IMPORTANT LEGAL NOTICE
 

 Different People ascii version

Netherlands

 
DP Managing organisation : Seba interim management en advies
Other national partners : Amsterdam
EQUAL theme :Employability - (Re-)integration to the labour market 
Type of DP :Geographical - Other - GROOT-AMSTERDAM 
DP Legal status :Association without legal form 
DP identification :NL-2001/EQA/0037 
Application phase :Project ended 
Selection date :15-11-2001 
Last update :07-04-2006 
Monitoring: 2002  2003   

Rationale

Text available in

Seba's main reason for applying to ESF-EQUAL for a subsidy is the possibility of gaining more experience working with the implementation of diversitymanagement (our core-business) in organisations. For the partners the main reason is that each has started working with the topic in the past and now want to build on those earlier investments. In order to ensure the participation of target groups within the organisation, activities wil be developed by divers teams. Also, with regards to the communication activities, Different People wil focus partly on the works council as representative of the interests of the entire, divers workforce.

dot Top


Objective

Text available in

The main objective of this project is; The identification, realisation and quantification of the critical success factors for optimal utilisation of divers talent in favour of customer service, results and/or profit of an organisation. The Workprogram is divided into three phases; during the first phase a list of critical succes factors is agreed upon and used to analyze to each partner. In the second phase activities are developed which wil implement the missing succes factors. In the third phase the DP looks at how the implemented succes factors can be objectively measured. The conclusions are then used to develope the measuring tool.

dot Top


Innovation


Nature of the experimental activities to be implemented Rating
Guidance, counselling **
Training **
Training on work place ***
Job rotation and job sharing **
Training of teachers, trainers and staff **
Improvement of employment services, Recruitment structures **
Guidance and social services **
Awareness raising, information, publicity ****
Studies and analysis of discrimination features ****

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

Text available in

The innovative aspect of project Different People lies in the point of view of the objective as wel as in the intended result. Different People takes the organisation as target group and focuses activities on removing barriers to the efective implementation of diversitymanagement. The project's result is a measuring tool that wil help the organisation to identify missing critical succes factors for the optimal utilization of divers talent to the benefit of customer service, result and/or profit of the organisation. Such a tool does not yet exist and is an innovative element in itself.

dot Top


Budget Action 2

500 000 – 1 000 000 €

dot Top


Beneficiaries


Assistance to structures and systems and accompanying measures Rating
Gender discrimination ***
Discrimination and inequality in employment ****
Disabilities *
Other discriminations ***
Low qualification *
Racial discrimination **
Unemployment *

dot Top


Empowerment

 

 With beneficiaries

Participation
Developing collective responsibility and capacity for action
Participation in running and evaluating activities
Changing attitudes and behavior of key actors

Text available in

Within the structure of project Different People the decision making power with regards to specific activities lies fully with the partners. Activities are initially aimed at individual organisations. For every activity that is developed there wil be a seperate evaluation if there exists an added value in extending the scope of the activity to other partners within the DP. The quarterly meeting wil serve as the platform for coordinating joint implementation and/or development of activities. Formally the empowerment lies with the organisation implementing the activities while the head applicant plays merely a supporting and coordinating role.

 

 Between national partners

Text available in

Activities undertaken by project Different People are aimed at processes, existing knowledge and competencies, organisational culture and not at individual persons. Participants of activities are not necessarily part of the target or the beneficiaries of the project. Changes initiated by activities are designed to strengthen the position of target individuals within the organisation. The influence of these changes in the long term wil be to increase the empowerment of these target individuals. Empowernment in the form of participation wil be ensured by composing diverse workgroups to develope the activities.

dot Top


Transnationality

 

 Linguistic skills

  • Nederlands
  • English

 Percentage of the budget for transnational activities

  • 11.0%

 Transnational Co-operation Partnerships

Transnational Co-operation Agreement DPs involved
148 Diverse Reflections DE EA-78014
DK 4
UKgb 13

dot Top


Background

 

 Involvment in previous EU programmes

  • Nobody involved in A&E

dot Top


National Partners


Partner To be contacted for
Seba interim management en advies Co-ordination of experimental activities
Design of the project
DP managing organisation
Evaluation
Monitoring, data collection
Transnational partnership
Amsterdam

dot Top


Agreement Summary

Text available in

no data

Last update: 07-04-2006 dot Top


Seba interim management en advies


Kabelweg 37
1014 BA Amsterdam
www.seba.nl

Tel:020 6820255
Fax:020 6820360
Email:seba@seba-interim.nl

 
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:Enterprise
Legal status:Private
Size:Staff < 10
NUTS code:
Date of joining / leaving:15-11-2001 /

Contact person(s)

Name First name Phone E-mail Responsibility
Andiel Olivia 020-6820255 o.andiel@seba.nl Consultant

Last update: 07-04-2006 dot Top


Amsterdam


Jan van Galenstraat 323
1065 CH Amsterdam
www.socialedienst.nl

Tel:020-3464759
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Public authority (national, regional, local)
Legal status:Public organisation
Size:>250
NUTS code:
Date of joining / leaving:15-11-2001 /

Contact person(s)

Name First name Phone E-mail Responsibility
Stomp Annie 020 3464759 annie.stomp@sociale-dienst.nl Project secretary with HRM

Last update: 07-04-2006 dot Top



 
 
 
 

 
 
 
 

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

Diverse Reflections

Rationale

Text available in

zie Extra Bijlage bij 5.8

dot Top


Objective

Text available in

De doelstelling van project Different People luidt; De identificatie, realisatie en kwantificatie van de kritische succes factoren voor het optimaal benutten van divers talent ten behoeve van de dienstverlening, resultaten en/of winst van de organisatie. Het werkprogramma is verdeeld in drie fases. In de eerste fase wordt een lijst met kritische succes factoren samengesteld en vervolgens als basis gebruikt voor het doorlichten van de drie organisaties. In fase 2 worden activiteiten ontwikkeld en uitgevoerd die deze factoren binnen de organisaties moeten realiseren. In de derde fase wordt door het OP gekeken hoe de aanwezigheid van de benoemde factoren objectief gemeten kunnen worden bij een willekeurige organisatie. Op basis hiervan wordt een meetinstrument ontwikkelt.

dot Top


Innovation

Text available in

Het vernieuwend aspect van project Different People ligt zowel in de invalshoek van de doelstelling alsmede in het resultaat van het project. Different People neemt de organisatie als doelgroep en richt activiteiten op het verwijderen van barrières die effectief diversiteitsmanagement belemmeren. Het resultaat van dit project zal een meetinstrument zijn dat organisaties helpt bij het identificeren van ontbrekende succes factoren die essentieel zijn voor het optimaal benutten van divers talent tbv de dienstverlening, resultaten en/of winst van de organisatie. Een dergelijk instrument bestaat nog niet en is op zichzelf een zeer vernieuwend element.

dot Top


Agreement Summary

Text available in

geen gegevens

dot Top


Empowerment

 With beneficiaries

Text available in

zie Extra Bijlage bij 7.1

dot Top


Empowerment

 Between national partners

Text available in

Activiteiten binnen project Different People richten zich in principe niet op specifieke individuen maar op processen, aanwezige kennis en vaardigheden en de cultuur en houding van de organisatie ten opzichte van alle vormen diversiteit. Deelnemers aan activiteitetn zijn niet per definitie de doelgroep of de belanghebbende. De veranderingen die deze activiteiten teweeg brengen moet de machts positie van belanghebbende verbeteren. Door de structurele invloed van deze veranderingen moet deze empowerment op de lange termijn gewaarborg zijn. Empowerment in de vorm van inspraak door belanghebbende in de ontwikkeling en uitvoering van activiteiten is ook aanwezig doordat er bewust getracht wordt om deze werkgroepen divers samen te stellen.

dot Top



Logo EQUAL

Home page
DP Search
TCA Search
Help
Set Language Order
Statistics