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Extra info for The Diversity Training Handbook: A Practical Guide to Understanding and Changing Attitudes
Sample text
The balance in this regard is to encourage the immigration of skilled workers in order to meet the skills shortage, and to reduce opportunities for illegal migrants. In this regard it seems likely that the UK will adopt a points system similar to those developed in Canada and Australia where applicants are judged on their ability to contribute to the national economy. The Centre for Economic Performance (CEP) at the London School of Economics argue that immigration does not threaten the jobs or salary rates of UK residents, rather it results in a number of financial benefits, for example by providing extra funds for pension schemes.
This, of course, assumes a number of things about awareness which cannot, or at least should not, be overlooked. For example, we need to know what ‘awareness’ is commonly taken to mean. More importantly, if someone’s awareness of something is raised, in what sense can he or she be said to have learnt something? If ‘awareness’ is assumed to be a lower level objective than the person being able to do something, or think about something, then in what sense can awareness have anything to do with training at all?
However, while this provides a comprehensive framework, it is acknowledged by the CRE that policies alone will not bring about effective diversity management. It has been said that 80 per cent of strategic plans are unsuccessful, so what can be done to ensure that diversity strategies or policies are successfully implemented? One method that is reaping rewards in both the public and private sectors is an approach developed by the Office for Government Commerce (OGC) (formerly the Central Computer and Telecommunications Agency).