IMPORTANT LEGAL NOTICE
 

 TRED - Traning Response to Equality and Diversity ascii version

Ireland

 
DP Managing organisation : Trainers Network
Other national partners : Centre for Management and Organisation Development
Enterprise Ireland
FAS
National Representative Council
EQUAL theme :Adaptability - Life long learning 
Type of DP :Sectoral - Services 
DP Legal status :Association without legal form 
DP identification :IE-14 
Application phase :Approved for action 2 
Selection date :15-05-2002 
Last update :04-08-2005 
Monitoring:  

Rationale

Text available in

The promoters recognise that the development of a more equal society involves a process of building awareness of fundamental human rights and that, in order to achieve this, a process of education is core to addressing discriminatory practices. The DP proposes to tackle discriminatory practices in the labour market by defining training responses for both trainers and organisations to implement inclusive work practices and diversity management that will also promote innovation and help to deliver on job security and organisational survival.

The promoter details a wide range of issues that contribute to discrimination (pgs. 13-17) under the following headings:

· Traditional model of employment e.g. fixed and inflexible approach to jobs; male dominated cultures; lack of support in work etc.
· Organisational resistance e.g. lack of challenge to status quo; unawareness of diversity and inclusiveness issues; unwillingness to invest to protect minority workers; lack of investment in education and training etc.
· Negative social stereotypes e.g. policy of institutionalised segregation; lack of exposure to different cultures; inflexible and rigid qualification ands recruitment processes etc.
· Paucity of responses e.g. other than the legislative approach and efforts by the Equality Authority, there have been few large scale national attempts to provide awareness, education and tackle attitudinal change etc.

dot Top


Objective

Text available in

The project aim is to develop training responses to address equality, diversity and multicultural issues in the Irish labour market.

the primary objectives appearing to be to:

· skill up 100 people, from various sectors to make trainer expertise available nationally to support the implementation of inclusive work practices, diversity management and LLL in the workplace
· Develop and deliver competency based nationally accreditated modules of training
· Set up the infrastructure for the on-going registration and development of equality training experts
· Research and define inclusive practices and LLL in the workplace and, through the use of trained trainers, pilot a number of training responses across both the public and private sectors to publicise the success factors
· Create an auditing system which defines an equality standard for the workplace and identifies the barriers which are causing discrimination
· Explore the possibility for a national recognition standard / benchmark which would symbolise inclusive and non-discriminatory practices

dot Top


Innovation


Nature of the experimental activities to be implemented Rating
Training of teachers, trainers and staff ***
Conception for training programs, certification ***
Anticipation of technical changes ***
Work organisation, improvement of access to work places ***

Type of innovation Rating
Process-oriented ***
Goal-oriented ***
Context oriented ***

Text available in

The promoters say the project is innovative in terms of providing an integrated range of training responses which will cover training of trainers/facilitators, modules to support cultural change in enterprises, and tools and systems to support changes in people management practices. Creating an opportunity for dialogue between HR Managers and those experiencing discrimination and the development of an accredited training module with national recognition are also seen as innovative. The project also claims innovation in provision development for in-house HRD experts, external consultants and community voluntary leaders in an integrated manner and in benchmarking quality provision and competency standards for trainers. The direct involvement of a Northern Ireland partner to provide access to and experience in the North and the opportunity to explore the piloting of interventions across the 32 counties.

dot Top


Budget Action 2

500 000 – 1 000 000 €

dot Top


Beneficiaries


Assistance to persons 
Unemployed  50.0%  50.0% 
Employed  0.0%  0.0% 
Others (without status, social beneficiaries...)  0.0%  0.0% 
  100.0% 
 
Migrants, ethnic minorities, …  0.0%  0.0% 
Asylum seekers  0.0%  0.0% 
Population not migrant and not asylum seeker  50.0%  50.0% 
  100.0%
 
Physical Impairment  0.0%  0.0% 
Mental Impairment  0.0%  0.0% 
Mental Illness  0.0%  0.0% 
Population not suffering from a disability  50.0%  50.0% 
  100.0% 
 
Substance abusers 0.0%  0.0% 
Homeless  0.0%  0.0% 
(Ex-)prisoners  0.0%  0.0% 
Other discriminated (religion, sexual orientation)  0.0%  0.0% 
Without such specific discriminations  50.0%  50.0% 
  100.0% 
 
< 25 year  25.0%  25.0% 
25 - 50 year  25.0%  25.0% 
> 50 year  0.0%  0.0% 
   100.0% 

Assistance to structures and systems and accompanying measures Rating
Discrimination and inequality in employment ***
Unemployment ***

dot Top


Empowerment

 

 With beneficiaries

Participation
Promoting individual empowerment
Developing collective responsibility and capacity for action
Participation in the project design
Participation in running and evaluating activities

Text available in

The promoter says the ‘voice of discriminated groups is already present in the DP and it has been recognised that additional partners from this sector (sic) have to be considered during Action 1’. The project seeks to work with those who have been victims of discrimination and their representatives to provide input and direction to the training responses. The DP will provide the opportunity for dialogue between trainers, employers and discriminated groups in order to build common understanding and identify how to overcome the barriers to equality and diversity in the workplace. The training resources will be built around the input from such for a – working parties will be set up to direct the specific project activities and project funding will be made available to support participation where necessary.

The trainer development programme will also include those experiencing discrimination and their representatives and their participation will be supported through specific funding that will not be made available to mainstream trainers. The philosophy of empowerment and entitlement to dignity, respect and equality will be a core theme running through the training response

 

 Between national partners

N.C.

dot Top


Transnationality

 

 Linguistic skills

  • English

 Percentage of the budget for transnational activities

  • 6.0%

 Transnational Co-operation Partnerships

Transnational Co-operation Agreement DPs involved
353 Mary Connaughton FI 21
FR IDF-2001-10523

dot Top


Background

 

 Involvment in previous EU programmes

  • Two and more partners involved in A&E

dot Top


National Partners


Partner To be contacted for
Trainers Network Co-ordination of experimental activities
Design of the project
DP managing organisation
Evaluation
Monitoring, data collection
Transnational partnership
Centre for Management and Organisation Development
Enterprise Ireland
FAS
National Representative Council

dot Top


Agreement Summary

Text available in

TRED aims to use its capacity to research design and dleiver accredited training response that will provide trainers/facilitiators of learning with the compentence and tools that will impact on the workplace and support behaviour change in the workplace. TRED will create national resources of expertise and tools to support the implementation of inclusive work practices and diversity managment

Development Partnership Agreement summarywww.tred.ie

Last update: 04-08-2005 dot Top


Trainers Network


Stephen's House, 7/8 uppr Mount St
Dublin 2
Dublin
www.trainersnetwork.org

Tel:+35316627099
Fax:+35316627893
Email:

 
Responsibility in the DP: Co-ordination of experimental activities
Design of the project
DP managing organisation
Evaluation
Monitoring, data collection
Transnational partnership
Type of organisation:Education / training organisation
Legal status:Non-profit private organisation (including NGO...)
Size:Staff < 10
NUTS code:Dublin
Date of joining / leaving:31-10-2001 / 30-06-2004

Text available in

The trainers Network promotes the development of professional standards for trainers in Ireland, it also provides a networking forum for trainers



Contact person(s)

Name First name Phone E-mail Responsibility
Connaughton Mary +35316627099 maryc@graphitehrm.com financial and administration

Last update: 04-08-2005 dot Top


Centre for Management and Organisation Development

(CMOD)
Landsdowne House, Landsdowne Rd
Dublin 4,
Dublin
www.irlgov.ie

Tel:+353016045051
Fax:+353016685192
Email:joe_langan@cmod.finance.irlgov.ie

 
Responsibility in the DP:
Type of organisation:Public authority (national, regional, local)
Legal status:Public organisation
Size:Staff 50-250
NUTS code:Dublin
Date of joining / leaving:31-10-2001 / 30-06-2004

Text available in

CMOD is involved in the design and delivery of training programmes to Civil Servants



Contact person(s)

Name First name Phone E-mail Responsibility
Langan Joe +353016045051 joe_langan@cmod.finance.irlgov.ie general information

Last update: 04-08-2005 dot Top


Enterprise Ireland


Glasnevin
Dublin 9
Dublin
www.enterprise-ireland.com

Tel:+35318082000
Fax:+35318082020
Email:

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Public organisation
Size:>250
NUTS code:Dublin
Date of joining / leaving:31-10-2001 / 30-06-2004

Text available in

Enterprise Ireland is a State Agency charged with the responsibility of developing services for Irish enterprise



Contact person(s)

Name First name Phone E-mail Responsibility
Haverty Michael +3538082000 michael.haverty@enterprise-ireland.com general information

Last update: 04-08-2005 dot Top


FAS


Loughlinstown Regional Office
Wyattville Rd, Co. Dublin
Dublin
www.fas.ie

Tel:+35312043600
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Employment services
Legal status:Public organisation
Size:>250
NUTS code:Dublin
Date of joining / leaving:31-10-2001 / 30-06-2004

Text available in

FAS is the Irish Training and employment authority, it provdes a range of training and employment services to jobseekers, community groups and employers



Contact person(s)

Name First name Phone E-mail Responsibility
Shaw Eddie +35312043600 eddie.shaw@fas.ie general information

Last update: 04-08-2005 dot Top


National Representative Council


Roslyn Park
Sandymount, Dublin 4
Dublin
www.rehab.ie

Tel:+353012057200
Fax:+353012052057
Email:

 
Responsibility in the DP:
Type of organisation:Other
Legal status:Public organisation
Size:Staff < 10
NUTS code:Dublin
Date of joining / leaving:31-10-2001 / 30-06-2004

Text available in

The National Representative Council is an organisation which represents people with disabilities in training



Contact person(s)

Name First name Phone E-mail Responsibility
Doyle Paddy +353012057200 paddy.doyle@rehab.ie general information

Last update: 04-08-2005 dot Top



 
 
 
 

 
 
 
 

 
 
 
 
Warning! This section is not meant to be read directly, but rather be navigated through from the main page above.
 
 
 
 

TRED - Traning Response to Equality and Diversity

Rationale

Text available in

Les promoteurs reconnaissent que le développement d’une société plus égalitaire implique une procédure de sensibilisation aux droits de l’homme fondamentaux et qu’à cet effet, une procédure d’éducation est primordiale pour aborder les pratiques discriminatoires. Le projet de développement propose de maîtriser les pratiques discriminatoires sur le marché du travail en définissant des réponses de formation pour que les formateurs et les organisations mettent en oeuvre des pratiques de travail inclusives et une gestion de la diversité qui promeuve également l’innovation et aide à assurer la sécurité de l’emploi et la survie de l’organisation.
Le promoteur détaille un nombre important de questions qui contribuent à la discrimination sous les titres suivants:· Modèle d’emploi traditionnel, ex. approche des postes fixe et inflexible; cultures dominées par l’influence masculine; manque de soutien dans le travail etc.
· Résistance de l’entreprise, ex. manque de challenge au statu quo; manque de sensibilisation aux questions de diversité et d’inclusion; réticence à investir pour protéger les travailleurs minoritaires; manque d’investissement dans l’éducation et la formation etc.
· Stéréotypes sociaux négatifs, ex. politique de ségrégation institutionnalisée; manque d’exposition à différentes cultures; procédures de recrutement et de qualification inflexibles et rigides etc.
· Insuffisance des réponses, ex. hormis l’approche législative et les efforts de l’autorité responsable de l’égalité (Equality Authority), il y a eu peu de tentatives nationales d’envergure pour proposer une sensibilisation, éduquer et maîtriser un changement d’attitude etc.

dot Top


Objective

Text available in

Le projet a pour objectif de mettre au point des réponses de formation pour aborder les questions de l’égalité, de la diversité et les questions pluriculturelles sur le marché du travail irlandais.Les objectifs primaires semblent être les suivants:· élargir les compétences de 100 personnes appartenant à différents secteurs pour mettre à disposition l’expertise des formateurs au niveau national afin de soutenir la mise en oeuvre de pratiques de travail inclusives, de la gestion de la diversité et de la formation continue sur le lieu de travail
· Mettre au point et transmettre des modules de formation basés sur la compétence reconnus au niveau national· Mettre en place l’infrastructure pour recruter et former en permanence des formateurs experts en matière d’égalité · Etudier et définir les pratiques inclusives et la formation continue sur le lieu de travail et par le biais de l’utilisation de formateurs qualifiés, piloter uncertain nombre de réponses de formation au sein des secteurs publics et privés afin de promouvoir les facteurs de réussite
· Créer un système d’évaluation qui définisse une norme d’égalité pour le lieu de travail et identifie les barrières qui sont cause de discrimination
· Explorer la possibilité d’une norme /repère de reconnaissance national qui symbolise les pratiques inclusives et non discriminatoires

dot Top


Innovation

Text available in

Les promoteurs disent que le projet est innovateur en termes d’apport d’une gamme intégrée de réponses de formation qui couvriront la formation des formateurs/des animateurs, les modules de soutien aux changements culturels dans les entreprises et les outils et les systèmes pour soutenir le changement des pratiques de gestion du personnel. La création d’une opportunité de dialogue entre les directeurs des ressources humaines et les personnes victimes de discrimination et la mise au point d’un module de formation accrédité reconnu au niveau national, sont également considérés comme des innovations . La formation d’experts en ressources humaines en entreprise, de consultants externes et de leaders socioculturels bénévoles, ainsi que l’évaluation d’une prestation de qualité et de normes de compétence pour les formateurs, sont également une innovation du projet. La participation directe d’un partenaire d’Irlande du nord permettant l’accès à l’expérience dans le Nord, et la possibilité d’explorer le caractère pilote des interventions dans 32 comtés.

dot Top


Empowerment

 With beneficiaries

Text available in

Le promoteur dit que “les groupes discriminés ont déjà une voix au sein du projet de développement et il a été convenu que des partenaires supplémentaires de ce secteur (sic) doivent être pris en considération au cours de l’Action 1’. Le projet cherche à travailler avec ceux qui ont été victimes de discrimination et leurs représentants afin de contribuer et de donner une direction aux réponses de formation. Le projet de développement offrira l’opportunité d’un dialogue entre les formateurs, les employeurs et les groupes discriminés afin d’établir une compréhension commune et d’identifier la manière de surmonter les barrières à l’égalité et à la diversité sur le lieu de travail. Les ressources de formation seront établies autour des données de ces forums.– Des groupes de travail seront mis en place pour diriger les activités spécifiques du projet et des fonds du projet seront libérés pour aider à la participation le cas échéant.Le programme de formation des formateurs inclura également les personnes victimes de la discrimination et leurs représentants et leur participation sera soutenue par le biais d’un financement spécifique qui ne sera pas mis à la disposition des formateurs traditionnels. La philosophie de l’émancipation et du droit à la dignité, au respect et à l’égalité sera un thème essentiel retenu pour la réponse de formation.

dot Top



Logo EQUAL

Home page
DP Search
TCA Search
Help
Set Language Order
Statistics