"Equal Opportunity Vademecum in the Textile and Clothing Industry"
Onderzoek en redactie Kaat L. Exterbille, Kate Thomas & Kleyn
Dit rapport is een practische handleiding over hoe diversiteit kan worden geïmplementeerd. Uitgegeven door de Europese Commissie. kan gratis worden opgevraagd op volgend adres:
Baron R. de Vironlaan 5 - 1700 Dilbeek
tel. kantoor +32 (0)2 569 36 44
mob. + 32 (0)4 758 25 161
fax. +32 (0)2 569 74 80
kaat.exterbille@katethomaskleyn.be
www.katethomaskleyn.be
Spirit heeft een70-puntenplan
uit: De Standaard - 12 november 2005
Spirit wil af van de ,,georganiseerde multiculturaliteit'', waarbij ieder in zijn of haar hokje zit. Het alternatief: actief en gedeeld burgerschap, dat inspanningen vereist van allochtonen en autochtonen. De interculturele samenleving, noemt Spirit dat.
Enkele ideeën:
Anoniem solliciteren moet mogelijk zijn, om eventuele discriminaties te voorkomen. Bedrijven moeten een resultaatsverbintenis aangaan voor meer diversiteit op de werkvloer. De overheid moet daarbij een voortrekkersrol spelen.
Buitenlandse diploma's moeten erkend worden. De migratiestop is overigens niet houdbaar.
U kan het volledige 70-puntenplan hier consulteren. (pdf bestand)
For diversity, against discrimination
This website from the European Commission is about anti-discrimination and serves as a source of information on the EU-wide campaign "For Diversity. Against Discrimination." At the same time you will find background information about the measures that have been initiated by the European Commission's Directorate General for Employment, Social Affairs and Equal Opportunities to combat discrimination. Finally, the website provides an update on current anti-discrimination issues and activities in all of the 25 EU Member States.
Some interesting reports about diversity & business you can find on the site:
- More women are entering the global labour force than ever before, but job equality, poverty reduction remain elusive
- Europe needs to make better use of its older workers, says Commission
- Diversity policies can help business says report for Commission
- “Diversity in the workplace – When we are equal but not the same"
f.
DDFDJGeert Hofstede conducted perof. Geert Hofstede conducted perhaps the
Prof.Geert Hofstede conducted a study of how values in the workplace are influenced by culture
Prof. Geert Hofstede analyzed a large database of employees values scores collected by IBM between 1967 and 1973 covering more than 70 countries, from which he first used the 40 largest only and afterwards extended the anlysis to 50 countries and 3 regions. In the editions of GH's work since 2001, scores are listed for 74 countries and regions, partly based on replications and extensions of the IBM study on different international populations. Subsequent studies validating the earlier results have included commercial airline pilots and students in 23 countries, civil service managers in 14 countries, 'up-market' consumers in 15 coutnries and 'elites' in 19 countries.
On this page, you can compare two different national cultures.
Onderzoek VOKA en Hogeschool Gent
Enige tijd geleden voerde Voka - Kamer van Koophandel Oost-Vlaanderen, in samenwerking met Hogeschool Gent, een onderzoek naar de loopbaanwensen en -mogelijkheden van vrouwelijke bedienden en kaderleden binnen Oost-Vlaamse KMO’s.
U vindt meer informatie over de resultaten hierover op de website: Voka .
What is diversity? A definition by IBM
Secondary dimensions
The outer circle shows several of the secondary dimensions of diversity. These serve as independent influences on our self-esteem and self-definition. The influences vary with who we are, our stage of life, and changes we have experienced.
IBM acknowledges the importance of these dimensions on culture. Because IBM is a global company, we know the importance of culture. It helps define who our people are, and it influences our behaviors. Understanding and leveraging cultural differences and working effectively across the country borders helps IBM excel as a global company. To do so, we must communicate effectively, recognizing and respecting the diverse language proficiencies of our population. This includes overcoming barriers of translations and ensuring that the meanings of our messages are understood.
IBM values these differences in people. We don't view welcoming a diverse workforce as assimilation. Instead, we value it. Diversity is about understanding, respecting, valuing, and accommodating human and cultural differences. It recognizes uniqueness without requiring assimilation. It is intended to maximize the potential contribution of all of us. Together we can do more than any one of us can do alone to reach our ultimate goal of satisfying our diverse customers and building a world without boundaries
IBM's equal opportunity letter
Dated 1953 - "The purpose of this letter is to restate for all of the supervisory personnel of the IBM Company the policy of this corporation regarding the hiring of personnel with specific reference to race, color or creed."
Achieving workforce diversity in the e-business on demand era
By Rebecca George, Director UK Government Business, IBM
Key Topics
- Outlines the challenges and opportunities of the e-business on demand era, and its implications for women in workforce
- Highlights the key role women have to play in the economic and corporate success of UK plc
- Presents research undertaken by the Women in IT Champions Group
- Spotlights current national and local initiatives and best practices to retain women in the workforce
- Offers recommendations on how to attract and retain a diverse workforce in the future
To read the full pdf-file, click here
Jaarrapport over gelijkheid en non-discriminatie 2004
...Het afgelopen jaar was een zeer belangrijke periode in de inspanningen van de Europese Unie om discriminatie op grond van ras of etnische afstamming, religie of overtuiging, handicap, leeftijd en seksuele geaardheid te bestrijden. De deadlines voor de omzetting van de Europese antidiscriminatieregels in het nationale recht zijn verstreken...Dit rapport bevat belangrijke wijzigingen aan de nationale wetgeving...
To read the full pdf-file, click here
Diversity strategy, development & demographics (report 2003)
The goals of the SIA Diversity Survey:
- To compile a profile of securities industry activities designed to increase diversity in employment and/or address greater customer diversity
- To gather aggregate data measuring the number of women and minority employees in the industry, at all levels.
Report of the Securities Industry Association (pdf-file)
The Business Case for Diversity and Equality
How all businesses can benefit by building a workplace that reflects the community outside their front doors. By employing more women, more older people and encouraging a wider ethnic mix, a business is able to identify more closely with its customer base, draw from a broader range of perspectives, and won't be short of recruitment options.
To read the full pdf-report, click here
IBM staat voor diversiteit (oktober 2004)
'Because none of us is as strong as all of us'
IBM opereert in een uitdagende en diverse markt. Alleen door enerzijds een afspiegeling te vormen van de markt waarin we actief zijn en anderzijds een veilige werkomgeving te creëren voor onze medewerkers, kan IBM haar vooraanstaande positie in de markt behouden.
To read the full pdf-file, click here
The effects of diversity on business performance (november 2002)
Since 1996 a group of industry chief executives and human resource professionals have been working together under the auspices of a non-profit organization called the Building Opportunities for Leadership Development (BOLD) Initiative to help American corporations learn how to leverage their cultural diversity for competitive advantage. These leaders epouse the now popular "business case" for diversity - the view that a more diverse workforce will increase organizational effectiveness. For them, providing more opportunities for women and minorities is a business imperative.
To read the full pdf-report, click here
Adecco Foundation
De vzw 'Adecco Foundation' heeft als doel de integratie of de reïntegratie van specifieke doelgroepen op de arbeidsmarkt te bevorderen. In België richt de vzw zich in de eerste plaats op jonge laaggeschoolden maar bijvoorbeeld ook op mindervaliden.
To read the full pdf-report, click here
Committee on Women's Rights and Gender Equality
On the website of the Committee on Women's Rights and Gender Equality, you can download press releases and the latest news about the Committee's meetings.
Website Committee on Women's Rights and Gender Equality
