ESRC Funded Seminar Series
Public Policy, Equality and Diversity in the Context of Devolution
Seminar 2: Mainstreaming equality and diversity
in different national contexts:
implications for policy and practice
The experience of a single equalities
commission in Northern Ireland
Elizabeth Meehan
Queen’s University Belfast
The Scottish Executive and Equality
Esther Breitenbach
University of Edinburgh
Commission for Equality and Human Rights
Towards the Commission for
Equality and Human Rights
Debbie Gupta
CEHR Project Team
• Why the CEHR?
• What will it do? (and not do?)
• Lessons learned
• Next steps towards establishment
key facts
• Replaces the existing Commissions
– Commission for Racial Equality (est 1976)
– Disability Rights Commission (est 2000)
– Equal Opportunities Commission (est 1975)
• Provides institutional support for new discrimination grounds and human rights
– Religion or belief
– Sexual orientation
– Age
• Operates with existing discrimination law framework*
why the CEHR?
• Legislative landscape has changed
• Social and demographic challenges of the future
• Powerful and authoritative
• Resource efficiency
what the CEHR will do…
• Work on a wide basis across equality, diversity, human rights and good relations
• Duty to consult stakeholders in preparation of strategic plan, and on ‘State of the Nation’ report
• Regional arrangements – greater relevance for local communities and public services
• New duty to work towards elimination of prejudice towards, hatred of, and hostility against
communities and new powers to monitor hate crimes
• Provide guidance across all areas of discrimination, perhaps on a sector-specific basis eg education,
and what the CEHR will not do…
• Dilute expertise and experience – instead putting it all together under one roof
• Treat all issues in the same way – equality is about recognising and accommodating different needs
and circumstances
• Support every discrimination case – will need to use limited resources to achieve strategic
• Undertake litigation on human rights cases – except in a few limited circumstances
lessons learned
• the journey is as important as the destination
• change is always difficult
• honest, open dialogue is critical
• passion, aspiration and vision matter
next steps towards establishment…
• Equality Bill 2005
• Steering Group
• Capacity-building for new discrimination grounds
‘An absolute duty’: the rhetoric and
reality of mainstreaming equality
in post devolution Wales
Paul Chaney
University of Cardiff
• Legal + institutional context
• political vision
• institutional prerequisites for mainstreaming
• Evaluation reports
• Public policy: selected examples
• Overall Assessment
Context: Welsh Office
• Male-dominated administration
• Weak national Welsh policy making capacity
• Equality issues ignored / “not our
• Wholesale failure to tackle inequality and
Mainstreaming: Devolution,
and the Political Vision (1)
• Development beyond enabling statutory
• Need to ‘take equality of opportunity factors
into account in every policy decision’
• ‘a definite dynamic’
• ‘individual responsibility’
Mainstreaming: Devolution, and
the Political Vision (2)
• ‘a democratic, participative approach’
• ‘clear priorities and targets for action’
• ‘This mainstreaming approach is fundamental’
Challenging Context
• Equalities more pronounced
• Deficiencies in Welsh devo ‘settlement’
• High expectations of ‘new’ politics
• Discontinuities in Ministerial ‘leadership’
• Huge pressures on Welsh civil Service
Institutional Prerequisites
• Appropriate institutional arrangements
• Awareness raising
• Training
• Expertise
• Appropriate staffing
• Reporting mechanisms
• Incentives to ‘build ownership’,
• Securing adequate resources
(B y s ta ff g ra d e )
S C S (m o st se n io r)
Bands F & G
Bands D & E
B a n d s A to C (m o st ju n io r)
% E m p lo ye d 3 1 .0 1 .2 0 0 0
% E m p lo ye d 3 1 .0 3 .2 0 0 3
2 5 .6
3 3 .0
3 9 .5
6 0 .5
2 8 .1
3 9 .3
5 3 .4
6 1 .3
S C S (m o st se n io r)
Bands F & G
Bands D & E
B a n d s A to C (m o st ju n io r)
3 .5
3 .1
4 .3
3 .1
4 .2
4 .4
4 .4
6 .9
S C S (m o st se n io r)
Bands F & G
Bands D & E
B a n d s A to C (m o st ju n io r)
0 .0
1 .5
1 .0
1 .4
1 .1
1 .1
0 .6
1 .1
9 .3
1 3 .1
S a m p le 1 ,5 2 0 sta ff A ll g ra d e s
* E x c lu d e s s ta ff em p lo ye d in th e P re s id in g O ffic e
S ta ff D ive rs ity in th e W e ls h A s s e m b ly G o v e rn m e n t C ivil S e rvic e .
Evaluation (2002).
• Subject committees failing to mainstream
equality into policy-making
• Policy consultations under-resourced
• Majority of policies ‘declaratory’ approach to
• Policies lacked equality targets
• ‘Ownership’ lacking
• Financial and human resource implications
“Little strategic direction”
‘currently the Assembly does not have an
overall equality strategy, and in our view there
is no doubt that this is hampering the
Assembly's efforts in relation to mainstreaming
equality (NAW, 2004:31-2).
Evaluation (2004).
• Officials: Inadequate equality training
• Inadequate Official Statistics
• Failing/ inadequate EPU
• Inadequate equalities advice to public sector
• Absence of equality impact assessments
• Inadequate monitoring of equalities policies
e.g.s of Equality Policy and
• Consultative policy networks
• Public Procurement
• Public Appointments
• Education Policy
• Equality and the Regulatory Infrastructure of
the State
• Equality in Welsh Law
H e a lth
P ro v is io n o f c o m p re h e n s iv e C e rv ic a l
s c re e n in g b y c o n tra c to rs to N H S W a le s
W e ls h S ta tu to ry In s tru m e n t 2 0 0 4 N o . 4 7 8 (W .4 8 )
T h e N a tio n a l H e a lth S e rv ic e (G e n e ra l M e d ic a l S e rvic e s C o n tra c ts ) (W a le s ) R e g u la tio n s 2 0 0 4
G re a te r re g u la to ry p ro te c tio n fo r w o m e n
h a v in g a n a b o rtio n
A b o rtio n (A m e n d m e n t) (W ale s ) R e g u la tio n s (2 0 0 2 ), 1 9 .1 1 .2 0 0 2
D is a b ility
L o c a l G o vt.
/ P u b lic
s e c to r
H o u s in g
R e s p o n s ib le b o d ie s s h a ll s e t o u t th e ir
H e a lth a n d W e ll B e in g S tra te g ie s
la n g u a g e s a n d fo rm a ts fo r d is a b le d p e o p le
E n h a n c e d d is a b ility p re m iu m s in m e a n s
te s ts fo r d e te rm in in g th e a m o u n t o f
h o u s in g re n o va tio n g ra n t a n d d is a b le d
fa c ilitie s g ra n t
A n e w e th ic a l fra m e w o rk for lo c a l
g o v e rn m e n t a n d p u b lic a u th o ritie s in
W a le s – em p lo ye e s o f re le va n t a u th o ritie s
m us t c om p ly w ith p o lic ie s re la tin g to
e q u a lity is s u e s
In c o rp o ra tin g e q u a lity a s a p u b lic s e c to r
p e rfo rm a n c e in d ic a to r
T h e n u m b e r o f d om e s tic vio le n c e re fu g e
p la c e s p e r 1 0 ,0 0 0 p o p u la tio n w h ic h a re
p ro v id e d o r s u p p o rte d b y th e b e s t va lu e
a u th o rity
In te r a lia , a d d s to th o s e P e rs o n s w ith
p rio rity n e e d fo r a c c o m m o d a tio n : ‘a p e rs o n
fle e in g d o m e s tic v io le n c e o r th re a te n e d
d o m e s tic vio le n c e - A p e rs o n w ith o u t
d e p e n d a n t c h ild re n w h o h a s b e e n s u b je c t
to d o m e s tic vio le n c e o r is a t ris k o f s u c h
W e ls h S ta tu to ry In s tru m e n t 2 0 0 2 N o . 3 2 5 (W .3 8 ) P riv a te a n d V o lu n ta ry H e a lth C a re (W a le s )
R e g u la tio n s 2 0 0 2
W e ls h S ta tu to ry In s tru m e n t 2 0 0 3 N o . 1 5 4 (W .2 4 ) T h e H e a lth , S o c ia l C a re a n d W e ll-b e in g
S tra te g ie s (W a le s ) R e g u la tio n s 2 0 0 3
W e ls h S ta tu to ry In s tru m e n t 2 0 0 1 N o . 2 0 7 3 (W .1 4 5 ) T he H o u s in g R e n e w a l G ra n ts
(A m e n dm e n t) (W a le s ) R e g u la tio n s 2 0 0 1
W e ls h S ta tu to ry In s tru m e n t 2 0 0 1 N o . 2 2 8 0 (W .1 7 0 ) T he C o d e o f C o n d u c t (Q u a lifyin g L o c a l
G o ve rn m e n t E m p lo ye e s ) (W a le s) O rd e r 2 0 0 1
W e ls h S ta tu to ry In s tru m e n t 2 0 0 1 N o . 1 3 3 7 (W .8 3 ) T h e L o c a l G o v e rn m e n t (B e s t V a lu e
P e rfo rm a n c e In d ic a to rs ) (W a le s ) O rd e r 2 0 0 1
W e ls h S ta tu to ry In s tru m e n t 2 0 0 1 N o . 1 3 3 7 (W .8 3 ) T h e L o c a l G o v e rn m e n t (B e s t V a lu e
P e rfo rm a n c e In d ic a to rs ) (W a le s ) O rd e r 2 0 0 1
H o m e le s s P e rs o n s (P rio rity N e e d ) W a le s O rd e r (2 0 0 1 ), 1 6 .0 4 .2 0 0 2
UN International Assessment,
March 2005
• uneven in their effectiveness
• often marginalized in national government structures
• frequently hampered by unclear mandates,
• lack of adequate staff, training, data and sufficient
• lacking support from national political leadership’
(UN Inter-Agency Network on Women and Gender Equality, IANWGE,
Rhetoric or Reality? (1)
• Presently, more rhetoric than reality
• Failed against Welsh exec’s self-stated aims as well as int. understood principles of
• Positive developments – institutional
• Positive developments – selected e.g.s of
policy and law
Rhetoric or Reality? (2)
• Thus far, faltering and uneven approach to
• Current implementation of Mainstreaming
Review recommendations: a crucial test (déjà
vu )
• Absolute Duty?
NAW definition of equality
• ‘treating people equally in status, rights and
opportunities through a set of policies and
actions, with the aim of securing equality of
outcome for all’ (NAW, 2004:7).
NAW definition of
‘the integration of respect for diversity and equality of
opportunity principles, strategies and practices into
the every day work of [government …] and other
public bodies. It means that equality issues should be
included from the outset as an integral part of the
policy-making and service delivery process and the
achievement of equality should inform all aspects of
the work of every individual within an organisation.
The success of mainstreaming should be measured
by evaluating whether inequalities have been
reduced’ (NAW, 2004:6).
Equality, diversity and the politics of
scale: the Canadian public policy
Janet Siltanen
Carleton University, Ottawa
Gender-based analysis and diversity
in Canadian public policy
•the significance of diversity in federal commitments
to gender-based analysis
•action to integrate gender-based analysis and
•implementation successes, challenges and
Setting the Stage for the Next Century: The
Federal Plan for Gender Equality, 1995-2000
A gender-based approach ensures that the development,
analysis and implementation of legislation and policies
are undertaken with an appreciation of gender
It also acknowledges that some women may be
disadvantaged even further because of their race, colour,
sexual orientation, socio-economic position, region,
ability level or age. A gender-based analysis respects
and appreciates diversity.
Putting intersectional analysis into practice
•intersectional analysis as a theory of inequality in Canada
•intersectional analysis in practice
- intracategorical analysis
- intercategorical analysis
Rescaling and the policy process
•the politics of scale in the analysis of policy-making in
•rescaling and ‘gender and diversity’ policy-making in
provinces, regions and cities
•consistency versus context in sub-national policy
implementation mechanisms
Charter of Rights and Freedoms
• 15. (1) Every individual is equal before and under the law and
has the right to the equal protection and equal benefit of the
law without discrimination and, in particular, without
discrimination based on race, national or ethnic origin, colour,
religion, sex, age or mental or physical disability.
• According to rulings made by the Supreme Court of Canada,
section 15 (1) of the Charter provides not only formal
equality, but also substantive equality.
The Nordic Approach to the
Promotion of Equality
Tuula Gordon
University of Helsinki
Equal opportunities in Malta:
a southern European perspective
Mary Darmanin
University of Malta
• 1987 following European Convention of Human Rights
• 1991 Convention on the Elimination of Discrimination Against
• Constitutional amendments prohibiting discrimination on ground of
• Rights of disabled to work and training
• Since 2003 some protection against discrimination on grounds of
• Roman Catholic religion entrenched in Constitution as religion of
Equal Opportunities (Persons with Disability) Act , February 2000
Act to Promote Equality for Men and Women, Act I of 2003
Domestic Violence Act 2005 (being debated now)
Subsidiary legislation on tax credit for women returnees 2005
Equal pay for the same work, 1964; Equal Pay Act 1967; 1974 annual
increments to female civil servants; 1976 extended to private sector employees
13 weeks maternity leave on full pay 1981, one further week unpaid since EU
accession 2004
Disabled Persons (Employment ) Act 1969: register , quota of 2%, not
Females able to join trade unions 1937
No legislation to protect against discrimination on the ground of sexual
The policy context
• Area of 316 Km sq: Malta and Gozo (and 3 unoccupied islands)
• Population 400,000
• New EU member, May 2004
• 4th highest debt level in EU
• Large deficit
• Decline in industry
• Rise in unemployment
• Average annual salary - female Lm 4462, males Lm 5354
• Low overall employment rate – 54.4%
Labour Force Data 2004
• Female activity rate is 36.7%
• Female employment rate 32.9%
• Female unemployment rate 10.2%
• 54.2% of unemployed females are age 15-24
• 17.7% of all employed females work part-time as main occupation
• 2.5% of the females are self-employed
• 2003 Disability Survey: 23% (627)of 16-60 are in employment. 897
consider themselves unemployed.
A theoretical aside
Not one perspective but many
My materialist interpretation, within account of social
policy/development of (welfare) state
History of British colonialism/southern Catholicism (sedimented
layers of practice)
State as ‘relational’ : condenses struggles, medial institution
4 imperatives/responses to:
transnational capital
global political structures
domestic pressures and demands
internal needs and self-interests
Specificity of Malta and Gozo
• Geographical size (no natural resources)
• Population size :doubled in 20th century; 1,265 per sq km; nonMaltese element 2.1% , masculinity ratio 977
no critical mass of activists, multi-functional roles,
intimacy/affectively charged relationships, interdependent social
• Intensive links with metropolitan imports
• Colonial ‘penetration’ intensive and durable -2000 year history.
British period 1802-1964
• Catholic Church: a coloniser?
• EU : direct (rule?) external influence
Early discourses and practices
• Complex system of needs based assistance (charity?) since the
Knights of Malta, 16th Century
• Modern welfare since 1920s
• British grouped all service under Comptroller of Charitable
Institutions 1815
• Discretionary pensions to public servants since 1820s
• Fortress economy: work as male, beginning of male breadwinner
model (though women in paid employment and subsistence
economy too)
Early welfare and internal demands
Early social assistance and social insurance
1927 Widows and Orphans Pensions act
Workmen’s Compensation Act 1929(contributory)
Old Age Pensions Act 1948 (means tested)
1940s formation of General Workers Union/MLP = common Labour Front
To repeal 1939 Voting Ordinance (male –only, plural voting) to extend to
males and females over 18. Passed in 1948.
Campaign for introduction of income tax and land tax
1947 restoration of responsible government and Labour administration
Contradictions of the Welfare State
• 1956 National Assistance Act (to heads of household, means tested)
and National Insurance Act (insurance paid by employer, State,
• 1950s (following ILO) Conditions of Employment (Regulations) Bill.
Wages Council and Joint Negotiating Councils
• 1945-1960 heavy emigration to Australia and Canada (over 55,000
Discrimination against female
• 1948 Cabinet decision to lay off females followed by Marriage Bar
• 1956 Balogh Report- waste of talent
• 1974, Act XLV In CERA (1952). MLP government ban on females
filling vacancy of post previously held by a man.
• Repealed by Act XXVII of 8th December 1978- but lose seniority
• MPO Circular 18/96: service prior to resignation not reckonable for
assimilation into civil service grades (in vigore to date)
Hybrid model within economic and
political instability
• Old Age Pensions (Amendment ) Act 1957 : blind
persons over 40 qualify
• 1964 extended to blind over 14
• ‘passive assistance’
• Education, economy very underdeveloped
• From integration to independence struggle –not enough
funds to maintain Malta
• Aid to Industries (Bill) 1957 : labour intensive, low skill,
low pay industries (females)
• Transfer of Dockyard to private company (90,000)
dependent on it
• Service sector tourism growth: seasonal, small
• Large public sector
• Compulsory primary education (part-time) 1948
• 1956 full-time primary
• 600 emergency (untrained ) teachers
• Training Colleges (run by Religious Orders) opened 1950s
• 1956 pilot scheme for two classes of hearing impaired in
mainstream schools
• By 1963 Deaf Unit, and Santa Maria ESN Unit and Guardian Angel
School (all special schools). 1965 Mater Dei for boys with ‘emotional
• Primary some mixed but most large schools single sex till 1981.
Secondary state and Church single –sex to date.
Road to Independence
• Poor financial deal with integration proposal
• Church opposes both Dominion Status and Independence proposals
• Splits in both PN and MLP
• GWU strike and MLP riots –State of Emergency
• Direct intervention of Archbishop- 1961 Directive, Lenten Pastoral
1958 & Pastoral Letter1962, Interdict on MLP Executive –marriage,
burial, mortal sin
• In 1959 Church owned 18 orphanages, 45 schools, 3 homes for the
aged, 360 churches.
Social Policy in the 1960s
• Employment of Disabled Persons Act 1969
• Tax exemption for families with disabled person on special car
• 1970 Special section Sannat School , Gozo for persons with severe
intellectual disability
• Secondary Education for All 1970
• Non-fee paying University 1968
MLP social policy 1970s
• ROSLA, 1971 (girls continue in education)
• Worker-student scheme 1982-87, Stipend system from PN 1988, to
date (?) increase of females in HE (now 54% of graduates).
• 1973 Child Allowance (on basis of number in family, up to 3)
• 1973 Handicapped Pension scheme (non-contributory), extended in
1975 to cover ‘severely handicapped’ persons
• 1976 Minimum Weekly Wage National Standard Order
And 1980s
• 1981 Maternity Benefit for 13 weeks to pregnant females
( not in employment)
• 1981 Maternity Leave : 13 weeks full pay for employed
females ( one further week unpaid since EU accession
• 1986 Social Assistance extended to single or widowed
females taking care of elderly or ‘handicapped’ person at
home. 1992 Carer’s Pension at half minimum wage.
1987 new PN government
• and shift from needs to some rights, from welfare state
to ‘welfare society’
• more involvement of NGOs/civil society, less of State
• Charity again in Public Private partnerships i.e. HSBC
‘glocal’ opportunism
• Co-ordination of social welfare in Ministry of Social
Policy: health, labour, social security, welfare, elderly and
Continuation of needs-based
• 1988 Handicapped Child Allowance for those already entitled to
Children’s Allowance (under 14 years of age). Since 1996 meanstested.
• 1989 Family Bonus also pegged to Children’s Allowance
• 1989 Emergency Assistance for ‘home-driven destitute females’
(victims of domestic violence)
• 1996 Supplementary Allowance for those whose total income fell
below a certain level.
• 1996 lone parent beneficiaries could also work and draw benefit, as
long as total income below Minimum Wage. (Since 2001 applies
also to those in rehab).
Equality Mainstreaming- first phase
• 1987 National Commission of the Handicapped (since 1992 National
Commission Persons with Disability –NCPD/knpd)
• 1987 Secretariat then Department Equal Status of Women (DESW)
: government arm in Ministry Social Policy and Commission for the
Advancement of Women
• 1996-98 Department of Women’s Rights (DWR), Parliamentary
Secretary in the Office of the Prime Minster (MLP)
• 1998-2002 Department of Women in Society (DIS) , Ministry of
Social Policy
• 2002- to date National Commission for the Promotion of Equality
(NCPE), Ministry for the Family and Social Solidarity
• Employment and Training Corporation- now with Gender Equality
Action Plan 2003-2004
Ministerialisation of policy or
representative democracy?
• NCPD – Article 21 of Equal Opportunities (Persons with Disability)
Act .
• 14-19 members, half of which persons with disability or parents of
person with disability (intellectual impairment) and with gender
• Seven appointed by PM from Ministries for Social Policy, Health,
and Economic Planning
• Seven appointed by PM from persons ‘who best represent voluntary
organisations working in field’
• In 2004 – one from Archdiocese, MFSS, MSP, ME ,MH, MFES, MG,
UoM, 2 LCs
• Plus Executive Board (from among members of NCPD)
National Commission for the
Promotion of Equality for
Men and Women
Article 11 of Act :Prime Minister on advice of the Minister
Appoints Chair and 6 members of which at least 3 women
‘such persons appearing to him best suited to deal with issues of equality
for men or women’
Currently 1 from NCW, 1 from AD (male) , 1 ex-speaker MLP, Archbishop’s
EU specialist (priest), 1 tourism industry (male) , 1 other female (an MD)
Plus Executive Director and 5 members of staff + one legal advisor
EU Council Directive 2000/43/EC (to counter racism) transposed to
Maltese law this year, the Commission will become a super- National
Commission for the Promotion of Equality (June 2005). Affiliated to ENAR
Claim that legislation has been drafted
2004 -ongoing Sexual Harassment Code of Practice (help from Australia)
National Machinery Strategies
New equality legislation & amending existing laws
Advising other bodies & supporting mainstreaming in them, i.e.
ETC, other ministries, authorities etc.
Education and training
Information giving and publicity campaigns
Research and publications
Decision-making- representing national machinery on other boards
Dealing with complaints
International obligations
Gender equality legislation
• Amendment to the Civil Code, Act XXI of 1993 Equal Partners in
Marriage- parental rights to mothers, property rights, community of
acquests, retention of name etc.
• 1994 started the work on CERA, to protect against discrimination in
employment, sexual harassment, protection during pregnancy, other
measures for work/family balance
• 1996 proposed (with others) setting up of Family Court (disaster in
• 1996 Social Security Act and Income Tax Act: submit separate return
or be responsible for chargeable income
• Legal Notice 61/96 classifies workers who work 20 + hours as ‘fulltime with reduced hours’ pro-rata benefits. Employer abuse.
• Domestic Violence Bill, June 2005 (test of the reasonable man)&
setting up of Commission (research, strategies, awareness,
standards for practitioners, coordinate national level activities). In
2004, help line got 22,438 calls.
• 2002 Employment and Industrial Relations Act- flexible maternity
leave, 3 months unpaid parental leave, reduced hours, 10 hours
urgent leave with pay (to satisfy Acquis Communtaire)
• 2002 Act to Promote Equality for Men and Women- antidiscrimination in employment, banking and financial institutions,
education and advertising
• Complainants can appeal to NCPE
Disability Legislation
• 2000 Equal Opportunities (Persons with Disability) Act
• Established NCPD and EO Compliance Unit
• Safeguards in employment, education, goods and service,
accommodation, access and insurance.
• Promote civil rights through ETC Support Unit , Employment Training
Placement Scheme & Business Promotions Act
Education and training: NCPD
1993 NCPD publish report on inclusive education policy
2000, ‘facilitator’ system, 600 SEN children in mainstream (but included?)
Participated in NMC process 2000
and Ministerial Committee on Inclusive Education 2000
Another Review Committee meeting 2003-2005
Chair of NCPD on University Senate
Courses on Disability Issues at University (pressure to give up to nondisabled ‘experts’)
Statementing Moderating Board & Board of Appeals , 2003
Report on education post 16 of persons with disability
Education and training: gender
• Less direct involvement of machinery in education policymaking
• Early work on stereotyping in textbooks (1990 B. Davis and
Commonwealth Secretariat Guidelines), guidelines for PSD
teachers (used undergraduates)
• 1993 Adult Education morning classes in 5 basic (school) subjects
• 1994-2004 on-going training for Gender Focal Points
• 1995 Part-time day Diploma Course ‘Women and Development’ ,
WPDC at University
• 1998 short courses AZAD for female candidates for Local Councils
• Chairperson a member on NMC Gender Working Group, late chair
of Gender NMC Focus Group
Research and Publications
NCPD & NCPE both have documentation /resource centres.
NCPD : accessible catalogue, information service sheets, documents,
theses, copies of unpublished material, books, International documents,
periodicals, cd-roms, videos.. Much of it available on-line, including talks,
press releases, sections from Parliamentary Debates etc.
Open 9-noon daily .Free photocopying service. ICT major instrument.
Research published available in Maltese and English versions, no charge
Disability Survey 2003
Annual Reports & EO Compliance Unit Annual Reports
PEKTUR programme- self-advocacy research
Quarterly Maltese language magazine Indaqs (Equal)
2003- Economic Dimensions of Independent Supported Living for People
with Disability
Research and Publications
NCPE ( and previous DESW, DWR, DWIS) library & documentation centre,
5341titles, Dewey catalogue, on-line
1992 Women Working in Factories
1992 Women in Industrial Estates
1992 Information brochure on Family Law
1994 Women in the Media
Directory of Maltese Women
1995 National Report on Maltese Women (for Beijing)
1996 Gender Trends: a Statistical Profile
1998 edited Gender Issues and Statistics
1998 Statistics from 1995 Census Women and Men in the Maltese Islands
2000 Values of Women and Men
2001 a Day in her Life: Social and Economic Contribution of Maltese Women
(qualitative research on domestic labour)
2003 The Impact of Parental Leave, Career Break and Responsibility Leave in the
Maltese Public Sector
2005 ESF research on family/work balance, telework, graduate tracer study, gender
pay gap
NCPE: taking equality further
International Conferences and Meetings: 18
EU and UN Projects: 1) ESF EQUAL 2) ESF Gender Mainstreaming
3)Gender Gap in Science and Technology
Press Releases: 6, tv participation 2 + weekly programme anchored by ES
Local meetings: PSC,: head of EU delegation; 4 with OPM , PPCD and others
on the ESF Funds; on NAP (2004/2005) ; political parties re Local Council
elections; all candidates for MEP EU Parliament; NCW: Ombudsman; Unions;
works Division on Child Care Centre; Media Consulta;NSO; FHRD; Contracts
Dept; Broadcasting Authority; MFSA: Family Lawyers on Civil Code
amendment; others regarding the Complaints received
Telephone contacts with public : 15,154
Complaints: dealing with 52
NCPE work in EU Context
Drafted and revised a number of Memoranda and Instruction
Notes defining Malta’s position
Article 13 Principle of Equal Treatment between Women and Men in
the Access to and supply of Goods and Services
Directive on the Implementation of Principle of Equal Opportunities
and Equal Treatment of Men and Women in Maters of Employment
and Occupation
Amending Council Decision 2001/51/EC and Decision no.
848/2004/EC establishing Community Action Programme
Review of the Implementation by the Member States and the EU
institutions of the Beijing Plat form for Action
NCPD : taking equality further
Complaints of Discrimination : closed 218 cases ( 81 new ones in 2004)
Reasonable Accommodation Board: 53 requests for exemption
Special identity card (842 new applications, 6795 with card) to get number of
Special apparatus fund ( Lm65,000 and 240 beneficiaries)
Service for those with challenging behaviour (Canadian expert)
Foundation for Transport for Independent Living: since 1994, now gave grant of
LM12,000 & seconded person to run it full-time, van damaged in 2003 floods
Collaboration with Foundation for IT Accessibility : assists persons with disability to
get computer for free, & courses with MCAST for persons with intellectual disability
and hearing impaired
Other courses for employees at NCPD: Data Protection & Communication with
On Boards: Senate, MCESD, Family Commission, Etc, ESF, Respite Care Services
Agreements with HSBC and BOV on service provision & employment policies, and to
make electronic banking accessible
Tax rebate of Lm4000 for parents paying for facilitator in independent school
Access to parish churches: some agreements reached
Recommendations to other Depts: vetting applications with MEPA (436 new ones),
exemption on customs duty MoF, ( 130 new) exemption of road licences Testing and
& Licensing directorate (98 new) , Blue Sticker C of Police (472 new ) , work permits
for personal assistants Dept of Citizenship, reserved parking Transport Authority (91)
Relay Service for Textelephone (for hearing impaired)
Websave Service and SMS/Voicemail-Maltascom provides financial assistance
(through FITA)
Work with other organisations (p.27)
NCPD: International Activities
Participation In EU High Level Group on Disability
European Disability Forum- President and retiring and new Directors visited Malta
United Nations Convention – after once in New York, financial problems /others will
attended only meetings in Europe.
EU Community Action Programme to Combat Discrimination: two applications. 1)
100, 000 euros with Jesuits to run Awareness campaign ‘Diversity Strengthens’, 2)
Self- advocacy seminars for persons with intellectual disability & Persons with a
Disability Parliament
National Disability Information Day (40,000 euro)
EU Conferences and meetings: 6 (most attended by participant with disability)
Support to others to benefit from EU funds: 1)Leonardo- funds for assistant to
accompany applicant;2) five workers of SAPPORT agency sent study visit to
Sweden; 3) ETC official to EDF meeting Greece on Employment and Quota system
Employment and Training
Corporation: Gender Equality Action
Plan 2003-2004
• Recruitment of Senior Executive (Gender Issues)
• Gender Impact Assessment Guidelines
• Gender Monitoring –labour market
• Target Setting
• Cooperation-national machinery & NGOs
Promoting Equal Access to
• Support for Guidance Teachers
• Guidance and Counselling for Women Returners
• Women’s Empowerment Programme
• Promoting Vocational Option for Young Women
• Conducting a Gender Audit-for HR managers
• Childcare Campaign
• Telework- to conduct a study
Facilitating Retention of
• Childminding Service
• Work-life balance
• Temping Opportunities
• Managing Parental Leave- provide cover
• Gender Issues for Trade Unions
• Media Spots and information campaign
• Atypical Work- proposed study
• Women in Science and Technology
Enabling Progression at Work
• Mentor Training Programme (FHRD)
• Pay Equity at Work- to train HR managers
• Job Evaluation Tool
• Career Development Skills for Women
• Equal Opportunities Award
• Longitudinal Studies
• Sectoral Studies
• Qualitative Studies (Breaking through the Glass Ceiling)
ETC and Special Needs
• The Supported Employment Section:
counselling, placement & referrals for adequate
• Bridging the Gap Scheme: trainee given period
of work exposure, no need to sign up for
unemployment benefit, weekly allowance of
Lm35 instead of SS benefit, employer does not
pay NI, wages, sick leave.
Liz Sutherland, Equality Challenge Unit
Linda McKie, Glasgow Caledonian University
Sheila Riddell
University of Edinburgh

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