Denmark
Diversity management
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The
target group of this good practice are specially companies
that wish to work with diversity management: companies
that need general information about diversity management,
companies that have acknowledged the need for diversity
management but don't know how to implement it, companies
that have already started to work with diversity management
but need guidance and the public opinion
The
organisation promoter of the project, the Organisation
for Integration of Ethnic Minorities into the Labour Market,
has as an objective supporting the diversity management.
These are the action fields of the organisation
· Integration into the labour market - to break
down barriers between ethnic minorities and the employers
· Sensitising of companies
· Consultancy on diversity management to the companies
· Sensitising of public opinion
· Lobbying politicians and the media to support
labour market integration of ethnic minorities
· Giving lectures on the issue
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Description
of the problem: |
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There
is a shortage of labour on the Danish labour market and
the unemployment rate for ethnic minorities is high. Therefore,
the companies have to acknowledge the necessity of employing
people with ethnic minority background otherwise they
will not be able to recruit new staff. However, there
are barriers between the ethnic minorities and the companies
which need to be broken down. Counselling and information
is needed both in the recruitment process and when the
ethnic minorities have been employed in the companies.
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Description
of the solution: |
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When
trying to influence the companies to employ ethnic minorities,
the organisation takes a business approach. If the companies
are going to take action on the issue they must see an economic
incentive and not only a social incentive. Therefore the
organisation makes the companies look the integration as
a profitable business. If the companies acknowledge the
economic incentive their motivation to start working with
diversity management grows.
The
organisation works on:
· identifying barriers to integration conscious as
well as unconscious
· Demystifying the issue and providing both the companies
and the ethnic minorities with the necessary knowledge and
information
The
organisation provides their members with the following services:
· Information on best and worst practice. Knowledge
and experiences with diversity management is shared between
the 170 member companies
· Information about new initiatives on the integration/diversity
issue
· Newsletter, webpage and information meetings
· A hotline service. If the companies have an emergency
situation or a problem they don't know how to solve they
can call the organisation and a consultant will come and
help to solve the problem.
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The innovative elements of this initiative that make it
a good practice are specially that works actively with the
approach of seeing integration of ethnic minorities as a
business and not as a social responsibility that the companies
have. To meet the companies and communicate with them on
their terms and thus make them see that integration of ethnic
minorities is an asset to their business. When the companies
realise that they take actio.
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Practical
considerations : |
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The project is managed through a non lucrative private organisation.
The members are 170 companies.
The staff implied is : 4 full-time, 2 part-time, 2 paid
on a commission basis, 4 ad hoc technical/administrative
and 3-4 volunteers.
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IF
YOU WISH ANY FURTHER INFORMATION, PLEASE CONTACT TO:
Foreningen
Nydanskere.
Association for integration of new Danes into the
labour market.
Mr Torben M–ller-Hansen.
RÂdhusstrÊde 4A, 2.
DK-1466 Copenhagen (Denmark)
Tel. (+45) 3393 4383
Fax. (+45) 3393 4342
nydansker@foreningen-nydansker.dk
www.foreningen-nydansker.dk
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