The aim of the B-Equal DP was to identify and promote innovative ways of combating and eliminating discrimination and inequality in the labour market, and to promote a workforce that reflected the diversity of the district. Background
B-Equal was a broad, multi-sector partnership which operated throughout the Bradford District. Twenty innovative projects were commissioned. Among these were activities to develop training materials and toolkits, a learning champions programme, a crèche and childcare course and a number of research reports into barriers to ethnic minority employment. The DP was administered by Bradford Metropolitan District Council, and involved local employers, public services, the voluntary sector, further and higher education and community based training and development organisation. Twenty projects contributed to the outcomes of the B-Equal. Target Beneficiary group
The target groups were unemployed / underemployed Pakistani, Bangladeshi and African-Caribbean communities, particularly women, young and disabled people.Objectives
Working under the direction of a partnership B-Equal had 4 objectives:
- Develop information systems to improve our understanding of the extent and causes of labour market disadvantage experienced by members of BME communities.
- Target employers to address demand-side issues relating to BME labour market achievement.
- Address identified recruitment and employment barriers for the targeted BME groups.
- Assist employment intermediaries to improve labour market entry outcomes for BME groups.
All the projects feel that their findings can be used most definitely at the local and regional level. However, Digitalife can work at the vertical and horizontal levels through their on-line diversity training programme and they are exploring having a European module for the on-line diversity training with the transnational partners. In terms of dissemination of work being carried out, ADAAB have used radio programmes, seminars and newspaper exposure. Many of the projects will be having end of project reports and ERA are publicising their project through their website which shares good practice on diversity issues and recruitment strategies. Furthermore, there have been ERA presentations at the Bradford Breakthorough Board (Chief Executive’s in Bradford) and at the regional level.