1.1 Equal at Work
Equal at Work is one of 21 projects operating in Ireland between 2001 and 2004 under the EU EQUAL Programme. The project is led by the Dublin Employment Pact and it aims to develop new and more inclusive models of recruitment and in-work progression. Equal at Work comes under the adaptability pillar of the EQUAL Programme. The project involves 48 partner organisations from the public, private and community and voluntary sectors. The partners operate through four sites where specific initiatives are piloted. Two of these sites are in the public sector, one is in the private sector and one is in the community and voluntary sector.
1.2 Community and Voluntary Sector in Ireland
The Community and Voluntary sector in Ireland is a large sector with a paid workforce of over 32,000 (1995), and in 1999 received funding of over 1.2 billion from the Irish State and EU sources. The sector is very diverse, ranging from small community based projects with one or two staff, to very large, national voluntary organisations. The Government White Paper on Supporting Voluntary Activity (2000) recognises that the community and voluntary sector in Ireland not only complements and supplements State service provision but is the dominant or sole provider in particular social service areas. The rapid growth under the Community and Voluntary Pillar of Social Partnership to participate in the development and monitoring of national agreements. In considering the issues of recruitment and progression within the context of EQUAL in Ireland, it was felt that there was an opportunity to address these issues within the Community and Voluntary sector and to examine our role as employers and our systems for promoting equality and diversity within our own organisations.
1.3 Community and Voluntary sector site of issues in more detail.
Equal at Work The community and voluntary sector site has examined existing HR practices in the sector and identified the factors influencing good practice in terms of recruitment and progression. The site also looked at the relationship between Community and Voluntary organisations and the Government Departments or agencies which fund them. While much evidence exists on the variety of HR practice in organisations in this sector and on the many and varied types of agreements of funders and therefore differing terms and conditions for workers, much of this information was anecdotal and not formally documented. Equal at Work set out to examine these
1.4 Overview of Research Carried Out
Two pieces of research were carried out by the Community and Voluntary Sector Site. The pieces of research were the following: 1. The first aimed to identify existing HR practice in relation to promoting equality and diversity through systems of recruitment and progression within the C&V sector. It also identified barriers to the further development of good practice in these areas. 2. The second looked at the impact of funding mechanisms and reporting arrangements on the HR practices of C&V organisations. Both pieces of research were carried out with a view to documenting and collecting data particularly around HR issues A training module is currently being developed on the issue of equality and diversity in HR for Community and Voluntary organisations. This will be delivered as part of National College of Irelands course on Management in the Community and Voluntary Sector. 76 organisations were surveyed in total. All of these were based in Dublin although a large number had a national remit. Both pieces of research involved written questionnaires, with interviews and focus groups being used to get more depth and detail on some of the responses.
2.1 Key Findings
This piece of research was carried out by the Ballymun Job Centre in conjunction with Equal at Work. A total of 180 organisations were circulated with a postal questionnaire in April 2003. 40 organisations responded (22%). In September 2003, a focus group was held with 10 organisations to get more in-depth information on a number of issues raised. Profile of organisations All organisations employed full time staff and 75% employed part time staff Although the organisations surveyed were based in the greater Dublin area, the majority of respondents held a national remit (68%).
Statement of Policy 47% of organisations did not have a written statement of policy on issues including Equal Opportunities, work/life balance, staff recruitment, promoting equality and diversity, volunteer policy, staff training. Despite this, the organisations had established practice in many of these areas. Of those organisations that did not have written statements on any of the above policies, over half of them cited lack of staff and time resources as the main barriers to Promoting Diversity within the Organisation When asked whether the organisation had a specific policy aimed at the recruitment of marginalised groups, some 28% did in relation to economically disadvantaged (including long-term unemployed) and a further 20% did in relation to women.
When asked what the main barrier was to recruitment / job training (72%) and certified courses (57%) training and development of excluded groups, the main reason (40%) cited was that the organisation was too small or lacked the resources to provide the necessary support. Staff Promotion and Progression Some 35% of organisations said that no opportunities existed for staff promotion. The main reason cited was the size of the organisation and all of the organisations with fewer than five employees fell into this category. Almost half of respondents (45%) said that limited opportunities for progression existed within the organisation. Almost all organisations (94%) used some form of employee group felt that the development of a fair and effective system of staff appraisal was slow in the sector. The constraints of funding for training were also highlighted. In many organisations, funding for staff training is available only to staff who have low education and skill levels (eg, Community Employment scheme workers). It was suggested that this is an equality issue for other workers. Scheme Workers and Volunteer Policy Of those organisations who had workers on Government funded employment schemes, over half said the main barrier to progression for this group was a lack of specific experience or qualifications for posts (26% of total respondents). Forty five per cent of respondents employ staff on a voluntary basis. The main barrier cited to employing voluntary staff was the lack of time and space resources necessary to train, manage and supervise a volunteer workforce (38%). Staff Training All of the organisations that responded made some provision for financial assistance and/or time off with pay in relation to training. A high proportion of full time staff are eligible for financial assistance and/or time off with pay in relation to induction (95%), attending conferences / workshops / lectures / seminars (85%), one-off training (80%), on-the-
2.2
The focus group participants noted that, in general, lack of resources is a major constraint on staff training opportunities within the Community and Voluntary sector. Most organisations tend to rely on staff coming in with the necessary skills for the job.
Recommendations
- There is a need for information, guidance, support and resources, for relevant personnel, in the development of written staff polices relating to the promotion of equality and diversity within recruitment and career development.
- In addition the same supports should be in place to ensure diversity, beyond its ethical and legal dimensions, and including the economic imperative to the sector, should be actively promoted. Particular issues and barriers pertaining to the Community and Voluntary sector should be addressed.
- Baseline research should be undertaken on provision for disability access, and related awareness raising and lobbying within the sector.
- There is a need for awareness raising and capacity building in the area of work/life balance policy. Specific issues include the need to be equitable in the application of policies across all members of staff.
- There is a need to investigate and develop good practice in competency based recruitment practices for the sector. For this to work, viable support systems need to be put in place for staff, to encourage professional development.
- There is need for the sector to be more innovative in its approach and to find ways of opening up options to those who may be excluded. Staff involved in recruiting should think creatively about a job before it is advertised e.g. consider taking on a worker at a lower level than actually needed but taking account of the training and mentoring supports they would need to up-skill.
- There is a need for research looking at the reality of progression within individual organisations, within the sector, between different strands within the sector and between the sector and the public and private sectors to investigate perceived barriers and develop mechanisms for overcoming these.
- Exploration of lateral job enrichment strategies within, across and between sectors such as mentoring and the development of career pathways.
- Strategies to be developed for career progression pathways for scheme workers and volunteers linking existing prior life and work experience with training and other interventions for entry level positions within the sector and within the public and private sector.
- Quality human resource training (and updating on good practice) for non HR managers should be developed. these policies are equality proofed. The relevance of the business case for equality and A comprehensive equality awareness training programme is needed. Funding for staff training must be provided and ring fenced, within annual funding allocations.
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