diversity management and SME

1
diversity management and SME

• March 2008
• Canvass
• Pierre Carrolaggi

2
summary

• demographic factors
• immigrants persons coming from immigration
• age and employment (and sex)
• women and employment
• need for workforce?
• diversity approach
• from anti-discrimination to diversity management
• facts
• good practices
• diversity charter
• a new recruitment methodology

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immigrant

• person born abroad as a foreign person and
  living in France
• a permanent qualification an immigrant can
  become French and not be a foreigner
• children from immigrants born in France are not
  immigrants but may be foreigners
• persons from immigration" having at least one
  parent born as a foreigner (no measurement)

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immigration is not new

• main migrations
• after the 1st world war
• 60-70s
• now pressure but control (960 000 between 1999
  and mid-2004)
• 1931 3 M foreigners
• 1999 3,2 M foreigners
• 4,9 millions immigrants mid 2004 8,1

5
Immigrants by their country of birthin 1999 and
2004-2005
Source Insee, census from 1999, annual counting
from 2004 and 2005. In INSEE Première N 1098 -
AOÛT 2006
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origine (Europe)

• in 2004-2005, 1,7 M immigrants are from a 25 EU
  country (same as in 1999).
• reduction from Spain, Italy, Poland (- 8 000)
• other countries 100 000
• majority UK 45 000
• Eastern Europe (non EU) 37
• 250 000 in 2004
• EU migrants decreasing
• 57 in 1975, 49 in 1999, 40 mid-2004

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origine (other)

• in 2004-2005, 1,5 M immigrants are from North
  Africa ( 220 000 / 1999, 17)
• Algeria, Morocco 200 000
• other parts of the world 1,4 M
• 29 of the immig. pop. in 2004, 20 in 1999
• Asia 48
• Turkey 16
• Sub-Saharan Africa 40
• 570 000 mid 2004, 45 / 1999
• 7/10 ex-French colonies

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age and employment and sex (2003)
50
9
women and labour

• 64,4 of non migrant women active on the labour
  market (vs. 57 of immigrant women)
• unemployment rate of non migrant women 10,3 (vs
  20,2 of immigrant women)
• 29,8 of company creator/buyer are women
• average salary difference 19
• average salary difference for equal work 5
• 32 in company committees, 28 representatives
  of staff, 21 union delegate
• Access to continous training
• 20 vs 23 in private sector
• 31 vs 33 in public sector

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evolution of workforce

• will diversity be pulled by demand?
• a demographic approach

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• no need for massive immigration
• higher fecundity (1,92 in 2004, 1,94 in 2005)
• stability of active population in the 10 years
• a solution for some sectors
• short term
• average qualification, qualified, salesman,
  nurses, cook, butchers, bakers, technicians)
• longer term - 2015
• service sector, non qualified (care assistant,
  cleaning)
• highly qualified (computer sepcialist, sales
  managers, construction managers and technicians,
  research, managers, teachers)

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recommendations

•  facilitate the employment of migrant workers in
  case of lack of workforce in specific sectors and
  locations, and the venue of seasonal workers
• organise mobility of workforce within
  transnational companies
• attract highly qualified workers, also by keeping
  the foreign students 

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Attali report

• involve minority groups in decision making
• increase and facilitate migration for work
• suppress the restrictions for the EU25
• quicker and easier process for visas for workers
• 3 months without finding a worker
• increase the international dimension of companies

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diversity approach

• from legislations (anti-discrimination)
• to practices

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discrimination labour facts

• immigrants and descendants have more difficulties
  to find a job (2X employment rate)
• part-time women (4X non chosen)
• French name vs. Morocco (1,5 to 3 more
  interviews)
• 17 of disabled persons are unemployed
• 37 disabled have a job vs. 73 for the 20-59
• 25 of non EU citizens unemployed
• more difficult for women over 50 to find a job

16
Claims registered by Halde from 01/ 01/07 to
23/08/07
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testing method - recruitment summary of a
research

• CV to obtain an interview
• disabled15 X -
• north-african 5 X -
• over 50 4 X -
• disadvantage appearance less
• living in a sensible area less
• Interview
• the cv is the main barrier
• Importance of a good preparation for the
  interview
• questions without relation to the job
• attitudes of employers differ according to the
  discrimination

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social cohesion plan - 2005

• employment, lodging equal opportunities
• develop social mix in public services through
  alternate training (program 4/20)
• promotion of age management within companies
  (program 8)
• facilitate professional equality between men and
  women
• fight against discriminations (program 20)
• creation of HALDE
• renew juridical tools against racism
• promote diversity within companies
• diversity agreement (charter)
• certification (label)
• law for equal rights and opportunities,
  participation and citizenship of disabled persons
  (11 feb. 2005)

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good practices_

• charter for diversity
• a recruitment method
• EU actions

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diversity charter

• an engagement against discriminations

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http//www.charte-diversite.com/

• sensitize and train managers and HR staff
• respect and promote non-discrimination principles
• try to be a mirror of the diversity of the
  society (cultural, ethnic)
• communicate the engagement among staff
• organise diversity policy as a social dialog
• include in the annual report (actions and
  results)
• 1680 signatures

22
recruitment by simulation

• identification of abilities - skills
• not the experience, not the diploma
• evaluation of candidates by a third party (eg.
  employment agencies)
• practical exercises elaborated
• simulations of tasks

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abilities

• a group of capacities, skills
• cognitive, human relations, physical
• a job requires a series of abilities ( technical
  skills)
• transferable
• developed in a professional frame or not
• 26 abilities
• eg. understanding and respecting norm, working
  under pressure, working in team

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(No Transcript)
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implementation

• analysis of the recruitment need
• proposal and explanation to the employer
• analysis of the job (characteristics and
  constraints - identification of abilities)
• elaboration of exercises - design of tasks -
  analogy
• presentation of exercise, test with other workers
  ( reference), adaptation
• evaluation of candidates
• presentation of the ones who have passed the test

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application

• for companies - recruitment needs
• upon demand, eg. installation of a new shop
• vocational platforms
• integration of young adults
• jobs lacking workforce
• selection of domains with the employment adviser
• evaluation of 3-4 main abilities for the job
• presentation of job offers

27
EU initiatives

• AITO - Leonardo (to promote the integration of
  migrants in work and society)
• http//citim.velay.greta.fr
• Epitome - Leonardo (to promote the integration of
  EU migrant workers within hotels-restaurants
  food industry)
• Care-me - Leonardo (to take into account
  differences in elderlys home and hospitals)
• Migration to Management (M2M - Grundtvig)