages in

emerged.

certain areas such as IT and accounting.

Journey Map is a tool that allows

In 2021, according to The Irish Times

visualizing the possible trajectory of a

published on 6 of October 2021, the

person or a group of people through

country has presented a low

specific situations.

unemployment rate of a bit over 10

In this case, the key question for the

percent.

Journey Map was: “Discuss and list the

Considering the covid-19 economic impact

possible stages a professional immigrant,

on the situation of Ireland. It is still

looking for employment, will pass

considered an attractive country with

through when arriving in a new country.

many job opportunities, even if you look at

Consider this person is not employed yet.”

"post-pandemic" figures.

Through the journey map development,

According to the survey, almost 50 percent

many barriers were pointed out by the

of the answers considered Ireland a

students. The barriers can be basic, such as

country that offers high salaries and good

understanding the local transport system

job opportunities.

and finding accommodation, or complex

Even though the country presents a good

such as having a resume attractive for local

environment for those who are moving in

recruiters and getting an interview without

or have moved in, finding yourself in a new

networking. The image of combined

country can be challenging, for this reason,

methodologies can be seen in the

a journey map was created.

appendix of this book.

The students were encouraged to describe the situations they would feel challenged in when moving to a different country.

The IADT students came out with a list of challenges and preparation.

The outcome suggests that even “small” tasks can be challenging if you have to do them in a different country.

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DESIGN FOR CHANGE

"Through the journey map development, many barriers were pointed out by the students. The barriers can be basic, such as understanding the local transport system and finding accommodation, or complex such as having a resume attractive for local recruiters and getting an interview without networking."

THE SIM CARD STORY: AN IMMIGRANT PERSONAL EXPERIENCE

METHODOLOGIES

DESIGN FOR CHANGE

PAGE 15

THE SIM CARD STORY AN IMMIGRANT PERSONAL EXPERIENCE "I am proud of my Latino American background"

CAROL CAPUTO As an immigrant professional who lived in

I had started to apply for entry-level job

Ireland for over 5 years, I considered myself

positions even though I had over 3 years of

and my personal experiences while

experience in my home country.

shaping this research.

Somehow I believed that the only way to

In fact, I am interested in the topic because

get hired was applying for a lower position

I have experienced some of the struggles

compared to the one I had before.

listed in the next chapter.

I remember during the interviews I had

I would like to share my personal

several language blackouts.

experience.

Because of the pressure I put on myself, I

When I moved to Ireland in 2016. I had no

was unable to find the correct words in

English skills at all. I had managed to go to

English during the interviews.

a store and buy an Irish SIM Card for my

It took me about 14 interviews for over 10

mobile phone, however, I had to ring a

months to finally get an entry-level job.

number and follow the instructions of the

My objective in sharing my personal

menu to top up my new Irish number. I

experience is to show how the emotional

remember it was a big struggle because I

factors added to other external factors will

could not understand almost anything

interfere directly with immigrant

from the menu options. I did not manage

employment opportunities.

to do it on my own and I had to ask for

Understanding and acknowledging

help.

individual barriers is necessary in order to develop actions that will support social

After 2 years of studying English, I started

justice.

to feel confident about my English skills and decided it was time to go back to the

The next chapter will discuss the general

job market.

barriers faced by immigrants.

BARRIERS: SOCIOLOGICAL POINT OF VIEW

DESIGN FOR CHANGE

PAGE 16

BARRIERS S O C I O L O G I C A L

P O I N T

O F

V I E W

The journey map presented complex key

For example, a white American man who is

barriers, most of them are “common” or

moving to Ireland to follow his career is

considered “easy to identify”.

likely to face minor barriers compared to

The barriers listed on the journey map,

"List of barriers faced by immigrants." an Indian woman, despite of their

have a tremendous impact on the

professional backgrounds.

Even if both 2021 DEVELOPED DURING IADT CHARRETTE

immigrant’s life. Many of them are

immigrants have very similar

connected with psychological barriers,

qualifications, the Indian woman is more

such as homesickness and not feeling

likely to face extra barriers. For this reason,

empowered for many internal and external

the next chapter was dedicated to

reasons.

discussing intersectional studies and

Although being an immigrant will offer

hidden spots in society.

you a life with many daily barriers it’s quite

The age of immigrants living in Ireland is

important to remember the barriers will

relatively young, over 67 percent of the

vary drastically according to many external

answers came from people between 18 to

social constructions.

35 years old.

"WE WANTED TO HEAR FROM SHE/HER"

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DESIGN FOR CHANGE

More than 83% of the people who answered the survey, identify their gender as a female. This survey was designed and strategically posted in places that are predominantly female. The main idea of this research is to understand female and non-binary people's barriers.

The transactional approach was applied when it relates to immigrant employment barriers in Ireland.

In the survey, 41 percent of the participants said they do not feel that they received the same treatment compared to their Irish coworkers.

There is a discrepancy between the area of study and the job positions among immigrants. According to the survey, 60% of immigrants are working in a different field than their area of study.

Many factors can be connected to these results.

Certifications from other countries are frequently not accepted as a valid diploma in Ireland. Which forces immigrants to work in a different field of their expertise.

It will impact directly immigrants’ careers, 60 percent have affirmed in the survey that they work in a position below the position they had in their home country.

It's important to highlight that is a loss for both, immigrants and employers. Often people with excellent degrees and years of expertise in a certain field have to start in lower positions or get started in a new field. As a result, immigrant professionals feel unmotivated and the employers lose profitable talent.

"Employers are overlooking upskilled immigrants in Ireland."

HIDDEN SPOTS INTERSECTIONALITY DIMENSIONALITY AND JUSTICE

DESIGN FOR CHANGE

PAGE 18

HIDDEN SPOTS INTERSECTIONALITY DIMENSIONALITY AND JUSTICE

“Intersectionality promotes an understanding of

Intersectionality seeks an inclusive way of

human beings as shaped by the interaction of

looking at social issues. Through

different social locations (e.g. ethnicity,

intersectionality methods, it is possible to

indigeneity, gender, class, sexuality, geography, age, disability/ability, migration status, religion)." (Hankivsky)

understand and suggest new frameworks which will promote changes and discussions for the so-called "blind spots".

Intersectionality allows societies to talk about dimensionality and a sense of justice.

Through intersectionality, hidden issues can be brought to the surface.

The "blind spots" picture 1 is a way of representing the most vulnerable groups among societies.

For example, a male immigrant from India who lives in Ireland can be considered vulnerable. However, the barriers faced by

Picture 1: Intersection Diagram Intersectionality is presented through picture 1, the darkest point in the middle represents the hidden spots in the society.

an indian immigrant woman who lives in Ireland faces extra barriers compared to the immigrant man.

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DESIGN FOR CHANGE

According to Kimberlé Crenshaw, pattern context indicates a frame's issue when it relates to barriers faced by certain groups in society. Often policymakers do not consider hidden spots and the intersectionalities (cross points) among minorities. Politicians are not encouraged or demanded to raise these issues.

The idea in the next chapter is to promote solutions and help emplores create a workplace culture where companies are encouraged to improve social justice and diversity in the workplace. It helps to prevent an unequal work environment and drives innovation.

There is an urgent call to the importance of creating frames that will take into consideration the intersectionality in the hidden spots. Only then, social justice can be applied more effectively.

Social problems such as racism, sexism, are often overlapping, creating multiple levels of social injustice.

Second (Thornton et al.) it’s necessary to discuss the importance of thinking and recognizing a variety of patterns. Looking at social issues through intersectionality constitutes a new area of inquiry. Emerging intersections can serve as an important guidepost to mark the trajectory of intersectional scholarship and practice. To support new types of frames which can help to solve existing problems poorly discussed in the past.

This research will focus on creating guidance that can be used by companies and policymakers, considering intersectional issues immigrants will face at different levels.

The illustration alludes to the labyrinth and tangles of obstacles to consider before proposing solutions.

DIVERSITY AND INCLUSION IN THE WORKPLACE

PLAN ACTION: GUIDE

DESIGN FOR CHANGE

PAGE 20

DIVERSITY AND INCLUSION IN THE WORKPLACE Equality means each individual or group of

Employees, workplace culture, and hiring

people is given the same resources and

procedures have to align together when it

opportunities. Equity brings the discussion

relates to making the workspace diverse

everyone should be treated the same

and appropriate for everyone. During the

according to their own needs.

brainstorming session, the discussion

According to The University of San

about what companies could do to make

Francisco, unconscious biases are social

real change to minorities was raised.

stereotypes about certain groups of people

Intercultural awareness is the basis of

that individuals form outside their own

communication.

conscious awareness. Everyone holds

It involves understanding that one is to

unconscious beliefs about various social

become aware oftheir own culture and the

and identity groups, and these biases stem

other one relates to acknowledging other

from one’s tendency to organize social

cultures.

worlds by categorizing.

The ability to become aware of cultural

Unconscious bias is far more prevalent

values and understanding cultures are

than conscious prejudice and often

different from each other. It’s important to

incompatible with one’s conscious values.

understand your own personal values and

Certain scenarios can activate unconscious

others’ personal cultural values.

attitudes and beliefs. For example, biases

Communicating with others can be

may be more prevalent when multi-

challenging, which is why it’s important to

tasking or working under time pressure.

educate ourselves and be aware of cultural

Certain attitudes can help to prevent or

differences. Many times what is completely

minimize unconscious bias and support

normal in one community can be

multicultural teams to develop a healthy

considered inappropriate in another.

multicultural environment for workers.

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DESIGN FOR CHANGE

According to Kurter, in spite of many

Combining brainstorm sections and the

similarities, people have differences in the

results of a survey carried out with

way they do things. It requires

immigrants living in Ireland, a framework

understanding and reconciling these

of conduct was created. The guide

differences to function effectively in a

suggests ways to facilitate and develop

group.

relations and inclusion between

Equality means each individual or a group

employees and employers.

of people is given the same resources and

The guide was developed considering

opportunities. Equity brings the discussion

social justice and hidden social spots.

that everyone should be treated the same

The guide includes 4 levels of relationships

according to their individual/ identity

where actions can be taken at an

group needs.

individual or at more than one group level.

The importance of diversity and inclusion

It was designed considering how

on their own is not enough. Diversity needs

employers, local co-workers, immigrant co-

to be paired with an inclusive

workers, and Government policies can

environment. There are loads of content,

support social justice in the workplace.

especially in the companies' hiring policies,

Being empathetic and wearing someone's

which guarantee equal opportunities and

else shoes can generate gains for the

no discrimination during the hiring

person who is providing empathy and for

process. Even though the initiative can be

who is receiving it.

genuine, it is far from being good enough

Applying empathetic tools as a helper in

and providing consistent changes in many

order to develop the workplace social

workplaces.

justice guide has provided me with

According to Moody et al., workplaces

insights such as: "Be inclusive with religions

could be further improved to meet the

and their artefacts in the workplace."

needs of employees with considerable

Having an understanding of how religions

scope for training within companies to

can impact individuals in the workplace is

raise awareness about employees’ needs,

fundamental.

employers’ obligations, and workplace

Internal and external policies play an

adaptation.

important role when it relates to diversity in religion and social justice.

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DESIGN FOR CHANGE

European employers can ban workers from wearing any visible sign of their religious beliefs, policies like this impact directly thousands of people around Europe, especially muslin women. Requests such as employers not to wear Islamic headscarves while at work. It may result in some workers being treated less favourably than others on the basis of their religion or belief. Policies like these discourage muslim women from applying for a job and raise even more limitations for this group of people.

The guide includes simple empathetic techniques such as communicating through different channels, especially if you have a leadership position and have or intend to have immigrant people in your team. Ensure you have been understood, sometimes only the spoken communication is not enough. Simple actions and gestures such as sending an email with all the content approached during the meeting helps. Remember to be approachable in case anyone has missed any instructions. In fact, misunderstandings in the communication level happens even with people who share the same mother tongue. Imagine a situation with people who have been raised with different languages? Taking into consideration diversity in language backgrounds is fundamental in order to support and develop a healthy and inclusive work environment.

"European employers can ban workers from wearing any visible sign of their religious beliefs."

DESIGN FOR CHANGE

PAGE 23

EMPATHETIC GUIDELINES +MULTICULTURALISM IN THE WORPLACE

EMPLOYERS AND HR

LOCAL COWORKERS

IMMIGRANT COWORKERS

GOVERNMENT POLICY

Provide a clear open

People have different

If you are also an

Develop or implement

hiring process not only

backgrounds. Take in

emigrant in the co-

social justice and

in its policy. Yes, make

consideration that

work space ask if the

diversity policies to be

some extra effort to

everyone is different.

new work colleague

followed in the work-

give immigrant workers

needs any feedback

place.

a real chance.

from you.

Be inclusive with

Keep an open mindset,

Be empatethic.

Policymakers must

diversity and religious

diversity is good and

Remember it was a

develop adequate

artefacts. Remember

sometimes requires

challenge for you too

frames considering

that every religion has

flexibility.

at the beginning.

intersectional

its specificities.

challenges.

Sometimes the

Make sure all the

Make sure there is a

Ensure there is

language barriers can

instructions are clear

channel where

supervision that the

make the

to everyone, especially

immigrants or other

guidelines are being

communication

if you are in a

people can report

followed.

challenging. Ensure

leadership position.

inappropriate conduct

immigrants from your

in the work-place.

team have space and feel comfortable to express themselves.

Minorities such as

Be aware of any

Why not share positives

Guidelines should

people of color,

injustice in your work-

points from the new

promote equal

women, people with

place. Remember you

culture you are in with

treatment in relation to

disabilities are still

should report any

your work-colleague?

visa acceptance.

lacking in leadership

inappropriate conduct.

positions. Why not promote these people's access to leadership positions?

Leaders should ensure

Be inclusive with your

Offer support, be

Review guidelines from

a channel where

colleagues. Be open

empathetic.

time to time, social

workers can report

and interact with

justice requires

inappropriate conduct.

everyone.

frequent adjustments.

PAGE 24

DESIGN FOR CHANGE

"Be inclusive! diversity and religious artefacts.

Remember that every religion has its specificities."

"Minorities such as black, women, people with disabilities are still lacking in leadership positions.

Why not promote these people access to leadership positions?"

"Review guidelines from time to time, social justice requires frequent adjustments."

Social Justice happens when people and policies work together in order to make the social environment fair and equal

"People have different backgrounds and it changes habits in general.

Take into consideration everyone is different."

CAROL CAPURTO

ARTEFACT CONCEPT

DESIGN FOR CHANGE

PAGE 25

INTERVENTION

ARTEFACT CONCEPT A guide was designed considering how employers, local co-workers, immigrant co-workers, and Government policies can support social justice in the workplace.

DESIGN FOR CHANGE

PAGE 26

"RE-FRAME: MAKE IT VISIBLE. "

THIS GUIDE'S INTENTION IS TO PROMOTE SOLUTIONS AND HELP EMPLOYERS, CO-WORKERS, AND GOVERNMENTS TO IMPLEMENT INCLUSIVE WORKPLACES' CULTURES. SOCIETIES ARE ENCOURAGED TO IMPROVE SOCIAL JUSTICE AND DIVERSITY. IT HELPS TO PREVENT AN UNEQUAL WORK ENVIRONMENT AND DRIVES TO PROFITABLE INNOVATION.

INTERVENTION

THE GUIDE INTENT TO BE FRIENDLY AND WAS DEVELOPED USING DESIGNING THINKING METHODOLOGIES COMBINED WITH THE RESULTS OF THE SURVEY AND DATA FROM THE IADT 2021 CHARRETE.

COMBINING ULTIMATE INSIGHTS

CONCLUSIONS

DESIGN FOR CHANGE

PAGE 27

COMBINING ULTIMATE INSIGHTS The design thinking methodologies

Ireland is very attractive to immigrants

provided this research with an

providing good job opportunities

understanding of the topic where

according to the survey. However, the

discussions about intersectionality,

survey showed the companies, co-workers

minorities, and multiculturalism were

and government policies could improve in

raised and seem from a new perspective.

inclusion and social- justice.

The guide outcomes is a blend of the

The visa application for people outside

journey map, empathy map, the survey,

Europe is bureaucratic and human-

and literature review. Emotional factors

resources workers are lacking in

play a big role in the barriers faced by

knowledge about this type of application.

immigrants in Ireland. On top of that

It's extremely needed for the government

immigrants are still lacking in leadership

policies in Ireland to reformulate the

positions and the presence of immigrant

framework structures in terms of inclusion

people in the most underpaid sector of the

and social justice.

economy.

There is an urgent call for the

Immigrants face barriers at different levels,

implementation of guidance and a real

it can be as simple as finding

effort when it relates to giving minorities

accommodation, understanding the new

opportunities, especially in leadership and

country currency, or finding familiar food

IT positions.

in the supermarket as more complex

Globalization has polarized the world and

barriers such as HR recruitment process,

even though it has its downsides, it is

language barriers, not recognition of

possible to re-frame the aspects of

international qualifications, lack of

globalization and re-create more social-

opportunity for inside the work-place and

equal-multicultural societies.

been treated differently for being an

Empathy is necessary for the community,

immigrant.

receiving someone from a new culture can be challenging. However, why not learn about new cultures?.

NEXT STEPS

DESIGN FOR CHANGE

PAGE 28

NEXT STEPS The outcome of this research will convert into an online platform in partnership with the non- profit Going far. The platform could also be used to facilitate some of the other services provided by the organisation.

The main purpose is to aggregate useful information for immigrants before and while arrival in Ireland and while looking for a job/promotion or opening a business in Ireland.

The online platform's intention is to bring the attention of employers and governments and highlight the necessity of re-framing internal and external policies and supporting the country to promote social justice.

This study did not focus on immigrants who intend to open a business in the country.

A future approach for this research would include this group of people in the discussion. By utilizing the design thinking methodologies and combining them with group sections will allow us to orientate and support immigrants who are interested in starting a business in the country.

SOURCES

PAGE 29

BURKE-KENNEDY, EOIN. “UNEMPLOYMENT IN IRISH ECONOMY FALLS TO PANDEMIC LOW OF 10%.” THE IRISH TIMES, HTTPS://WWW.IRISHTIMES.COM/BUSINESS/ECONOMY/UNEMPLOYMENT-IN-IRISH-ECONOMY-FALLS-TOPANDEMIC-LOW-OF-10-1.4692633. ACCESSED 11 NOV. 2021.

CRENSHAW, KIMBERLÉ.

THE URGENCY OF INTERSECTIONALITY. 1479140461.

WWW.TED.COM, HTTPS://WWW.TED.COM/TALKS/KIMBERLE_CRENSHAW_THE_URGENCY_OF_INTERSECTIONALITY.

DILL, BONNIE THORNTON, ET AL. EMERGING INTERSECTIONS: RACE, CLASS, AND GENDER IN THEORY, POLICY, AND PRACTICE. RUTGERS UNIVERSITY PRESS, 2009.

PROQUEST EBOOK CENTRAL, HTTP://EBOOKCENTRAL.PROQUEST.COM/LIB/IADT-EBOOKS/DETAIL.ACTION?DOCID=420821.

EUROPEAN COMMISSION (2013) GUIDE TO SOCIAL INNOVATION, P. 7 HTTPS://EC.EUROPA.EU/REGIONAL_POLICY/EN/INFORMATION/PUBLICATIONS/GUIDES/2013/GUIDE-TO-SOCIALINNOVATION

GLYNN, IRIAL. “MIGRATION AND MIGRATION POLICY IN IRELAND | BPB.” HTTPS://WWW.BPB.DE/GESELLSCHAFT/MIGRATION/LAENDERPROFILE/ENGLISH-VERSION-COUNTRYPROFILES/NORTHERNEUROPE/321571/IRELAND. ACCESSED 17 DEC. 2021.

BPB.DE,

GOLDIN, IAN, AND KENNETH REINERT. GLOBALIZATION FOR DEVELOPMENT: TRADE, FINANCE, AID, MIGRATION, AND POLICY. WORLD BANK PUBLICATIONS, 2006.

PROQUEST EBOOK CENTRAL, HTTP://EBOOKCENTRAL.PROQUEST.COM/LIB/IADT-EBOOKS/DETAIL.ACTION?DOCID=459480.

HANKIVSKY, OLENA. “INTERSECTIONALITY 101.”

CAL, VOL. 64, 2014.

HTTPS://WWW.RESEARCHGATE.NET/PUBLICATION/279293665_INTERSECTIONALITY_101#FULLTEXTFILECONTENT. ACCESSED 01 NOV. 2021.

MONDINI, MARIANA, ET AL. COLONISATION, MIGRATION, AND MARGINAL AREAS: A ZOOARCHAEOLOGICAL APPROACH. OXBOW BOOKS, LIMITED, 2003.

PROQUEST EBOOK CENTRAL, HTTP://EBOOKCENTRAL.PROQUEST.COM/LIB/IADT-EBOOKS/DETAIL.ACTION?DOCID=4812232.

MOODY, LOUISE, ET AL. “AN EXPLORATORY STUDY OF BARRIERS TO INCLUSION IN THE EUROPEAN WORKPLACE.” DISABILITY AND REHABILITATION, VOL. 39, NO. 20, TAYLOR & FRANCIS, SEPT. 2017, PP. 2047–54. TAYLOR AND FRANCIS+NEJM, HTTPS://DOI.ORG/10.1080/09638288.2016.1217072.

HAMID, MOHSIN. 2017. EXIT WEST. HARLOW, ENGLAND: PENGUIN BOOKS.

JAMES B. BURNHAM .WHY IRELAND BOOMED. VOLUME VII, NUMBER 4, SPRING 2003.

HTTPS://WWW.INDEPENDENT.ORG/PDF/TIR/TIR_07_4_BURNHAM.PDF, ET AL. WHY IRELAND BOOMED. SPRING 2003,

O’CONNELL, PHILIP J. INTERNATIONAL MIGRATION IN IRELAND, 2020 REPORT TO THE OECD EXPERT GROUP ON MIGRATION. P. 31. HTTPS://WWW.UCD.IE/GEARY/STATIC/PUBLICATIONS/WORKINGPAPERS/GEARYWP202104.PDF. ACCESSED 02 NOV. 2021.

PAGE 30

SANTOS, MILTON. TOWARD AN OTHER GLOBALIZATION: FROM THE SINGLE THOUGHT TO UNIVERSAL CONSCIENCE. SÃO PAULO: RECORD, 2000.

ULIN, JULIEANN VERONICA, ET AL. RACE AND IMMIGRATION IN THE NEW IRELAND. UNIVERSITY OF NOTRE DAME PRESS, 2013.

PROQUEST EBOOK CENTRAL, HTTP://EBOOKCENTRAL.PROQUEST.COM/LIB/IADTEBOOKS/DETAIL.ACTION?DOCID=3441126. ACCESSED 11 NOV. 2021.

LAURA FORLANO, INSTITUTE OF DESIGN, ILLINOIS INSTITUTE OF TECHNOLOGY, USA.

LINKS

CONCEPT MAP: GLOBALIZATION AND POLARIZATION: HTTPS://MIRO.COM/APP/BOARD/O9J_LNGVG6C=/

IADT CHARRETTE 2020: HTTPS://MIRO.COM/APP/BOARD/O9J_LXOBVSI=/ INSTITUTE WITHOUT BOUNDARIES: INTERNATIONAL CHARRETTE. 2022 2021, HTTPS://GLOBAL.KEA.DK/IMAGES/FILES/CHARRETTE/TORONTO/DESIGNING_CLIMATE_READY_COMM UNITIES_INFORMATION_LETTER_2022.PDF.

THE SOURCES FOLLOW THE MLA - MODERN LANGUAGE ASSOCIATION STYLE

PAGE 31

APPENDIX

DESIGN FOR CHANGE

LABORATORY

The thinking process was supported by different tools, such as miro, design thinking literature reviews, and videos. This is how my pannels look like.

From brainstorming sections until a well-established journey map

01

DESIGN FOR CHANGE

CONCEPT MAP

01

THE SURVEY

PERSONAL DATA WAS REMOVED FROM THE SURVEY AND STORAGED FOLLOWINGTHE GENERAL DATA PROTECTION REGULATION (EU) 2016/679 (GDPR)

1/13/22, 2:35 PM

Barriers faced by International professionals in the Irish labour market.

Barriers faced by International professionals in the Irish labour market.

101 responses

What is your age group?

101 responses

18-35 years old 32.7%

36-55 years old Over 55 years old Prefer not to say

67.3%

Which of these options best describe you?

101 responses

Black/ African Descendant Asian 16.8%

South American European Latinx Aboriginal/First Nations/Indig…

Middle Eastern

52.5%

10.9%

White/ Caucasian Mexican 1/2

https://docs.google.com/forms/d/1isncLdVRPWJWboQtyGQg3l6TfIN21Nzi-RdjdHY6FkA/viewanalytics

1/10

1/13/22, 2:35 PM

Barriers faced by International professionals in the Irish labour market.

What gender do you identify as?

101 responses

Non-binary Trans-Male Trans- Female 15.8%

Female Male Prefer not to say

83.2%

What is the highest level of education you have completed in your country of origin?

101 responses

No schooling completed 29.7%

Middle/High school graduate Bachelor’s degree Master’s degree Phd I prefer not to say Post graduation

54.5%

post degree 1/2

https://docs.google.com/forms/d/1isncLdVRPWJWboQtyGQg3l6TfIN21Nzi-RdjdHY6FkA/viewanalytics

2/10

1/13/22, 2:35 PM

Barriers faced by International professionals in the Irish labour market.

Have you acquired other degrees/certifications in Ireland?

101 responses

Yes 31.7%

No Prefer not to say

67.3%

Which category of studies have you acquired in Ireland?

101 responses

Bachelor's Master's Phd

27.7%

I have not acquired any type…

Prefer do not say Professional Diplomas 19.8%

23.8%

Diploma QQI5 1/4

What is your current employment status?

101 responses

Employed Unemployed Self-employed/ business owner In the process of starting a bu…

Prefer not to say PhD student 83.2%

Housewife Caring for small child 1/2

https://docs.google.com/forms/d/1isncLdVRPWJWboQtyGQg3l6TfIN21Nzi-RdjdHY6FkA/viewanalytics

3/10

1/13/22, 2:35 PM

Barriers faced by International professionals in the Irish labour market.

Are you working in your area of study?

101 responses

Yes No

44.6%

I am not working Prefer not to say Partially yes Yes but part time contract Yes, for the area I got the cert…

Not exactly, but close 44.6% 1/2

How much do you earn in your current job (if employed) in Ireland?

101 responses

€12/h or less More than €12/h, but less than €20/h

14.9% 17.8% 9.9%

More than €20/h, but less than €30/h More than €30/h

16.8% 37.6%

I am currently not employed I prefer do not say

https://docs.google.com/forms/d/1isncLdVRPWJWboQtyGQg3l6TfIN21Nzi-RdjdHY6FkA/viewanalytics

4/10

1/13/22, 2:35 PM

Barriers faced by International professionals in the Irish labour market.

Are you working in a higher position compared to the position you had in your home country?

101 responses

Yes No 66.3%

Prefer not to say

31.7%

Do you feel like you receive the same treatment compared to the Irish coworkers?

101 responses

Yes No

53.5%

Prefer not to say

40.6%

https://docs.google.com/forms/d/1isncLdVRPWJWboQtyGQg3l6TfIN21Nzi-RdjdHY6FkA/viewanalytics

5/10

1/13/22, 2:35 PM

Barriers faced by International professionals in the Irish labour market.

I am not working in my area of study on my own choice.

101 responses

Yes No Prefer do not say

60.4% 9.9%

29.7%

I have experienced abusive treatment from my superiors and I believe it happened because of my nationality.

101 responses

Yes No Prefer not to say

64.4%

30.7%

https://docs.google.com/forms/d/1isncLdVRPWJWboQtyGQg3l6TfIN21Nzi-RdjdHY6FkA/viewanalytics

6/10

1/13/22, 2:35 PM

Barriers faced by International professionals in the Irish labour market.

Please rate how strongly you agree or disagree with these statements about Ireland

Strongly Disagree

Partially Disagree

Neutral

Partially agree

Stron

40

20

0 o…

sg

It

er off

It

s ha

an

e…

It

h ers off

i…

It

lu va

t… es

Please rate how strongly you agree or disagree with the statements about the barriers faced by migrant professionals in Ireland.

60

Strongly Disagree

Disagree

Neutral

Partially Agree

Completely Ag

40

20

0 dh

an rel

I

a…

L

g an

ua

ge

…

https://docs.google.com/forms/d/1isncLdVRPWJWboQtyGQg3l6TfIN21Nzi-RdjdHY6FkA/viewanalytics

re he

is

a…

T

7/10

1/13/22, 2:35 PM

Barriers faced by International professionals in the Irish labour market.

Are there any tools/websites/supports in Ireland that you are aware of for migrant professionals? If so, which ones?

101 responses

No no None MRCI I don't know enterprise website contains everything Linkedin, indeed.com I dont know gov pages

Would you like to be informed about the results of this survey?

101 responses

65 (64.4%)

Yes

36 (35.6%)

No

0

20

40

https://docs.google.com/forms/d/1isncLdVRPWJWboQtyGQg3l6TfIN21Nzi-RdjdHY6FkA/viewanalytics

60

80

8/10