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Migrant Worker Business Support Programme

Migrant Worker Business Support Programme. Background . Pilot Programme 5 SMEs in the Coleraine Borough Council Area To support the development of local business which employ migrant workers/new citizens by providing a mentoring support programme

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Migrant Worker Business Support Programme

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  1. Migrant Worker Business Support Programme

  2. Background • Pilot Programme • 5 SMEs in the Coleraine Borough Council Area • To support the development of local business which employ migrant workers/new citizens by providing a mentoring support programme • To examine both the mind set and policies, shaping the culture and practices of 5 SMEs in Coleraine in order to create an efficient workplace environment for all

  3. Background • Through an in-depth Diversity Audit determining baseline scenario in respect to current HR policy/practices • identifying areas for improvement and development • Each company was provided support on key areas of assistance • Best practice companies across the NW were utilised to support and assist

  4. Programme Targets • Recruit 5 SMEs • Carry out 5 audits • Develop 5 individual mentoring plans • Demonstrate an improvement in the business: • A reduction in staff absenteeism • A reduction in cases taken on racial discrimination • An increase in staff retention • A reduction in cases taken on the grounds of diversity and costs incurred with such cases.

  5. Methodology • Recruitment • Introductory Meeting • Diversity Audit • Meeting to Discuss Mentoring Plan • Delivery of Assistance • Mentoring from Best Practice Company • Seminars-internal and external • Celebration Event • Evaluation

  6. Recruitment • Advertisement in local as well as regional press • BITCNI Website and informational leaflet • Direct contact (using the Think BIG Database results) • Link up to the Chamber of Commerce and other business support organizations • Use the results of the Coleraine Borough Council Migrant Worker Survey

  7. Introductory Meeting • Defining Diversity • The Reasons Diversity is Crucial In Business • The Positive Impact of Diversity In Business • How Diversity Impacts on the Bottom Line

  8. Diversity Audit • Recruitment, selection and promotion • Discrimination and harassment in the workplace • Reasonable accommodation of diversity • Promoting respect for diversity • Data collection and monitoring • Not in place Initiating Implementing Integrating

  9. Individual Mentoring Plans • Areas of Assistance: • Review of policies and procedures • Recruitment of migrant workers • Achievement Investors in People • Employer-employee commitment • Development of systems • Tackling Absenteeism • Translation of policies for migrant workers • Understanding Employee legislation

  10. Individual Mentoring Plans • Recruitment of staff • Customer care training • Implementing Policies and procedures • Creating new policies • Diversity in business training • Interview training • Creating mission and values for the business • Developing personal development plans • Handling rumours in the organisation

  11. Delivery of Assistance • This included: • Help with creation and review of policies • Assistance with employment contracts • Generic Diversity Training for staff • Best practice mentors • Employment legislation seminars • Opportunity to sign up to BITC Code of Practice for Migrant Workers • Tools for development • Translation of documentation

  12. Celebration Event • The participants were signposted to and received the opportunity to link with the following organisations: • Coleraine Borough Council • Eures • Equality Commission • Labour Relations Agency • Race Relations Agency • Samaritans • Ethnic Minority Support Group in Coleraine • Causeway Institute • Investors in People

  13. Programme Evaluation Against Targets • Recruitment of 6 SMEs, 120% of target • 6 diversity audits carried out meeting 120% of target • Development of 5 individual mentoring plans for participants • An improvement in the productivity and efficiency • A reduction in staff absenteeism • A reduction in cases taken on racial discrimination • An increase in staff retention • A reduction in cases taken on the grounds of diversity and costs incurred with such cases.

  14. Primary Objectives for Taking Part in the Programme • To get help and support/advice regarding policies and procedures to staff development and equality • Understand employment of migrant workers • To help deal with recruitment and retention of migrant workers • To be more aware of other cultures and migrant workers to become more involved in the organisation • Understanding the needs of migrant workers • 100% of the programme participants felt that this objective was achieved.

  15. Participants • Spanboard • Studio Rogers • Nevin Electrics • Trolans Supervalu • Hutchinson Engineering

  16. Mentors • 5 best practice companies across the NW offered their support and assistance. • 15-20 hours of pro-bono advice dedicated by mentors • Foyle Food Group • Translink • AVX • Limavady Borough Council • Singularity

  17. Added Value • Nevin Electrics - successfully employed 4 migrant workers - Were introduced to Eures by Foyle Food Group. They believe the programme came at a crucial time for them. • Studio Rogers - so impressed with the Employee Legislation Seminar that they are reviewing all their practices to ensure that they comply with legislation - planning to train management - have approached Eures to help recruit architects from Europe. • Spanboard - received practical assistance with translation with a translator contact made through BITC.

  18. Added Value • Studio Rogers - noted that their awareness of equality has increased and the programme has refueled their desire to pursue in employment practices. • Nevin Electrics - now have more confidence in decisions they make and have improved working practices in terms of permit and contracts etc. • Nevin feel that the employment legislation seminar has had a large impact on dealing with staff.

  19. Added Value • Moy Park has agreed to translate contract and policies into other languages for both Nevin Electrics and Hutchinson Engineering. • Hutchinson Engineering - created and implemented an equality policy along with several other policies as a result of the programme - have set themselves a goal to set a better structure for staff.

  20. Case study – Trolans Supervalu • Area of Assistance • Improving the internal workings of the organisation • Target • Achieving Investors In People • Objectives • Acknowledging and Promoting Diversity in the Workplace • Creating structures, policies and procedures • Improving the way we work

  21. Case study – Trolans Supervalu • Development Plan • Run the ‘Diversity in Business Programme’ in 15 members of staff to attend event. • Inform migrant workers of Migrant Worker Awareness Event on 5th Feb in Coleraine. • Attend the Employee Legislation seminar hosted by Studio Rogers • Consider Flexible Working • Create a more formal approach in recording details of all meeting with staff • BITC to provide Trolans a generic Job description • Consider a cultural diversity day

  22. Case study – Trolans Supervalu • Development Plan • Create Employment Contracts for all • Review job advertisement placed in Job Centre to ensure it complies with equal opportunities policy • Creation of Equal Opportunities Policy • Mentor meetings with Limavady Borough Council to gain advice on achieving Investors in People • Improve communications internally through better use of notice boards and team meetings etc • Creation of a harassment and bullying policy and procedure as well as improving the complaints procedure • Introduce a team building culture

  23. Case study – Trolans Supervalu • Development Plan • Assistance in setting up an appraisal system • Train supervisors in how to identify prejudice and cases of indirect discrimination • Provide leaflets and display posters for Samaritans and Relate etc. • Create a complaints log book and assign someone to monitor the complaints and how they are being dealt with • Instigate frequent production meetings to help improve communications • Create a Diversity Policy and nominate a Diversity Officer

  24. Case study – Trolans Supervalu • Impacts • Positively effected absenteeism, retention, discrimination cases • Trolans - believe that general activities are easier to handle as a result of the mentoring support - have implemented a new communications system, updating staff via notice boards, wage slips etc. • Trolans - now have an employment contract in place - issued to all members of staff. • Trolans Supervalu feel that the staff are closer as a result of the Diversity In Business training and are more aware of other cultures.

  25. Moving Forward • Participants are working through their Mentoring Plans • Participants are aware that they can contact Coleraine Borough Council and BITC with any further inquiries • Now have contact and links with other support organisations • Participants state that language is still a barrier • Causeway Institute are contacting participants re ESOL • Ethnic Minority Support Group are now in contact with Programme participants • Potential for more SMEs to benefit from the Programme

  26. SMEs Who Were Promised Feedback on The Programme Scot and Stinson Engineering Charles Mullan Joinery Farlow Engineering Mc Kendry Fabrication Ballyrashane Co-op Bradley and Co

  27. Questions

  28. Thank you

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