Overview of diversity awareness training in public transport provider in Dublin, Ireland. Description of anti-racism training in the workforce.

1. Engaging Diversity:
Conflict Resolution Methodology in Public
Transport Employment in Ireland
Dr. Alan Bruce
Universal Learning Systems, Dublin
UOC: 6th International Congress on Conflictology and Peace
Barcelona, 3-4 October 2013

2. Contexts:
Irish employment trajectories
 Decline of agriculture
 Uneven tradition of industrialization
 Labor market weakness - emigration history
 Impact of globalization
 National policy: sectarianism, equality, war and inclusion
 Inward migration
 Boom and bust – the crash of 2008
 Intercultural Ireland

3. Migration impact on society and work
 Demographic transformation
 Impact of new cultures
 Legislative and standards based requirements
 Social partnership
 Focus on innovation, flexibility and adaptability
 NCCRI 1998-2008:
 Equality proofing
 Policy, legislation and research
 Resources for minority ethnic groups

4. Transformed society: a new Ireland
 Total population: 4.7 million
 Non-Irish population: 11%
 Change has occurred in 15 years
 Ethnic and religious diversity:
 Largest populations: Polish, Chinese, Nigerian
 Religions: RC 84%; Other Christian 6%; Islam 1%
 Highest birth rate in EU
 Highest inward migration

5. Racism and integration: balance sheet
 Adaptation to rapid change
 Implications of altered demographics: schooling
 Lack of transparent settlement processes: bureaucracy
 Personal racism: anecdotal witness
 Institutional insensitivity
 Robust equality legislation since 2005
 Absence of xenophobic, racist political movement
 Popular acceptance of diversity – impact of recession
uncertain

6. Challenges for innovative workbased learning on racism
Access: recruitment
Relevance: avoiding or minimizing conflict
Support: guidance, mentoring and advice
Benefit: legislative compliance and cost
reduction
Structure: locating responsibility: HR and
policy
Value: promoting diversity
Personal: confidence, ownership, adaptability
Corporate: image, retention, promotion

7. Veolia (Luas tram system)
 RPA Established 2001- two lines open in 2004
 Highly successful in terms of passengers – extensions
planned
 Key staff: drivers (100) and revenue protection (300)
 Security increased since 2009: anti-social behavior and
violence

8. Problems and issues
 Increased racist incidents towards staff: insult and
abuse
 Hostility, poor fare compliance, legal basis
 Increased stress and absenteeism
 Attack and injury – threat and victimization
 Issues between staff: avoidance and hostility
 Bullying and harassment
 Avoidance, insensitivity, poor communications
 Prejudice and intolerance

9. Designing training for conflict resolution
 Focus on diversity management
 Key principles of engagement: curiosity, shared
actions, open communications
 Roots of conflict
 Dealing with prejudice and stereotype
 Understanding difference and fostering curiosity
 Shared mission, understanding change
 Rights based strategy
 Based on real employment context
 Case studies

10. Aims and objectives
 Aim: to provide training in diversity management to support
personal and professional competence in racism-based conflict
resolution in commercial public transport contexts
 Objectives:
 Define main elements of cultural difference in commercial transport
sector
 Address issues around bias, stereotype, prejudice and discrimination
 Evaluate critical roles of leadership and organizational culture in
addressing equal opportunities and conflict management
 Use key skills in human rights, conflict transformation and legislation
 Develop sustainable work based solutions in conflict resolution and
diversity management in operations, customer relations and
company business model

11. Operational roll-out 2013
 Preliminary meetings: March 2013
 Background research and observation: April 2013
 Materials design: May-July 2013
 Training delivery: July-October 2013
 Evaluation and follow-up
 Future sectors and categories

12. Summary outcomes
 Content, structure, methods are relevant
 Value for learners in facilitated discussion
 Focus on racism and racist attitudes
 Defining delivered benefit through work focus
 Legislative foundations critical
 Importance of best practice and solution-focused approach
 Learning in a time of crisis
 Anticipating change
 Communications critical – cynicism about management
 Legacy, sustainability and embedding

13. Gràcies
Dr. Alan Bruce
ULS Dublin
abruce@ulsystems.com