IMPORTANT LEGAL NOTICE
 

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Sweden

 
DP Managing organisation : SDF Biskopsgården; Göteborgs Stad
Other national partners : Capio; Lundby Sjukhus
DELTA
Föreningen Integrationsnätverket
Svenska kommunalarbetarförbundet
EQUAL theme :Employability - (Re-)integration to the labour market 
Type of DP :Sectoral - Specific discrimination and inequality problems 
DP Legal status :Association without legal form 
DP identification :SE-67 
Application phase :Approved for action 2 
Selection date :28-10-2004 
Last update :11-08-2005 
Monitoring:  

Rationale

Text available in

Sweden has a population of about 8, 5 millions inhabitants. About 1.700.000 of the population which means about every fifth inhabitant has a non-Swedish ethnical background. The labour market in Sweden is rather segregated; most women work work in the public sector, while the men work in the private sector.Many of the new inhabitants came to Sweden of refugee reasons. Many of them have difficulties entering the Swedish Labour Market. Sometimes the difficulties depend on lack of knowledge in Swedish language or society, sometimes it is due to discrimination in the labour marked. In Sweden, the rate of the labour force, being longterm sick-listed, is rather high. The biggest group being long-term sicklisted, are women, working in the public sector on "lower" positions. The diagnosis "burn-out" is very common.Many of them, specialy women of non-Swedish background have problems entering the labour market, often due to the diffucult combination of working life and family life. They are at a risk to be very isolated and to develop different psychosomatic symptoms and many of them also meet an unhealthy way of living. Many of the women with a non-Swedish background, enter the labour market, by start working in the public sector. Many of them work with cleaning or eldery care. Some of the women do not have the possibilty to make a professional career, because of lack of networks, or the lack of counsellors. Their educaitonal and professional experiencies are often not known to, or recoginzed by their Swedish employer. The group who, has an academical degree and working experience from their original countries feel very much dissatisfaction with their jobs, and get ill because of that.. Gothenburg is the second biggest city in Sweden with about 480 000 inhabitants. Many are immigrants or refugees from countries outside Europe.The labour marked in the city of Gothenburg, is very segregated according to gender. The strucuture of the labour marked in Gothenburg and in most part of the Westcoast, is very dominated by the manufacturing sector, witch leads towards a very gender segregated labour market. The same things goes for ethical segregation.On the leading positions in Gothenburg as a whole, or in the administration of the City of Gothenburg, there are hardly any persons from a non-Swedish background. The district of Biskopsgården in Gothenburg has 25 772 inhabitants, many of immigrant background. The rate of ill-health is the highest in Gothenburg. Biskopsgården is a multicultural district whose residents represent around 70 different nationalities and cultures. Many recent immigrants of adult age still have difficulty in finding work. This led to high social costs for the district. The local city district of Biskopsgarden is the biggest emplyoer in the area with 1 677 employees.The majority are women. About 70 % of the women working in i.e. elderly care home services, have a non Swedish background.The intiativ to the project, was taken by a NGO, The organisation for Integrationnetwork. The organisation have found many immigrantwomen, suffering from variuos psycosomatic symptoms, like stress and overweight. Those symptoms are related to their situation of life conditions. Many of the immigrantwomen are isolated and have few contacts, outside their home and family. The majority of those women, are job-ready; with different kinds of support.The employer; local city district of Biskopsgarden have found, that too many immigrant women are log-term sick listed. In Sweden, the employer, the responsibility for rehabilition. The employer also have the economcial responsibilty for the first three weeks of sickness benefits. That makes it very heavy economical efforts for the employers, when people fall ill.The partnership for this project, consists of the NGO Organisation for Integrationnetwork, the tradeunion Kommunal - both organisations representing the underpriviliged groups. The local city district of Biskopsgarden and Delta ( a coorperation between Social Welfare, The Insurance Office, and the Labour Department) reprsent the public sector. The entreprise sector in the DP, is Capio, Lundby Hospital.The target groups are:- the employer - immigrant women and their family/men not yet in the labour marked- immigrant women in the labour marked, at risk of being excluded from the labour marked.The emplyoer must develop new methods to create workingplaces culture, in order to combat factors, which leads to ill-helth discrimination. The methods in the project are i.e. - development of leadership for multicultral groups "on the lowest level" in the organisation- professional career consulting for longsighted development on the labour marked; not only in the workingplace- through professional consultants work with consuling according to different aspects of live; social, economical. - creating network between isolated immigrant women and etasblished Swedin women by mentorship- creating empovermentgroups to work with psycosomatic symptoms- creating possibilities for immigrant women to combine working life with family life- to work with various rollmodels within the partnership.The methods will be based on empoverment and gender equality, for both men and women.

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Objective

Text available in

Gothenburg as a whole, or in the administration of the City of Gothenburg, there are hardly any persons from a non-Swedish background. The district of Biskopsgården in Gothenburg has 25 772 inhabitants, many of immigrant background. The rate of ill-health is the highest in Gothenburg. Biskopsgården is a multicultural district whose residents represent around 70 different nationalities and cultures. Many recent immigrants of adult age still have difficulty in finding work. This led to high social costs for the district. The local city district of Biskopsgarden is the biggest emplyoer in the area with 1 677 employees.The majority are women. About 70 % of the women working in i.e. elderly care home services, have a non Swedish background.The intiativ to the project, was taken by a NGO, The organisation for Integrationnetwork. The organisation have found many immigrantwomen, suffering from variuos psycosomatic symptoms, like stress and overweight. Those symptoms are related to their situation of life conditions. Many of the immigrantwomen are isolated and have few contacts, outside their home and family. The majority of those women, are job-ready; with different kinds of support.The employer; local city district of Biskopsgarden have found, that too many immigrant women are log-term sick listed. In Sweden, the employer, the responsibility for rehabilition. The employer also have the economcial responsibilty for the first three weeks of sickness benefits. That makes it very heavy economical efforts for the employers, when people fall ill.The partnership for this project, consists of the NGO Organisation for Integrationnetwork, the tradeunion Kommunal - both organisations representing the underpriviliged groups. The local city district of Biskopsgarden and Delta ( a coorperation between Social Welfare, The Insurance Office, and the Labour Department) reprsent the public sector. The entreprise sector in the DP, is Capio, Lundby Hospital.The target groups are:- the employer - immigrant women and their family/men not yet in the labour marked- immigrant women in the labour marked, at risk of being excluded from the labour marked.The emplyoer must develop new methods to create workingplaces culture, in order to combat factors, which leads to ill-helth discrimination. The methods in the project are i.e. - development of leadership for multicultral groups "on the lowest level" in the organisation- professional career consulting for longsighted development on the labour marked; not only in the workingplace- through professional consultants work with consuling according to different aspects of live; social, economical. - creating network between isolated immigrant women and etasblished Swedin women by mentorship- creating empovermentgroups to work with psycosomatic symptoms- creating possibilities for immigrant women to combine working life with family life- to work with various rollmodels within the partnership.The methods will be based on empoverment and gender equality, for both men and women.

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Innovation


Nature of the experimental activities to be implemented Rating
Training of teachers, trainers and staff ****
Improvement of employment services, Recruitment structures ***
Work organisation, improvement of access to work places ***
Awareness raising, information, publicity ****
Studies and analysis of discrimination features ***

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

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Budget Action 2

2 000 000 – 5 000 000 €

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Beneficiaries


Assistance to structures and systems and accompanying measures Rating
Gender discrimination ****
Disabilities ****
Racial discrimination ***

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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
Changing attitudes and behavior of key actors

 

 Between national partners

N.C.

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Transnationality

 

 Linguistic skills

  • svenska
  • English
  • Deutsch

 Percentage of the budget for transnational activities

  • 20.0%

 Transnational Co-operation Partnerships

Transnational Co-operation Agreement DPs involved
4449 The Equal Partnership for Diverse Workforces DE XB4-76051-20-HB/200
DK 36
UKgb 88

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Background

 

 Involvment in previous EU programmes

  • One partner involved in A&E

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National Partners


Partner To be contacted for
SDF Biskopsgården; Göteborgs Stad Co-ordination of experimental activities
Design of the project
DP managing organisation
Evaluation
Monitoring, data collection
Transnational partnership
Capio; Lundby Sjukhus
DELTA
Föreningen Integrationsnätverket
Svenska kommunalarbetarförbundet

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Agreement Summary

Text available in

The common interest and objective of all partners is the equitable and sustainable inclusion of people from diverse backgrounds and in particular those from different ethnic backgrounds in the local, regional and european job markets.

All partners recognise that there are differences in the approaches to individual and group diversity in the labour market. Differences in the local, regional and national economic and cultural contexts will be recognised and used to arrive at tailor-made employment-inclusion models.
The methodology we shall use to work together will change as our partnership develops. During early days it is our intention to adopt a model that will allow for:
· the parallel development of new approaches to corporate social responsibility as it relates to the labour market, labour market diversity, and fighting discrimination and inequality in the labour market
· the continuous exchange of information about progress
· the comparison of achievements and exchange of good practice.
Our areas share common underlying problems and characteristics as follows:
· Influx of workers and economic migrants from different ethnic backgrounds who do not have established communities and community representation.
· Dissatisfaction arising from the lack of effective socio-economic integration of people from ethnic minorities and immigrants that results in the unemployment rates for these groups being much larger (in Bremen/Bremerhaven, Germany circa 20%) that in turn leads to social and financial exclusion.
· Need to address the demand side of the labour market and to raise awareness about the target groups. Numbers of non-national patients is rising in hospitals and in social care homes in all partner countries.
· Stronger competition for recruitment in the labour market due to demographic change.
· Recognition that language and cultural barriers lead to social and economic exclusion and that this can be overcome by promoting education and training for these disadvantaged groups that will lead to a multi-cultural workforce and the associated benefits this brings.

Last update: 11-08-2005 dot Top


SDF Biskopsgården; Göteborgs Stad


Box 48063
41822 Göteborg
www.biskopsgarden.goteborg.se

Tel:+46 031-3666025
Fax:+46 031-3666001
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:Other
Legal status:Public organisation
Size:Staff 50-250
NUTS code:
Date of joining / leaving:01-11-2004 /

Contact person(s)

Name First name Phone E-mail Responsibility
Rothstein Rosie rosie.rothstein@biskopsgarden.goteborg.se all issues/transnational issues

Last update: 11-08-2005 dot Top


Capio; Lundby Sjukhus


Wieselgrensplatsen 2A Hissingen
Göteborg
www.lundbysjukhus.se

Tel:+46 031-657000
Fax:+46 031-657020
Email:

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Private
Size:Staff < 10
NUTS code:
Date of joining / leaving:01-11-2004 /

Contact person(s)

Name First name Phone E-mail Responsibility
Thulin Ingrid +46 031-657000 ingrid.thulin@lundbysjukhus.se partner issues

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DELTA


Box 8813
40271 Göteborg
www.delta.goteborg.se

Tel:+46 031-7005725
Fax:+46 031-3666064
Email:

 
Responsibility in the DP:
Type of organisation:Other
Legal status:Public organisation
Size:Staff 50-250
NUTS code:
Date of joining / leaving:01-11-2004 /

Contact person(s)

Name First name Phone E-mail Responsibility
Abrahamsson Cecilia +46 031-7005725 cecilia.abrahamsson@fk14.sfa.se partner issues

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Föreningen Integrationsnätverket


c/o Behjat Sharifi Vinlandsgatan 3 D
41729 Göteborg

Tel:+46 545827
Fax:+46 031-545827
Email:

 
Responsibility in the DP:
Type of organisation:Other
Legal status:Non-profit private organisation (including NGO...)
Size:Staff 50-250
NUTS code:
Date of joining / leaving:01-11-2004 /

Contact person(s)

Name First name Phone E-mail Responsibility
Sharafi Behjat +46 031-545827 integrationsnatverk@hotmail.com partner issues

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Svenska kommunalarbetarförbundet

(Avdelning väst)
Box 48041
41822 Göteborg

Tel:+46 031-3666063
Fax:+46 031-7005719
Email:

 
Responsibility in the DP:
Type of organisation:Trade Union
Legal status:Non-profit private organisation (including NGO...)
Size:Staff < 10
NUTS code:
Date of joining / leaving:01-11-2004 /

Contact person(s)

Name First name Phone E-mail Responsibility
Bohag Monica +46031-3666063 kommunalsektion19biskopsgarden.goteborg.se partner issues

Last update: 11-08-2005 dot Top



 
 
 
 

 
 
 
 

 
 
 
 
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Make your future

Rationale

Text available in

I stadsdelen Biskopsgården, Göteborg med 25 772 invånare, bor många med med icke-svensk bakgrund.Ohäslotalet i Biskopsgården är högst i Göteborg. Allför många arbetsföra personer, i denna grupp, har stora svårigheter att komma in på arbetsmarknaden.Många kvinnor med icke-svensk bakgrund har dubbla svårigheter att hitta en väg in i arbetslivet. Problem som är direkt ohälsosamma uppstår. Speciellt är kombinationen arbete och familj, svår, eftersom de familjetraditioner man bär sig, inte underlättar denna kombination. För denna grupp av kvinnor vill projektet satsa på nya metoder med empoverment som strategi.Initiavtivet till ansökan, togs av Föreningen Integrationsnätverket. Föreningen har uppmärksammat, att många kvinnor, med icke-svensk bakgrund, lider av många problem, som bl.a, tar sig uttryck i övervikt och andra stressrelaterade symptom. Stadsdelsförvaltningen Biskopsgården, är den största arbetsgivaren i området, med 16 77 anställda. De flesta är kvinnor. Majoriteten arbetar inom vård och omsorg, samt lokalvård. Inom hemtjänsten har ca 70% av de anställda icke-svensk bakgrund. Många kvinnor med icke-svensk bakgrund, riskerar att slås ut från arbetsmarknaden, beroende på att de är långtidssjukskriva.Arbetsgivaren vill utveckla nya metoder, för att undvika diskriminerande ohälsa inom arbetslivet, som tex ledarutveckling för de ledare, som är ledare för mångkulturella arbetsgrupper, mentorskap med etablerade "svenska" kvinnonätverk, långsiktig karriärrådgivning. Projektet har tre målgrupper:1. Arbetsgivare2. Arbetsföra kvinnor och deras familjer, med icke-svensk bakgrund, som står utanför arbetsmarknaden.3. Arbetsföra kvinnor och deras familjer, med icke-svensk bakgrund som är på väg att slås ut från arbetslivet.Partnerskapet består av företrädare för de underpriviligierade grupperna, från näringslivet samt från offentlig sektor. Partnerskapet är geografiskt avgränsat, för att långsiktigt kunna utveckla och behålla ett nätverk.Kontakt skall tas med länder, som tex Spanien, Portugal, där nativiteten har sjunkit som en trolig effekt av bristande möjligheter att förena familj och arbete. Kontakt skall också tas med något av de baltiska länderna, för ett ömsesidigt lärande.



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