25
GALWAY CITY PARTNERSHIP
GALWAY CITY PARTNERSHIP
To mark Anti-Racism in the Workplace Week
2004, Galway Peoples’ Resource Centre
organised an anti-racism awareness raising
event in Eyre Square Shopping Centre in
Galway. Three maps were displayed - a map of
Galway, a map of Ireland, and a map of the
world, and shoppers were asked to place a
small pin on one of the maps identifying where
they were from. From this a pattern emerged
which was then used to design the emblem of
Towards A City Of Equals.
Towards a City of Equals
Emblem
ForewordIt gives me great pleasure to introduce Towards aCity of Equals - Galway City Anti-Racism Strategy2005-2008. This strategy is the first of its kind in Ireland and probably the first of itskind in the world. Either way it puts Galway Cityfirmly on the map in terms of taking positive action to address the problems of racism in our society.
The strategy sets the people of Galway thechallenge of eliminating racism from our City.This is an enormous task given that racism hasbeen a persistent problem in our society for sometime now. Historically, many minority groupshave experienced racism and continue to do sotoday. It is my hope that this strategy will markthe beginning of a new and more committedapproach that will eventually see racismconsigned to the history books.
Today, Galway is more diverse than ever before.While our city has always been home to differentcommunities recent times have witnessed aconsiderable growth in our diversity. More andmore people from all over the world now share ourworkplaces, our schools, our churches, and ourstreets. This strategy welcomes our newcommunities and views our growing diversity as apositive change that will enrich local society. Thestrategy also sets itself the realistic goal ofcreating an intercultural society.
Our ultimate vision is of a Galway that is free ofracism where all groups, regardless of culturalbackground, are treated equally and with respect.For this vision to become a reality we all need toadopt it as our own. It requires us all to say Noto Racism and Yes to Interculturalism. TheAction Plan for this strategy sets out an ambitiousprogramme of work that will combat racism andpromote interculturalism across all sectors of thecity over the coming years.
While it is of great importance that we asindividuals buy into the strategy, we also needthe leadership and commitment of the local tradeunions, employers, community and voluntarygroups and the state and semi state agencies. In the action plan these agencies and groups have put their organisations forward as activeparticipants in making our vision happen. I commend them for that commitment and asChairperson of the Galway City Partnership I know that this collaborative approach hasproved successful in the past and I look forward to continuing with this positive way of working aswe begin the process of implementing the strategy Towards A City Of Equals – Galway City Anti-Racism Strategy 2005-2008.
Elaine HarveyChairperson
Galway City Partnership
March 2005
GlossaryRacism
Asylum Seeker
Refugee
Migrant Worker
Ethnicity
Integration
CultureMulticulturalism
Interculturalism
Prejudice
Discrimination
Xenophobia
Racism is a specific form of discrimination and exclusionfaced by cultural and ethnic minorities. It is based on thefalse belief that some ‘races’ are inherently superior toothers because of different skin colour, nationality, ethnic orcultural background. Racism denies people their basichuman rights, equality, and respect.
A person who seeks to be recognised as a refugee inaccordance with the terms of the 1951 Geneva Convention.
An asylum seeker who has been granted refugee status in accordance with the terms of the 1951 Geneva Convention.
A person who is to be engaged, is engaged or has beenengaged in remunerated activity in a State of which he orshe is not a national.
An ethnic group is a group of people sharing a collectiveidentity based on a sense of common history and ancestry.Ethnic groups possess their own culture, customs, norms,beliefs and traditions. Other relevant characteristics sharedin common would be language, geographical origin,literature or religion.
A two-way process that places duties and obligations onboth cultural and ethnic minorities and the State to create a more inclusive society.
The distinctive beliefs and practices of a group.
Multiculturalism is a complex term but essentially it refersto the integration of minorities into the dominant society.The emphasis, in a multiculturalist approach, is on ethnicminorities to integrate into the dominant society. Multiculturalism has been rejected by most working in thearea of anti-racism in favour of interculturalism.
Interculturalism is essentially about creating the conditionsfor interaction, equality of opportunity, understanding andrespect between all cultures and ethnic groups, withoutglossing over issues such as racism. It is about planning forand accommodating cultural and ethnic diversity.
Negative opinions or attitudes held by members of onegroup about another.
Negative behaviour of an individual or group towardsanother individual or group.
Fear of the stranger.
ii iii
1
Table of Contents
Foreword ii
Glossary iii
Declaration iv
Introduction 2Principles 2Outline 3Summary of Action Plan 4Methodology 6Language 6
Section One Context and Rationale 71.1 Context 7
1.1.1 Diversity in Ireland 71.1.2 Diversity in Galway 81.1.3 Racism 81.1.4 Interculturalism 8
1.2 Rationale 91.2.1 The International Level 91.2.2 The National Level 91.2.3 The Local Level 10
1.3 Legislative and Policy Context 101.3.1 International Legislation 101.3.2 Domestic Legislation 121.3.3 Domestic Mechanisms Monitoring Human Rights 13
1.4 Summary 13
Section Two Racism 142.1 What is Racism 142.2 Racism in Ireland 152.3 Anti-racism in Ireland 21
Section Three Galway City 223.1 Racism in Galway City 223.2 Anti-Racism in Galway City 25
Section Four Action Plan 264.1 Preamble 264.2 Intercultural Framework 274.3 Implementation 27
Action Plan 29
Acknowledgements 39
Appendix One Members of the Working Group and Advisory Group 40
DeclarationThis is the Declaration of the Galway City Anti-Racism Strategy.
Galway City needs to welcome diversity, eliminate racism, and promote
interculturalism. This will be done by creating the conditions for the prevention
of racism in Galway City; by promoting better protection from racist acts; byensuring the inclusion of those who experience racism in all aspects of society; byensuring the provision of equitable services; by promoting better participation ofthose who experience racism in decision-making processes; by the recognition ofcultural diversity; and ultimately by the elimination of all forms of discriminationin Galway City.
That being so, this strategy is:
Conscious that widespread solidarity amongst the people of Galway City in effectivelycombating racism is required.
Calling on all people associated with Galway City to end all forms of racism irrespective ofwhether they are overt or covert.
Rejecting any and all verbal, visual, written and physical forms of racism in their entirety.
Mindful that racism is damaging to all.
Reaffirming the right of ethnic minority groups to retain their cultural identity within ahuman rights framework.
Recognising that members of ethnic minority groups experience racism and validating theparticular experience of racism of the Irish Traveller community.
Acknowledging that racism is not a new phenomenon and building on the historical workagainst racism in Ireland.
Asserting that the struggle to uphold the principle of equality is worthy and that theelimination of all forms of racism from Galway City is linked to social justice.
Agreeing to support the implementation of Towards a City of Equals – Galway City Anti-Racism Strategy, 2005-2008.
To express your solidarity with Towards A City Of Equals – Galway City Anti-Racism Strategy, please contact Galway City Partnership for a copy of the Declaration to sign and return.
iv
32
Galway City is a city on the west coast ofIreland with a population of 65,832 1. It isone of the fastest growing cities in Europeand is the only city in the Border,Midlands and Western region.
As in most places in Ireland, recent yearshave seen a growth in the diversity of thepopulation of Galway City. This is partlybecause recent years have seen netimmigration for the first time since the1970’s. The immigrant community islargely made up of returning Irishemigrants, but there is also an increasingdiversity of immigrants, such as asylumseekers, refugees, and migrant workers.The decision of people from othercountries and ethnic minorities to maketheir home in Galway has added to theexisting diversity of Galway’s population,which already included members of theTravelling community, black2 Irishpeople, Chinese community, SouthAmerican community, and others.However, recent years have also seen a
growth in racism and racist incidents inGalway City. The fact that this needs tobe addressed and challenged wasidentified by a number of organisations,including locally based anti-racismorganisations such as Galway RefugeeSupport Group, Galway TravellersSupport Group and the Galway OneWorld Centre, as well as others with afocus on racism such as Galway CityPartnership, Galway Peoples’ ResourceCentre and the Galway City DevelopmentBoard. In order to meet this challenge,the anti-discrimination umbrella group,Action for Equality - Galway, inconjunction with Galway CityPartnership and with the support of theGalway City Development Board,undertook to develop an anti-racismstrategy for Galway City.
The rationale for the development of ananti-racism strategy was linked to anumber of significant developments atthe international and national level.
At the international level, the IrishGovernment agreed to the Programme ofAction published after the World ConferenceAgainst Racism (WCAR), held in Durban, in2001 under the aegis of the United NationsHigh Commissioner for Human Rights. Oneof the key commitments of the DurbanProgramme of Action was for states todevelop national action plans against racism.Ireland published Planning for Diversity –The National Plan Against Racism (NPAR),in January 2005. The NPAR will now providethe framework for anti-racism in Ireland.Significantly for local areas, one of theexpected outcomes in the NPAR is for thedevelopment of Anti-Racism and DiversityPlans (ARD) at city and/or county level. Atlocal level, Galway City Development Board,in its plan for the integrated development of Galway City, included an action to tackle racism by developing an anti-racism strategy.
The publication of Towards a City of Equals -Galway City Anti-Racism Strategy will fulfillthe commitments to develop an anti-racismstrategy in Galway City. It sets out astrategy to welcome diversity, eliminateracism, and promote interculturalism inGalway City. Ultimately, Towards a City ofEquals envisages Galway City as anIntercultural City free of racism and sees asits mission the elimination of racism fromGalway City. The approach that is taken byTowards a City of Equals is that of theNPAR, namely to emphasise the notion ofinterculturalism. Interculturalism isessentially about creating the conditions forinteraction, understanding, equality ofopportunity and respect between allcommunities in Ireland in the belief thatIrish society as a whole will benefit and beenriched. It stresses the importance of‘inclusion by design’, not as an add-on or
an afterthought and the need to plan for andaccommodate diversity. The accomplishmentof an intercultural Galway City is of primarysignificance to the success of Towards a Cityof Equals.
Towards a City of Equals - Galway City Anti-Racism Strategy commits itself tofacilitating and supporting theimplementation of Planning for Diversity –the National Action Plan Against Racism inGalway City, and has adopted the fivestrategic objectives of Planning for Diversityas the intercultural framework under whichthe actions of Towards a City of Equals willbe presented.
Principles
The development of the anti-racism strategywas informed by the following principles:
• The Need to Combat Racism - to ensure that racism is challenged and ultimately eliminated.
• Racism and Human Rights -that racism is understood as an abuse of the Human Rights of the person experiencing racism.
• Protection - to ensure that racism is recognised as a crime in both Irish and international law, and to ensure that those experiencing racism are afforded the full protection of the law.
• Interculturalism - to ensure that Galway City becomes an intercultural society by promoting equality, respect, and understanding between all communities.
• Community Development - to ensure that the principles of community development are central in any approach to combat racism.
Introduction
Note 1 Census of the
Republic ofIreland, 2002
Note 2 While
acknowledgingthat people use a
capital ‘B’ whenidentifying a black
person for a myriadof reasons, theWorking Groupthat developed
Towards a City ofEquals believe that
it is incorrect todefine a person’s
identity by theircolour and so use a
small ‘b’ whenreferring to
‘black’ people.
54
Outline of Towards a
City of Equals - Galway City
Anti-Racism Strategy2005-2008
Towards a City of Equals -Galway City Anti-RacismStrategy is outlined as follows:
The Introduction presentsthe strategy and looks at theoutline and the methodologyof the strategy.
Section One, Context andRationale looks at the socialand legislative context, andrationale for the developmentof the strategy.
Section Two, Racism setsout the understanding ofracism that underpins thestrategy.
Section Three, Galway Cityexamines racism in Galway bylooking at the results of thequalitative research carriedout for Towards a City ofEquals - Galway City Anti-Racism Strategy.
Section Four, Action Planoutlines the Action Plan andits implementation.
Summary of Action Plan
Towards a City of Equals - Galway City Anti-Racism Strategy can be very generallysummarised as follows:
• VisionGalway City - An Intercultural City Free of Racism - Let’s Do It!
• MissionTo eliminate racism from Galway City.
• AimTo welcome diversity, eliminate racism, and promote interculturalism.
Intercultural Framework
THEME 1 ProtectionEnhancing protection against racism
Objective 1.1 To ensure adequate protection and legal redress for those experiencing racism in Galway City
Objective 1.2 To create the appropriate environment for challenging racism and promoting interculturalism locally, nationally and at EU level
THEME 2 InclusionEnsuring economic inclusion and equality
Objective 2.1 To facilitate the development of an intercultural ethos in all local organisations in the public, private and voluntary sectors
Objective 2.2 To ensure there is a focus on the impact of povertyObjective 2.3 To ensure that national initiatives are facilitated at local level
THEME 3 ProvisionAccommodating cultural diversity in service provision
Objective 3.1 To foster an environment of intercultural learning throughout Galway CityObjective 3.2 To ensure equal access to all services by ethnic minoritiesObjective 3.3 To promote the further development of dedicated support services and
facilities for ethnic minorities
THEME 4 RecognitionRecognition and awareness of cultural diversity and racism
Objective 4.1 To reduce racism in Galway City through raising local awareness on cultural diversity and interculturalism
Objective 4.2 To develop and celebrate the cultural diversity of Galway City
THEME 5 ParticipationEnhancing the participation of cultural and ethnic minorities inIrish society
Objective 5.1 To achieve effective participation by ethnic minorities and immigrants in the political, community and local development processes.
6 7
Context and Rationale
Section 1
1.1 CONTEXT
1.1.1 Diversity in Ireland
In the attempt to contextualise Towards a City ofEquals - Galway City Anti-Racism Strategy, it isimportant to look at contemporary Ireland and atthe demographic and social features that areshaping Irish society.
Diversity has always been a feature of Irishsociety. This diversity has been made up of thewhite settled community, the Travellercommunity, a small but vibrant Jewishcommunity, black Irish people, and others.Increasingly, in recent years, this diversity hasbeen broadened and the latest Census ofPopulation (2002) estimates that there are a totalof 224,261 people that identify their nationalityas non-Irish living in the country. This accountsfor just over 5.5% of the overall population. Thenationalities represented in Ireland can besummarised as follows:
Chart 1 National Diversity in Ireland
According to the Census of Population 2002, thereare 23,681 members of the Irish TravellingCommunity, making up 0.6% of the totalpopulation. There are also a significant number ofother minorities that have lived in Ireland formany years.
Religious diversity is also on the increase inIreland. In all, the Census of Population (2002)lists a total of 23 religions currently beingpractised in Ireland. The number of Muslims in Ireland grew from 3,875 in 1991 to 19,147 in 2002, an increase of 394%. There are over20,000 Presbyterians and over 2,000 Jewishpeople in Ireland.
Methodology
In order to inform the development ofTowards a City of Equals - Galway City Anti-Racism Strategy, a considerable amountof work was undertaken over an 18-monthperiod (January 2003 to July 2004). Thiswork focused on a number of key issues forthe project. These were:
• Developing an understanding of racism• Exploring racism in Galway City• Devising the appropriate strategic
responses
From the outset, the development of thestrategy was framed around the principles ofparticipation and consultation. To ensure theparticipation of all stakeholders, a projectAdvisory Group, with broad representationfrom local development organisations, ethnicminority communities and theirrepresentative organisations, was establishedin early 2003. From the Advisory Group, asmaller Working Group, was also established.This group was responsible for the overallimplementation of the key tasks, such as theresearch and consultations, and the draftingof the strategy documents. A full list of theindividuals and organisations on the projectAdvisory Group and Working Group isprovided in Appendix 1.
Following the formal launch of the project inMarch 2003, a research and consultationprocess was initiated. A variety ofcomplementary research techniques includingfocus groups, a public call for submissions, apublic seminar, and documentary analysiswere undertaken in order to inform both thecontent of the strategy document and thespecific actions that would form the Action
Plan of Towards a City of Equals - GalwayCity Anti-Racism Strategy.
As part of the process, two documents werecommissioned. The first is Galway City Anti-Racism Strategy: A Legal Basis,researched and written by Human Rights forChange, the Organisation for the Protectionand Promotion of Human Rights based in theIrish Centre for Human Rights, NationalUniversity of Ireland, Galway. The second isa document on the concept of racism, andracism in Ireland, written by Ann Irwin.These two documents have been incorporatedinto Towards a City of Equals - Galway CityAnti-Racism Strategy. They will also be made available separately as supportingdocumentation.
Other documents drawn on include theGalway City Development Board’s Strategyfor Economic, Social and CulturalDevelopment 2002-2012 - Gaillimh! Beo AgusBríomhar; Planning for Diversity - TheNational Action Plan Against Racism;Building an Inclusive Society - The NationalAnti-Poverty Strategy; The EuropeanCoalition of Cities against Racism Ten-PointPlan of Action, and others.
Language
Those involved in the development ofTowards a City of Equals - Galway City Anti-Racism Strategy wish to acknowledgethe importance of language in relation toracism and anti-racism. The choice oflanguage and terminology was a constantchallenge during the development of thestrategy and it is hoped that best practicewas used in relation to the use of languageand terminology.
Percentage of overall population Irish
EU
Rest of Europe
African
Asian
America
Other Nationalities
98
1.1.2 Diversity in Galway
The increase in diversity on a nationalbasis has been matched by an increase indiversity in Galway City. The Census ofPopulation (2002) estimates that there area total of 5,972 people living in GalwayCity that class their nationality as non-Irish. This accounts for approximately 9%of the overall population. Thesenationalities represented in Galway Citycan be summarised as follows:
Chart 2 National Diversity in Galway City
There is little information available onethnic minorities living in Galway City. A report carried out for the Galway CityPartnership in 2001 indicated that 38different nationalities were represented inGalway City. In 2003, the Galway RefugeeSupport Group (GRSG) estimated thatthere were 887 asylum seekers andrefugees, with 622 children, living inGalway City3, although anecdotalinformation from the GRSG wouldindicate that there are currently evenmore nationalities represented in Galway City.
According to the Census of Population(2002), there are a total of 1,058 membersof the Travelling community living inGalway City, accounting for 1.6% of thepopulation. Estimates in research beingcarried out for the Galway TravellersSupport Group would claim that this isunder representative of the number ofTravellers in Galway City. There are alsoa number of black Irish people, and otherminority communities living in GalwayCity. There are over 600 practisingMuslims in Galway City, as well as a
smaller number of Presbyterians, Jewishpeople, and people of other religions.
1.1.3 Racism
The increase in diversity, both at anational and local level, is to be welcomed,and is being welcomed by those whoacknowledge that a population rich indiversity enriches society. The NPAR, for example, states that the IrishGovernment ‘recognises and welcomes thefact that Ireland is now a more diversesociety in which people of differentcultural and ethnic backgrounds enrichour society’4. However, there are those who do not agree with this assertion, andthe rise in diversity of Irish society hasbeen paralleled by a rise in racism andracist incidents.
At a national level, for example, theNational Consultative Committee onRacism and Interculturalism (NCCRI)reported in November 2004 that thehighest number of racist incidents sincetheir records were first collated had beenreported to them between May andOctober 20045. In a similar vein, accordingto the Equality Authority, race was themain ground for claims of discriminationat work in 20036. Although, no suchcomprehensive logs are kept in GalwayCity, local logs and anecdotal evidencewould suggest that there has been anincrease in the level of racism and racist incidents in the city in recent times.This is the social context locally andnationally within which Towards a City of Equals - Galway City Anti-RacismStrategy was developed.
1.1.4 Interculturalism
The rise in diversity and the increasinglyvaried nature of diversity in Ireland andin Galway City indicate how important itis to welcome and accommodate minoritycommunities and their diverse needs. Thisneeds to be done in a planned andsustained way. The approach of Planning
Note 3 Submission to
the GalwayAnti-Racism
Strategy, 2003
for Diversity is one that emphasises thenotion of interculturalism. As anapproach, interculturalism stresses theimportance of creating the conditions forinteraction, understanding, and respectbetween all communities living in Ireland,in the belief that Irish society as a wholewill benefit and be enriched. Included inthis notion is the need to plan fordiversity, not as an add-on or as anafterthought, which would mean an ad hocapproach to planning for a more diversesociety, but by design. To take thisapproach will ensure the development of a more inclusive society, a society whereracism is eliminated, where culturaldiversity is accommodated and celebrated,and where positive action to support thefull equality of minority groups isprovided for. This approach has been fullyadopted by Towards a City of Equals in its vision to achieve an intercultural cityfree of racism.
1.2 RATIONALE
The rationale for the development ofTowards a City of Equals - Galway CityAnti-Racism Strategy comes fromimportant developments at three different levels:• The International Level • The National Level• The Local Level
1.2.1 The International Level
The impetus for the development of anational anti-racism strategy comes as aresult of the World Conference AgainstRacism, Racial Discrimination,Xenophobia and Related Intolerance, heldin Durban in 2001, which urges States, ‘toestablish and implement without delaynational policies and action plans tocombat racism, racial discrimination,xenophobia and related intolerance,including their gender-basedmanifestations’7. As a participant in theconference the Irish Government
effectively signed up to the Declarationand the Programme of Action published byWCAR and thus to the commitment todevelop the National Action Plan AgainstRacism in Ireland. The commitment bythe Irish Government to implement theNPAR was further reinforced in the Social Partnership Agreement 2003-2005,Programme for Prosperity, whichidentified the Plan as a key element of aspecial initiative on migration andinterculturalism to be undertaken during the period of the Agreement8. At EU level, the development of aEuropean Coalition of Cities againstRacism is currently underway, with cities that sign up to the coalition asked to adopt a ten-point plan of action and to implement the actions appropriate to them.
1.2.2 The National Level
Planning for Diversity – The NationalAction Plan Against Racism waspublished in January 2005. Thedevelopment of the NPAR in Ireland was overseen by the Department ofJustice, Equality and Law Reform throughthe National Action Plan Against RacismSteering Group. The NPAR ‘reaffirms theIrish Government’s commitment thatracism has no place in Irish society’9. The aim of the plan is to provide strategicdirection to combat racism and to developa more inclusive, intercultural society in Ireland.
In addition to the publication of theNPAR, recent years have seen significantdevelopments in relation to equalitylegislation in Ireland through theintroduction of the Employment EqualityAct 1998, the Equal Status Act 2000 andthe Equality Act 2004. Under these Acts,discrimination on grounds, such as race,religion, and membership of theTravelling Community is prohibited.Furthermore, the first ever, national anti-racism awareness programme wasrecently implemented in Ireland.
Note 4 NPAR, page 40
Note 7 WCAR, Plan of
Action, Paragraph 66
Note 8 Diverse Voices: A Summary of theOutcomes of theConsultative Processand a ProposedFramework for theNational ActionPlan AgainstRacism, 2003
Note 9 NPAR, page 40
Note 5 Irish Times, 11-11-2004
Note 6Irish Times, 20-5-2004
Percentage of overall population Irish
EU
Rest of Europe
African
Asian
America
Other Nationalities
1110
KNOW RACISM, The National Anti-RacismAwareness Programme was formally launchedby the government in October 2001 with theaim of creating the conditions for building aninclusive society in Ireland, where racism iseffectively addressed and cultural diversity isvalued. This three-year programme, 2001-2003, involved a range of public awarenesscampaigns, the development of anti-racismresource packs, and also provided funding tolocal anti-racism initiatives.
1.2.3 The Local Level
Anti-racism initiatives are not a newdevelopment in Galway City, and thebackground to this strategy must firstly beviewed in the context of the work of localgroups, who have for many years beenactively challenging racism through differentmeasures. This can be seen in the work ofsuch groups as the Galway City Partnership,Galway Travellers Support Group, GalwayRefugee Support Group, Galway One WorldCentre, and Galway Peoples’ Resource Centre.Partnership at the local level was critical inprogressing the anti-racism and interculturalagenda in Galway, and ultimately, throughAction for Equality - Galway, realising thedevelopment of an anti-racism strategy for the city. This co-operative approach hasinvolved a wide range of organisations fromthe local development and community andvoluntary sectors.
Galway City Partnership was the leadorganisation in the development of Towards aCity of Equals – Galway City Anti-RacismStrategy. The Partnership was established in1996 to tackle disadvantage and combat socialexclusion in Galway City and currentlyoperates the Local Development SocialInclusion Programme as part of the NationalDevelopment Plan. The company is made upof representatives from statutory agencies,community groups, social partners, and fromlocally elected representatives. Included in thelist of target groups that the Partnershipworks with are Travellers, refugees, asylumseekers, and other ethnic minorities.
The development of Towards a City of Equals- Galway City Anti-Racism Strategy was alsoincorporated into the Galway CityDevelopment Board’s Strategy for Economic,Social and Cultural Development 2002-2012 –Gaillimh! Beo Agus Bríomhar. The CityDevelopment Board, established in March2000 to improve co-ordination between localgovernment and local development, is madeup of 32 representatives from state agencies,local government, social partners and localdevelopment. Importantly, one of the issueshighlighted in the extensive consultationprocess undertaken to develop the Board’sten-year strategy was the need for anEquality and Anti-Racism Strategy for thecity. This was subsequently included as aspecific action to be implemented as part ofthe strategy:
Objective 1Increase the Understanding and Acceptanceof the Different Ethnic Groups in the City.Action 1 Develop a Local Equality and
Anti-Racism Strategy10
With this level of commitment and co-operation locally, Action for Equality -Galway, with the support of Galway CityPartnership and the Galway CityDevelopment Board, took the initiative andsuccessfully secured funding in December2002 from the KNOW RACISM Programme todevelop Towards a City of Equals - GalwayCity Anti-Racism Strategy.
1.3 LEGISLATIVE AND POLICY CONTEXT
This section outlines the main internationaland national legislation and policy documentsthat make up the context of anti-racism work.For a more comprehensive outline refer to thesupporting document Galway City Anti-Racism Strategy: A Legal Basis.
1.3.1 International Legislation
Universal Declaration of Human Rights Although not envisaged as a legally bindinginstrument of international law, the Universal
Declaration of Human Rights, drafted in1948, was understood to represent a‘common standard of achievement’ for allthe parties involved in its adoption. As apoint of reference for all subsequenttreaties of international human rights law, the Declaration embodies a set ofuniversal standards that are fundamentalto any functioning democracy.
European Convention on HumanRights and Protocol No. 12 to the European Convention onHuman RightsIn force in Ireland since 1953, theconvention obliges Ireland to ensure that each of the rights contained thereinare protected, without discrimination, forall individuals within the jurisdiction ofthe state.
International Convention on the Elimination of RacialDiscriminationThe International Convention on theElimination of Racial Discrimination11
(ICERD) is the main internationalinstrument governing international humanrights law’s approach to anti-racism.Under this Convention, States partiesagree to prohibit and eliminate racialdiscrimination in all its forms and toguarantee the right of everyone to equalitybefore the law with respect to the fullrange of rights set out in other humanrights instruments. It supposes a strongobligation of action from the State toensure non-discrimination and allows foraffirmative action to ensure racial equality.This latter approach is based on the ideathat specifically vulnerable groups needspecial measures of protection to ensureequality in their treatment with respect tothe main group in society.
Framework Convention on National MinoritiesInternational law has always addressedthe protection of minorities that live withinthe borders of States. However, theFramework Convention on National
Minorities is the first legally bindingmultilateral instrument devoted to theprotection of national minorities. Underthis framework, States are required toadopt special measures to ensure equalityand non-discrimination for personsbelonging to minorities. Ireland recognisesthe Traveller community as an indigenouscommunity.
International Convention relatingto the Status of RefugeesThis Convention defines refugees andasylum seekers, the latter being those whoapply under the Convention to berecognised as refugees.
World Conference Against Racism,Racial Discrimination, Xenophobiaand Related IntoleranceThe World Conference Against Racism,Racial Discrimination, Xenophobia andRelated Intolerance (WCAR), was held inDurban, South Africa in September 2001under the aegis of the Office of the UnitedNations High Commissioner for HumanRights against a backdrop of continuedracist discrimination and xenophobia‘despite efforts undertaken by theinternational community, Governmentsand local authorities’12.
Ireland participated in the WCAR and wasa party to the Declaration and Programmeof Action. The WCAR named migrants,refugees, and Travellers amongst thegroups of people who experience racismand called on states to, ‘Establish andimplement without delay national policiesand action plans to combat racism, racialdiscrimination, xenophobia and relatedintolerance, including their gender-basedmanifestations’13.
It underlines the key role that politicians,political parties, non-governmentalorganisations, and the media can play incombating racism, racial discrimination,xenophobia and related intolerance14 andthe necessity for States to strengthenlegislation to counter racism15.
Note 10Gaillimh BeoAgus Bríomhar-Strategy forEconomic, Social& CulturalDevelopment2002-2012,Galway CityDevelopmentBoard 2001,page 51
Note 11 The
implementation ofICERD is
monitored by theCommittee on the
Elimination ofRacial
Discrimination(CERD). Note 12
WCAR, Declaration
Note 14ibid, Paragraph 115
Note 15 ibid, Paragraph 68.
Note 13 WCAR, Programmeof Action,Paragraph 66
12 13
1.3.2 Domestic Legislation
Prohibition of Incitement to Hatred Act, 1989Under the Prohibition of Incitement to HatredAct, it is an offence to publish or distributewritten material, to use words, behave or displaywritten material, or to distribute, show or play arecording of visual images or sounds, if thewritten material, words, behaviour, visual imagesor sounds are threatening, abusive, insulting, andare intended to or, having regard to all thecircumstances, are likely to stir up hatred.However, prosecution under this Act is verydifficult due to the requirement that intention to‘stir up hatred’ must be proven and there havebeen very few prosecutions under the Act.
Employment Equality Act, 1998The Employment Equality Act 1998, which cameinto force in October 1999, prohibitsdiscrimination in employment on the basis of ninegrounds:• Gender • Age• Marital status • Disability• Family status • Race• Sexual orientation • Membership of the • Religious belief Traveller Community
The Employment Equality Act covers theworkplace including recruitment, promotion,working conditions, equal pay, advertisements,dismissal and access to vocational training. The Act established the Equality Authority,whose functions include the elimination ofdiscrimination in relation to employment, the promotion of equality of opportunity, and the provision of information.
Equal Status Act, 2000The Equal Status Act 2000, which came into forcein October of that year, protects againstdiscrimination on the nine grounds outlinedabove in respect of the provision of goods andservices, the disposal of premises and theprovision of accommodation, and educationalestablishments. The definition of discriminationis broader than the Employment Equality Act1998, and it includes discrimination byassociation and by imputation as well as directand indirect discrimination.
The Act allows for affirmative action intended topromote equality of opportunity for persons whoare, in relation to other persons, disadvantaged,or who have been or are likely to be unable toavail themselves of the same opportunities asthose other persons.
The Equality Act, 2004The Equality Act, 2004 amends both theEmployment Equality Act, 1998 and the EqualStatus Act, 2000, in line with three EuropeanCouncil Directives on equality. The Act extendsthe definition of “employee” and “contract ofemployment” in order that the Act may apply toself-employed persons. Furthermore, the Act alsoextends the provisions of the Act to apply toPartners and Partnerships. The Act amends the1998 definition of discrimination, so that itmirrors the definition provided in the EqualStatus Act, 2000. For the purposes of the 2004Act discrimination is taken to occur where aperson is treated less favourably than anotherperson is, has been or would be treated in acomparable situation on any of the discriminatory grounds.
Office of the Director of EqualityInvestigationsThe Office of the Director of EqualityInvestigations addresses complaints under theEquality legislation and has the power to issuelegally binding decisions ordering compensation,equal pay, wage arrears, equal treatment or anorder that a person or persons take a specifiedcourse of action.
Equality AuthorityThe Equality Authority, provided for under theEqual Status Act 2000, provides servicesincluding legal advice, the promotion of equalityof opportunity legislation, research on equalityissues, and the dissemination of information onequality matters.
The Refugee Act, 1996The Refugee Act incorporates the 1951 RefugeeConvention into domestic Irish law and alsoincorporates the Dublin Convention. The DublinConvention, to which all EU States are parties,provides a mechanism for determining which EUstate is responsible for examining an applicationfor refugee status. If another EU State is found to
be responsible for examining an application andthat country agrees, the applicant will betransferred to that EU country for consideration.
National and international NGO’s have raisedseveral concerns regarding the DublinConvention, in particular that the receiving stateis not required to guarantee that it will considerthe asylum claim substantively or that it willrespect the principle of non-refoulement.
The Refugee Act 1996 was subsequently amendedby the Immigration Act 1999 and the IllegalImmigrants (Trafficking) Act 2000. TheImmigration Act 1999 regulates the deportationof non-nationals and the detention of unsuccessfulasylum seekers. The Illegal Immigrants(Trafficking) Act 2000 provides time limits forjudicial reviews, as well as criteria pertaining todetention.
1.3.3 Domestic Mechanisms Monitoring Human Rights
Irish Commission on Human RightsThe functions of the Irish Human RightsCommission (IHRC), which works on an all-islandbasis, are extensive and include reviewinglegislation regarding human rights and makingrecommendations to the Government onmeasures it considers should be taken tostrengthen, protect and uphold human rights inthe State. Since its establishment in July of 2001,the IHRC’s functioning has, however, beenseriously inhibited by a lack of resources. This isa cause for concern given the extensive functionsafforded to the IHRC and the dynamic roleenvisaged for that body.
National Consultative Committee on Racism and InterculturalismThe National Consultative Committee on Racismand Interculturalism (NCCRI) was established bythe Department of Justice, Equality and Law
Reform in 1998 as an expert body focusing onracism and interculturalism. Functions of theNCCRI include the provision of training on anti-racism awareness, information seminars oninterculturalism, and advice to non-governmentalorganisations (NGOs) seeking funding. Theinstitution performs an important advisory role togovernment bodies.
The Garda Racial and Intercultural OfficeThe Garda Racial and Intercultural Office wasestablished in 2000 and operates within theCommunity Relations Section. The office has anational remit with responsibility for thedevelopment and monitoring of theimplementation of organisational policies andstrategies, which deal with racial, ethnic,religious and cultural diversity. Garda EthnicLiaison Officers are appointed across the countryto support people who have experienced racismand to make proactive linkages with communityand voluntary groups working closely withminority ethnic groups in their areas.
1.4 SUMMARY
This section has looked at the social context, therationale, and the legislative and policy contextsthat informed and directed Towards a City ofEquals - Galway City Anti-Racism Strategy. Thesocial context dictated the need for such astrategy that would accommodate and facilitatethe rise in diversity in Ireland and in GalwayCity, and tackle the issue of racism and racistincidents. The rationale provided the backdropagainst which the strategy became themechanism to address these challenges. Finally,the legislative and policy context provided theframework within which Towards a City ofEquals - Galway City Anti-Racism Strategy hadto place itself.
1514
discrimination in the workplace and inrelation to the trading of goods and services.Consequently, a perpetrator of racism maydeny that their act is motivated by racism,although it clearly is. The term ‘new racism’has emerged to explain the concept of denyingracism while at the same time practisingracism, so for example, a Traveller may stillbe denied access to a social occasion becausethey are a Traveller but the excuse that willbe given will not mention the word Traveller.Rather the perpetrator will focus on theindividual and name them as a troublemakerfor instance. This gives the perpetrator theability to say that Travellers were not deniedentrance and thus making it very difficult forthat Traveller to make allegations ofdiscrimination based on racism.
Forms of RacismGenerally speaking, there are two forms of racism – individual racism andinstitutional racism.
• Individual racismRacism experienced at an individual levelincludes offensive acts or comments basedon colour, religion, nationality, or ethnicityof the individual experiencing racism.These acts and comments are designed tointimidate, insult or humiliate and cantake the form of verbal abuse, attacks onthe person, discrimination and prejudice.These attacks are harmful and painful.Sustained individual racism can be lifechanging. An emphasis on individualracism and individual racist attacks,however, tend to concentrate racism inindividuals and to depoliticise racism, i.e. to imply that society is not responsiblefor racism.
• Institutional RacismThe theory of institutional racismacknowledges, at least to an extent, thatsociety and the political system areresponsible for racism. Institutional racismcan have two causes:• When members of ethnic minority groups
are deliberately discriminated against by institutions
• When institutions inadvertently discriminate against members of ethnic minorities by failing to plan for their diverse needs.
Institutional racism was described by theStephen Lawrence Inquiry18 (also known asthe McPherson report) as:
‘The collective failure of anorganisation to provide an appropriateand professional service to peoplebecause of their colour, culture, orethnic origin. It can be seen or detectedin processes, attitudes and behaviourwhich amount to discriminationthrough unwitting prejudice,ignorance, thoughtlessness and raciststereotyping which disadvantageminority ethnic people’.
Therefore, institutional racism occurseither when a person directly experiencesracism when they attempt to use theservices of an institution or when thatinstitution fails to provide a culturallyappropriate service to ethnic minorities.Institutional racism can severely limit lifechoices and affect the health, well-being,social status, employment prospects, etc. of those experiencing institutional racism.Those who experience individual racism are also much more likely to experienceinstitutional racism, so there is acumulative affect on the personexperiencing racism.
2.2 RACISM IN IRELAND
One of the myths that has gained commoncurrency in recent times is the myth thatracism in Ireland only began when asylumapplications increased and Ireland became acountry of inward migration rather thanemigration. However, this is not so. Racism isnot a new concept in Irish society19; rather ithas existed for many years within theGovernment, the institutions of the State, the Catholic Church and amongst the public.There is evidence to suggest that Irish society
Racism
Section 2
2.1 WHAT IS RACISM?
‘Any distinction, exclusion, restrictionor preference, based on colour,descent, national or ethnic origin,which has the purpose of modifying orimpairing the recognition, theenjoyment or exercise on an equalfooting of human rights andfundamental freedom in the political,economic, social, cultural or any otherfield of public life constitutes racialdiscrimination’16.
Racism is a specific form of discriminationand exclusion faced by cultural and ethnicminorities. It is based on the false beliefthat some ‘races’ are inherently superiorto others because of different skin colour,nationality, ethnic or cultural background.Racism denies people their basic humanrights, equality, and respect. This is the
understanding of racism that is used by Planning for Diversity - the NationalAction Plan Against Racism (2005) and is the one adopted by Towards a City of Equals - Galway City Anti-Racism Strategy.
Racism is more than discrimination orprejudice, although it is both those things,because it also involves the ideology ofsuperiority and inferiority, and the powerto act. This ideology is manifest in thebelief of some that they are superior toothers because of their skin colour, ethnicorigin17, or religious belief, and that theyhave to power to act negatively againstthose they consider to be inferior.
Racism is not a static concept; it isconstantly evolving to circumvent thechallenge posed to it by, for example, theequality legislation, which prohibits
Section Two of Towards a City of Equals - Galway City Anti-RacismStrategy looks at racism and presents the understanding of racism thatunderpins the strategy. It looks at the concept of racism, and at racismand anti-racism in Ireland.
Note 16 The UN
InternationalConvention on all
Forms of RacistDiscrimination
(1969)
Note 17The concept ofdifferent ‘races’ hasbeen dismissed,although it isacknowledged that‘racism’ continues toexist and that peopleexperience racism onthe basis of ethnicity.An ethnic group is agroup of peoplesharing a collectiveidentity based on asense of commonhistory and ancestry.Ethnic groups possesstheir own culture,customs, norms,beliefs and traditions.
Note 18McPherson, W,1999. The StephenLawrence Inquiry;Report of anInquiry by SirWilliamMcPherson ofCluny. London, theStationery Office.
Note 19For further readingon this issue read,for example, Lentin,Ronit and McVeigh,Robbie, Racism andAnti-Racism inIreland, Beyond thePale, 2002 andFanning, Bryan,2002, Racism andSocial Change in theRepublic of Ireland,ManchesterUniversity Press.
1716
has always practised racism against theTraveller population and other minoritygroups, and comparisons have been drawnbetween the experience of Protestant,Traveller and Jewish groups in thediscrimination that they experienced.
The Prevalence of Racism in IrelandIndividual and institutional racism exist incontemporary Irish society and it is nowwell documented that racism and racistacts are on the increase. A recent studyhighlights ‘the systematic abuse that blackand ethnic minority groups continuallyface in Ireland’20. Another recent study21
showed that, despite the fact that manypeople are reluctant to be seen as racist,• 48% believed that Irish society is racist,
compared to 20% who do not believe that Irish society is racist
• 18% of all respondents had witnessed racist behaviour, 80% of which was in the form of verbal abuse and 15% of which was in the form of physical abuse. It also found that
• 37% of respondents disagreed that ethnic groups make a positive cultural contribution to Irish society;
• 51% agree that ethnic groups are takingjobs from the Irish
• 30% disagree that most asylum seekers are genuine i.e. they are fleeing persecution
• 54% agree that most asylum seekers are abusing the asylum system and are really economic migrants
• 68% agree that there are too many asylum seekers in the country
• 80% agree that asylum seekers put pressure on essential services such as housing and health and
• 60% agree that the presence of so many minority groups does make ‘me’ feel insecure.
This portrays a society where a substantialnumber of people are not positivelydisposed to ethnic minorities and thatmany myths remain to be challenged.
Forms of Racism in IrelandA number of different forms of racism inIreland have been identified and thesehave been incorporated into Planning ForDiversity - the National Action PlanAgainst Racism:• Racism experienced by Travellers on
the basis of their distinct and nomadic identity.
• Racism experienced by recent migrants,which includes labour migrants,
refugees, asylum-seekers and overseas students studying in Ireland.
• Racism experienced by ‘people of colour’ and minority ethnic groups, including black people, on the basis of their skin colour and ethnic and/or national identity, irrespective of their legal status.
• Racism experienced by Jews and Muslims in the form of anti Semitism and Islamophobia.
• The intersection between racism and other forms of discrimination22.
• Racism experienced by TravellersIn the Ireland of today, the Travellercommunity continues to experience highlevels of discrimination, racism, socialexclusion and disadvantage – a situationthat has led to Travellers suffering ‘poorhealth on a level which compares sounfavourably with the settledcommunity that it would probably beunacceptable to any section thereof.Travellers die at a younger age than thepopulation in general’ (Traveller Health,A National Strategy, Department ofHealth and Children, 2002). Travellersalso have a high rate of unemployment,low educational attainment and aretherefore, one of the sectors in societymost at risk of poverty anddisadvantage.
However, whilst it is generally agreedthat Travellers are disadvantaged, thereason for their disadvantage is notunanimously accepted. Travellers andTraveller representative organisationsstate that the discrimination that
Travellers experience is rooted inracism. The Government, however, issending out contradictory messages onthis issue. On the one hand, in its FirstReport on the International Conventionon the Elimination of All Forms ofRacial Discrimination, the Governmentdeny that Travellers experience racism,whilst on the other, in Planning forDiversity – the National Action PlanAgainst Racism the Governmentacknowledges that Travellers do sufferracism. Towards a City of Equals -Galway City Anti-Racism Strategyaccepts that Travellers are a distinctethnic minority group and thatmembers of the Traveller communityexperience racism.Racism towards members of theTraveller community is arguably themost prevalent, ingrained, and acceptedform of racism in Ireland. It is also theleast resistant to social censure. TheMillward Brown IMS23, research foundthat:• 13% of all respondents disagreed
that the Traveller community should have the same rights as the settled community
• 23% disagreed that the nomadic way of life and culture of the Traveller community should be preserved
• 68% disagreed that there is no discrimination against the Traveller community and
• 48% disagreed that the Traveller community make a positive contribution to Irish society.
• Recent migrantsUntil relatively recently refugees,asylum seekers, migrant workers, orstudents from overseas were rarelyspoken about. Now, the generalperception, often fuelled by thelanguage used by the media such as‘flood’, ‘influx’ and ‘deluge’, is thatIreland is being overwhelmed by hugenumbers of refugees and asylumseekers that are ‘putting the services ofthe state under strain’ and ‘taking Irish
jobs’. The reality is different. Althoughit is true that the number of asylumapplications have increased, it is alsotrue that Ireland started from a verylow base of only 39 applications in 1992.The following table show the actualnumbers of applications for asylum:
Table 1 Applications for Asylum 1992-2004
Applications24 1992 39
1993 91
1994 362
1995 424
1996 1,179
1997 3,883
1998 4,626
1999 7,724
2000 10,938
2001 10,325
2002 11,634
2003 7,900
2004 4,766
Source: The Office of the Refugee ApplicationsCommissioner, 2004
The growth in the numbers of recentmigrants in Ireland has beenaccompanied by increasing incidences of racial discrimination, and since thelate 1990’s, the issue of racism againstrecent migrants has been increasing in public and political discourse and inthe media.
In 2000 and 2001, a total of 50,823work permits were granted to non-EUnationals and up to 31st October a totalof 28,707 work permits were issued in2004. It is well known anecdotally thatmigrant workers experience racism anddiscrimination, often at the hands oftheir employers. The NCCRI stated in200325 that it was ‘deeply concerned’that migrant workers have expressedfears about losing their work permits if
Note 20Dr. Steven Loyal
and Dr. AogánMulcahy for
AmnestyInternational in2001, Racism in
Ireland: The Viewsof Black and Ethnic
Minorities, p. 17(sample of 622
members of ethnicminorities).
Note 21Millward Brown
IMS, 2004, Opinionson Racism and
Attitudes toMinority Groups,
Know Racism
Note 23Millward Brown
IMS, 2004,Opinions onRacism andAttitudes to
Minority Groups,Know Racism
Note 22This last form wasrecognised by theWCAR in Paragraph 2of the Declaration‘We recognise thatracism, racialdiscrimination,xenophobia andrelated intoleranceoccur on the groundsof race, colour,descent or ethnicorigin and thatvictims can suffermultiple oraggravated forms ofdiscrimination basedon other relatedgrounds such as sex,language, religion,political or otheropinion, social origin,property, birth orother status’.
Note 24Most applicantscome from Nigeria,followed byRomania, Moldova,DR Congo, CzechRepublic andSomalia. Between 3and 4% ofapplications forrefugee status weregranted in 2003.
Note 25NCCRI, ReportedIncidents Relatingto Racism:November 2002 -April 2003.
Note 31Watt, Philip, 2004.Responding Effectively toRacist Incidents. Paper tothe Conference onCombating Racism andPromoting Equalitythrough Legislation
Note 32Frazer, Hugh, 2001,Racism, Poverty andCommunity Developmentin Farrell, Fintan and Watt,Philip, 2001, Respondingto Racism in Ireland,Veritas Publications
Note 33For the purposes ofcalculating theUnemployment Rate, theCSO classifies thepopulation aged 15 yearsand over as either insideor outside the LabourForce. The Labour Forceconsists of those who areat work, unemployed orseeking regular work forthe first time. Thoseoutside the Labour Forceare those who arestudents, those lookingafter home/family, thosewho are retired, thosewho are unable to workand those not in theLabour Force for otherunspecified reasons. TheUnemployment Rate isthen calculated as the sumof those unemployed andthose seeking their firstjob as a percentage of thelabour force.
Note 34Kenny, Catherine, 2002,Asylum Seekers in Galwayand the Right to Work.Galway Refugee SupportGroup; Faughnan, Paulineand Woods, Mairide,2000, Lives on Hold:Seeking Asylum in Ireland.Social Science ResearchCentre, University CollegeDublin. and Ugba, Abel,(Unpublished) 2004. Aquantitative profileanalysis of Africanimmigrants in 21stCentury Dublin. Researchcarried out for Mphil inEthnic and Racial Studies,Department of Sociology,Trinity College Dublin.
1918
they complain about racist incidents and that this is preventing them from so doing.
The most recent challenge with regardto migrant workers comes as a result ofthe enlargement of the European Union.Workers from the fifteen accessionstates are free to come and work inIreland but are not entitled to socialwelfare support, should they findthemselves unemployed for any period.There is increasing evidence to suggestthat workers from these countries arebeing exploited and are experiencinghigh levels of racism but feel powerlessto act because of the vulnerable positionthey find themselves in.
• ‘People of Colour’26 and other ethnic minoritiesThere is little written about the distinctexperience of being black and Irish butwhat is written emphasises the fact thatblack Irish people never felt fullyaccepted in Irish society. A study27 in2000 focused on a sample of 146 people‘of colour’ in Ireland. It found that 64.2%had experienced outright racist insultsand 45.8% had experienced racist jokesor snide remarks. The same studyshowed a direct correlation between theamount of racism experienced by theminority individual and theirpsychological distress.
Six per cent of the sample for theAmnesty International28 research studywas made up of black Irish people. Ofthose, 90% said they had experiencedsome degree of racism. The report of thestudy states that ‘many black people,including black Irish and others, arestigmatised because of their skin colourwhich takes on a symbolic significancealong with their accent, dress, etc.’.
• Anti-Semitism and IslamophobiaHistorically, Jewish people experiencedracism in Ireland at the hands of State
institutions, the Catholic Church and amongst the public, and manywould argue that Jewish peoplecontinue to experience racism incontemporary Ireland.
It is clear that Islamophobia in Irelandis reflecting worldwide trends and is onthe increase. Muslim people have to dealwith the added disadvantage of beinglinked with the attacks on the WorldTrade Centre in America on September11th 2001, and the attention focused onthem as a result of the ‘war on terror’.Muslims, especially Muslim women, alsotend to be visible in their distinctivedress and that can make them an easierfocus for negative racist attention. In anarticle in the Irish Times29, Karima Zahiwho works with the Northern IrelandCouncil for Ethnic Minorities said shefound the recent rise in Islamophobicsentiment ‘extremely alarming’. She alsosaid that she fully accepted that therehad been a regression in the fightagainst racism.
• The intersection of racism with other forms of discriminationIdentity and multiple identities are onlynow becoming a focus for research anddiscussion in Ireland. Up until relativelyrecently, racism, and discrimination onthe grounds of gender; age; maritalstatus; family status; disability; race;sexual orientation; Traveller and religion(i.e. the nine grounds covered by theequality legislation) were considered tobe separate. There is increasing evidenceto suggest that many members of ethnicminorities can suffer discrimination onmore than one ground, so that a womanfrom a minority group, a disabled personfrom a minority group or a gay orlesbian person from a minority groupcan suffer multiple discriminations.
People who experience multiplediscrimination experience even moreisolation and associated problems. The
challenge that the issue of multiplediscrimination poses is to view allpeople as individuals with individualneeds and rights and to ensure thatthese needs are met by the institutionsof the State. This can be furtherdeveloped to state that the collectiveneeds of members of minority groupsmust also be met by the State and itsinstitutions and thereby it also poses achallenge to institutional racism.
Inter-ethnic discriminationThe issue of inter-ethnic discriminationmust not be ignored, as it is an emerging phenomenon in Irish society. An opportune time now exists to challenge this new type of racism byconsistently challenging misleading andinaccurate information.
Where does racism take place?The Amnesty International research30
found that most racist incidents tookplace in public spaces, with:• 44% of incidents taking place on
the street• 24% in shops• 23% in pubs• 20% on buses and in taxis• 19% from neighbours• 17% in banks• 14% with regard to housing• 14% in school• 5% at the cinema.
The same research found it ‘alarming’that 25% of racist incidents reported byrespondents were at the hands of theGardaí, the second highest source ofracist incidents overall. The researchalso highlighted the fact that 20% ofrespondents said they experienced racistabuse from employers.
Effects of RacismThe effects of racism on the individualare myriad. Racism against theindividual can result in loss of life andserious personal injury; criminal damageto property, including to homes;
long-term health problems, includingmental health problems; relocation ofhomes by those who have experiencedracism, sometimes to another country31.It can also cause low self-esteem, lowself-worth, restrict life chances andreduce expectations in relation toeducation, employment and healthstatus. It can result in people being‘othered’ and being taught that they donot belong.
Racism has an effect, not only on theindividual experiencing racism but alsocollectively on whole groups whoexperience racism. These effects caninclude an increased risk of living inpoverty, an increased risk of beingunemployed or being in low-skilledemployment, an increased risk of pooreducation attainment and an increasedrisk of a poor health status at collectivegroup level.
PovertyA clear link has been drawn betweenpoverty and racism32. This is borne out by the National Anti-Poverty Strategy,which cites Travellers, Migrants, andMembers of Ethnic Minority Groups asgroups vulnerable to poverty anddisadvantage. Therefore, it would seemlogical for anti-racism work to be clearlylinked to more general work againstpoverty and social exclusion.
Employment and UnemploymentMembers of minority ethnic groups arefound to have very high rates ofunemployment. For example, theunemployment rate33 for Travellers farexceeds that of the overall population(see Chart 3). Despite the fact thatstudies34 have shown a high educationalstandard amongst their group, asylumseekers are not allowed to access thelabour market at all and there isanecdotal evidence to suggest that whenmembers of minority ethnic groups dogain employment, it is almost always inlow paid, unskilled, manual employment.
Note 26The term ‘Peopleof Colour’ is used
here as it is theterminology used
by the NationalAction Plan
Against Racism.
Note 27Casey, Sinéad and
O’Connell,Michael, 2000,
Pain and PrejudiceAssessing theExperience of
Racism in Irelandin Malcolm
MacLachlan andMichael O’Connell,
CultivatingPluralism, Oak
Tree Press, 2000,page 35
Note 28Loyal, Steven andMulcahy, Aogán,2001, Racism in
Ireland: The Viewsof Black and Ethnic
Minorities,Amnesty
International (IrishSection), page 16
(sample of 622members of ethnic
minorities).
Note 29Thursday November11th, 2004
Note 30Loyal, Steven andMulcahy, Aogán,2001, Racism in
Ireland: The Views ofBlack and Ethnic
Minorities, AmnestyInternational
(Irish Section)
2120
Chart 3 Unemployment Rate
Source: Census 2002
Employment dictates income and incomeis one of the main dictates of monetarycomfort. When people are excluded fromemployment or relegated to particularforms of employment because of racism, it severely limits their life choices.
EducationEducation is one of the most importantways through which racism can bechallenged and a more inclusive societydeveloped, and there are a number ofpolicy initiatives taking place that arerelevant to building an interculturaldimension into education policy35.However, there is evidence to suggest thatTravellers, for example, have beenconsistently failed by the educationsystem and often leave school early withliteracy difficulties. Although there is noinformation on the experience of otherminority groups in relation to education,there can be no doubt that if the educationsystem is not designed to reflect diversityin contemporary Ireland, ethnic minoritychildren will underachieve in theeducation system.
AccommodationAccess to accommodation is often muchmore difficult for members of ethnicminorities than for members of themajority group. Racist attitudes ofproperty owners towards non-nationalslooking for rented accommodation areoften cited. Anecdotal evidence would
suggest that ethnic minorities are oftensubjected to racial abuse by neighboursand the NCCRI have reported on anumber of incidents in relation to ethnicminorities and accommodation36.
The provision, or lack thereof, of culturallyappropriate accommodation for membersof the Traveller community is the subjectof ongoing concern. Travellers are oftensubjected to racial abuse both at anindividual and institutional level inrelation to accommodation, and the poorhealth status of Travellers has been linkedto their poor accommodation status37.
Health There is increasing evidence to suggestthat there is a link between poor healthand racism38. Accessing health services isa challenge for those who do not speakEnglish in this country. Historically,Travellers have been consistently failed by the health services. This is borne outby the health statistics associated with the Traveller community. Howeverinadvertent, failure to ensure that servicesare accessible to all communities amountsto racism and exclusion.
JusticeThere is evidence to suggest that anincreasing number of ethnic minorities arecoming into contact with the Justicesystem, i.e. the Gardaí and the Courts. An Irish Times article39 quotes the IrishPrison Service annual report for 2003,which stated that foreign nationals made up 25% of jail committals in 2003,79% of whom were detained underimmigration law.
There is anecdotal evidence to suggestthat Travellers are more likely to findthemselves coming into contact with theJustice system than their settledcounterparts and that when they do theyare subject to racist behaviours by theGardaí and the Judiciary.
2.3 ANTI-RACISM IN IRELAND
‘Building an anti-racist Ireland is notonly in the interests of people ofcolour and refugees and Travellersbut also in those of everyone whobelieves in democracy and equalityand human rights’.40
Until relatively recently anti-racism workin Ireland was the almost sole arena ofthe community and voluntary sector, mostnotably carried out by organisationsworking with the Traveller community.This is now changing. There is anincreasingly diverse range of communitygroups, voluntary groups and NGO’sworking in the area of anti-racism. State involvement and involvement by the Catholic and other churches is also increasing. The increase in anti-racism work is reflective of the increase in racist incidents in Ireland over the past 5-10 years.
Planning for Diversity – The NationalAction Plan Against Racism 2005-2008now provides the framework for anti-racism in Ireland. The NPAR emphasisesthe notion of interculturalism, a notionalso promoted by the EuropeanCommission in its approach to anti-racism. Interculturalism is a term
that, according to the NPAR, ‘isessentially about interaction,understanding and respect. It is aboutensuring that cultural diversity isacknowledged and catered for. It is aboutinclusion for minority ethnic groups bydesign and planning, not as a default oradd-on. It further acknowledges thatpeople should have the freedom to keepalive, enhance and share their culturalheritage’41.
A practical example of ‘real’interculturalism would be one that isextrapolated from the writing of JohnO’Connell42:a) Focusing on ethnic and cultural
activities while acknowledging power and racism as major obstacles;
b) Targeting everybody regardless of whether or not they are in a multi-ethnic scenario.
Planning for Diversity advocates a ‘wholesystems approach’ to the implementationof the NPAR, which essentially meansthat all the systems of society and theState will be expected to accommodatediversity and challenge racism in theendeavour to achieve a truly interculturalIreland. Towards A City of Equals –Galway City Anti-Racism Strategyacknowledges the importance of the NPARand the strategic direction that it will giveto anti-racism work in Galway.
Note 28Planning for
Diversity, p. 104
Note 36See various NCCRIReported IncidentsRelating to Racism.
Note 37See for example, Heron,S., Barry, J., Fitzgerald,M., MacLachlan, M.,2000, The PsychosocialHealth of Irish TravellerMothers in MalcolmMacLachlan andMichael O’Connell,Cultivating Pluralism,Oak Tree Press, 2000.
Note 38See for example,Casey, Sinéad andO’Connell, Michael,2000, Pain andPrejudice Assessingthe Experience ofRacism in Ireland inMalcolm MacLachlanand MichaelO’Connell, CultivatingPluralism, Oak TreePress, 2000
Note 39Irish Times dated22-12-2004
Note 40McVeigh, Robbie,
2002. Is there an Irishanti-racism? Buildingan anti-racist Irelandin Racism and Anti-
Racism in Ireland,Beyond the Pale, 2002
Note 42O’Connell, John,1994. Reach Out:Report of theDublin TravellerEducationDevelopmentGroup on the’Poverty 3’Programme.Dublin, PaveePoint, p. 59
Note 41NPAR p.7.
Comparison of Unemployment Rates - Traveller and Overall Population
Galway CityOverall Population
Galway CityTraveller Population
80
70
60
50
40
30
20
10
10% 77%
2322
Galway City
Section 3
3.1 RACISM IN GALWAY CITY
There is little specific information availableon racism in Galway City. There is no way ofknowing whether and to what extent racismexists in Galway City, and by whom and howracism is experienced. Most, if not all,research carried out on the issue of racism iscarried out on a national level and it is notpossible to disaggregate or break down thisinformation to the local level.
However, the NCCRI have recorded a numberof racist incidents that have occurred inGalway City. In their Reported IncidentsRelating to Racism, November 2003 – April2004, the NCCRI report that a Nigeriancandidate for local elections in Galway Cityreceived hateful and abusive mail, asking herto return to her own country. In the samedocument, it is reported that in March 2004 ahouse for rent advertisement in a localGalway City based newspaper had stipulatedthat ‘no coloured’ need apply. In research onmigrant women and employment43, theexperience of a woman from the Philippines
employed to work in a house in Galway Cityis highlighted. Her experience highlighted theexploitation of migrant workers and showsthat this exploitation happens in Galway aswell as elsewhere in the country. Despite this,there is no evidence to suggest that GalwayCity is either ‘worse’ or ‘better’ than thenational picture in relation to racism.
Locally, newspaper files and Racist IncidentLogs kept by organisations working withethnic minority groups show that racism andincidents motivated by racism seem to be onthe increase in Galway City. Discriminationagainst members of ethnic minority groups isregular in relation to accommodation andaccessing services. Incidents such as hatemail and racist graffiti is also a commonoccurrence. Anecdotally, it is suggested thatIslamophobia is a particular form of racismthat is on the increase in Galway City.
The qualitative study carried out for Towardsa City of Equals - Galway City Anti-RacismStrategy gives some idea of the nature andextent of racism in Galway City. For thisstudy a number of focus group discussionswere held with groups considered to be at risk
of racism. These discussions were with a groupof Travellers and two groups of asylum seekers(one participant had refugee status).
Experience of Racism44
All participants were in agreement that racismand discrimination were problems in GalwayCity. The Traveller participants reported thatfor them racism and discrimination manifestedas not being able to access services becausethey were Travellers, being followed aroundshops, being prejudged, being wrongfullyaccused, unable to socialise in groups, gettingdirty looks.
‘Not getting into places - pubs, shops,weddings’.
‘Getting blamed in the wrong’
‘Travellers can’t go out in groups – owners makean excuse not to serve them’
The asylum seeker participants placed theresponsibility for racism and discriminationagainst their communities on the Governmentand on the policy that does not allow asylumseekers to work.
‘People are forced into the welfare system.Trained, qualified people are left redundant in society’
They also report being followed around shops,dirty looks and negative body language. Inaddition, they report receiving hate mail, namecalling in the street and intimidation andharassment from neighbours.
Work/Employment Traveller participants spoke of their inability togain employment,
‘Travellers have to hide their identity to get work’,
and said that if they did get a job, it was doingwork that nobody else wanted to do.
Asylum seeker participants stated that work and employment was not really an issue for them, because, as Asylum Seekers, they are notallowed to work. However, participants saidthat people with (refugee) status still find ithard to find work.
AccommodationAccording to the Traveller participants, theprincipal example of institutional racism forTravellers came in relation to accommodation.Participants reported a sense of powerlessnesswhen it came to accommodation and a belief that Galway City Council would never offer a settled person the same standard of accommodation:
‘No choice for Travellers where they want to live’
‘Sometimes Travellers are forced on to a siteinstead of a house’
They also reported that where barriers exist atthe entrance to a halting site a key is notalways available on site, which makes accessfor the emergency services impossible.
The fact that the City Council tends to intervene more in Travellers accommodation was mentioned.
‘Corporation tend to interfere with Travellers’business more than settled people’.
For the asylum seeker participants theproblems in relation to accommodation havemore to do with the private rented sector.Participants reported discrimination in tryingto access private rented accommodation.
‘Landlords say that the places are gone and with property agencies you have no chance at all’.
‘Landlords think, “they’ll ruin the property”’.
There were many problems with the policy of direct provision and hostelaccommodation reported.• Lack of privacy.• Strangers forced to share rooms.• Adults forced to share rooms with
their teenage children.• Food unsuitable to people, particularly
children. ‘Children are getting sick and they are just not eating’
• Enforced idleness.• Deliberate policy of relocating people.• The allowance of €19.10 per week is
not nearly enough for basic needs.• Children are growing up not having
ever seen a kitchen.
Note 43O’Donoghue,
Siobhán, 2004.Private Homes: APublic Concern –
The Experience ofTwenty Migrant
Women Employedin the Private Homein Ireland. Migrant
Rights Centre
Note 44The quotes
presented in thissection are takendirectly from the
participants of focusgroups undertaken
with ethnicminorities as part
of the strategy’sresearch and
consultations.
2524
EducationTraveller participants reported differentexperiences stating that discrimination occurs insome schools but not in others. The experience ofindividual teachers also differed, with someteachers being good to Traveller children andsome not.
Asylum seeker participants reported that childrenare called names in schools. In addition, they saidthat some teachers were just not interested inmeeting the challenge of teaching a child who’sfirst language is not English. However, othersreported very good experiences of teachers. Onewoman reported that she found that otherparents stopped talking when she approached.
HealthAmongst the participants in the Travellers focusgroup, there was general consensus that thehealth services were very bad, but participantsstated that they did not believe thatdiscrimination occurred in the hospitals inGalway City. Similarly, with GP’s theparticipants did not report any bad experiences.
Asylum seeker participants reported that theirexperience of GP’s was generally not good, ‘the GP does not listen’, and that there are oftentranslation difficulties – ‘its impossible to explainwhat is wrong when you do not speak thelanguage’.
JusticeTraveller participants reported that Travellers,especially young Traveller men, do facediscrimination and racist attitudes from membersof the Garda Síochána. These attitudes manifestthemselves in racist name calling andunfavourable treatment because of being aTraveller. Similarly, participants felt that thecourts discriminated against Travellers.
Asylum seeker participants did have some experience of the Gardaí and some of the experiences were of racist remarks from the Gardaí.
Effects of RacismTraveller participants reported a wide range ofeffects of discrimination on them.
• People feel a sense of nervousness going anywhere.
• Traveller women are discriminated against more than the men.
• People avoid going out.• If they do go out and manage to get into
a pub, they’re afraid to go to the bar.‘It makes you feel small’
• Developing coping mechanisms - participants reported having to ensure that the management allowed Travellers in if they were going anywhere, even to a meeting.
• Affects the health of Travellers – participants reported a high incidence of depression.
• Traveller children tend to leave school early because they have no job opportunities.
• There is a higher than normal rate of suicide amongst Travellers, especially young Traveller men.
• Travellers die younger than the settled community. There were three inter-linked reasons given for this:• Experiences of discrimination and racism• Inadequate accommodation• Subsequent bad health.
Asylum seeker participants reported the following effects:
• The development of coping mechanisms – for example, people in private rented accommodation try to arrange to live close together.
• Depression• Marital problems as a result of enforced
idleness and spouses spending too much time together.‘Enforced idleness is mental torture. It leads to resentment of Refugees amongst the Irish and racist attitudes in society.’‘Disabling a productive community – changes people’s attitudes to themselves– a new view of oneself emerges’.
• Increase in the violence against women because of the stress caused by living conditions. This also affects the children
• Racism affects women more than men – and black women most of all.
What can be done?When asked what can be done to reduce thelevels of racism and discrimination experiencedby Travellers, participants suggested:• Education and public awareness
of Traveller culture• Quick action on complaints about
discrimination and racism.• Strengthen the legislation (Equal Status Act).• An advertising campaign portraying
Travellers in a positive light.
Asylum seeker participants suggested:• Locals need to be educated into understanding
that the world is a global village.‘Misinformation should be challenged’.
• The authorities need to expedite applications for refugee status and the process of integration.
• ‘Work permits should be separate to issue of residency. People should be allowed to work – then they will mix with Irish people and there will be opportunities to integrate’.‘The government should be showing leadership’.‘Ireland is still in denial about being a multi-cultural society – trying to frustrate people into going home. We should start looking at the Ireland of the future and shape policies positively’.
• Employment policies should promote equal opportunities.
• People from ethnic minority groups should be portrayed in television storylines.
• There should be a black newsreader on RTÉ.• Supportive people should be encouraged
to say positive things and to challenge racism when they see it.
• Parents should be encouraged to educate their children.
• There should be an anti-racist symbol.• There should be events for children of
different nationalities to mix outside of school – these need to be advertised well.
• Schools should acknowledge that they are multi-cultural and celebrate diversity.
• More intensive English classes are need.‘The City Council – up to now they have closedtheir eyes – its time to admit that we’re here anddo something about it. Local politicians shouldgive a positive message.’
3.2 ANTI-RACISM IN GALWAY CITY
Anti-racism work in Galway has been going on formany years amongst organisations and serviceswhose target group are those who experienceracism and other more general organisations whotarget those experiencing racism as one of anumber of target groups. Examples of the formerinclude, the Galway Travellers Support Group,the Galway Refugee Support Group, the RefugeeInformation Service, the Refugee Legal Service,Galway One World Centre, and the SupportProject for Asylum Seeker and Refugee Kids(SPARK). Examples of the latter include, GalwayCity Partnership and Galway Peoples’ ResourceCentre and an umbrella group, Action forEquality - Galway is active in this sphere. Anti-racism also features in the work of the GalwayCity Development Board.
27
Action Plan
Section 4
26
4.1 PREAMBLE
This section of Towards a City of Equals -Galway City Anti-Racism Strategy presents theAction Plan through which the strategy willachieve its vision. In order to achieve this vision,Galway City – An Intercultural City free ofRacism, the strategy has adopted the approachof Planning for Diversity: The National ActionPlan Against Racism, which emphasises theneed to ‘include diversity by design’. Essentiallythis means that diversity has to be included inthe design of all aspects of society, not just as an add-on or an afterthought when diversitypresents itself. This is the true meaning ofInterculturalism, which Towards a City ofEquals - Galway City Anti-Racism Strategy espouses.
Towards a City of Equals - GalwayCity Anti-Racism Strategy
VisionGalway City - An Intercultural City Freeof Racism - Let’s Do It!
MissionTo eliminate racism from Galway City.
AimTo welcome diversity, eliminate racism,and promote interculturalism.
4.2 INTERCULTURALFRAMEWORK OF THE GALWAY CITY ANTI-RACISM STRATEGY
The Galway City Anti-Racism Strategy hasadopted the five strategic objectives of the NPARas five themes under which the actions will bepresented. These five themes are as follows:
Theme 1 ProtectionEnhancing protection against racism.
Theme 2 InclusionEnsuring economic inclusion and equality.
Theme 3 ProvisionAccommodating cultural diversity in service provision.
Theme 4 RecognitionRecognition and awareness of cultural diversity and racism.
Theme 5 ParticipationEnhancing the participation of cultural and ethnic minorities in Irish society.
4.3 IMPLEMENTATION
In order to effectively welcome diversity,eliminate racism and promote interculturalismwhat is needed is a multi-dimensional, multi-organisational approach that is adopted by civic leaders, politicians and voluntary andcommunity groups. The World ConferenceAgainst Racism assigns special importance to the role of politicians, NGO’s (community andvoluntary sector), civil society, and the media as key actors in any campaign against racism. In addition, this strategy emphasises theimportant role to be played by statutoryagencies, social partners, local developmentagencies, and local government.
The role of community development
Community development, encompassing as itdoes a number of different strategies, is the idealapproach in the challenge to welcome diversity,eliminate racism and promote interculturalism.Community development is about working fromthe ground up and starting from a criticalanalysis of the situation those who areexperiencing racism find themselves in.Community development encompasses theprinciple of participation, so that the work isabout engaging and facilitating members ofminority groups in the fight against racism anddiscrimination. Community development is aboutengaging the collective as well as individuals andfacilitating the development of solidarity withinand between minority groups.
Community development is also about workingat a macro level to influence policy changes. This work needs to be informed by work on theground and reliable, current information anddata, at present extremely scarce, is vital.Community development is about networkingand making links so that anti-racism workbecomes intrinsically linked with wider anti-poverty and equality work, so that proofingmechanisms are used in all policy developmentsto ensure they will not negatively impact onminority groups.
Community Development will be central to the approach of the implementation of Towards a City of Equals – Galway City Anti-Racism Strategy.
Implementation Structures
1. ManagementTowards a City of Equals – Galway City Anti-Racism Strategy will be implemented byGalway City Partnership. It will be managed bya Steering Committee within the CommunityDevelopment measure, to be called the Anti-Racism Steering Committee, which will beanswerable to the Board of Galway CityPartnership. The Anti-Racism SteeringCommittee will include representatives of the Galway City Partnership Community
Towards a City of Equals - Galway City Anti-Racism Strategy 2005-2008
STRATEGIC ACTION
1.1.1 Information on RightsThe production and dissemination ofinformation leaflets covering the fulllegal rights of those who haveexperienced racism, and practicalinformation regarding the reporting of racist incidents and legal redress.
1.1.2 Policing RacismWork at local level to ensure bestpractice in response procedures toracist crime in all its forms.
1.1.3 Racism LogDevelop effective monitoring andanalysis of data on racist incidents
ESSENTIAL PARTNERS
• Irish Centre for Human Rights• Galway City Partnership• An Garda Síochána• Garda Racial & Intercultural Office• Galway Travellers Support Group• Galway Refugee Support Group• Galway Peoples’ Resource Centre• Citizens Information Centre• Refugee Information Service
• An Garda Síochána• Garda Racial & Intercultural Office• Garda Ethnic Liasion Officer• Galway City Partnership• Irish Centre for Human Rights• Galway Travellers Support Group• Galway Refugee Support Group• Galway Peoples’ Resource Centre
• Galway Peoples’ Resource Centre• Galway Travellers Support Group• Galway Refugee Support Group• Galway One World Centre• An Garda Síochána Ethnic Liaison Office• Refugee Information Service
GOAL
• To increase the awareness of legal rights for people who experience racism
• To produce and disseminate information leaflets
• To increase the incidence of the reporting of racist incidents and crimes
• To strengthen local Garda response mechanisms to racist crimes
• To increase protection for the people who experience racism
• To increase confidence in the criminal justice system
• To maximise the potential of local joint policing initiatives
• To establish a monitoring mechanism locally
• To increase the reporting of racist incidents and crimes
• To compile data on the number of racist incidents in Galway City
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Development Subcommittee, representatives of theorganisations participating in the implementationof the strategy and an official representative of theSocial Inclusion Group, who will be the link personbetween the Anti-Racism Steering Committee andthe Social Inclusion Group, and through the latterto the Galway City Development Board. At least50% of the Anti-Racism Steering Committee willbe made up of representatives of minority ethnicgroups. They will be nominated by theIntercultural Community Forum (see Action 5.1.2).
Because of the wide-ranging nature of thisstrategy, it was agreed that a detailedImplementation Plan for each year of the strategy would be drawn up as the first priority on commencement of the implementation phase of the strategy.
2. PartnersThe Working Group acknowledges the importanceof the partnership approach to the implementationof this strategy. It is expected that allorganisations taking part in the implementation ofthe strategy subscribe to the understanding ofracism outlined in section two. In the context ofthis strategy, Partners are defined as follows:Essential Partners:An Essential Partner is defined as one of a team of partners with expertise in the named arearesponsible for the implementation of namedaction(s) in Towards a City of Equals – Galway City Anti-Racism Strategy.Lead Partner:A Lead Partner is defined as the partner assigned the directive role in the implementationof a named action(s). This partner will beresponsible to the Steering Committee for theimplementation of this action(s). Lead Partners for each action are listed first and highlightedin bold in the Action Plan.
Support Partners:A Support Partner is assigned the role of supporting the Lead Partner in theimplementation of named action(s).The lists of Partners presented are not designed to be indicative and other partners may be identified throughout the implementation stage of the strategy.
3. StaffA team will be employed to implement Towards aCity of Equals – Galway City Anti-RacismStrategy. The team will be answerable to theManager of the Galway City Partnership andreport to the Anti-Racism Steering Committee.
4. Monitoring and EvaluationThe implementation of Towards a City of Equals –Galway City Anti-Racism Strategy will bemonitored on an ongoing basis. An evaluationstrategy will be designed as part of theimplementation phase.
THEME ONE ProtectionEnhancing protection against racism.
Objective 1.1 To ensure adequate protection and legal redress for those experiencing racism in Galway City
‘Ireland is still in denial about being a multi-cultural society – trying to frustrate people intogoing home. We should start looking at the Irelandof the future and shape policies positively’.
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STRATEGIC ACTION
1.2.1 A monitoring mechanism against racism
To establish a monitoring and rapidresponse system to identify racist acts, other than those against theperson, and bring them to theattention of the relevant authorities
1.2.2 National Action Plan Against Racism
To facilitate the implementation of Planning for Diversity – the National Action Plan Against Racism at local level
1.2.3 Anti-racism policies and legislation
To make submissions on nationalpolicy and legislation as appropriate
1.2.4 EU Cities Against Racism Initiative
Galway City Council to sign up tothe EU Cities against RacismInitiative and to implement theappropriate actions from the 10Point Plan of Action
ESSENTIAL PARTNERS
• Galway City Partnership• Galway City Council• Irish Centre for Human Rights• Garda Ethnic Liasion Officer
• Galway City Partnership• Galway City Council• Irish Centre for Human Rights• Galway City Community Forum• Galway City Development Board
• Galway City Partnership• Galway City Council• Irish Centre for Human Rights• Galway City Community Forum• Galway City Development Board
• Galway City Partnership• Galway City Council• Galway Travellers Support Group• Galway Refugee Support Group• Galway One World Centre
GOAL
• To have a recording, rapid response and monitoring system in place to combat incidents of racism and incitement to racism in such forms as graffiti,publications, hate speeches, etc.
• To contribute to the successful implementation of Planning for Diversity – the National Action Plan Against Racism
• To influence the development of appropriate policies and legislation
• To have the EU Cities Against Racism Initiative adopted and appropriate actionsimplemented by Galway City Council
Objective 1.2 To create the appropriate environment for challenging racism and promoting interculturalism locally, nationally and at EU level
THEME ONE ProtectionEnhancing protection against racism.
STRATEGIC ACTION
2.1.1 Plan by DesignTo promote a ‘Plan by Design’approach to accommodating diversityby organisations and institutions asoutlined in Planning for Diversity
2.1.2 Research Initiative Establish a formal research initiative to undertake primary research on local ethnic minorities and immigrants
2.1.3 Anti-Racism Visibility Initiative
a. Design and implement equality and diversity training that includes a focus on racism and interculturalism
b. Develop an Intercultural Toolkit as an anti-racism resource for local organisations
c. Develop an Anti-Racism / Intercultural Mark to be displayed publicly by organisations that implement anti-racism and intercultural measures in their organisations.
2.1.4 Anti-racism in the Workplace Week
To promote Anti-Racism in theWorkplace Week
ESSENTIAL PARTNERS
• Galway City Partnership• Galway One World Centre• Galway Travellers Support Group• Galway Refugee Support Group• Galway Peoples’ Resource Centre• Galway Chamber of Commerce
& Industry• Trade Unions• Irish Business & Employers
Confederation
• Galway City Partnership• Irish Centre for Human Rights• Galway One World Centre• Galway Travellers Support Group• Galway Refugee Support Group• Galway Peoples’ Resource Centre• Refugee Information Service• Refugee Legal Service• NUI, Galway• Health Service Executive WR
• Galway City Partnership• Galway One World Centre• Galway Travellers Support Group• Galway Refugee Support Group• Galway Peoples’ Resource Centre• Galway Chamber of Commerce
& Industry• Trade Unions • Irish Business &
Employers Confederation • Galway City Development Board• FÁS
• Galway City Partnership• Galway One World Centre• Galway Travellers Support Group• Galway Refugee Support Group• Galway Peoples’ Resource Centre• Chamber of Commerce & Industry• Trade Unions• Irish Business &
Employers Confederation • FÁS• All education providers
GOAL
• To design and promote the implementation of the ‘Plan by Design’ approach
• To establish research partnerships with research entities locally
• To conduct research studies at local level• Improved understanding of the needs
and challenges facing minority groups• Improved local policy responses to the
needs of ethnic minorities and immigrants
• To design and promote the implementation of anti-racism training.
• To produce the Intercultural Toolkit• To develop an Anti-Racism Mark for
local organisations• To increase the number of organisations
promoting interculturalism locally
• To increase the number of organisations taking part in Anti-Racism in the Workplace Week
Objective 2.1 To facilitate the development of an intercultural ethos in all local organisations in the public, private and voluntary sectors
THEME TWO InclusionEnsuring economic inclusion and equality.
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STRATEGIC ACTION
2.2.1 NAPS/InclusionTo facilitate the implementation ofNational Anti PovertyStrategy/Inclusion with regards tominorities locally
ESSENTIAL PARTNERS
• Galway City Partnership• Galway Travellers Support Group• Galway Refugee Support Group• Statutory Agencies
GOAL
• To facilitate the achievement of NAPS/Inclusion targets locally
Objective 2.2 To ensure there is a focus on the impact of poverty
STRATEGIC ACTION
2.3.1 FÁS InitiativesTo facilitate the inclusion of membersof ethnic minorities in all FÁSprogrammes in Galway City
2.3.2 Other InitiativesTo facilitate the implementation ofother national initiatives at a locallevel as appropriate
ESSENTIAL PARTNERS
• FÁS• Galway City Partnership• Galway Refugee Support Group• Galway Travellers Support Group• Chamber of Commerce & Industry• Trade Unions• Irish Business &
Employers Confederation• City of Galway VEC
• Galway City Partnership• Statutory Agencies
GOAL
• To ensure the inclusion of ethnic minoritiesin all FÁS programmes as appropriate
• To facilitate the successful implementation of national initiatives locally
Objective 2.3 To ensure that national initiatives are facilitated at local level
THEME TWO InclusionEnsuring economic inclusion and equality.
STRATEGIC ACTION
3.1.1 Intercultural Education Initiative
Work with all local educationproviders to implement to NationalCouncil on Curriculum AssessmentAnti-Racism Guidelines
3.1.2 UNESCO Associated Schools Initiative
To promote the participation of local primary and secondary schools in the UNESCO AssociatedSchools Network
3.1.3 Youth Work InitiativeDevelop a programme of anti-racismand intercultural projects with localyouth groups
ESSENTIAL PARTNERS
• Galway City Partnership• Strategic Learning Network• Local education providers• Galway Travellers Support Group• Galway Refugee Support Group• Galway One World Centre• Local Minority Support Orgs• Galway Teachers Centre• Department of Education and
Science, Regional Office• FÁS• Youth Groups• City of Galway VEC
• Galway Education Centre• Galway City Partnership• Galway One World Centre• Local Schools• Strategic Learning Network• Department of Education and Science,
Regional Office• City of Galway VEC
• City of Galway VEC• Galway Youth Federation• Foróige • Strategic Learning Network• Refugee Volunteer Project• SPARK• Galway Travellers Support Group• Galway Refugee Support Group• Galway One World Centre• Health Executive Authority, WR
GOAL
• To support the introduction of a clear anti-racist and intercultural ethos in all local educational institutions and youth groups
• To introduce and disseminate an anti-racism/intercultural code of practice in every school in Galway City
• To facilitate local school children to gain an increased understanding and appreciation of cultural difference
• To facilitate local schools to establish best practice in developing anti-racism and intercultural projects
• To ensure that young people are actively engaged in innovative intercultural learning activities
• To increase interaction between local youth and educators from different cultural backgrounds
• To increase participation of ethnic minority youth
Objective 3.1 To foster an environment of intercultural learning throughout Galway City
THEME THREE ProvisionAccommodating cultural diversity in service provision.
‘Enforced idleness is mental torture. It leads to resentment ofRefugees amongst the Irish and racist attitudes in society.’Participant from Asylum Seeker Focus Group.
3534
THEME THREE ProvisionAccommodating cultural diversity in service provision.
STRATEGIC ACTION
3.2.1 Appropriate targetting of ethnic minorities
Work with all local service providersto ensure that ethnic minorities areproperly targeted
3.2.2 Minority Proofing of local Services
Work with local services to ensurethat services do not have a negativeimpact on minorities
3.2.3 Health InitiativeTo work with the Health ServiceExecutive, WR to ensure that ethnicminorities are accommodatedthroughout the health service
3.2.4 Social Service InitiativeDevelop a more inclusive,intercultural approach to socialservice provision
3.2.5 Childcare InitiativeDevelop a more inclusive,intercultural approach to childcareprovision
3.2.6 Accommodation InitiativeEnsure that there is an equitableapproach to the provision ofaccommodation for ethnic minorities.
3.2.7 Welcome PackDevelop a Welcome Pack for newlyarrived refugees and asylum seekersto include basic information onservices in Galway city
ESSENTIAL PARTNERS
• Galway City Partnership• Galway City Development Board• Local Minority Support Organisations• All relevant service providers
• Galway City Partnership• Galway City Development Board• All relevant service providers• Local Minority Support Organisations
• Galway City Partnership • Health Services Executive WR • Local Minority Support Organisations
• Galway City Partnership • Health Services Executive WR• Local Minority Support Organisations• Community Development Projects• COPE• Department of Social, Community
and Family Affairs
• Galway City and County Childcare Committee
• Galway City Partnership • Health Services Executive WR• Local Minority Support Organisations
• Galway City Council• Galway City Partnership• Local Minority Support Organisations
• Galway Refugee Support Group• Galway City and County
Childcare Committee• Galway City Partnership • Galway Peoples’ Resource Centre• Health Services Executive WR• Galway City Development Board
GOAL
• To develop guidelines and examples of good practice of targeted initiatives
• To ensure appropriate targeting of minorities by service providers
• To design and support the use of a template for Diversity Auditing
• To design and support the implementation of an Anti Discriminatory Checklist
• To ensure that services to ethnic minorities are designed and implemented in culturally appropriate ways
• To ensure that social services to ethnic minorities are designed and implemented in culturally appropriate ways
• To ensure that childcare services to ethnic minorities are designed and implemented in culturally appropriate ways
• To ensure that accommodation services to ethnic minorities are designed and implemented in culturally appropriate ways
• To develop a Welcome Pack in accessible format and in appropriate languages
Objective 3.2 To ensure equal access to services by ethnic minorities
THEME THREE ProvisionAccommodating cultural diversity in service provision.
STRATEGIC ACTION
3.3.1 Intercultural ResourceCentre
Establish an Intercultural ResourceCentre in Galway City
3.3.2 Ethnic Minority Support Groups
Support local ethnic minority support groups and the developmentof their activities and services
ESSENTIAL PARTNERS
• Galway City Partnership• Galway City Council• Intercultural Community Forum• Libraries• Community Development Projects• Local Minority Support Organisations
• Galway City Partnership• Local Minority Support Organisations• Galway City Community Forum • Community Development Projects• RAPID Area Implementation Team
GOAL
• To acquire a physical space• To establish an Intercultural
Resource Centre• To achieve better co-ordination and
networking amongst local minority groups• To improve the capacity to promote
anti-racism and interculturalism through the activities of the resource centre
• To increase the capacity of these groups to highlight and respond to emerging needs within their communities
Objective 3.3 To promote the further development of dedicated support services and facilities for ethnic minorities
‘Sometimes Travellers are forced on to a siteinstead of a house’Participant from Traveller Focus Group
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STRATEGIC ACTION
4.1.1 Intercultural Public Awareness Campaign
Implement an annual Interculturalpublic awareness campaign to focus on diversity and anti-racism
4.1.2 Media InitiativeTo work with the media to combatracism, promote interaction and toraise awareness of cultural diversity,to include:• Training with local journalists to
promote fair and accurate representation of ethnic minorities
• Develop an anti-racist code of practice with the media as outlined in Planning for Diversity
4.1.3 Public Spaces InitiativePromote the inclusion of a focus on the historical and contemporarycultural diversity of the city in all public exhibition spaces.
ESSENTIAL PARTNERS
• Galway City Partnership• Amnesty International• Galway One World Centre• Educational Institutions• Local Minority Support Organisations• Galway City Community Forum• RAPID Area Implementation Team
• NUI, Galway School of Journalism• Local print and broadcast media• Broadcasting Commission of Ireland• National Union of Journalists • Galway Mayo Institute of Technology• Galway City Partnership• Galway One World Centre• Local Minority Support Organisations
• Galway City Council• Galway City Museum• Galway City Children’s Museum• Galway City Partnership
GOAL
• To increase awareness and appreciation of cultural diversity amongst the general public
• To achieve the widespread promotion of Interculturalism
• To produce a glossary of terminology with journalists
• To improve representation of ethnic minorities and immigrants in local media
• To develop a Galway Media Code of Practice• To increase visibility of ethnic minority
groups and issues in the local media
• To increase knowledge about local cultural diversity for local residents and visitors
Objective 4.1 To reduce racism in Galway City through raising local awareness on cultural diversity and interculturalism
THEME FOUR RecognitionRecognition and awareness of cultural diversity and racism.
STRATEGIC ACTION
4.2.1 Intercultural ActivitiesSupport and promote thedevelopment of a local anti-racismand intercultural calendar of events
4.2.2 Annual Intercultural Festival
Support annual Festivals of Culturesfor Galway City.
4.2.3 Intercultural AwardsPromote the introduction of anIntercultural Category into localaward schemes, which will focus onrewarding best practice in anti-racism and interculturalism.
ESSENTIAL PARTNERS
• Galway City Partnership • Local Minority Support Organisations• Local Arts Sector• Galway City Community Forum• Galway City Development Board Arts
& Culture Group• Cúirt
• Local Arts Sector• Galway City Arts Office• Access Music Project• Macnas• Western Writers’ Centre• Colour Street Theatre• Galway Arts Centre• Galway City Partnership
• Galway City Development Board• Galway Chamber of Commerce
& Industry• Trade Unions• FÁS• Refugee Award Schemes • Galway City Partnership
GOAL
• To develop regular anti-racism and intercultural events in the city
• To increase interaction between all communities in the city
• To organise annual celebrations of cultural diversity in the city
• To increase interaction between all communities in the city
• To have an intercultural category in Galway City Awards Schemes
Objective 4.2 To develop and celebrate the cultural diversity of Galway City
THEME FOUR RecognitionRecognition and awareness of cultural diversity and racism.
‘People are forcedinto the welfaresystem. Trained,qualified peopleare left redundantin society’Participant from Asylum Seeker Focus Group
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Acknowledgements
STRATEGIC ACTION
5.1.1 Political Leadership• Agree an anti-racism protocolwith all local candidates / electedrepresentatives
• Work with all electedrepresentative to develop an anti-racist protocol/charter for theconduct of business in the GalwayCity Council
5.1.2 Intercultural Community Forum
Establish an InterculturalCommunity Forum made up ofrepresentatives from the range ofethnic minority groups in the city.
5.1.3 Affirmative Action Programme
Promote increased representationfrom ethnic minorities in political,community and local developmentorganisations
5.1.4 Voter Registration Initiative
To develop a Voter ParticipationStrategy to encourage theregistration of ethnic minorities.
ESSENTIAL PARTNERS
• Galway City Partnership• Political Parties• Local Elected Representatives• Election Candidates• Amnesty International• Local Minority Support Organisations
• Galway City Partnership• Galway City Community Forum• Local Minority Support Organisations• Action for Equality - Galway
• Galway City Partnership• Political Parties• Galway City Community Forum• RAPID Area Implementation Team• Local Minority Support Organisations
• Community Development Sub-group of Galway City Development Board
• Galway City Partnership• Political Parties• Galway City Community Forum• RAPID Area Implementation Team• Local Minority Support Organisations
GOAL
• To encourage local elected representatives and election candidates to show leadership in the area of anti-racism and interculturalism
• To develop and support implementation of Protocol
• To create a formal platform for intercultural dialogue between local communities
• To increase participation by ethnic minorities and immigrants in the local development process
• To increase participation by members of ethnic minority groups in the local development process
• To increase the number of members of ethnic minority groups registering to vote
Objective 5.1 To achieve effective participation by ethnic minorities in the political, community and local development processes
THEME FIVE ParticipationEnhancing the participation of cultural and ethnic minorities in Irish society.
• To the Anti-Racism Advisory Group (listed overleaf) for their input and assistance in the overall development of the strategy.
• To the Anti-Racism Working Group (listed overleaf)for their tireless work over the two years that ultimately ensured the realisation of this initiative.
• To the researchers:
Human Rights For Change, for their report Galway City Anti-Racism Strategy – A Legal Basis.
Ann Irwin, for researching and writing Towards A City Of Equals – Galway City Anti-Racism Strategy 2005-2008.
• To the partner organisations who have committed themselves to ensuring the successful implementation of the strategy.
• To the organisations who have provided funding towards the strategy:
Department of Justice, Equality and Law ReformKNOW RACISM ProgrammeGalway City PartnershipRAPID II Galway City
Finally, thanks is extended to all organisations, groups and individuals who participatedin and lent their support, expertise and experience to the development of Towards A CityOf Equals – Galway City Anti-Racism Strategy 2005-2008.
The development of Towards A City Of Equals – Galway City Anti-RacismStrategy 2005-2008 required a considerable amount of work over a two-yearperiod. This work involved regular meetings, research, consultationsessions, presentations and much more. Special thanks is extended to thefollowing people for their participation in that process:
40
Chelo Alfonsa
Peter Butler
Betsy Carryette
Ellie Cummins
Charlie Currie
Bríd Dooley
Mehari Fisseha
Fionnuala Foley
Juliane Friedrich
Celine Geoffret
Triona NicGiolla Choille
Deirdre Hardiman
Rikke Holdgaard
David Keane
Ernest Keeya
Tokie Laotan
Kerry Larkin
Nollaig Mc Guinness
Ibrahim Noonan
Charlotte Norman
Margaret Ó Riada
Paul Osikoya
Musbau Foley Sarumi
Patsy Sweeney
Serge Thierry
Volunteer
Galway One World Centre
Volunteer
Global Music Project
Galway Peoples Resource Centre
Galway City Council
Volunteer
Galway City & County Childcare Committee
Colours Street Theatre
Galway Refugee Support Group
Galway Refugee Support Group
Community Education, NUI Galway
Volunteer
Irish Centre for Human Rights
Volunteer
Volunteer
Volunteer
Galway City Partnership
Ahmadiyya Muslim Association, Ireland
Global Music Project
Galway Travellers Support Group
Asylum Seekers Group Ireland, Galway Branch
Galway One World Centre
Galway Traveller Support Group
Volunteer
Appendix 1Anti-Racism Advisory Group
Charlie Currie
Bríd Dooley
Deirdre Hardiman
Tríona Nic Giolla Choille
Nollaig Mc Guinness
Margaret O’ Riada
Galway Peoples’ Resource Centre
Galway City Council
Community Education, NUI Galway
Galway Refugee Support Group
Galway City Partnership
Galway Travellers Support Group
Anti-Racism Working Group
The statue ‘Equality Emerging’ located at
Nun’s Island Galway was commissioned by
the SIPTU- NUI Galway Alliance in co-
operation with Galway City Council. It was
presented to the people of Galway and to
people everywhere who are engaged in the
struggle for equality.
The poem inscribed on the base of the
statue reads:
“Above a hole in the ground
No matter what stands
Measures nothing of life
Unless it touches our hearts
And inspires out humanity to act”
Galway City Partnership, 3rd Floor The Plaza, Headford Road, Galway, IrelandTelephone 091 773466, Fax 091 773468, Web www.gcp.ie
Galway City Development BoardBord Forbartha Cathrach na Gaillimhe
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