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Race and Mental Health at Work Toolkit
Racism and structural inequalities intersect with mental health. On #WorldMentalHealthDay, our new Equal@work toolkit on race and mental health at work explores these intersections and how we can ensure wellbeing and equality for all workers. Read More
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AI, Algorithms & Recruitment: Equal@work seminar
ENAR will organise its next Equal@work seminar on the issue of "AI, Algorithms and Recruitment" on 6 December in Brussels. The event will explore the emerging issue of algorithmic discrimination and the impact on diversity in our workplaces. How can employers avoid discrimination and use new technologies to further discrimination?
For more information, contact sarah@enar-eu.org
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ENAR's Equal@work Platform brings together employers from the public and private sector, social partners, NGOs, public authorities and political institutions to explore progressive ways to operate workplaces that are open, equal and free from discrimination.
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What can the EU institutions do to improve racial diversity and representation?
We outline the steps needed in our roadmap to racial diversity by 2024. Read More
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EVENTS AND ANNOUNCEMENTS
Take your identity to work: Best practices on managing diversity by industry leaders, part of Black History Month EU programme, 30/10/2019, Brussels. Read More
Diversity Conference 2019, 14-15/11/2019, Berlin. Read More
POLITICO's Sustainable Future Summit, 14/11/2019. Read More
Building diversity and inclusion through the social and solidarity economy, Global Social Economic Forum, 17-18 November 2019, Liverpool, UK. Read More
Companies against domestic violence, Final conference of the CEASE project, 20/11/2019, Brussels. Read More
Formation 10 jours : De la diversité à l’inclusion dans le monde professionnel, BePax, from October 2019 to June 2020, Namur, Belgium. Read More
Online course: Fight against Racism, Xenophobia, Homophobia and Transphobia. Read More
TELL MAMA reporting app on Measuring Anti-Muslim Attacks. Read More
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Data driven profiling: hardwiring discriminatory policing in Europe
On 5 November we will organise a hearing with the Open Society Justice Initiative and MEPs Cornelia Ernst and Evin Incir about the use of new technologies in policing and the implications for profiling and data privacy. On 4-5 November we are also organising a workshop for activists on understanding new tech. For more information, contact Sarah Chander
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Justice gap: racism pervasive in criminal justice systems across Europe
Institutional racism prevails in criminal justice systems across the EU and impacts how racist crimes are (not) recorded, investigated and prosecuted, according to a new report published by ENAR. ENAR’s report, covering 24 EU Member States, provides data on racist crimes between 2014 and 2018, and documents institutional practice during the recording, investigation and prosecution of hate crimes with a racial bias. It reveals how subtle forms of racism persistently appear in the criminal justice system from the moment a victim reports a racially motivated crime to the police, through to investigation and prosecution. Read More
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New on ENAR's blog: Shedding light on dimensions of antigypsyism in Europe
In the last ten years, Romani organisations and their allies have fought for the recognition of antigypsyism as a specific form of racism. In this context, we need to shed light on the multidimensional and complex phenomenon of antigypsyism, and how it affects the lives of Roma and – ultimately – the whole of society. Read More
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Great success: European Anti Racism and Diversity Week 2019
The first EU Anti-Racism and Diversity Week in the European Parliament was a great sucvess. The week long events and discussions brought MEPs and activists together in building an strong anti-racism/anti-discrimination agenda for the European Union, with all relevant stakeholders across various communities throughout Europe. View the photo collection
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EQUAL@WORK PARTNERS IN THE SPOTLIGHT
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Guide de l'AFMD sur le recrutement avec des algorithmes
L’avenir professionnel sera numérique, mais sera-t-il pour autant moins discriminatoire ?
Face à l’usage croissant de l’intelligence artificielle en milieu professionnel et au développement du marché des solutions numériques d’aide au recrutement, alors que les débats autour du numérique se concentrent la plupart du temps sur la féminisation des métiers, l’AFMD élargit la réflexion à l’ensemble des critères de discrimination en publiant le guide « Recruter avec algorithmes ? Usages, opportunités et risques » issu de ses travaux. Celui a pour objectif de permettre aux organisations d’évaluer les avantages et les inconvénients de l’usage des algorithmes dans leurs processus de recrutement en matière de lutte contre les discriminations. Il s’adresse tant aux personnes conceptrices de solutions numériques qu’aux personnes en charge du recrutement et des sujets diversité. Read More
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Coca-Cola Stands by Gay Ads Despite Conservative Calls for Boycotts
Advertisements with same-gender couples sharing bottles of Coca-Cola have sparked conservative outrage in Hungary. Captioned "Love is love" with a heart emoji on Facebook, the ads show three couples sharing a bottle of Coke. Two of the couples are same-gender. While LGBTQ acceptance is on the rise in Hungary and some discrimination protections are in place, same-gender marriage is still banned. The far-right Fidesz party has called for a boycott of the Coke products until the "provocative" advertisements are removed. Read More
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L’Oréal désigné l’une des entreprises les plus paritaires au monde et n° 1 en France par Equileap
Pour la 3ème année consécutive, L’Oréal fait partie du TOP 5 des entreprises les plus avancées au monde en matière d’égalité hommes-femmes au sein du classement Equileap 2019. « L’Oréal est une entreprise engagée de longue date en faveur de la Diversité et de l’Inclusion, et nous avons fait du combat pour l’égalité professionnelle l’une de nos priorités depuis plus de 15 ans. La mobilisation des entreprises désormais en marche au niveau mondial nous encourage à poursuivre nos efforts et à continuer à être ambitieux sur ces questions. », commente Jean-Claude Le Grand Directeur Général des Relations Humaines du Groupe L’Oréal. Read More
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What Do We Do About the Biases in AI?
Human biases are well-documented, from implicit association tests that demonstrate biases we may not even be aware of, to field experiments that demonstrate how much these biases can affect outcomes. Over the past few years, society has started to wrestle with just how much these human biases can make their way into artificial intelligence systems — with harmful results. At a time when many companies are looking to deploy AI systems across their operations, being acutely aware of those risks and working to reduce them is an urgent priority. Read More
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5 Tech Investors Discuss Why AI Companies Built By Diverse Teams Are A Better Bet
In the past few years, the lack of diversity in the technology startup ecosystem has become a well-known point of rightful criticism. The collective voices of women, people of color and LGBTQ founders and VCs has given this issue national attention, as well as exciting solutions. Thanks to leaders like Backstage Capital to SoGal Ventures and other firms, investors and organizations, diversity in tech is not only becoming more common but also finally recognized as a necessary part of a proper business model. However, beyond business - what about the technology itself? Read More
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The Ethics of Artificial Intelligence in the Workplace
Technology developers, manufacturers and marketers have a responsibility to be open to scrutiny and consider the ethical implications of artificial intelligence in the workplace. Leveraging clues from their environment, artificially intelligent systems are programmed by humans to solve problems, assess risks, make predictions and take actions based on input data. Unfortunately, the possibility of creating machines that can think raises myriad ethical issues. From pre-existing biases used to train AI to social manipulation via newsfeed algorithms and privacy invasions via facial recognition, ethical issues are cropping up as AI continues to expand in importance and utilization. Read More
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BEST PRACTICES ON BUSINESS & INCLUSION
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How the Best Bosses Interrupt Bias on Their Teams
Companies spend millions on antibias training each year in hopes of creating more-inclusive—and thereby innovative and effective—workforces. But research also shows that bias-prevention programs rarely deliver. So what can you, as an individual leader, do to ensure that your team is including and making the most of diverse voices? How can one person fix what an entire organization can’t? Although bias itself is devilishly hard to change, it is not as difficult to interrupt. In hiring, leaders should insist on a diverse pool, precommit to objective criteria, limit referral hiring, and structure interviews around skills-based questions. Day to day, they should ensure that high- and low-value work is assigned evenly and run meetings in a way that guarantees all voices are heard. In evaluating and developing people, they should clarify criteria for positive reviews and promotions, stick to those rules, and separate potential from performance and personality from skill sets. Read More
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10 Ways to Mitigate Bias in Your Company’s Decision Making
If your company is like most, you’re likely struggling with workplace discrimination, even if you don’t know it. Equity gaps remain a pernicious problem in the U.S., particularly for women and people of color, who, on average, earn less and are under-promoted compared to their white or male counterparts. The problem, as I explain in recent research, is that the law incentivizes managers and other leaders in the company to address disparities too late in the game. The key to breaking this disparity, both in the classroom and in the workplace, is to eliminate the earliest opportunities for discrimination. Read More
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How to Get More White Men to Support Diversity and Inclusion Efforts
According to the White Men’s Leadership Study, a study of white men and diversity and inclusion, the single biggest challenge to engaging in D&I efforts — as noted by almost 70% of white men surveyed — is knowing whether they are “wanted.” This may sound like an unfounded sentiment to D&I practitioners who make great efforts to involve leaders in their initiatives, but rather than dismiss this reluctance it would be far better to understand how and why it happens. Understanding root causes will allow us to figure out how to make leaders into allies, not enemies.In my own work, I’ve found two practices that help: framing identity as insight and focusing on equity. Read More
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NEWS FROM EUROPE & BEYOND
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Why people of colour are on their guard in the workplace
Many describe being on guard to protect against bias or discrimination because of their race, ethnicity, and/or gender as well as other factors, for example physical appearance, physical ability, age, sexual orientation, immigrant status, and religious beliefs. Over a third of men and women say they anticipate racial or ethnic bias. To protect themselves against bias or negative reactions, people from ethnically and racially diverse backgrounds may attempt to hide their true identities and unique selves. One method is ‘covering’ by downplaying aspects of their identity to fit in and lessen the risk of being treated differently because of their race. Read More
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Governments and Internet companies fail to meet challenges of online hate
In a landmark report that reinforces legal standards to combat online hate, the UN’s monitor for freedom of expression calls on governments and companies to move away from standardless policies and inconsistent enforcement, and to align their laws and practices against ‘hate speech’ with international human rights law.
“The prevalence of online hate poses challenges to everyone, first and foremost the marginalised individuals who are its principal targets,” said David Kaye, the UN Special Rapporteur on freedom of opinion and expression. “Unfortunately, States and companies are failing to prevent ‘hate speech’ from becoming the next ‘fake news’, an ambiguous and politicised term subject to governmental abuse and company discretion. Read More
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If we can’t call racism by its name, diversity will remain a meaningless buzzword
Politicians accuse each other of being cowardly collaborators who surrender, betray and capitulate. Commentators on television warn of riots. Inflammatory language is increasingly the norm in public life, yet one word remains muffled under a curious omertà. The BBC presenter Naga Munchetty was only the latest to discover that describing something as racist, even in a measured way, can get you into a lot of trouble. For many people of colour in largely white institutions, this is a familiar prohibition that works to shut down much-needed discussion and create a repressive and demoralising silence. Read More
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The economic impact of closing the racial wealth gap
The persistent racial wealth gap in the United States is a burden on black Americans as well as on the overall economy. New research quantifies the impact of closing the gap and identifies key sources of this socioeconomic inequity. Read More
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Racism and employment: what's the situation in Belgium?
The Glassdoor recruitment site has published the results of a survey of 5,000 people in France, Germany, the United Kingdom and the United States on racism at work. In France, 28% of employees have already been victims or witnesses of a racist act in their workplace. Germany is doing a little better, with 21% of positive responses. If no such investigation has been conducted in Belgium, it is however possible to make an assessment based on the cases handled by Unia, the public institution that fights discrimination in Belgium. Last year, the center opened 510 new files in the field of employment (23.3% of all cases). Read More
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6 out of 10 women in Europe victims of workplace sexism, according to a survey
Some 60% of women in Europe report to have been victims of at least one form of sexism or sexual violence at work, according to an IFOP survey. 21% of women report have gone through such experiences in the last 12 months, according to the study that was performed for the Jean Jaures Foundation and the Foundation for European Progressive Studies (FEPS) in France, Germany, Italy, the UK and Spain. Read More
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Recruitment consultant wins religious discrimination claim
A Muslim woman has been awarded more than £22,000 in compensation after a company director made derogatory comments about her race and religion. An employment tribunal found that recruitment consultant Miss Noreen’s former employer, Peterborough-based Recruitment Finder, discriminated against her because of her religion and race over a three-and-a-half year period and did not pay the bonuses or redundancy pay she was owed. Read More
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Racism case at EDF, France
On January 20, 2016, an employee at EDF found in his locker his booklet with extracts of prayers from the Koran burned and covered with the inscription "FN 2017". Having lost his labour court case, he is appealing against the company for not having done nothing against a racist climate, and having discriminated against him in his career. Read More
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When computers make biased health decisions, black patients pay the price, study says
An algorithm used to inform healthcare decisions for millions of people shows significant racial bias in its predictions of the health risks of black patients, according to a new study. Scientists studying a widely used algorithm typical of the kind health insurers use to make crucial care decisions for millions of people have discovered significant evidence of racial bias when it comes to predicting the health risks of black patients. Read More
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'Consumers are not aware we are slaves inside the greenhouses'
Exploitation plagues Spain's farming province, with migrant workers paid below minimum wage and living in squalor. Covering over 31,000 hectares, Almeria's "sea of plastic" produces roughly 3.5 million tonnes of fruit and vegetables per year. In reality, what is referred to as Almeria's "economic miracle" among Spanish economists is almost exclusively dependant on an invisible, expendable and often illegally employed migrant workers, toiling under 40-degree heat and extreme humidity. Read More
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Diversity is for white people: The big lie behind a well-intended word
As an academic, I have spent more than a decade investigating this enigmatic term: What do we mean by “diversity” and what do we accomplish when we make it our goal? Here’s what I’ve learned: diversity is how we talk about race when we can’t talk about race. It has become a stand-in when open discussion of race is too controversial or — let’s be frank — when white people find the topic of race uncomfortable. Read More
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Workplaces Should Be Chasing Inclusion, Not Diversity
A more diverse workforce is the natural outcome of having a more inclusive work environment. Many corporate and non-corporate organisations since then have been able to redesign their goals as wanting to be more inclusive rather than just embracing more diversity. What is the difference? Simply put, one leads to the other. A more diverse workforce is the natural outcome of having a more inclusive work environment. Read More
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Eurobarometer on Discrimination in the EU
The European Commission has released its new Eurobarometer on discrimination. The survey focuses on persons' perceptions, attitudes and opinions of discrimination based on ethnic origin, skin colour, sexual orientation, gender, age, disability, religion, and beliefs. It shows that, compared to 2015, fewer EU citizens now perceive discrimination as being widespread in their country. However, perceptions, opinions and attitudes still vary widely depending on the group discriminated against and also from country to country. Read More
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Sustainable inclusion of migrants into society and labour market
Currently, roughly 22.3 million third-country nationals were living in the European Union (4.4% of the total EU population). How do we ensure that migrants and refugees fully participate in economic, cultural and social life? This report looks into the different policies, initiatives and practices related to the inclusion of migrants in European labour markets and societies. It focuses in particular on integrated approaches towards migrants’ inclusion and the EU funding available to support it. Read More
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