• The need for better equal opportunity practices and the acceptance of minority ethnic cultures by employers and employment intermediaries.
• Discrimination on the grounds of race, gender, age and disability.

Supply-side barriers include:

• Social exclusion
• Lack of skills, knowledge base and qualifications
• Lack of motivation and self-confidence.

However, making the most of diversity is not always easy. It can involve changing the system, structure and management practices that prevent people from reaching their full potential.

B-Equal’s target beneficiaries are unemployed and underemployed individuals from the Pakistani, Bangladeshi and African-Caribbean communities, particularly women, young people and disabled people.

Whilst the key beneficiaries are ethnic minorities we recognise that many of our objectives can only be achieved by targeting employers, in a bid to promote the case for business diversity and to improve intercultural understanding.

Bradford Equality Employment Project is a partnership that aims to assist and support employers within the Bradford District.


Who is involved in B-Equal?

On the whole there are 77 DPs working within the European Union on Theme B, out of which 9 DPs operate in Great Britain. These 9 DPs are tackling issues around the following:

• Combating and eliminating workplace discrimination
• Identifying and promoting access to training and employment for minority ethnic communities
• Promoting entrepreneurism.
  Theme B representatives are wide ranging, which include:
• DWP – Labour Market Division
• Embrace West Midlands
• Race Relations Employment Advisory Service
• Commission for Racial Equality
• Scottish Executive
• National Assembly for Wales.

The lead partner, Bradford Council has wide experience as a Local Authority for a large multi-ethnic metropolitan district. The West Yorkshire LSC will be an important player at the sub-regional level, while the Yorkshire and Humberside Low Pay Unit will address regional issues. The University of Bradford and Bradford College will play a key role in the fields of research and evaluation, while the Employment Service and Careers Bradford will bring experience as employment intermediaries. Voluntary groups from the ethnic minority communities also have a crucial role to play. To maximise its effectiveness, B-Equal seeks to develop a key position in the emerging Local Strategic Partnership, Bradford Vision.

At a regional level we are working with the other West Yorkshire Equal Partnerships to share ideas and experiences. We are also a part of the UK Thematic Network Group for Theme B, all UK Projects working on the theme of racial equality in the labour market.

What are we going to do in B-Equal?

B-Equal supports the leading principles of the EU’s EQUAL programme as an innovatory partnership undertaking testbed pilot projects. It will adhere to principles of equal opportunities in all its activities and share ideas, innovation and inter-active good practice through regional and trans-national co-operation. Empowerment of target groups will be central to the partnership’s success and has been designed into B-Equal’s management structure.

Measures to be undertaken include:

• Quantitative and qualitative research into ethnic minority employment in the region
• Promotion of the business case for diversity
• Measures addressing the needs of young people, graduates, women and the disabled
• Actions promoting career progression
• Training of trainers, employers and employment intermediaries in cultural awareness and equal opportunities legislation and policy

The main outputs will include:

Project and research databases

• A website publicising the aims and achievements of B-Equal
• Mainstreaming of the “Black People into Management” initiative
• A District Employers Equality Forum
• Toolkits in ethnic minority workplace monitoring and recruitment and selection procedures
• Multimedia training materials

The main outcomes will be:

• Increased employment rates and decreased unemployment rates
• Increased labour market participation for women
• Improved opportunities for career progression
• Improved understanding of equal opportunities policies and practices among employers and employment intermediaries
• Improved appreciation of the business case for diversity among employed

Experience gained will be disseminated by means of publications and events involving other UK and European cities. The implications for mainstreaming are considerable as our problems are common to many cities.
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