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The problem | |
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- What type of discrimination are we addressing?
- What are the main factors behind our initiative?
By now, a large and constant number of immigrant employees work in different production sectors.
Nevertheless, in Europe the work place runs the risk of being the main cause of non intentional or indirect but clear intercultural conflicts and discrimination.
Discrimination does concern the employee`s work only, it also affects freelancers. Although at the end of the year 2003 immigrants represented about 140.000 units coming from non European Community countries, there are still remarkable difficulties in recognizing skills and in employing immigrants in the production system. Such difficulties could originate forms of exclusion and prevent these people from being equally considered in case of approach to the job market. This happens above all in the small and medium enterprises, where rules and procedures are based on the needs of local workers and could be inadequate to satisfy new demands arising from cultural diversity. Often, because of the total absence of the unions or the little importance given to them, in small and medium enterprises the relationship between employer and employees is so direct as to turn the employer into an “integration mediator”. Due to this constant human and professional relationship, the employer acquires a particularly complex social responsibility that needs to be supported in order to avoid non intentional or unaware attitudes that could result in discrimination. There is in Italy a substantial delay in tackling discrimination and a lack of communication facilities (a very small number of people are employed in the enterprises as cultural mediators), as well as of adequate information directed to immigrants workers (who should be provided with multilingual materials) and entrepreneurs themselves (who should abide by codes of behaviour such as those supplied by the Commission for Racial Equality in the United Kingdom).
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