Thursday, May 08, 2008
Conditions.. and investments - Redux
Mick mentioned the Hearts and Minds interview with New York City Comptroller, William Thompson. He opens by futuring on the Investment Conference, but his position on the MacBride principles [3min 40s in] and the Emerald Fund are worth comparing to his previously stated position - noted here. Whereas he had said, of projects selected by the Emerald Fund, “I think that they understand that we are still committed to the MacBride Principles and I think that they’ll make that clear to anybody they’re going to do business with”, he is now stating that, whilst companies the NY Pensions Funds have stocks in will continue to apply the MacBride principles, projects selected by the Emerald Fund will rely on the application of the, “very strong”, “laws that are in place.”
Pete Baker @ 09:46 PM
What this and other US investors under devolution don’t see as important:
1. Increasing the representation of individuals from under-represented religious groups in the workforce including managerial, supervisory, administrative, clerical and technical jobs.
2. Adequate security for the protection of minority employees both at the workplace and while traveling to and from work.
3. The banning of provocative religious or political emblems at the workplace.
4. All job openings should be publicity advertised and special recruitment efforts should be made to attract applicants from under-represented religious groups.
5. Lay-off, recall, and termination procedures should not in practice favor particular religious groupings.
6. The abolition of job reservations, apprenticeship restrictions and differential employment criteria, which discriminate on the basis of religious or ethnic origin.
7. The development of training programs that will prepare substantial numbers of current minority employees for skilled jobs, including the expansion of existing programs and the creation of new programs to train, upgrade, and improve the skills of minority employees.
8. The establishment of procedures to assess, identify, and actively recruit minority employees with the potential for further advancement.
9. The appointment of a senior management staff member to oversee the company’s affirmative action efforts and the setting up of timetables to carry out affirmative action principles.None of that important as capital chasing takes control. I wonder which shinners signed off on backburning this. Though it is good to see US investment criteria matching the Stormont regime’s ethos. No cause for confusion from now on in, the buck being chased is the pure business one.
Posted by on May 08, 2008 @ 11:06 PMMark should have mentioned, perhaps, that the nine points he enumerates are the McBride principles.
It would be a pity, indeed, if there was any backsliding on those.Posted by on May 08, 2008 @ 11:48 PMMichael Bloomberg signaled that NI is not yet ready for investment in his statements about walls. His words are the important ones, not only because he is mayor of NYC, but he is regarded as one of our best business people.
Posted by on May 09, 2008 @ 05:35 AMjoeCanuck: It would be a pity, indeed, if there was any backsliding on those.
Apart from the provisions relating to positive discrimination, what is actually missing from current legislation?
By the way, this isn’t the USA, so really there ought to be a definition of ‘minority’. I assume it isn’t shorthand for ‘under-represented religious groups’, so what is it? Does it refer to the population, the catchment area, or the workplace?
If a minority is over-represented, doesn’t clause 7 contradict clause 1?
Posted by on May 09, 2008 @ 08:55 AMI asked this the last time this topic was discussed, and no-one answered. I’ll ask again.
How does current NI employment legislation not comply with the “MacBride principles”?
Posted by on May 09, 2008 @ 09:55 AMMichael Bloomberg is a barking mad, nanny stater, socialist, control phreak. If you put any value in his opinions you get what you deserve. Visit New York City for Christs sake.
Posted by on May 09, 2008 @ 12:08 PMReader and Willowfield,
I have to admit my ignorance. I don’t what the current legislation is but I’m totally prepared to accept your assurances that the McBride Principles are covered therein.
Posted by on May 09, 2008 @ 01:57 PM1. Increasing the representation of individuals from under-represented religious groups in the workforce including managerial, supervisory, administrative, clerical and technical jobs.
-- This is effectively a statutory duty on the Equality Commission which produces guidance to which employers are required to adhere.
2. Adequate security for the protection of minority employees both at the workplace and while traveling to and from work.
-- Under health and safety legislation employers are required to ensure the safety of their staff. “While travelling to and from work” seems a bit far-fetched and unreasonable.
3. The banning of provocative religious or political emblems at the workplace.
-- Equality Commission statutory guidance forbids the above.
4. All job openings should be publicity advertised and special recruitment efforts should be made to attract applicants from under-represented religious groups.
-- Equality Commisison statutory guidance requires this.
5. Lay-off, recall, and termination procedures should not in practice favor particular religious groupings.
-- Unlawful.
6. The abolition of job reservations, apprenticeship restrictions and differential employment criteria, which discriminate on the basis of religious or ethnic origin.
-- Unlawful.
7. The development of training programs that will prepare substantial numbers of current minority employees for skilled jobs, including the expansion of existing programs and the creation of new programs to train, upgrade, and improve the skills of minority employees.
-- Equality Commission statutory guidance encourages this type of thing, although it is unlawful to discriminate positively in favour of “minority” employees or anyone else.
8. The establishment of procedures to assess, identify, and actively recruit minority employees with the potential for further advancement.
-- See answer above.
9. The appointment of a senior management staff member to oversee the company’s affirmative action efforts and the setting up of timetables to carry out affirmative action principles.
-- Equality Commission guidance encourages this.
In short, then, all companies in NI are bound to have regard to Equality Commission guidance and will therefore be implementing almost all the “MacBride principles” as a matter of policy.
Posted by on May 09, 2008 @ 03:56 PMAppreciate that detailed explanation, Willowfield; it must have taken quite a bit of work/research.
Thanks.Posted by on May 09, 2008 @ 04:47 PMWhat sort of reputation does NYPD have on human rights and is it alright for us to allow them to invest in NI?
I suppose we can not interfere.Posted by on May 09, 2008 @ 09:52 PM
