Anti-Racism in the Workplace

Resource Pack 

Final Draft

Statement of Commitment from IBEC, Congress and CIF

The Irish Congress of Trade Unions (Congress), the Irish Business and Employers’ Confederation (IBEC) and the Construction Industry Federation (CIF) endorse the full and active participation of all individuals in economic, social, cultural and political life.  Racism in all its forms is a barrier to achieving this. Therefore the elimination of racism is an important objective and as social partners, we are committed to playing an active role in achieving this objective through the promotion of anti-racist workplaces.

Work is an essential factor of human life from the perspective of quality of life and social integration. Workplaces that respect the individual, value diversity and make the best possible use of all aptitudes and skills are crucially important for business efficiency. It is in the interests of employers, employees and their respective organisations to promote equal opportunity in the workplace. IBEC, Congress and CIF support the principle and practice that no individual be denied access to employment or be treated less favourably, directly or indirectly, on the grounds of her or his race, colour, ethnic or national origin. Congress, IBEC and CIF will work together in partnership to promote anti-racist workplaces and will act together and within their own spheres of influence to promote a positive approach to diversity and interculturalism.

Racism is a societal problem which is not restricted to the workplace and persists because of deeply-rooted attitudinal and behavioural patterns. IBEC, CIF and Congress believe that tackling racism requires an integrated strategy and targeted measures to encourage, enable and support individuals to participate equally in society. We all have a responsibility to engage in measures to raise awareness and change attitudes. As part of our joint-approach, we will work with individual enterprises and unions in both the public and private sector to support anti-racist initiatives which can be promoted through the workplace and reach beyond the workplace into families and communities. 

Turlough O’ Sullivan			Peter Cassells			Liam Kelleher
Director-General				General Secretary			Director General
Irish Business and Employers’ Confederation 	Irish Congress of Trade Unions 	Construction Industry Federation

Introduction

Outline and Rationale for the Pack 

This resource pack been developed as part of a joint initiative between the Irish Business and Employers’ Confederation (IBEC),  the Irish Congress of Trade Unions (Congress), the Construction Industry Federation (CIF) and the Equality Authority to combat racism in the workplace. 

This initiative builds on commitments made in the Programme for Prosperity and Fairness which acknowledges that “preventing racism in the workplace is of growing importance”. It also marks the initial stages of a process which aims to ensure that the workplace is an arena which:
•	Is free from discrimination;
•	Is welcoming to Black and minority ethnic people
•	Accommodates diversity and realises equality, and
•	Sends a message for greater equality across local communities and the wider society
	
The resource pack aims to:
•	Give a general introduction to racism and the need to tackle racism in the workplace;
•	Promote diversity and interculturalism;
•	Provide ideas for activities to counteract racism at organisation level, and 
•	Provide resource and contact material to facilitate further work on the issue of racism

The pack is aimed at employers and trade union representatives in the public and private sectors. It should be useful in terms of developing good anti-racist policy and practice in the workplace in relation to employees and customers. It is also expected that the pack will be useful to partnership companies which bring together the social partners at local level. 

The cornerstone for this resource pack is the statement of commitment agreed by the national representative bodies - IBEC, Congress and CIF.  The joint production of a resource pack reflects a shared commitment to securing practical initiatives on foot of this statement.

The Equality Authority has responsibility for a broad equality agenda that encompasses the grounds of gender, marital status, family status, age, disability, sexual orientation, race, religion and membership of the Traveller community. The race and Traveller grounds require a specific focus by the Equality Authority on the issue of racism. The wider agenda also provides a valuable opportunity for the Equality Authority to promote and pursue initiatives that facilitate progress across all nine grounds simultaneously in an integrated manner. This also allows for overlapping inequalities to be addressed as for example, the experience of a Black lesbian or a Traveller with a disability.

Defining Racism, Xenophobia and Cultural Diversity

Racism 

Racism can take place at the level of the individual or group.  At the level of the group it essentially involves the abuse of power by one group over another. Power is used to isolate, separate or exploit others on the basis of skin colour, nationality or ethnic or national origin. It can be intentional or unintentional. The result is that certain individuals and groups are denied the right to participate fully in society, do not have equal access to decision making processes and often have their cultures denied. Others then define themselves as inherently superior. Prejudice is an important element in this process. At the level of the individual it can involve physical and/or verbal abuse, as well as actions to exclude or diminish people on the basis of their ethnicity or skin colour.

The term racial discrimination is defined as “any distinction, exclusion, restriction or preference based on race, colour, descent or national or ethnic origin, which has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise, on an equal footing, of human rights and fundamental freedoms in the political, economic, social, cultural or any other field of public life”. 

Xenophobia

Xenophobia is a term that is often used alongside racism.  Xenophobia is an attitude based on a fear of strangers.  It is different to racism in that it does not involve any exercise of power.  However, it shares the element of prejudice with racism.

Cultural Diversity

Culture can be difficult to define as it is both complex and ever changing. One of the most interesting explorations of cultural difference in an Irish context was the Report of the Task Force on the Travelling Community (1995). This states that:

	“Everybody has a culture. It is a package of customs, traditions, symbols, 	values and phrases and other forms of communication by which we belong to a community... Culture is the way we learn to think, behave and do things”. 

The Task Force also agreed that the acknowledgement of different cultures is essential to the well being of any society:

	“Cultural diversity provides a society with a broader range of perspectives and frames of reference. Cultural diversity in a context of mutual respect means that communities with different cultures can provide different approaches and solutions to common problems”. 

Context

Black and Minority Ethnic Groups in Ireland

Ireland is becoming more culturally diverse with a growing presence of a range of ethnic groups. These groups are indigenous to Ireland, come from other EU member states and from many other countries around the world. 

There are no official census figures on the populations of minority ethnic groups in Ireland. The largest minority ethnic group in Ireland is the Traveller community. There are refugees and asylum seekers from over 140 countries now living in Ireland.

There were over 10,000 work permits issued by the Department of Enterprise Trade and Employment to people from 118 countries from January to September 2000. The government’s policy of seeking 200,000 workers from outside the European Economic area over the next 6 years to meet targets set in the National Development Plan will further enhance this diversity. 

This diversity has been a source of benefit to Irish society.  Black and minority ethnic people have taken up a range of roles enriching business, cultural and social life.  The presence of Black and minority ethnic people has helped to address labour shortages and has enhanced our creativity as a society.

Racism in Ireland

Regrettably racism is on the increase and people from Black and minority ethnic groups are reporting mounting racism. Refugees and asylum seekers have been particularly targeted for attack in the form of physical and verbal abuse and protests about their accommodation around the country. 

While the latter is an example of an individual or interpersonal expression of racism, it is also important to look at racism from an institutional perspective. This means focusing on the ethos, practice and decision making processes of our institutions.

Racism is not a new phenomenon in Irish society. The experience of Irish Travellers has been well documented. However, in recent years racism is achieving a new visibility and virulence as our society becomes more visibly diverse.

Racism in the Workplace

Black and minority ethnic people are only gradually becoming a significant presence in the Irish workplace. As such it is timely to explore the potential for racism in the workplace so that preventative measures can be taken. Otherwise racism which exists in the wider society will inevitably be reflected there. This makes it important that steps are taken at an early stage to ensure that racism can find no expression in the workplace. Equally it makes the workplace an important arena in which to promote change as this will then flow out to the wider society.
Racism in the workplace can manifest itself in many forms including through harassment, bullying or lack of promotion opportunities for Black and minority ethnic staff.  It can also happen at the level of access to the workplace where Black and minority ethnic people are denied the right to apply for a job due to non-essential specifications which they could not fulfil, or where the channels of communication are such that they never hear about the job in the first place. 

Sometimes the absence of Black and minority ethnic people in a workplace is perceived as proof that racism is not an issue in that workplace. The logic of this perception is faulty in that it would appear to suggest that racism is caused by Black and minority ethnic people or by their presence.  In such a situation racism could still be finding expression at the level of access to the workplace.  Racist language and comments can also be a feature of such a workplace. This could be a source of stress to other staff and clients or for instance to someone with a Black partner.  Anti-racism is therefore a useful focus for any workplace whatever its current composition.

Legislation 

Equality Legislation

The Employment Equality Act 1998 and the Equal Status Act 2000 promote equality.  The Employment Equality Act 1998 prohibits certain types of discrimination in private and public sector employment (with exceptions). The Equal Status Act 2000 moves the concept of the prohibition against discrimination beyond the workplace and into the public arena where people buy goods, use services, obtain accommodation and participate in educational establishments. There are distinct provisions in relation to clubs which discriminate.  Both Acts prohibit discrimination on nine grounds.  These are:

•	Gender
•	Marital Status
•	Family Status
•	Sexual Orientation
•	Religious Belief
•	Age
•	Disability
•	Race
•	Membership of the Traveller Community
	
Both Acts also prohibit victimisation.

Discrimination

Both Acts have provisions on direct and indirect discrimination.  

Direct Discrimination

This amounts to less favourable treatment i.e. where one person is treated  less favourably on one of the discriminatory grounds than another is, has or would be treated.  The Equal Status Act also includes discrimination by association and by imputation.

Indirect Discrimination

Indirect discrimination is more subtle and harder to prove and there are different standards in both pieces of legislation.  It happens where people are, for example, refused employment or access to goods and services not explicitly on account of a discriminatory reason but because of a practice or requirement which they find harder to satisfy.  If the practice or requirement is found to have the effect of excluding substantially more of the protected group then the employer/service provider will have indirectly discriminated, unless the discriminatory practice / requirement can be objectively justified for the gender ground in the Employment Equality or can be reasonably justified for all the non-gender grounds in the Employment Equality Act 1998 and all of the grounds under the Equal Status Act 2000.  However in relation to the non-gender ground in the Employment Equality Act 1998 (including the ground of race and the Traveller Community ground) and all of the grounds under the Equal Status Act 2000 the offending practice / requirement only has to be reasonably justified.

Sexual Harassment

The Employment Equality Act 1998 has provisions prohibiting sexual harassment and harassment on the discriminatory grounds in the workplace.  Under the Equal Status Act, the harasser shall not sexually harass or harass on the discriminatory grounds another person (the victim) who uses goods, services, accommodation or related services or who obtains or proposes to obtain accommodation provided by the harasser or is a student at an educational establishment at which the harasser is in a position of authority.  A person who is responsible for the operation of any place that is an educational establishment or at which goods services or accommodation facilities are offered to the public shall not permit another person who has a right to be there or to avail himself or herself of the facilities, goods, services etc. to suffer sexual harassment or harassment at that place.

Harassment takes place where a person subjects the victim to any unwelcome act, request or conduct which is based on any discriminatory ground and which could reasonably be regarded as offensive, humiliating or intimidating to the victim.

Employers are responsible for sexual harassment and harassment perpetrated by employees in the course of their employment unless the employer took reasonable steps to prevent the discriminatory act from occurring. 

Disability - Reasonable Accommodation

An employer, a person providing goods or services, accommodation, educational institutions and clubs must do all that is reasonable to accommodate the needs of an employee or a person with a disability by providing special facilities or treatment.  However they are not obliged to provide special facilities or treatment when this costs more than what is called nominal cost.

Positive Action

The Employment Equality Act 1998 has measures on positive action in relation to the promotion of equal opportunity of:

•	Men and women
•	Persons over the age of 50
•	Persons with a disability
•	Members of the Traveller Community
	
The Equal Status Act 2000 allow positive action measures for ‘disadvantaged people’ and measures which cater for the special need of people.  These provisions are broad enough to allow for positive action measures in relation to disadvantage or special needs referable to all nine grounds.
Employment Equality Act, 1998

Specific Provisions

The Scope of the Act is very wide and covers both public and private sectors.

It applies to:

•	Employer - with regard to Access to employment, conditions of employment, 		conditions of employment, promotion and training
•	Collective Agreements
•	Advertising
•	Employment Agencies - in the case of recruitment or other services of an agency
•	Vocational Training
•	Trade Unions and Professional Associations 

Equal Pay for Like Work

‘Like work’ is defined as work which is the same, similar or of equal value.

Exemptions

A number of exemptions are provided for under the Act, on the GENDER GROUND,  in relation to; occupational qualification, personal services, pregnancy /maternity/ adoptive leave, Gardaí and prison services.

There are a number of other exemptions in relation to public service requirements, educational qualifications, occupational qualifications, religious, educational and medical institutions and family.

In addition different ages of retirement can be fixed and a  maximum age of recruitment can be set.  Different Rates of Pay and conditions of employment are allowed based on seniority or length of service.  Discrimination is allowed if Actuarial or other evidence can show significantly increased costs would result if discrimination was not permitted.

Equal Status Act 2000

Goods and Services

People cannot discriminate (subject to certain exceptions) when they are providing goods or services to the public (or section of it), whether for free or where the goods or services are paid for.  “Goods” are defined very broadly and can range from computers to cars, board games to boats.

A service is a facility or service of any nature including but not exclusively facilities for:

•	Banking, insurance, grants, loans, credits or financing,
•	Entertaining, recreation or refreshment,
•	Cultural activities,
•	Transport or travel,
•	A service or facility provided by a club (which is available to the public or a section of it),
•	A professional trade or service.

Services provided by the State, health boards, local authorities etc., are covered (subject to the exception that anything required by statute or EU law is exempted).

Exemptions

Goods and Services

There are several exemptions in relation to cosmetic services, insurance, religious goods and services, sporting events, privacy, promotion of special interest or groups, drama and entertainment, adoption/fostering, wills/gifts and special needs.

Accommodation

There can be no discrimination on the discriminatory grounds (subject to exceptions) in relation to disposing of an estate, termination a tenancy, providing or ceasing to provide accommodation,  that is available to the public (or a section of it).  There are exemptions in relation to “small premises”, and concerning gender / embarrassment, accommodation for religious purposes, refugees, nursing homes, retirement homes, homes for persons with disabilities and hostels for homeless persons.  Local authorities can provide different treatment based on family size, family status, marital status, age and membership of the Traveller community.

Educational Establishments

An educational establishment shall not discriminate (subject to exceptions) in relation to admissions, access, terms or conditions, expulsion or other sanctions.

There are exemptions in relation to single sex schools, religious training, the ethos of the school, non EU Nationals, scholarships, student exchanges, mature students, sporting facilities and events, and students with disabilities.
Registered Clubs

People who have been discriminated against by a club (which holds a licence to sell alcohol) can apply to the District Club for a declaration that the club is a discriminatory club.  In general a club will be treated to be a discriminatory club if it ,or by it’s management, discriminates or it has rules, policies or practices which discriminate such as - refusing to admit persons to membership, providing different terms and conditions, terminating membership or other sanctions, failing to reasonably accommodate members with disabilities (subject to the nominal cost exemption).

There are exemptions if the principal purpose of a club is to cater only for the needs of a particular group from within the nine grounds.  There are also exemptions, in relation to the provision of reasonably equivalent provisions on grounds of age and gender, different types of membership, sporting events and facilities and the elimination of past discrimination.  The District Court may suspend a discriminating club’s licence to sell alcohol to its members.

General Exemptions

Nothing in the Act prohibits anything required by statute or the EU.  There is also a ‘public order’ exemption, and an exemption in relation to preferential fees for persons with children, married couples, people in a specific age group or persons with a disability.  There is also and exemption in relation to medical treatment.

Redress

Under the Equal Status Act 2000 anyone wishing to make a complaint must notify the person against whom the claim is being made, in writing, within 2 months of the incident, identifying the nature of the claim and the intention to seek redress.  (The complainant who wishes to obtain information must do so in written notification).  Under both Acts a complaint must be referred within 6 months to the Office of the Director of the Equality Investigations or to the Labour Court if a dismissal case.  Gender cases under the Employment Equality Act 1998 have the option of going to the Circuit Court).

A person can apply to the District Court for a declaration that a club is a discriminating club.

Prohibition of Incitement to Hatred Act, 1989.

This legislation predates the equality legislation. It is linked in that it can result in a criminal prosecution to emerge from circumstances similar to some of those covered by the equality legislation.

This legislation makes it an offence for anybody to:-

•	Publish or distribute written material
•	Use words, behave or display written material in any place other than a private residence,
•	Distribute, show or play a recording of visual images or sounds
	
where the written material, words, behaviour, visual images or sounds are threatening, abusive or insulting and are intended or likely to stir up hatred.  Hatred is defined as hatred against a group of persons on account of their race, colour, national, religious, ethnic or national origins, membership of the Traveller community or sexual orientation.

This legislation is currently being reviewed with a view to improving its effectiveness.

EU Directive Implementing the Principle of Equal Treatment between Persons Irrespective of Racial or Ethnic Origin, 2000

At European Community level, Article 13 of the Treaty of Amsterdam makes provision for  Member States to take appropriate action to combat discrimination on a number of grounds including racial or ethnic origin. A new Directive on equal treatment irrespective of racial or ethnic origin has been adopted by Member States earlier this year. The scope of the new measure covers goods and services, health, education, sport and employment. The new Directive also makes provision for positive action on the race ground in relation to employment and training. 

The provisions of the Employment Equality Act 1998 and the Equal Status Act 2000 in relation to remedies and exemptions and indirect discrimination may have to be amended in so far as they relate to the ground of race and the Traveller Community ground in the light of council Directive 2000/43/EC which has to be implemented by 19th of July 2003. The limited changes required are a measure of the progressive nature of the equality legislation in place.

 Building Blocks for an Anti-Racist Workplace

Active policies and practices are essential to combat racism in the workplace. These policies and practices are likely to be part of wider equality initiatives that take up the full equality agenda across the nine grounds.  At times they will have a specific focus on racism.  These policies and practices will take different forms depending on the size, sector and function of the organisation. The building blocks presented below will need to be tailored to the particular type of organisation. Likewise they are easily incorporated into a wider, more integrated equality initiative. They do however, reflect a baseline against which progress can be measured.

Policy and Planning

•	A clear message transmitted to all, that racism will not be tolerated in the workplace and an open commitment to challenging racism;
•	An equal opportunities policy incorporating an anti-racism policy statement; 
•	An action plan which defines the key strategies to combat racism and their anticipated outcomes;
•	A monitoring and evaluation process to ensure that results are achieved;
•	Mechanisms to monitor the effectiveness of equality policies and strategies especially as regards the presence and experience of Black and minority ethnic employees;
•	Strategies to encourage the involvement of Black and minority ethnic employees in workplace structures and activities.
	
Recruitment and Selection

•	Inclusion of an equal opportunities statement in advertisements to encourage people from Black and minority ethnic groups to apply;
•	Nomination of a key person, or personnel, with responsibility for ensuring that progress is made;
•	A wide advertisement of vacancies in a manner accessible by Black and minority ethnic groups;
•	Anti-racism training for interviewers;
•	Selection criteria which focus on essential requirements for the job;
•	Selection tests (where used) which do not contain culturally-specific questions which would serve to exclude or discourage applications from within Black or minority ethnic groups and which are not relevant to the job.
	
Culture and Ethos

•	An organisational culture which openly values and accommodates difference and cultural diversity;
•	Anti-racism training for employees and management alike.

Support for Black and Minority Ethnic Employees

•	Support mechanisms available to employees from Black and minority ethnic communities within the workplace, e.g. A structured grievance procedure or process for dealing with harassment from colleagues, customers, clients or suppliers;
•	Flexibility in terms of reconciling work with specific cultural needs;
•	Customised training courses where required e.g. language training.
	
Links with the Community

•	Taking steps to ensure that services and facilities provided are accessible and appropriate to the needs of Black and minority ethnic customers;
•	Initiatives to create links with Black and minority ethnic groups.

Workplace Activities to Address Racism
	
Principles

•	Every individual has the right to work in an atmosphere which is free from harassment and discrimination.
•	Identify key personnel within the organisation who will be responsible for initiatives to counteract racism in the workplace. 
•	To be effective, action must have support from the highest levels in the organisation and the commitment of staff.
•	Actions should affirm cultural difference and its value to the workplace.
•	Actions could usefully be planned in consultation with those affected by racism in the workplace and by representatives of local Black and minority ethnic groups who have experience of challenging racism.
•	Actions should be sensitive to the needs of Black and minority ethnic staff.
•	Organisations should focus on the outcome or experience of racism rather than on the intention, as racism is often unintentional.
	
	Workplace Activities

The following are some examples of activities which could be undertaken:

Exploring Racism

•	Organise anti-racism training for staff
•	Develop an awareness campaign to send out a clear message to staff and customers that racism is not acceptable in the organisation e.g. poster/postcard campaign.
•	Explore the issue of racism in the organisation through attitudinal and		experiential surveys with staff.

Celebrating Diversity

•	Develop an intercultural ethos in areas where staff congregate, e.g. Staff canteen, using material such as posters, Black and minority ethnic group newsletters etc.;
•	Incorporate an element of ethnic diversity into advertising campaigns in order to appeal to a wider customer/client base;
•	Organise celebrations of cultural diversity to coincide with important events for various cultures and nationalities;
•	Organise a day of solidarity with refugees; this could involve fund-raising for a refugee group in the area or for development organisations working in the countries where refugees are coming from;
•	Organise a staff briefing event e.g. bring in a speaker for a lunch time meeting.
•	Make use of resources from Black and minority ethnic groups.

Organisational Development

•	Identify barriers to accessing the workplace and develop an initiative to support recruitment of staff from Black and minority ethnic groups. This might explore issues such as widening the sources of recruitment (through contact with groups or Local Employment Services), focusing on what qualifications and capacities are required for the job etc.;
•	Organise anti-racism training for key personnel e.g. interviewers, management responsible for promotions and trade union members responsible for collective agreements;
•	Develop a staff information booklet in different languages as appropriate;
•	Create a system which would be capable of tracking the presence and experience of Black and minority ethnic staff within the organisation;
•	Draft (or revisit) the organisation’s equality policy to include harassment based on race or membership of the Traveller community;
•	Develop and launch an anti-racist policy statement for the organisation; this 	could cover a range of elements including planning, recruitment and the management of diversity.
	
Business and the Community

•	Develop links with Black and minority ethnic groups in the area;
•	Organise an event with Black and minority ethnic groups in the local area about anti-racism and good practice in employment;
•	Sponsor events organised by Black and minority ethnic groups;
•	Stimulate local business, trade union and community networks to develop an initiative on racism in the local area;
•	Issue a press statement about racism in the workplace targeting local media;
•	Work with Black and minority ethnic groups to carry out an audit of the skills base within these communities.  

Contacts

Equality Authority
Clonmel Street
Dublin 2
Tel: 		01 4173333
Fax: 		01 4173366
E mail: 	info@equality.ie
Web site: 	www.equality.ie

IBEC
Confederation House
84-86 Lower Baggot Street
Dublin 2
Tel: 		01 6601011
Fax: 		01 6601717
Web site:	 www.ibec.ie
E mail: 	info@ibec.ie

Irish Congress of Trade Unions
31-32 Parnell Square
Dublin 1
Tel: 		018897777
Fax: 		01 8872012
E mail: 	congress@ictu.ie
Web site:	www.ictu.ie

National Consultative Committee on Racism and Interculturalism
26 Harcourt Street
Dublin 2
Tel: 		4785777
Fax: 		4785778
E mail: 	nccri@eircom.net
Web Site: 	http://homepage.eircom.net/~racismctee

The Construction Industry Federation
Construction House
Canal road
Dublin 6
Tel: 		4066000
Fax: 		496 6953/6611
E mail: 	cif@indigo.ie
Web Site:	www.cif.ie

Foundation for Investing in Communities
1 Fitzwilliam Place
Dublin 2
Tel: 		01 6619800
Fax: 		01 6619255
E mail: 	enttrust@iol.ie

Congress Network of Unemployed Centres
31-32 Parnell Square
Dublin 1
Tel: 		018897777
Fax: 		01 8872012
E mail: 	congress.centres@ictu.ie
Web site:	www.ictu.ie

Resource Material   

1	Preventing Racism in the Workplace, European Foundation for the Improvement of Living and Working Conditions, 1996
2	
3	European Compendium of Good Practice for the Prevention of Racism in the Workplace, European Foundation of the Improvement of Living and Working Conditions, 1997
4	
5	Race Equality Manual: A practical Guide for Decision Makers, Wendy Davies and Ashok Ohri, 1996
6	
7	Platform Against Racism Pack, European Year Against Racism, 1996

Further Support

The Equality Authority is available to provide additional support to any organisation working to counteract racism in the workplace. Confidential information and advice on all matters connected to the legislation is provided. Advice on issues related to policy and practice, briefing talks and materials are also provided. There is a resource library available to the public.

The employer organisation IBEC provides its members with advice and representation on all aspects of the Employment Equality Act, 1998, including the issue of preventing and dealing with racism in the workplace. The services provided by IBEC to its members include training on preventing and dealing with racism at work for managers and supervisors, advice on drafting and implementing an anti-racism policy in the workplace as well as providing representation in cases of alleged breaches of the 1998 Act which are referred to the Office of Director of Equality Investigations and/or the Labour Court.

The Irish Congress of Trade Unions provides a range of services to trade unions and workplace representatives designed to combat racism in the workplace and in the wider community. These services include education and training course, workshops and briefing sessions as well as advice on handling and processing cases under the Employment Equality Act 1998.

Construction Industry Federation member firms can avail of the services provided by the Industrial Relations Department of the CIF on these issues.