NIPSA Equality

equality

January 2013

News from the Equal Opportunities Committee

www.stopthetraffik.org

STOP

HUMAN

TRAFFICKING CRIMESTOPPERS

0800 555 111

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the extent of human traffcking in northern ireland Human trafficking is the fastest growing international crime – above the drugs trade, equal to arms trade. In Belfast alone, the sex industry earns £500,00 per week.

While we know it is a growing problem in Northern Ireland there is very little information about the exact nature and extent of the problem. However what has been gathered from anecdotal evidence and police statistics is: ■■ 33 potential victims of human trafficking were recovered in Northern Ireland during 2011/12.

■■ Their nationalities include British, Czech, Tanzanian, Zimbabwean, Ghanaian, Slovakian, Chinese and Austrian.

■■ 18 of the victims were female and 17 of these females were trafficked for sexual exploitation and one was trafficked for labour exploitation.

■■ 7 were males trafficked for labour exploitation.

■■ 8 were minors (7 of which were UK nationals trafficked within the UK for the purpose of sexual exploitation).

What these findings clearly demonstrate is that the sexual violation intrinsic to all prostitution and sexual exploitation constitutes ‘cruel, degrading and inhuman treatment’ as defined within the EU Convention on Human Rights. This Government has a responsibility to address the sexual exploitation of all women not simply those identified as having been trafficked.

What is also clear is that more needs to be done in exposing, challenging and preventing exploitation of the victims of trafficking in the labour market, and there is a significant part to be played by not only the trade unions but all of us in this respect.

So if you think a child or adult is being bought, sold or exploited against their will please call the anonymous Crimestoppers Number on: 0800 555 111.

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a t o i'm n

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. . . ' ' t u b t s i c a

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Throughout history many migrants who left Northern Ireland faced suspicion, exploitation, racism, and discrimination in their adopted homes. What about the people who come to live and work in our country?

Do we welcome migrant workers with open arms and hospitality? Or, do we repeat the same myths and hold the same attitudes towards them that plagued the lives of emigrants from this island?

myth 1

myth 2

“There are too many of them here.”

“They’re taking all our jobs.”

fact: There are no accurate figures on the number of migrant workers in Northern Ireland.

The situation is complicated by the fact that EU citizens have the right to move freely into Northern Ireland without their details being recorded.

fact: Approximately 5% of the Northern Ireland workforce is comprised of migrant workers.

This is a very small proportion. Migrant workers are attracted to Northern Ireland by job vacancies.

Research revealed that while local employers Based on all available evidence, there were around would choose to employ a native worker in 56,000 people living here who where born outside preference to a migrant given candidates of the UK or Republic of Ireland in 2008, which is equal ability, 37% of Northern Ireland employers native-born around 3% of the population. At the same time, 5% reported difficulties in recruiting 3 workers to fill vacant positions. of the Northern Ireland workforce was comprised In many cases locally based employers have of migrant workers1.

The evidence from Northern Ireland Statistics and recruited people from other countries to fill skills Research Agency (NISRA) points to a reduction gaps and labour shortages. A 2009 survey of in the number of migrant workers coming to over 600 of Northern Ireland employers found Northern Ireland recently. According to NISRA the out that 31% of employers said migrants had increase in the population of Northern Ireland been “important” for their organisation’s survival, 50% in health and social care due to migration was approximately 9,000 in the including more than 4 and in agriculture. two years from 2005 to 2007 (the peak period of inward migration). In 2007-8 this number declined There is evidence that certain sectors, most to 5,700. The number of residents added through notably elements of food processing, could have disappeared entirely from Northern Ireland in the migration declined further to 2,100 in 2008-92. absence of available migrant workers.5

Far from “taking” jobs migrant workers are saving, maintaining and creating a wide variety of employment. A greater number of economically active workers in Northern Ireland means there are more producers and consumers; both of which are essential components of a functioning economy. Migrant workers support key areas of the economy and that in turn stimulates further employment, for example by buying goods in the shops and supporting other services.

myth 3

job, although they do tend to be concentrated in low-skilled and low-paid occupations. In most cases, they have helped facilitate rapid rates of economic expansion by filling lower-skilled jobs, including those local workers ‘no longer want.’ 7 There has been strong evidence of so-called ‘occupational segregation’ between local people and migrants, which means that during the recent years of economic growth, the involuntary displacement of native employment has been minimal.8

Migrant workers should not be blamed for employers who do not pay minimum wage and who violate employment legislation. It is illegal in “They’re forcing down pay rates and Northern Ireland for an employer to pay a migrant undercutting local workers” worker less than a local worker for doing the fact: Although on average private sector pay same job. Migrant workers are involved in Trade in Northern Ireland is lower than anywhere else in Unions and in campaigning for fair pay and better the UK, in most years since 2004 median private standards of employment for all workers. sector wages in Northern Ireland rose more strongly than the UK as a whole.6

myth 4

These figures do not suggest any serious negative impact of migrant workers on the Northern “They’re bleeding the Welfare State dry.”

Ireland labour market: in contrast they suggest that migration helped the labour market and the fact: All the evidence on economic migration economy to grow. Migrant workers do not take jobs is that people migrate in the direction of available at lower rates of pay than others doing the same jobs, not in pursuit of unemployment benefit.

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In fact, there are severe restrictions on the rights of migrants to claim social security. Migrant workers from the A8 nations until May 2011 could only claim some benefits if they were in registered employment, such as Child Benefit, Child Tax Credit, Working Tax Credit and Housing Benefit.

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Naturally, there are no information sources which provide any kind of reliable data. According to the Home Office, the numbers of undocumented workers that have been arrested for working in Northern Ireland in the last five financial years are:-

14 in 2005-06

■■ From May 2011, A8 nationals no longer have to register their employment, however, as other EU ■■ 8 in 2006-07 nationals, they have to pass the “Right to Reside” ■■ 44 in 2007-08 and “Habitual Residence Test” in order to claim benefits. The restrictions on A2 nationals will ■■ 8 in 2008-09 still be in place. There are concerns that some 41 in 2009-1010 ■ ■ A8 migrant workers who had failed to register their employment will be disadvantaged by the Undocumented workers may be the victims of human trafficking and exploitation, including previous transitional arrangements prostitution, forced labour and slavery.

It is important to note that all EU states had to open their job markets to A8 nationals in May 2011 and some could prove more attractive to migrant workers than the UK. Non-EU migrant workers are required to pay tax and national insurance Migrant worker: is someone from outside the UK like everyone else, but they cannot claim most and Ireland who is here to seek or take up work. benefits until they have been granted “indefinite An immigrant: is someone who comes to another leave to remain” (permanent residency), in the UK country hoping to live permanently in it. by the Home Office, after they have been here at An emigrant: is someone who leaves this country least six years. to live in another.

useful terms

In fact, statistics show that immigrants have a 23% European Union National: That’s us by the way! lower probability of receiving benefits than the The media often call European workers, migrants local population. and even asylum seekers! Like us, workers across A report published by DEL identified that 61% of Europe have the freedom to travel and work migrant worker respondents to the survey did within the European Union. Workers Registration not receive any state benefits at all, with only Scheme - Under transitional arrangements the 3% receiving housing benefit and 3% receiving UK Government placed restrictions on nationals unemployment benefit. The largest uptake from A8 countries who on commencement of amongst respondents was for Child Benefit (16%), employment had to pay £90 to register under the Tax Credit (15%) and Working Tax Credit (13%). Workers Registration Scheme: with the Home Only 50% of respondents with children were Office and needed one year’s uninterrupted work currently claiming Child Tax Credit, while only 55% before they could be considered for entitlement to were receiving Child Benefit .9 full welfare benefits here. This ended in May 2011

myth 5 “Most of them are Illegal Workers!” fact: “Illegal immigrant worker” is a highly problematic term as the use of the term “illegal” stigmatises and criminalises a person, who is not a criminal but is doing nothing more than wanting to work. A more accurate term is ‘undocumented workers’ which refers to individuals working in the UK without a legal right to do so.

when all EU countries opened up their job markets.

Work permit: gives permission to UK employers to recruit named people from a country outside of the EU. The permit ties the worker to that employer.

They are issued for a maximum of five years.

An ‘asylum seeker’: is someone who is seeking asylum. This means they are applying to be given the status of a refugee in another country on the basis that they face persecution in the country they have left under the 1951 UN Convention on Refugees.

1.Source: The Economic, Labour Market and Skills Impacts of Migrant Workers in Northern Ireland, DEL, December 2009. 2. Source: NISRA http://www.statistics.gov.uk/cci/nugget.asp?id=260 3, 4, 5. Source: The Economic, Labour Market and Skills Impacts of Migrant Workers in Northern Ireland, DEL, December 2009. 6. Source: Labour Market Bulletin, DEL, June 2009. 7, 8. Source: The Economic, Labour Market and Skills Impacts of Migrant Workers in Northern Ireland, DEL, December 2009. 9. Source: A Report on the Experiences of Migrant Workers in Northern Ireland, Institute for Conflict Research, DEL, December 2009. 10. 10 Source: Parliament records, 17th June 2010 http://www.theyworkforyou.com/wrans/?id=2010-06-17d.2769.h

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Childcare Costs Continue to Squeeze Families in Northern Ireland According to the latest research report produced by Employers For Childcare Charitable Group the current childcare infrastructure is continuing to fail ordinary working families, with many parents struggling to source and pay for appropriate childcare.

Almost 4,000 parents across Northern Ireland completed the survey.

The average family with two children is now spending a staggering £16,224 per year on childcare.

The cost of childcare often eradicates the financial benefits of working, leaving parents ‘pay neutral’ and therefore raising many questions about whether or not it actually pays to work.

With the average full-time childcare place in Northern Ireland costing £156 per week, 44% of a parent’s salary would cover childcare for one child only (based on net weekly earning of £352.41). With childcare for two children then taking up 88% of the parent’s salary, it’s hard to understand how anyone could afford to have three.

This latest Childcare Cost Survey paints a worrying picture for families in Northern Ireland.

With many parents forced to reducing their working hours or leaving employment all together, it is paramount that the Northern Ireland Executive delivers a childcare strategy that will provide access to appropriate, flexible and affordable childcare that will support parents to be able to get into and stay in work.

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Domestic Violence According to the latest PSNI statistics for 2011/12 the number of domestic abuse incidents recorded in 2011/12 is at the highest level since the data series was first compiled in 2004/05.

The following statistical level of incidents and crimes officially recorded by the PSNI highlights the extent of the problem in our society.

■■ 25,196 incidents with a domestic motivation were reported to the PSNI in 2011/12.

Number of women and children staying in Refuge: April 2011 – March 2012 Women

831

Children

586

Women had to be turned away because of a lack of bed space at 475 the time Helpline calls: April 2011 – March 2012

■■ The PSNI responded to a domestic incident every 21 minutes of every day of the year in Northern Ireland.

Calls managed

43,949

Called answered

41,633

If any NIPSA member is experiencing ■■ The total number of domestic domestic violence please contact the 24 recorded offences of violence hour domestic violence helpline. Advice murder was 16. Those can also be sought from your branch classified as having a representative. domestic motivation totalled 3. Therefore NIPSA has also produced a Domestic 19% of all murders in Violence Guide to help branch Northern Ireland in representatives assist a member who is 2011/12 had a domestic experiencing domestic violence. The motivation.

Guide also includes a directory of advice, support and helpline services.

■■ Domestic abuse crimes (10,387) It is available on the NIPSA website or by represent approximately 10% of the contacting the Information and Advice Unit overall crime in Northern Ireland in NIPSA Headquarters.

(103,389).

A Trade Union Guide

Domestic Violence Trade Union Guide 2011.2.indd 1

24/08/2011 10:25

24 Hour Domestic Violence Helpline: Women’s Aid continues to provide direct support to women, children and young people through their refuge and support services and to support all victims of domestic violence, women and men, through the 24 Hour Domestic Violence Helpline. This year they launched a new Email and Text Support Service.

Tel:............................................. 0800 917 1414 Email:...... 24hrsupport@dvhelpline.org Text:............. SUPPORT to 07797805839 Open to all women and men affected by domestic violence

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“NIPSA calls on the Assembly to ensure all who are victims of domestic violence are protected from any negative impact of changes to the Welfare and Benefits Systems”.

“NIPSA believes it is a fundamental human right for women, men and children to live free from the threat of domestic violence. Where this violence is being perpetrated we believe that it is society’s responsibility to take action to protect the victim and bring the perpetrator to justice”.

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NIPSA LGB&T Group Launch ‘Historic’ Event NIPSA LGB&T Group was formally launched at an event in the Belfast City Hall on 14th November 2012. Opened by the General Secretary and President of NIPSA it was marked as a historic and important day for the Union and its Lesbian, Gay, Bisexual and Transgender (LGB&T) members.

Speaking at the event was Jeff Dudgeon, a former NIPSA member and gay rights activist, who was a successful plaintiff at the European Court of Human Rights in a sixyear case whose 1981 judgement on Article 8, relating to the right to a private life, led to the passing of the October 1982 Northern Ireland law that decriminalised consenting adult, male, private, homosexual behaviour.

30 years on Jeff spoke about how equality and human rights have changed since decriminalisation and how his Strasbourg Case paved the way for a wide range of human rights successes. Welcoming the

Above: Jeff Dudgeon, Gay Rights Activist

establishment of NIPSA’s LGB&T Group he said: “NIPSA and other unions must be there in the workplace to protect their LGB&T members when issues arise.

More importantly, they must make sure that there are equality audits on all such grounds, particularly on sexual orientation, to ensure that measures are taken to prevent issues arising in the first place.

This is an excellent initiative by NIPSA, providing real, practical support and representation to its LGB&T members and I commend it heartily.”

Matthew McDermott, Equality Officer with The Rainbow Project, spoke about their recent piece of research into LGB experiences in the workplace which revealed: almost 1 in 4 LGB people in the public sector conceal their sexual orientation; 26% of people surveyed in the public sector believe their sexual orientation will have a negative impact on their chances of progressing at work; and 40% of LGB people working in the public sector have heard negative comments by colleagues about LGB people.

Mary McSorley, Equality Commission for Northern Ireland, commended NIPSA on the establishment of the Group.

Mary talked about the Commission’s recent survey of the general public (Do you mean me? – equality awareness survey 2011, published June 2012) which reported significant levels of reported discrimination towards LGB and Transgender people in Northern Ireland.

Above: Geraldine Alexander, NIPSA Assistant Secretary, Matthew McDermott, the Rainbow Project, Kris Bailie, NIPSA Member, Brian Campfield, NIPSA General Secretary, Patrick Mulholland, NIPSA President, Katrina Barr, NIPSA Member and Jeffery Dudgeon.

In the survey, 33% of people said they had been treated unfairly but only 21% had reported that discrimination. She said the Commission is concerned about possible higher levels of discrimination experienced

by LGB&T people but lower levels of reporting.

Although only 15% of people questioned in the survey said they felt negatively towards LGB people generally, 22% said they would mind having a LGB person as a work colleague. She reported that attitudes towards Transgender people were even more negative, with 35% saying they wouldn’t want to work with a Transgender person.

She said: “Such negative attitudes show there is the potential for discrimination, even in the public sector workplace where practices can often be better than in the private sector.

The Commission is keen to ensure that anyone who experiences

discrimination reports it to them, even if they have the support of NIPSA or another union. It is important that the Commission is aware of the extent of discrimination in employment and in the provision of services, an area where complaints seem to be increasing.”

Mary emphasised that helping LGB&T people with complaints is only one aspect of the Commission’s work. They are also actively working to promote good practice to reduce discrimination and trying to influence government policies that affect the LGB&T communities.

Responding to these findings and a clear case for the need of a LGB&T Group within NIPSA, Geraldine Alexander, NIPSA Assistant Secretary said: “I want to send a clear message to our LGB&T members that they have a rightful place in this union and have a right to have their working lives characterised by visibility and dignity. This Group will give our

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LGB&T members the platform for their voices to be heard free from the fear of intimidation and prejudice.

We recognise that our lesbian, gay, bisexual and transgender members are each distinct groups of people whose particular needs must be catered for. We can assure you that this Group will provide a space for each of them to devise a mechanism for ensuring that all the distinct voices are heard.”

The final speeches of the day were given by two NIPSA members who spoke powerfully of their own personal experiences. They talked about how attitudes in the workplace and in wider society have a long way to go towards tolerance. They also spoke about how difficult it was during their childhood, teenage life and adulthood. One member said: “I was born this way. It is not unnatural. I am not sick because I feel this way; I do not need to

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be helped. I do not need to be cured. What I need and what all of those who feel as I feel need is understanding and support. I am the same as you and yet I am denied equal treatment on masses of things like adoption, marriage, even donating blood. I want our future generations to take it for granted that their love is as real and genuine as anyone else’s, whoever they love.”

NIPSA’s LGB&T Group is open to both LGB&T members and non LGB&T members. The objectives of the Group have been formulated around the principles of: equality, inclusiveness, raising awareness, enabling activism, holding employers to account, ensuring confidentiality and a safe environment for the Group. Strict confidentiality procedures have been put in place and a dedicated and confidential answer service and email address have been established.

See LGB&T Group application below

NIPSA LGB&T

Membership Form group

If you are a NIPSA Member and would like to join our LGB&T Group please fill out your details below or join confidentially by calling our direct line on 028 9068 6566 or email: lgb&t.group@nipsa.org.uk Return by post to: LGB&T Group, NIPSA, 54 Wellington Park, Belfast. BT9 6DP

Name: Correspondence Address:

Email:

Tel:

Employer: Confidentiality Commitment

The information supplied on the form will be retained by NIPSA HQ on a database and will be used to complete a LGB&T Group membership list. Your details will remain confidential at all times and will not be available to any other parties. NIPSA will contact you by letter, telephone or email with details of events, courses and other activities organised by the LGB&T Group Ref A6_0107

Views expressed in this Newsletter are not, unless otherwise stated, the views of NIPSA.

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