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Kursus oversigt

MigrAID: EDUCATING SOCIAL PARTNERS TOWARDS ETHNIC DIVERSITY IN SMEs

IO1: A RESEARCH STUDY ON MIGRANTS’ INTEGRATION AND ETHNIC DIVERSITY IN SMEs

IO2: TRAINING ON DIVERSITY: TRAINING MANUAL

IO2: Introduction implemented

MODULE 1: Introductions, objectives & ground rules implemented

MODULE 2: Understanding stereotypes & prejudice implemented

MODULE 3: Understanding Diversity implemented

MODULE 4: Discrimination not started

MODULE 5: Diversity and Economic Activity implemented

MODULE 6: Legal Framework not started

MODULE 7: Promoting Diversity & Combating Discrimination not started

MODULE 8: Labor Relations, collective bargaining & Diversity not started

MODULE 9: Coping with & Reporting Discrimination not started

MODULE 10: Recapitulation not started

MODULE 11: Evaluation & Concluding Remarks not started

IO2 Complete Diversity Tranining Manual implemented

IO3: VOCATIONAL EDUCATIONAL AND TRAINING (VET) MATERIAL

IO4: TRAINING CURRICULUM ON DIVERSITY MANAGEMENT FOR SOCIAL PARTNERS

DAY 1: Diversity Awareness not started

DAY 2: Discrimination in the workplace and migrants’ economic integration not started

DAY 3: Managing ethnic diversity(ies) not started

DAY 4: Diversity management in SMEs not started

DAY 5: Conflict resolution in the workplace not started

IO4 Complete Training Manual implemented

IO5: SME DIVERSITY GUIDE

IO6: CONFLICT RESOLUTION SIMULATOR

Assimilation		The organization is clear about employee norms for dress, style, education, etc. Employees are asked to accommodate to these norms, to assimilate to the style and approach of organizational leaders.
Compliance		The organization makes good-faith efforts to recruit, hire and retain sufficient numbers of women, people of color and others who are under-represented in its workforce, mainly to comply with moral and federal equal opportunity and positive action requirements.
Accept and Celebrate Differences		The organization accepts, celebrates, and values diversity because it makes business sense, provides competitive advantage and is a source of creativity, innovation, and productivity.
Organizational Learning		The organization leverages diversity by integrating and internalizing differences among employees to support its learning, growth, and effectiveness. The organization is concerned with integration of cultural perspectives, work styles, and other differences, rather than the concepts of differentiation or assimilation associated with other differences paradigms.
Social Justice		The organization works to eliminate any kind of oppression based on innate and acquired differences (racism, sexism, heterosexism, etc.). According to this paradigm, the benefits of diversity cannot be realized fully until the privilege and harm that result from oppression are entirely addressed.

	Diversity management implementation does not require serious investments in both time and human resources.
	Change management general principles are not relevant in diversity implementation when artfully applied.
	The diversity mindset is what separates effective facilitators and managers from those who play at or pay lip service to the need for change.
	In order to value diversity, organizations must first assure that they are truly diverse at every level, not just when it comes to the secondary dimensions
	To assure that diversity implementation is as rapid and successful as possible, the different needs and concerns of the employers must be prioritized.

Transparency		Respecting others’ values, beliefs and priorities even when they are very different to the own. People who actively value “otherness” usually like to work with colleagues from diverse backgrounds, and are sensitive to how people see the world differently.
New thinking		Conveying information and communicating intentions clearly in a multicultural context is a particular challenge specially for both native and non-native speakers. Not only clarity in terms of content and form of communication, but also the exposure of intentions to communicate become fundamental to avoid misunderstanding and mistrust.
Influencing		Seeking to extend the understanding of new and unfamiliar fields, whether these are different languages, professional areas, different ways of looking at problems, or how people from different cultures make sense of the world around them. Developing a strong sense of curiosity to look for new facts and insights.
Perceptiveness		One of the great challenges in an ethnically/culturally diverse environment is to get others to want to follow us, despite the linguistic and cultural gaps that need to be overcome. This is particularly related to the company leaders but not only, it is also related to those workers who have new proposals to improve a certain process or to implement a specific practice.
Valuing differences		It is fundamental not only being able to express something but to understand the way in which the interlocutor is receiving the transmitted information. Thus, it is important to develop a particular sensitiveness to how different forms of communication and behavior are interpreted in the minds of their culturally diverse colleagues or counterparts.

	Flexible hours depending on cultural holidays, and the possibility of working from home
	Language integration programs for migrant workers
	Recruitment process that favor people with specific ethnic characteristics without a clear justification.
	Exclusion of workers with a particular religious’ background from the extra-curricular social activities organized by the company for their employees.
	Training aimed at raising awareness on issues of ethnic diversity, intercultural competences and exchange programs

Test result