Ws3 copenhagen monitoring inclusion and diversity 2012

Municipality of Copenhagen Employment and Integration Administration

Monitoring Inclusion

byLise Valentin Bayer

Head of Office for Inklusion and Diversity

Employment, Inclusion and Diversity


Background The Inclusion Policy of Copenhagen

2011-14 How do We Follow up?

Inclusion barometer – Monitoring policy outcome

Project bank – Assessing progress on inclusion projects

Intercultural Cities Index – Benchmarking policy input

Experiences on Monitoring Inclusion What are the advantages? What are the challenges?

Contents:


Integration established as an independent area in the Employment and Integration Administration in 2006

From Integration Policy 2006-10: Performance Management Defining indicators to the integration barometer

Towards the Inclusion Policy 2011-14: ”Engage in the City”, ”Fellow Citizenship and Inclusion” adopted by the City Council on 16th December 2010 Vision: Copenhagen as the most including city in

2015 Inclusion barometer 2.0

Clear, measurable objectives Fewer indicators Annual status report to the City Council

Background



January:- Update of the inclusion barometer and

ICC index- Contact to the committees

March: - Annual inclusion

conference

May/June:- The inclusion accounts of the

committees- Discussion with relevant mayors

August:- Status report in BIU and BR

October:- The budget is

approved- Survey to the

inklusion barometer


The ”Annual Wheel” of the Inclusion Policy



The Inclusion Policy of Copenhagen 2011-2014 The Inclusion Policy 2011-14 contains 8 objectives:

Objective 1 More youths have better skills when they leave the Danish primary and lower secondary school

Objective 2 More people in jobs Objective 3 A better ethnic mixture among members of staff and

managers in the Copenhagen Administration

Objective 4 More citizens benefit from the offers of the municipality Objective 5 A more safe Copenhagen for all groups Objective 6 More citizens feel they belong in Copenhagen Objective 7 Fewer citizens feel themselves excluded due to poverty Objective 8 Fewer citizens are subjected to discrimination

Each objective has one or several measurable indicators based on register or survey data.



Inclusion barometer/ Example I

Objective 2 More people in jobs Indicator Reduced gap in employment rates between non-western

minority and majority citizens (register based data )



Inclusion barometer/ Example II

Objective 6 More people feel they belong in Copenhagen Indicator To what extend does people with a minority background

feel included (survey)


The Project bank

In 2007, Copenhagen City established the project bank, which is a database consisting of integrations projects partly or fully financed by the funds of the City.

In 2009, The City Council approved common standards for the integration promoting funds.

Projects receiving funding of 100.000 d.kr or more are monitored:

Initial workshop on program theory and project plan

Quarterly status reports Assessment of progress:

Green, yellow and red (progress, status quo, set-back)

Quarterly status published on our website




The Project bank

The electronic system AMES (Application, Monitoring and Evaluation System)

came into use in August 2007 and addresses three groups:

Citizens: Electronic applications with an opportunity to monitor progress

Caseworkers: General overview and opportunity to draw statistics across the administrations

Politicians and others with an interest in integration: General overview of how the projects are progressing



Intercultural Cities Index

Tool for benchmarking and comparing cities annually Assessing the intercultural policies based on 9

dimensions Network for exchange of best practice

Neuchatel

Zurich

Copenhagen

Barcelona

Campi Bisenzio

Neukølln

Lodi

Duisburg

Genoa

0

10

20

30

40

50

60

70

80

90

100 93

80 7975 74 73 72 70 70 69 68 66 66 66 64 64 62



Intercultural Cities Index Progress from 66

(2011) to 74 points (2012)

Ranked no. 5. among all cities and no. 3. among cities with more than 500.000 citizens.



Experiences on Monitoring InclusionWhat are the advantages? Helps to specify objectives and build commitment to the policy

among actors. Provides administrative and political leaders with an overview

on developments and strengthens the knowledge base for new initiatives.

Provides evidence to practitioners in the design of inclusion programs/initiatives.

What are the challenges? You cannot measure it all – few, reliable indicators! Difficult to estimate the impact of the inclusion policy

due to external factors and other initiatives. The balance between evidence based policies and

political decision-making.

Travel

Ws3 copenhagen monitoring inclusion and diversity 2012