Strategic Marketing Plan Strategy Eveluation by msc85991

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									Number   Project No             Project name                       Organisation
  1      041016NW3                 MIDAS                          Bolton Institute
  2      041049NW3                  WiCE                       BOLTON INSTITUTE
  3      041091NW3             Breakthrough                        Bury College
  4      031086NW3    The Needs and Wants of a Woman           Business Link C & W
  5      031085NW3     Job Outcomes for Lone Parents              CG Resources
  6      041108NW3       Female Economic Inactivity               CG Resources
  7      051006NW3               Signposts                CHAPTER (WEST Cheshire) Ltd
  8      031082NW3        Work and Women (WOW)           Cheadle & Marple Sixth Form Col
  9      041105NW3        Ethnic Women and Work          Cheadle & Marple Sixth Form Col
  10     031071NW3     Climbing the Corporate Ladder      Connexions (Business Services
  11     041053NW3        Beyond the Glass Ceiling        Connexions (Business Services
  12     041019NW3      Reducing Age Discrimination            Lancaster City Council
  13     021198NW3     Diversity to Secure Advantage         Manchester Met University
  14     041021NW3                STREAM                     Manchester Met University
  15     041035NW3    Benchmarking Social Enterprise         Manchester Met University
  16     051049NW3        Getting Ready for Work!            Manchester Met University
  17     041094NW3            Fempowerment                   Manchester Met University
  18     011054NW3    Emerging Sectors Opportunities        Manchester Metropolitan Uni
  19     041054NW3       Female BME Entrepreneurs        Manchester School of Management
  20     011163NW3    Working Women's Research Bid         Plan-It Training & Consult Ltd
  21     041111NW3      Employability of BME Groups      Pro-active Commercial & Communi
  22     031087NW3       Researching women into IT       SITEC TRAINING COLLEGE LTD
  23     041055NW3       Regional Equality in Music              Spirit SSR Limited
  24     011394NW3     Tackling Racial Discrimination            Tameside College
  25     021007NW3       Learning 'About' Disability             Tameside College
  26     031070NW3    Management Skill for Care Homes           Taurus 2000 Limited
  27     011424NW3         Care Sector Research                  The Adult College
  28     031080NW3     Gender Discrimination At Work       The University of Manchester
  29     051005NW3    Older Workers in the North West         The University of Salford
  30     031079NW3        WINWIT Women in NW IT               The University of Salford
  31     041109NW3      Cultural Barriers To Women            The University of Salford
  32     011398NW3            Stepping Stones                      Trafford MBC
  33     031088NW3    Research- Gender Inequality NW            Tribal Regeneration
  34     031081NW3      Faith & Enterprise for Women            UK Islamic Mission
  35     001290NW3     Equality in Social Housing Sect                UMIST
  36     041112NW3            'Click into Place'               Univ. of Central Lancs
  37     041020NW3    BME Communities and the Media             University of Salford
  38     031078NW3      Gender in Cultural Industries           University of Salford
  39     041068NW3      Women into SET Businesses               University of Salford
  40     041095NW3     Developing Female Engineers              University of Salford
  41     011400NW3       Disability and the Employer       Warrington Disability Services
  42     021199NW3     Warrington Multicultural Forum      Warrington Multicultural Forum
  43                    Womens Opportunity Toolkit          CETAD Lancaster University
Project Name and Number                     MIDAS; Number 1 (041016NW3)


Organisation                                Bolton Institute


ESF Funding                                 £143,395


Project Start Date                          1/1/2004


Project End Date                            9/30/2005


Geographical Scope                          Regional - North West


Type of Discrimination                      Disability

                                            Involving both disabled and non-disabled students in the research, design
Research Methods Used and Lessons Learned
                                            and testing of inclusive learning products

                                            1 - To Develop a model for improving the employability of disabled people
                                            which can be used throughout the region;         2 - Using the creativity of
Aims                                        disabled employees to produce the inclusive design products of the future;
                                                                       3 - To assist people with disabilities to move from
                                            supported employment to mainstream employment


                                            Higher than average rates of disability in the region; fully exploiting the
Why it was needed                           region's knowledge base; Overcoming the effects of discrimination; helping
                                            to reduce the gap in employment rates.



                                            70 Learning Concepts, 20 models and 10 near final stage product
                                            designs. Exhibitions and presentations of final models. Staff and
Research Output                             student training and development A new research group formed to
                                            further develop themese from this research exercise. Recruitment of a
                                            PhD student.




                                            Remploy are more aware of the need to work with HE; disabled employees
                                            of Remploy encouraged to patrticipate in HE; students gaining a greater
Follow up Outcomes and Benefits             understanding of the product design process; university staff increasing
                                            knowledge and understanding of inclusive design and needs of disabled
                                            pupils.
Project Name and Number                     WiCE; Number 2 (041049NW3)


Organisation                                BOLTON INSTITUTE


ESF Funding                                 £79,358


Project Start Date                          1/1/2004


Project End Date                            6/30/2005


Geographical Scope                          Regional - North West


Type of Discrimination                      Gender


                                            Research of 300 young people and 20 SMEs. Research design, selection of
Research Methods Used and Lessons Learned   project test group, pre-prog tests and measures, running the programme,
                                            dissemination and eveluation.



                                            1 - To investigate the barriers inhibiting females' employment involving
                                            enterprise, innovation and creativity; 2 - To investigate the factors that lead
                                            to greater male involvement; 3 - To research Gender issues associated with
                                            attitude, employer and employee perceptions and participant expectations,
Aims
                                            with an existing sample of 300 young people, and some 20 SMEs; 4 - To
                                            develop and test model materials for use with females to stimulate interest
                                            in this area and encourage them to pursue careers in science, engineering
                                            and technlogy; 5 - To effectively disseminate the programme.




                                            The under representation of women in Science, Engineering and
                                            Technology (SET) employment both in terms of numbers and more junior
Why it was needed
                                            posts as well as in SET training. Evidence of discrimination in this particular
                                            sector.




                                            Research reports and publications; website with up-to-date records of the
Research Output
                                            activity; pilot learning and study materials.




                                            Greater female participation in employment in industries associated with
                                            innovation and creativity, particularly in the fields of science, engineering
                                            and technology and greater awareness by females of careers in enterprise
Follow up Outcomes and Benefits
                                            and innovation. Young females willing to act as role models and advocates
                                            of Innovation, Creativity and Enterprise activities. These have not been
                                            quantified however and may be longer term outcomes only.
Project Name and Number                     Breakthrough; Number 3 (041091NW3)

Organisation                                Bury College

ESF Funding                                 £44,385

Project Start Date                          4/1/2004

Project End Date                            6/30/2005

Geographical Scope                          Local - Bury

Type of Discrimination                      Gender

                                            100 female employees of SMEs completed Questionnaires, Focus Group
Research Methods Used and Lessons Learned   Discussions involving 22 respondents, Review of current Literature,
                                            Reporting.

                                            1 - To research factors that hinder the progression of women into
Aims                                        management and supervisory positions within SMEs in Bury; 2 - Raising
                                            awareness of barriers to women; 3 - Providing recommendations that will
                                            improve female career opportunities.

                                            Research has shown that although female recruitment and achievement
                                            onto higher level management courses is higher than males, it is not
Why it was needed                           resulting in higher numbers of female managers in the workforce. Research
                                            also suggests that barriers exist to females progressing into managerial
                                            roles. This research is needed to highlight these issues and investigate
                                            discrimination issues at the local level.

                                            A research report which reported the findings of the questionnaire survey
Research Output                             and workshops. Also recommendations were made to produce an
                                            information leaflet and to disseminate this to SMEs in Bury and Bury College
                                            to offer a Breakthrough Training Programme.


                                            1 - Discrimination, both direct and indirect, remains prevalent in the
                                            workplace; 2 - Female progression is hindered through lack of confidence as
                                            they are not as good as self promotion by selling themselves or putting
Key Findings                                themselves forward for promotion; 3 - Cultural issues and stereotyping which
                                            ensures that men are favoured for promotion; lack of flexible working
                                            opportunities; 4 - Better training and qualifications would enhance the
                                            success of females in Bury obtaining a management or supervisory role, for
                                            example in soft management skills.



                                            An information leaflet highlighting the findings of the research was
Follow up Outcomes and Benefits             disseminated to SMEs in Bury to raise awareness and a 12 hour
                                            Breakthrough training programme was run by Bury college to cover the
                                            training needs identified. This lead to a second course which was developed
                                            called Follow Through.
Project Name and Number
                                            The Needs and Wants of a Woman; Number 4 (031086NW3)

Organisation
                                            Business Link Cheshire and Warrington

ESF Funding
                                            £133,890

Project Start Date
                                            11/1/2003

Project End Date
                                            6/30/2005

Geographical Scope
                                            Sub-regional - Cheshire and Warrington

Type of Discrimination
                                            Gender
                                            Focus Group revies with Companies, Qualitative interviews with female
                                            employees, employee reviews (from the application form). A steering group
Research Methods Used and Lessons Learned   ensured that the questions and methods used were appropriate to each
                                            sector.
                                            1 - To investigate barriers to carreer progression, both real and perceived,
                                            for women within the tourism, manufacturing, creative and financial sectors;
Aims                                        2 - To consider the attitiudes of the female employees and employers,
                                            career opportunities and specific training needs afforded to women at all
                                            levels.
                                            Sectoral evidence shows that discrimination and barriers exist to female
Why it was needed                           employees within the sectors, though there is a lack of localised evidence.
                                            Reports were compiled for each company from the results of the
                                            interviews and sector reports have also been compiled which has
                                            allowed for benchmarking of each of the companies and to identify
                                            where there may be discriminiation issues and skills needs. At the end
Research Output                             of each set of sector interviews an event has been held for the
                                            companies involved to discuss the outcomes of the research and the
                                            way forward. The results have been disseminated to all interested
                                            parties.
                                            1 - The project identified that there were barriers to progression, but that
                                            these were not always due to the employers, but more perceived by the
                                            women themselves. 2 - Some specific barriers were sector related,
                                            particularly within the manufacturing and financial sectors, where as there
Key Findings                                was more flexibility for women to progress and develop personally within the
                                            creative and tourism sectors. 3 - Part time workers felt that they were less
                                            likely to move up the career ladder, however, it was determined that again
                                            this was more perceived than real.

Dissemination of Results                    Each company was provided with a sector report which showed them what
                                            other similar companies were doing in their sector.

                                            The business advisor presented this report to the companies and where
                                            appropriate referred them onto Business Link’s workforce development
Follow up Outcomes and Benefits
                                            advisor who provided information on courses and potential grants which
                                            were available to address such issues and also highlight areas of
                                            improvement, for example when an equal opps policy was missing.
Project Name and Number
                                            Job Outcomes for Lone Parents; Number 5 (031085NW3)

Organisation
                                            CG Resources

Project Start Date
                                            11/1/2003

Project End Date
                                            12/31/2004

Geographical Scope
                                            Sub-Regional - Greater Manchester - wards in worst 20%IMD targeted

Type of Discrimination
                                            Gender


                                            Face to Face interviews of 32 lone parent advisors; Questionnaire survey of
Research Methods Used and Lessons Learned   94 unemployed lone parents; Postal/Telephone/Online survey of 30 ICT
                                            employers; Email/Telephone ineterviews of 6 women in ICT careers; and
                                            Telephone interviews with training companies

                                            1 - To undertake research activity to identify key barriers which prevent the
Aims                                        client group from undertaking a career within the IT and related industries. 2
                                            - To identify and implement strategies designed to facilitate entry and
                                            progression within these industries.

                                            Government's onjective of having 70% of lone parents in work by 2010 is
                                            still a far way off. Proportion of lone parents in work nationally is 54.3%, a
Why it was needed                           9% increase since 1997, but is still behind other European countries such
                                            as France with 82% employed and Sweden with 70% employed. The desire
                                            to improve Britain's position is based on evidence that the majority of lone
                                            parents want to work and that their employment will reduce child poverty.

Research Output                             Report Document with accompanied CD containing various appendices. A
                                            diagnostic tool developed for JCP advisors.
                                            1 - JCP is well thought of though advisors would appreciate a better
                                            knowledge of local job opportunities. 2 - lone parents are informed about
                                            training opportunities but barriers to them were transport and childcare. 3 -
                                            although lack of confidence was not commonly named as a barrier, self
                                            confidence was named as a benefit of working. 4 - finances were seen to be
                                            a problem with worries that they would not receive enough pay to make
                                            working worth while, or concerns at being paid monthly - nearly half of the
                                            parents would welcome training in money management; problems of
Key Findings                                childcare including cost, availability, quality and the preference of many to
                                            look after their own children. 5 - some lone parents have a fear of IT and
                                            advisors may not have the knowledge of local employers' needs for IT staff.
                                            6 - the survey highlighted the need to give attention to initiatives such as
                                            Discovery Weeks as they increase confidence but also allow parents to
                                            learn about potential employers and to take part in a work trial. 7 - Three
                                            quarters of parents thought jobs had rigid hours, something that the
                                            evidence from employers contridicted, as it did the view of lone parents that
                                            The report and appendices are available on the company's website and
Dissemination of Results                    were also disseminated to Jobcentre Plus and certain advisors.

                                            A diagnostic tool was developed for Jobcentre Plus advisors which enableds
Follow up Outcomes and Benefits             them to determine the suitability fo a client for an ICT related career. This
                                            enables quicker questioning and a more accurate indication of suitability.
Project Name and Number                     Female Economic Inactivity; Number 6 (041108NW3)

Organisation                                CG Resources

ESF Funding                                 £35,141

Project Start Date                          10/1/2004

Project End Date                            6/30/2005

Geographical Scope                          Local - Manchester

Type of Discrimination                      Gender

                                            Desk research, one-to-one interviews, telephone surveys, paper
Research Methods Used and Lessons Learned   questionnaires, online questionnaires and discussion groups. Responses
                                            were received from 113 claimants, 31 employers and 11 Advisers
                                            1 - To carry out research to identify key barriers and discrimination that
                                            prevent economically inactive women, on non work-related benefits such as
Aims
                                            Incapacity Benefit and Income Support, from returning to the job market or
                                            participating in New Deal programmes.
                                            The prominence of certain Manchester Wards near the top of the IMD;
                                            Record employment and growing unemployment means that alternative
                                            sources of labour should be considered; Inactivity is particularly high
Why it was needed
                                            amongst women and the disabled; Helping the local JCP in developing a
                                            strategy to combat inactivity; The need to identify specific local barriers and
                                            increase JCP's understanding of these.
                                            Report in a range of formats - Web, CD Rom and Paper Based (Not
Research Output
                                            seen, from application).
                                            1 - JCP advisors would like to spend more time with clients and would
                                            wlecome closer links with employers. 2 - Claimants have training and skills
                                            gaps which need to be addressed. 3 - Employers have a more positive
                                            attitude to the claimants than JCP advisors and claimants believe they have.
                                            4 - employers would welcome closer links with JCP particularly in terms of
                                            providing support to claimants. 5 - Caring or Administrative Occupations are
Key Findings                                seen as the most appropriate occupations for claimants. 6 - Lack of
                                            Confidence is seen as a barrier. 7 - Health is obviously a barrier, but
                                            employers are actually supportive of providing support for people with ill
                                            health on the whole. 8 - Recommendations include targeting those lone
                                            parents that definately want to work, not presenting lone parents to
                                            employers as a cohort but as individuals, and employers should be
                                            encouraged to provide training at the workplace.
Dissemination of Results                    Disseminated to JCP staff and employers (only stated in application)
                                            Recommendations provided include: Claimants need to know more about
                                            the financial incentives and about not losing their benefits if employment
                                            does not succeed for them; Jobcentre Plus should work more closely with
                                            employers with Advisers having greater contact; Support needs to be
                                            available for both the employer and the claimant during the first six months
                                            of any new employment to mentor both parties; Short taster training sessions
Follow up Outcomes and Benefits
                                            should be utilised, leading to longer training programmes so that clients can
                                            adjust to the learning environment; Successful training programmes should
                                            be repeated in the same area so that ‘word-of-mouth’ referrals are generated
                                            and this would create a lesser demand for other marketing activities; and
                                            Engagement with the client group to be achieved through outreach services
                                            and trusted intermediaries.
Project Name and Number
                                            Signposts; Number 7 (051006NW3)

Organisation
                                            CHAPTER (WEST Cheshire) Ltd

ESF Funding
                                            £36,391

Project Start Date
                                            7/1/2005

Project End Date
                                            12/31/2006

Geographical Scope                          Local - West Cheshire (Non Obj 2 area of Chester and Obj 2 Transitional
                                            areas of Ellesmere Port and Neston).

Type of Discrimination
                                            Disability


Research Methods Used and Lessons Learned   Questionnaire Interviews and Focus Groups with 20 employers; Developing
                                            and trialing a pre-entry training programme for people with mental health
                                            illnesses; Developing awareness raising of mental health issues.



                                            1 - To undertake research with employers to identify key areas of
Aims
                                            institutional discrimination affecting economically inactive people of working
                                            age disadvantaged in the labour market due to mental health problems. 2 -
                                            To identify follow on training actions to combat the discrimination;

                                            People with mental health difficulties face particular barriers to the
Why it was needed                           workplace and social exclusion and a significant contributor to this is stigma
                                            and discrimination in the labour market.

Research Output
                                            A published report and handbook of good practice (from application).


Key Findings
                                            Research Ongoing

Dissemination of Results                    Results of the report placed on the internet and circulated around key
                                            partners (from application).


Follow up Outcomes and Benefits             Results used to undertake further development of the training programme
                                            (from application).
Project Name and Number
                                            Work and Women (WOW); Number 8 (031082NW3)

Organisation
                                            Cheadle & Marple Sixth Form College

Project Start Date
                                            9/1/2003

Project End Date
                                            12/31/2004

Geographical Scope
                                            Local - Reddish

Type of Discrimination
                                            Gender

                                            A survey of 100 employed women and 30 SMEs and providing ICT training
                                            to women beneficaris in order to improve their employability skills. The
Research Methods Used and Lessons Learned   response to the survey from local companies was poor, as was the take up
                                            of the free follow on training. This was primarily de to the difficulty of
                                            organising fixed training sessions, time and workload constraints.

                                            1 - To conduct a piece of primary research in oprder to look at attitudes at
                                            work and an understanding of the barriers which women face in obtaining
                                            accessible employment, career advancement, equality of earnings and
Aims                                        maintaining a healthy work-life balance. 2 - To provide innovative, high
                                            quality ICT training to women beneficaries in order to improve their
                                            employability skills and, where appropriate, responding by providing
                                            solutions to enable those disadvantaged to engage in flexible learning.
                                            Women in the local area are predominantly employed in an admininstrative
                                            capacity within SMEs and employers see them as easily replaceable and
                                            therefore not worth investing time and money in further training. In Stockport
                                            women earn 75% of men's weekly earnings. In order to be able to address
Why it was needed                           this cycle of disadvantage, a much clearer picture is required. Research is
                                            required at an individual level to be able to produce a study to look at
                                            attitudes to work and an understanding of the barriers which face women in
                                            employment.
Research Output                             Final report and CD Rom

Other ESF Outputs                           14 women completed training and achieved a full qualification and 11
                                            achieved units towards a qualification

                                            1 - Women working for medium sized companies are generally employed in
                                            a clerical capacity. 2 - Workspace nursery provision was very low though a
                                            large proportion of employers allowed special leave. 3 - Employees were
Key Findings                                often unaware of the working arrangements which were available to them. 4
                                            - Most companies had a formal equal opps policy. 5 - Successful training is
                                            that which is flexible, customised to meet individual needs, high quality,
                                            takes place in a pleasant and welcoming environment and there is an ability
                                            to progress quickly onto higher level courses.
                                  Final evaluations completed by beneficiaries showed that: 100% felt they
Follow up Outcomes and Benefits   had improved their basic/key/ICT skills; 86% felt that their general
                                  knowledge of ICT and computers had improved; 79% felt that their practical
                                  skills had improved; 71% had gained more confidence; and more than 50%
                                  commented that their self -esteem and motivation had improved.
Project Name and Number
                                            Ethnic Women and Work; Number 9 (041105NW3)

Organisation
                                            Cheadle & Marple Sixth Form College

ESF Funding
                                            £38,605

Project Start Date
                                            9/1/2004

Project End Date
                                            6/30/2005

Geographical Scope
                                            Local - Stockport, Manchester and Trafford

Type of Discrimination
                                            Ethnicity and Gender
                                            Largely quantitative, face to face survey of 62 South Asian Women at the
                                            Pakistani Resource Centre. Potential sensitivities were overcome through
Research Methods Used and Lessons Learned
                                            the research being undertaken by people from the same ethnic background
                                            in a familiar environment.
                                            1 - To investigate the views and experiences of South Asian women in
                                            respect of employment and training opportunities available to them. 2 - To
                                            ultimately reduce the level of disadvantages faced by women in the labour
Aims                                        market and training with particular reference to South Asian women. 3 - To
                                            use the findings to encourage training, particularly in ICT, and influence the
                                            way in which the training is delivered
                                            In order to address the cycle of disadvantage that was perceived to exist
                                            around South Asian women - namely the lack of educational opportunities
Why it was needed                           afforded to them because of gender, religion, customs and culture - it was
                                            felt that a clearer picture at the individual level around the needs, attitudes
                                            and barriers faced by South Asian women was needed.
                                            A research report which presents the findings of the survey in quantitative
Research Output                             (and some degree of qualitative) form and provides commentary and
                                            conclusions and recommendations.

                                            1 - Religions, custom and Culture are still a factor for South Asian women.
                                            These factors however are individual to the woman, depnding on factors
                                            such as country of origin, education, rural/urban background, family
                                            environment, time in the UK, responsibilities and household commitments. 2
                                            - There has been an increase in the employment and training opportunities
Key Findings                                provided to South Asian women although some still have household
                                            commitments which hinder their ability to gain employment and training
                                            opportunities. 3 - Barriers can be overcome by interventions such as
                                            appropriate childcare, free training, offering and encouraging short courses,
                                            offering careers infor and advice, offering support when accessing courses
                                            and training facilities in the heart of communities.
                                  As part of the research, where appropriate it appears that 12 of the female
                                  participants in the survey were referred onto relevant ICT training courses
Follow up Outcomes and Benefits   and others were given careers and training advice and information by
                                  project workers.
Project Name and Number                     Climbing the Corporate Ladder; Number 10 (031071NW3)


Organisation                                Connexions (Business Services)


ESF Funding                                 £51,726


Project Start Date                          3/1/2003


Project End Date                            12/31/2003


Geographical Scope                          Sub-Regional - Lancashire and Cheshire


Type of Discrimination                      Gender

                                            In depth structured psychometric tests and assessments of 80 female
Research Methods Used and Lessons Learned
                                            managers.

                                            1 - The purpose of this project was to undertake research and follow up
                                            actions to identify key characteristics, skills and attributes common to
                                            women managers to identify barriers to success. 2 - To discover the secrets
Aims
                                            of successful women to inform, encourage and support the next generation
                                            of female managers. 3 - To use the identified key characteristics to help
                                            design and innovative coaching programme.

                                            Female employment rates are high but promotion opportunities are more
                                            limited and there is a significant gender pay gap. The proportion of female
                                            managers still trails male managers significantly. There is a need to
Why it was needed
                                            recognise, value and reward the contribution of all people in order to have a
                                            modern and competitive economy. Lack of regional / local level research on
                                            female managers.

Research Output                             Final report produced and disseminated.
                                            1 - For the participants the "glass ceiling" does exist, although the men in
                                            our study were less aware of the concept than the women. 2 - there are
                                            common characteristics that people associate with being a successful
                                            manager. These tend to be universal, rather than gender specific. 3 - there
                                            are key differences between those who make it to the top and lower
                                            management levels, also between male and female managers. Interestingly,
Key Findings                                the differences between men and women are fewer right at the top of the
                                            organisation. 4 - Recommendations for changes that need to take place to
                                            allow more women to break through the "glass ceiling" include a reviewal of
                                            the traditional model of management, ensuring interview panels are more
                                            balanced in terms of gender, reviewal and updare of recruitment and
                                            selection procedures, and measures for individual women including building
                                            self esteem, having effective coping mechanisms, self regulation and
                                            building networks
                                  Research findings are being submitted to academic journals and the
                                  ‘Professional Manager’ - the publication of the Chartered Institute for
Dissemination of Results          Managers. Evaluations of the programme were collected from the
                                  participants and a report produced; feedback confirmed the positive impact
                                  of the programme




                                  A Career Development Programme was designed as a result of the findings
Follow up Outcomes and Benefits   from this research and a pilot implemented with 38 junior/middle women
                                  managers, which enabled them to progress towards senior levels.
Project Name and Number                     Beyond the Glass Ceiling; Number 11 (041053NW3)


Organisation                                Connexions (Business Services)


ESF Funding                                 £43,383


Project Start Date                          4/2/2004


Project End Date                            6/30/2005


Geographical Scope                          Sub-Regional - Lancashire and Cheshire


Type of Discrimination                      Gender


                                            Culture assessments of 17 medium sized companies; Psycological Profiling
Research Methods Used and Lessons Learned   with managing directors of 17 companies; Psycological Profiling of 17
                                            Senior Women Managers;



                                            1 - The project aims to research the impact of organistaional culture on the
Aims
                                            progression of women into senior management roles;


                                            Female employment rates are high but promotion opportunities are more
                                            limited and there is a significant gender pay gap. The proportion of female
                                            managers still trails male managers significantly. There is a need to
Why it was needed
                                            recognise, value and reward the contribution of all people in order to have a
                                            modern and competitive economy. Lack of regional / local level research on
                                            female managers.

                                            An in-depth research report has been produced, including literative review,
                                            methodolgy, results, discussion and conclusions. The participants in the
Research Output
                                            research received one-to-one feedback on their assessments and one-to-
                                            one guidance, including support with career progression.
                                            1 - The study suggests that gender has some, although limited, impact on
                                            organisational culture and opportunities for women. 2 - Similarities in
Key Findings
                                            profiles between MDs and other senior females suggest that personal
                                            characteristics play an important part in allowing women to get to the top.
                                            A dissemination event to share the research findings with participants and
Dissemination of Results
                                            companies.

                                            A benchmarking tool was developed as part of the project as described in
Follow up Outcomes and Benefits
                                            the original proposal, to help combat discrimination.
Project Name and Number                     Reducing Age Discrimination; Number 12 (041019NW3)


Organisation                                Lancaster City Council


ESF Funding                                 £42,939


Project Start Date                          1/1/2004


Project End Date                            6/30/2005


Geographical Scope                          Regional - North West


Type of Discrimination                      Age


                                            Desk Research; Interviews with individuals, employers and recruitment
Research Methods Used and Lessons Learned
                                            departments; focus groups.

                                            1 - To undertake research into the employment disrimination faced by
                                            people aged over 50; 2 - to identify ways in which these attitudes and
Aims
                                            obstacles may be overcome; 3 - To explore the effect of the raise in pension
                                            age on employers and employees.

                                            High inactivity rates amongst older workers. Less training received by older
Why it was needed                           workers. An ageing population. Evidence of discrimination both locally and
                                            nationally.

Research Output                             Final report and CD Rom


                                            1 - As people become older they gain experience and knowledge but only if
                                            they are allowed or helped to do so. Those in work may receive training and
                                            have skills updates, but those out of work who do not fall within a
                                            government programme do not have access to funding ro retrain or develop
                                            their skills base. For these people a retraining grant is recommended. 2 -
                                            The report sites many benefits to increasing participation in education by
Key Findings                                older people. 3 - A positive attitude towards older people by employers was
                                            found in the North West and it was recommended that changing attitudes
                                            and informing the population as a whole are starting points to eradicate age
                                            discrimination in the work place. 4 - The report makes recommendations to
                                            assist reducing age discrimination including legislation to back up the "code
                                            of conduct", a reassessment of the way people retire and when they retire
                                            and eliminating dates of birth from application forms.


                                            Presentation at a conference attended by participants in the research
Dissemination of Results                    together with other key individuals which also involved promoting further
                                            work on the subject. Via website.
Project Name and Number   Diversity to Secure Advantage; Number 13 (021198NW3)

Organisation              Manchester Metropolitan University

ESF Funding               £157,237

Project Start Date        8/1/2002

Project End Date          12/31/2003

Geographical Scope        Regional - North West

Type of Discrimination    Ethnicity


                          1. To undertake research to establish some of the underlying causes for the
                          lack of workforce diversity and an under representation of ethnic minorities
                          in small businesses within the North West's multimedia and creative e-
                          business sectors. 2. To complete an examination of deficiencies in the
Aims                      supply of skilled black and ethnic minority workers to assess whether their
                          current under representation in emerging sectors is a result of low levels of
                          skills and educational attainments, disproportionately present amongst
                          these groups, and which threaten to put them at risk of permanent exclusion
                          from new opportunities.


                          The NWDA has identified both internet based services and creative
                          industries as emerging sectors and ones which offer employment and
                          growth potential. It is perceived that the growth and competitiivenes of
                          these industries hinges upon the skills of the workforce. In the NW low skills
                          remain concentrated amongst certain groups and the NW lags behind the
                          national average for higher level qualifications. Partly skilled groups can be
Why it was needed         four times more likely to suffer unemployment than professionals. BMEs are
                          twice as likely to be unemployed as non ethnic minorities and in the NW the
                          probability of entering employment following training is also less for BMEs
                          than non ethnic groups. Managers in companies asked to explain the lack of
                          diversity in their companies explained a lack of applications from BMEs.
                          There has been little research into why BMEs may be reluctant to participate
                          in the sector.


                          1 - Acknowledgement that whilst low levels of skills and educational
                          attainments can exclide black and ethnic minorities from new employment
                          opportunities in emerging creative, knowledge based industries, having
                          higher level skills and qualifications do not directly translate into greater
                          employment opportunities and success in the labour market. 2 -
Key Findings
                          Identification of an overall lack of awareness and understanding amongst
                          new graduates and HE institutions of the changing demands and
                          preferences of employers for graduates to demonstrate skills such as
                          problem solving, team working and time management as opposed to
                          educational qualifications and subject specific knowledge.
Project Name and Number                     STREAM; Number 14 (041021NW3)


Organisation                                Manchester Metropolitan University


ESF Funding                                 £132,890


Project Start Date                          1/1/2004


Project End Date                            6/30/2005


Geographical Scope                          Sub-Regional - Greater Manchester


Type of Discrimination                      Disability

                                            Extensive literature review and in depth interviews with a range of human
                                            resources and occupational health professionals. A web based
                                            questionnaire aimed at HR professionals and managers with personnel
Research Methods Used and Lessons Learned
                                            responsibilities was also used. Original plan to interview individuals who had
                                            returned from long periods of stress related absense presented
                                            confidentiality issues for employers and was therefore not feasible.
                                            1 - To research stress and the associated prejudices shown towards
                                            individuals who have recovered from mental illness; 2 - to carry out the
Aims
                                            research with organisations to highlight good practice approaches to stress
                                            management;

                                            Increasing levels of stress amongst British workers leading to large
                                            absences from work. Evidence highlights the need for research to identify
Why it was needed                           ways to enable professions, institutions, managers and employers to assist
                                            recovery and reintigrate workers rather than passively allow wastage of
                                            skills expertise and and experience.

Research Output                             final Research Report and good Practice Guide.
                                            1 - A common approach to stress and rehabilitation was to seeek to offer
                                            flexible and relatively informal interventions at an early stage. One of the key
                                            factors in this approach was the role of the line managers, which was
                                            generally found to be weak in this area. 2 - An issue highlighted was the
                                            welfare - discipline dilemma faced by companies. They preferred to
                                            concentrate on the welfare aspect and suggested that training for line
                                            managers would reduce the dilemma. 3 - HR practitionners preferred a less
Key Findings                                formal and more flexible approach to stress and rehabilitation than that
                                            offered by the Health and Safety Executive. It was recommended that a
                                            stronger legal framework will be required for all organisations to embrace
                                            good practice. 4 - The report stresses the importance of well being at work
                                            or 'work-life balance' and recommends a commitment from organisations
                                            through a policy document to promote well being, reduce the stigma
                                            associated with mental health issues and provide assistance to employees
                                            suffering with mental health issues.
                                            Dissemination event for participants and other key individuals. Report
Dissemination of Results
                                            plpaced on the internet.
Project Name and Number                     Benchmarking Social Enterprise; Number 15(041035NW3)


Organisation                                Manchester Metropolitan University


ESF Funding                                 £119,842


Project Start Date                          1/1/2004


Project End Date                            6/30/2005


Geographical Scope                          Sub-Regional - Greater Manchester and Lancashire


Type of Discrimination                      General Deprivation


                                            Literature Review; Interviews of 30 Social Enterprises; creation and pilot of a
Research Methods Used and Lessons Learned
                                            business performance analysis tool

                                            1 - To undertake skills analyses of CMEs in the social enterprise sector to
                                            identify higher level management and organisational development / skill
                                            needs in order to support strategies for lifelong learning that address the
                                            needs and take into consideration the nuances; 2 - To develop an
                                            interactive benchmarking tool to assist SMEs in identifying shortfalls in
Aims                                        management/organisational skills; 3 - To evaluate social enterprise
                                            networks in terms of their support and opportunities for learning and their
                                            contribution t teh skills uplift; 4 - To facilitate learning and knowledge sharing
                                            through social inclusion networks; 5 - To identify mechanisms to support
                                            skills uplift; 6 - to identify development needs and inform the appropriate
                                            bodies and initiatives; 7 - To inform the development of lifelong learning
                                            policy.

                                            Large skills gaps, particularly at a management level within social
                                            enterprises. The need for networking and partnership development within
Why it was needed
                                            social enterprises. The need to address barriers faced by social enterprises
                                            that contribute to their growth and development.



Research Output                             A full report and interactive business analysis tool was developed.



                                            An event was held on to disseminate the results of the project. It was
                                            attended by participating social enterprises, project partners, key sector
Dissemination of Results                    organisations and other HEIs with interest in the research. The project
                                            research report has been sent to all those who have expressed interest in
                                            the project, sector support organisations and other stakeholders.
Project Name and Number                     Getting Ready for Work!; Number 16 (051049NW3)


Organisation                                Manchester Metropolitan University


ESF Funding                                 £134,470


Project Start Date                          7/1/2005


Project End Date                            12/31/2006


Geographical Scope                          Regional - North West


Type of Discrimination                      Economic Deprivation/Disability/Ethnic


                                            A multi-disciplinary, experience team of academics, researchers, student
Research Methods Used and Lessons Learned   support workers and careers advisors to undertake skills needs analyses
                                            and follow on development work.



                                            1 - To undertake a skills needs and labour market analysis of sectors
                                            dientified as significant to the region's employment and economic growth; 2 -
Aims                                        To identify the higher level employability skills required and the barriers
                                            experienced by some groups of HE students to acquire these and secure
                                            employment on graduation;



                                            Employers demands are not currently being met through recruiting
                                            graduates, Employer complaints about a lack of core employability skills
                                            amongst young epople, and a lack of awareness of the need to develop
                                            skills complementary to academic skills amongst students. Increasing
Why it was needed                           employability needs is particularly high amongst graduates from non
                                            traditional backgrounds. inability of higher level skills supply agencies to
                                            respond to changing employer needs, the failure of employers within key
                                            growth sectors to identify and acurately predict their employment and skills
                                            needs.


                                            Reports and briefings will be produced and disseminated detailing
Research Output                             findings of labour market research and graduate research. (from
                                            application form)

                                            A series of workshops and seminars will launch the work on content and
                                            associated support provision, information packs will be produced and
Dissemination of Results                    disseminated to all project participants, internal departments and relevant
                                            external agencies. Articles and project updates of the findings will be
                                            updated in leaflets and newsletters. (From application)

                                            The findings of this research will be used to inform the development of
                                            learning provision which supports the development of core generic
                                            employability skills and targeted careers advice and guidance. Developing
Follow up Outcomes and Benefits             provision which meets the skills needs of local and regional employers,
                                            enhancing the employability of young people and greater equality of
                                            opportunity for those currently disadvantaged in the labour market. (From
                                            Application).
Project Name and Number                     Fempowerment; Number 17 (041094NW3)

Organisation                                Manchester Metropolitan University

ESF Funding                                 £89,551

Project Start Date                          5/1/2004

Project End Date                            7/31/2005

Geographical Scope                          Sub-Regional - Greater Manchester and Cheshire

Type of Discrimination                      Gender

                                            Online mentoring to female graduates and undergraduates, research into
Research Methods Used and Lessons Learned
                                            diversity and disadvantage faced by women and an employer survey.
                                            1 - To provide research to improve the employability and remove barriers to
                                            recruitment and progression for groups of women most disadvantaged in the
                                            labour market by providing students with mentors. 2 - To develop local
Aims
                                            responses arising out of the research recommendations to assist women
                                            with multiple disadvantages in the labour market who face the risk of social
                                            exclusion.
                                            Evidence that women from ethnic minority groups and those with multiple
                                            disadvantages in the area face particular difficulties in accessing
                                            employment. The need for extensive support to be provided to improve
Why it was needed
                                            future employment prospects. Barriers exist for these women to spmete
                                            effectively in employmnt and training. A lack of management / supervisory
                                            roles filled by people from the target backgrounds.
                                            Online mentoring initaive, training programme and final research
Research Output
                                            report.
                                            Beneficaries spending an average of 3 hours per week for 24 weeks on the
Other ESF Outputs
                                            project . A total of 15 women into education / training.

                                            Project was really not a research one, but rather provided a mentoring
                                            scheme. The results of this were: 1 - There is a need to clarify commitment
                                            and expectations for potential mentors and mentees before registration. 2 -
                                            Glitches in communication need to be identified and rectified at an early
Key Findings
                                            stage. 3 - Mentors would benefit from guidance on completion of their
                                            biographies. 4 - Mentees would benefit from guidance to choose a mentor. 5
                                            - The support material needs to be more heavily promoted. 6 - A joint
                                            mentor/mentee event would be interesting to try, and probably well received.


                                            All the partners involved in the project delievered their results to interested
Dissemination of Results
                                            parties from within the univeristy and externally.

                                            As a result of the training course in mentoring delivered by the Students
                                            union, a number of those who completed their portfolios gained employment
                                            in Mentoring as a direct result of this course. This includes mentoring in
                                            schools and also metoring in university. Some gained work- based
                                            experience and jobs, recieved help with applications and CV's and building
Follow up Outcomes and Benefits             of confidence and self-esteem, and gained employment as a result of the
                                            support they recieved from their mentors. Those involved in the project who
                                            were interviewed stated a number of soft skills that they gained as a result of
                                            Fempowerment, this includes organisational skills, listening, time
                                            management, help with course work, commincation, building confidence and
                                            self esteem and enhacing employment opportunities.
Project Name and Number                     Emerging Sectors Opportunities; Number 18 (011054NW3)


Organisation                                Manchester Metropolitan University


ESF Funding                                 £62,628


Project Start Date                          7/1/2001


Project End Date                            7/31/2002


Geographical Scope                          Local - Manchester


Type of Discrimination                      Social


                                            Baseline data research, semi-structured consultations with employers,
Research Methods Used and Lessons Learned
                                            voluntary and community sector agencies; and individuals from target groups.

                                            1 - To undertake research into how certain groups are discriminated aginst
                                            within new media or e-commerce businesses; 2 - To consult with voluntary
                                            and community sector agencies and organisations to identify barriers to
                                            employment opportunities and acquisition of entry level skills as perceived by
                                            these organisations and the communities that they represent; 3 - formulate
Aims
                                            actions and innovative measures to break down perceived and real barriers;
                                            4 - to produce a series of recommendations and follow on actions which
                                            could facilitate greater equality of opportunity and access to skills training
                                            necessary to increase an individual's employability, job satisfaction and
                                            satisfaction within these emerging sectors.
                                            Recent structural employment changes; Occupational Segregation present
Why it was needed                           in certain sectors; come evidence of employer discrimination; The need to
                                            create an inclusive society and a competitive economy.
Research Output                             Final research report and implementation plans for organisations.

                                            1 - Identified and assessed the extent to which employment practices and
                                            attitudes of SME Employers within New Media sector directly or indirectly
                                            discriminate against certain socio-economic groups. 2 - Identification of skills
                                            training and learning which not only widens participation of disadvantaged
                                            groups in higher and further education but provides individuals with skills and
Key Findings                                knowledge needed to exploit new employment opportunities in emerging
                                            sectors. 3 - Raised awareness amongst SMEs and supporting agencies of
                                            how the organization of work and inflexible working practices can directly
                                            discriminate against certain groups. 4 - Raised awareness amongst SMEs
                                            and associated agencies of how greater workforce diversity could be an
                                            advantage in securing competitive advantage.

                                            Piloting and trial of a diversity workshop to increase understanding of
                                            diversity and its benefits for organizations in general but specifically for
                                            Institutes and Centers concerned with skills training, education and learning;
Dissemination of Results                    Formulation of an implementation plan detailing series of activities to
                                            encourage greater diversity within applicant organisation to increase
                                            organisational capacity and ensure the differing talents and experiences of a
                                            diverse student body are developed for individual’s and society’s benefit.

                                            Future commitments to work collaboratively with those agencies and bodies
                                            providing business support to SMEs in new and digital media sector and
                                            wider sector of Creative Industries, to run a series of ‘Work-Life Balance’ and
                                            ‘Diversity’ workshops and seminars, develop models of good practice and
Follow up Outcomes and Benefits             pilot a series of management tools to support greater equality of opportunity;
                                            Established research collaborations with various other regional and national
                                            research groupings a commitment has been made to undertake on-going
                                            research into widening access to higher level skills and convert H.E
                                            opportunity into labour market success for socially disadvantaged groups.
Project Name and Number    Female BME Entrepreneurs; Number 19 (041054NW3)



Organisation               Manchester School of Management



ESF Funding                £92,200



Project Start Date         1/1/2004



Project End Date           12/31/2005



Geographical Scope         Regional - North West


Type of Discrimination     Ethnicity and Gender

                           1. To investigate and explore the problems experienced and barriers faced
                           by a cross section of BME female entrepreneurs in the North West and
                           compare it to BME male SME owners. 2. To indicate the extent of the
Aims                       barriers encountered by BME women in the establishment and operation of
                           small businesses. 3. To highlight similarities and differences between a
                           variety of minority ethnic groups. 4. To develop recommendations for policy
                           change at a local and national levels.
                           Limited information currently held about the problems and experiences of the
                           female BME population in the North West; Previous research on
                           entrepreneurs tends to concentrate on white business owners; The extent
                           and experiences of female BME entrepreneurs is unclear. The potential for
Why it was needed
                           women from various BME backgrounds to engage in small business
                           ownership in the North West and nationally appears to be great.
                           Nevertheless, to date, the evidence we have suggests the provision of
                           support and advice for these women is limited.
Research Output            Final report


                           The findings and recommendations arising from the project will be fed
                           directly into central government via the Diversity Strategy and Equal
                           Opportunities Department within the Cabinet, the EOC and CRE. In addition,
Dissemination of Results
                           the findings will be disseminated locally via the Northwest Business Womens
                           Network. Furthermore, the findings and recommendations will be
                           disseminated to groups across the EU, e.g. CERFE (Rome).
Project Name and Number                     Working Women's Research Bid; Number 20 (011163NW3)


Organisation                                Plan-It Training & Consult Ltd


ESF Funding                                 £24,173


Project Start Date                          7/1/2001


Project End Date                            7/31/2002


Geographical Scope                          Regional - North West


Type of Discrimination                      Gender



                                            Attempted questionnaire interviews with minimum 300 successful women
                                            and 300 disadvantaged women. 600 interviews were completed but
Research Methods Used and Lessons Learned
                                            disadvantaged women were reluctant to take part despite being assured
                                            their annonymity




                                            1. To make contact with hundreds of women, 50% who are lifelong learners
                                            and employable, 50% unemployed and disadvantaged, and use the
                                            information gathered to create a model that can be transferred to women
Aims
                                            who need those skills and behaviours to improve their own and their families
                                            quality of life. 2. to provide information on women that has never been
                                            collected before and so will be useful to others working with women.



                                            To provide identification of the skills and behaviours required to maintain
                                            employment and balance personal life issues, which in turn will allow for the
                                            development of training instruments and programmes to seed and transfer
Why it was needed
                                            incremental micro life long learning skills and behaviours that maintain
                                            employment and the balance of personal like issues, particularly the issues
                                            of caaring which tend to be those of the female gender.



Research Output                             Final report and data
Project Name and Number                     Employability of BME Groups; Number 21 (041111NW3)

Organisation                                Pro-Active Commercial & Community

ESF Funding                                 £84,928


Project Start Date                          9/1/2004



Project End Date                            9/30/2005



Geographical Scope                          Regional - North West



Type of Discrimination                      Ethnicity and Gender

                                            63 questionnaires were completed by BME females. Because of delays in
                                            getting funding Proactive had to discontinue some temporary contracts of
                                            some staff members. This led to some research questionnaires being
Research Methods Used and Lessons Learned   removed / destroyed. Some women were unhappy to answer some
                                            questions despite assurances of confidentiality as they were worried that as
                                            the project was government funded the researchers may be forced to give
                                            their contact details.
                                            1. To understand progression routes for women from BME groups. 2. To
                                            identify any cultural or skill barriers to progression, identifying points of
Aims
                                            concern, for BME women to compete equally with both BME men and white
                                            employers. 3. To take this work forward into a future training bid.
                                            There is considerable variation with regard to the employment and
                                            advancement of women for BME groups, for example, 95% of women in
                                            managerial positions are white. BME groups also suffer the highest levels
                                            of unemployment, and these figures are exacerbated by concentration of
Why it was needed                           the target group in areas of high deprivation such as Mossside and Hulme.
                                            Women's position in the labour market has a direct impact on their access
                                            to training, with those most at a disadvantage having the least access to job
                                            related training. The average woman is likely to receive less training than a
                                            man in similar circumstances.
Research Output                             Final best guidance report.

                                            Helped the local Chamberlink promote an ethnic minority business seminar
                                            to BME communities. Able to organise some personnel development
Other ESF Outputs
                                            training for some beneficiaries including how to set up your own business;
                                            personel and household budgeting; and understanding job descriptions.


                                            1 - An increasing number of BME females are prepared to become self
                                            employed to achieve their ambitions whilst generating an income. 2 - The
                                            women who were employed were pursuing the education and training route
                                            as their priority. 3 - BME females require more help in gaining employment
                                            due to greater need. 4 - the majority of the women were in low grade
                                            employment and this was compounded by the small number of women with
Key Findings
                                            partners. 5 - BME women felt that they did not get the same opportunities
                                            as white females but held aspirations towards getting a higher level or
                                            professional qualification in order to improve career opportunities, earnings
                                            etc. 6 - the women who stated they were unemployed tended to express
                                            hopelessness and a lack of self worth. 7 - the women who were self
                                            employed tended to exhibit optimism in their outlook


Dissemination of Results                    Workshops held and materials made available on website
Project Name and Number                     Researching Women into IT; Number 22 (031087NW3)



Organisation                                SITEC TRAINING COLLEGE LTD



ESF Funding                                 £29,740



Project Start Date                          9/1/2003



Project End Date                            12/31/2004



Geographical Scope                          Local - Manchester



Type of Discrimination                      Ethnicity


                                            Questionnaires and interviews will be carried out with ultimate beneficiaries.
Research Methods Used and Lessons Learned   Follow up questionnaires to be completed and results compared. Statistical
                                            analysis of the data obtained.

                                            1. To research the attitudes and issues relating to women entering IT as a
                                            career. 2. To look specifically at careers in the technical aspect of IT
Aims                                        including computer / software installation, maintenance and computer
                                            networking. 3. To identify methods that can help to overcome barriers to
                                            women entering IT as a career.

                                            There is no local evidence relating to gender barriers in ICT. There are
                                            concerns that ICT has skill shortages in the region and females are
Why it was needed                           underrepresented on technical subject modern apprenticeships and on adult
                                            FE coursed in technical IT subjects at Sitec. Special efforts to recruit more
                                            women have been successful.


                                            Hard copy and internet version of a final report together with presentations
Research Output
                                            to some of the key providers of information in the area.



                                            As part of the project we organised taster sessions for people who
Other ESF Outputs                           particip\ted in the research. The attitude of people to IT was positive which
                                            led to them joining the "Certificate for IT Practitioners" courses.
Project Name and Number                     Regional Equality in Music; Number 23 (041055NW3)

Organisation                                Spirit SSR Limited

ESF Funding                                 £197,077

Project Start Date                          1/1/2004

Project End Date                            6/30/2005

Geographical Scope                          Regional - North West

Type of Discrimination                      Gender

                                            Desk research , stakeholder consultation and data collection, video
Research Methods Used and Lessons Learned
                                            interviews, case study activity days

                                            1. Overall, to research discrimination within employment for women in the
Aims                                        North West popular music industry. 2. To address barriers to women
                                            working in the music industry.

                                            There is no current research or evidence that discrimination aimed at
                                            women within the music and entertainment industry exists within the North.
                                            But there is strong evidence drawn from current national intiatives that
                                            gender discrimination in employment involving women within the music
Why it was needed
                                            industry does exist and can be confirmed by firm empirical evidence.
                                            Research has shown that "terms used by sex equality organisations such as
                                            gender equality, pay gap and work-life balance are widely misunderstood"
                                            within the industry

Research Output                             Research paper and Women in Music Conference


Other ESF Outputs                           Women only workshops in DJ skills and sound engineering were run

                                            1 - Occupational segregation remains widespread; the extent of such
                                            segregation cannot be measured due to the lack of an adequate evidence
                                            base. 2 - DJ'ing and Sound Engineering are culturally important
                                            occupations within the music sector that remain male dominated. 3 - barriers
                                            are mutually reinforcing, barriers included stereotyping of women as
                                            groupies or girlfriends, difficulty in establishing credibility, resistance to
                                            women DJs in specific music scenes, sexist imagery surrounding women
                                            DJs in the music press, and negotiating performance image and
Key Findings
                                            appearance. 4 - the New Deal for Musicians is an important access point to
                                            careers in the music industry. 5 - women and girls often lack knowledge
                                            about the range of occupations within the sector. 6 - schools are a setting
                                            where gender stereotyping about music are learned. 7 - in mixed schools
                                            boys tend to monopolise technologies and instruments. 8 - women only
                                            courses and workshops allow women access to female role models,
                                            opportunities to collaborate with other women and an environment where
                                            there is less scrutiny.
Dissemination of Results                    Conference
Project Name and Number
                                            Tackling Racial Discrimination; Number 24 (011394NW3)

Organisation
                                            Tameside College

ESF Funding
                                            £13,586

Project Start Date
                                            9/1/2001

Project End Date
                                            7/31/2002

Geographical Scope
                                            Local - Tameside

Type of Discrimination
                                            Ethnicity



                                            The project used action research methods. A project worker interviewed a
                                            small group of people interested in gaining work in the social care field.
Research Methods Used and Lessons Learned   Additionally potential employers and agencies were interviewed to discuss
                                            their views about the barriers to employment. A course was provided for
                                            people who wanted to develop their skills and knowledge in the field and
                                            opportunities were to be provided for trainees to get work experience in
                                            social care. Evaluation of the project was completed by the Project Worker


                                            1. To test the hypothesis that a relative lack of work experience, lack of
                                            relevant qualifications and lack of confidence are contributory factors in
                                            providing employers with reasons/excuses for not employing ethnic
Aims
                                            minorities. 2. The project would run a trial programme in which 12 people
                                            from the ethnic minority community would be provided with voluntary
                                            experience, training and support and be encouraged to have a positive
                                            approach to applying for permanent employment.



                                            Previous research demonstrated that local discrimination in employment was
Why it was needed
                                            present. There was no suggestion that the discrimination was deliberate but
                                            it remained clear that the local ethnic population suffered more than the local
                                            white population.



Research Output
                                            A final report, 12 trainees completed the course and 2 had secured
                                            permanent work and a further 2 had gained places on further courses.
Project Name and Number                     Learning 'About' Disability; Number 25 (021007NW3)

Organisation                                Tameside College

ESF Funding                                 £8,260

Project Start Date                          1/1/2002

Project End Date                            7/31/2002

Geographical Scope                          Local - Tameside

Type of Discrimination                      Disability


                                            Controlled test method used. Project worker recruited as well as test group
                                            of 10 subjects for trial activities. Test group is evaluated on past experiences
Research Methods Used and Lessons Learned
                                            and then given training/work placements and assisted into permanent
                                            employment. Report will be made from results of monitoring.



                                            1. To test the hypothesis that a relative lack of work experience, lack of
                                            relevant qualifications and lack of confidence are contributory factors in
                                            providing employers with reasons/excuses for not employing those with
Aims
                                            learning disabilities. The presumption behind this is that a form of
                                            discrimination is taking place even though it may not be a deliberate or
                                            conscious act by employers.




                                            Ongoing analysis shows that over 5 years, two thirds of full time students
                                            diagnosed with learning difficulties return the following year and one third
                                            have been attending for up to 5 years. A key factor is the inability to find
                                            employers willing to employ them. In returning to college these individuals
                                            hope that further study willl eventually help them in their employment
Why it was needed                           aspirations. In general, students on mainstream courses rarely return in this
                                            way other than for the occasional resit or to undertake more advanced
                                            programmes. Evidence on a regional level shows that much work is
                                            required to improve the employment rates amongst those with learning
                                            difficulties. This research should contribute to finding one strategy that can
                                            help.



Research Output                             A final report
Project Name and Number                     Management Skill for Care Homes; Number 26 (031070NW3)


Organisation                                Taurus 2000 Limited


ESF Funding                                 £17,192


Project Start Date                          1/1/2003


Project End Date                            12/31/2003


Geographical Scope                          Local - Chorley, South Ribble and West Lancashire


Type of Discrimination                      Gender


                                            Researchers undertook a series of telephone and face to face interviews
Research Methods Used and Lessons Learned
                                            with identified learners and conducted a formal questionnaire process.

                                            1. To support women who are employed in the Health and Social Care
                                            sector improve their qualifications and move into supervisory or
                                            management level positions. 2. To investigate the availability of training and
                                            development of women in the sector, identify the need to provide additional
Aims
                                            basic and key skills support, examine career development advice and
                                            counselling and identify skills gaps which women in the Health and Care
                                            industries commonly encounter. 3. To examine the suitability of flexible
                                            learning and the availability of such initiatives to those in employment.

                                            In the study area the majority of employment within the Health and Social
                                            Care sector is female but few work as senior managers or company
Why it was needed
                                            directors due to barriers faced in accessing and maintaining mainstream
                                            training and development.


                                            A research report deailing the barriers faced by potential women
                                            managers and supervisors in the Health and Care industry. Increased
                                            application of ICT in the workplace, increased levels of employment
                                            as women access training to work in a managerial or supervisory
                                            capacity, encouragement of individuals and cooperatives to establish
Research Output
                                            new networks between SMEs and employers in the social care sector,
                                            the adaption of mainstream training and development to accurately
                                            meet the needs of employers, employees and further develop the
                                            economy and protection of jobs and healthcase facilities by meeting
                                            national minimum standards and legislative requirements.


                                            Measurement of soft outcomes achieved by beneficiaries including
                                            assessment of the participants' reading skills, grammar skills, computing
Other ESF Outputs
                                            skills, confidence in their ability to learn, skills for succeeding in completing
                                            the course and leadership skills.
Project Name and Number                     Care Sector Research; Number 27 (011424NW3)


Organisation                                The Adult College


ESF Funding                                 £31,484


Project Start Date                          11/1/2001


Project End Date                            6/30/2002


Geographical Scope                          Regional - North West


Type of Discrimination                      Gender


                                            219 interviews, both telephone and face to face of female workers in the care
Research Methods Used and Lessons Learned   sector and their employers, 200 postal questionnaires will be distributed and
                                            the data analysed using bith quantitative and qualitative research packages

                                            1. To study the perceptions of women predominantly from the deprived areas
                                            of the North West who are working in the Care Sector about their learning
                                            needs. 2. To produce sector specific research findings and policy
Aims
                                            recommendations to enable the North West's LSCs, the RDA, FE colleges
                                            and other training providers to develop targeted provision for the largest
                                            employment sector in the region

                                            The care sector employs 3% of the population in the region but previous
                                            research had found that 92% of workers had undertaken no training in the
                                            previous year and 98% or care homes had not provided any in the same
                                            period. There is therefore a low baseline of qualifications in the care sector
                                            and this matches a culture of low educational expectation from both employer
Why it was needed
                                            and employee. Many barriers are faced by women undergoing learning
                                            programmes in the Care Sector including inability to access trainig,
                                            reluctance or inability of employers to release staff for training, gender
                                            stereotyping and their own caring abilities. The research aimed to highlight
                                            these issues and explore mechanisms to aid the sector to do this.

                                            A research report with findings and recommendations for improving the
                                            participation of women from the Care sector in improving their
                                            qualifications and progressing within the industry. The report will
Research Output
                                            contribute towards increased employability and increased qualifications
                                            for women through their greater and more effective participation in
                                            learning.

                                            1 - The college sector was heavily critised for not delivering to and supporting
                                            the workers in the Care Sector. FE colleges are unresponsive to the needs of
                                            the sector possibly because the problems faced by the sector present too
                                            many challenges in terms of workforce development and training or because
                                            of different cultures existing. 2 - Shift working is a major feature of
                                            employment within the care sector and therefore NVQ observation is not
Key Findings
                                            feasible within current practices in colleges. 3 - The research was concerned
                                            to examine barriers to learning experienced by a workforce that is
                                            predominantly paid minimum wages. 4 - The research had many positive
                                            findings relating to issues of an awareness of "lifelong learning" and how it
                                            might lead to increased wages, career development and progression out of
                                            the "benefits trap", which is still a reality for many of the women surveyed.


                                            The research findings will be circulated to all five North West LSCs and as
                                            many colleges that wish to read it. Findings and recommendations are being
Dissemination of Results
                                            presented at both sub regional and regional level and have been posted on
                                            various organisations' websites and have been noted by both DFES and DOH.



                                            Initial research findings and policy recommendations will be produces to
Follow up Outcomes and Benefits             enable organisations such as LSCs, RDAs and Local Authorities to discharge
                                            their roles more effectively.
Project Name and Number                     Gender Discrimination At Work; Number 28 (031080NW3)


Organisation                                The University of Manchester


ESF Funding                                 £50,372


Project Start Date                          8/1/2003


Project End Date                            12/31/2004


Geographical Scope                          Regional - North West



Type of Discrimination                      Gender



                                            Full literature review and 30 interviews with women and men at junior,
Research Methods Used and Lessons Learned
                                            middle and senior levels in 8 organisations



Aims                                        1 - To investigate gender discrimination and organisational change



Why it was needed                           Presence of gender discrimination within organisations



Research Output                             Research paper and abstracts. 6 case studies of organisations

                                            1 - In all sectors, women's employment was concentrated in lower paying
                                            occupations and had often been affected by downsizing. 2 - Opportunities
                                            for women's progression to higher levels were developing within IT
                                            departments in financial services organisations. 3 - Anti-discrimination
                                            practices were found to be most fully developed in local government and
                                            least in biopharma/chemical industries. 4 - Recruitment policies were not
                                            found to contain inherent gender bias. However, there was little active
Key Findings                                promotion of part time, job sharing or flexible hours in advertisements. 5 -
                                            Training was available in all the organisations but access was often
                                            dependant on IT literacy and use of the internet or the existence of a good
                                            relationship with a nominating line manager. 6 - The introduction of new
                                            pay systems in the private sector was widespread and in local government,
                                            pay remained collectively negotiated and was set by job type within grades.
                                            7 - Only one organisation had conducted an equal pay audit. 8 - Findings
                                            on progression within organisations indicated fewer women than men
                                            progressing to senior levels, the major reason was an endemic long hours
                           Initial results were presented at a Work, Employment and Society
                           Conference. Paper was submitted to the Industrial Relations Journal. An
Dissemination of Results   abstract was accepted to the British Sociological Association and was sent
                           for consideration to the Gender Work and Organisation Conference. 6 case
                           studies were distributed to the participating organisations.
Project Name and Number                     Older Workers in the North West; Number 29 (051005NW3)

Organisation                                The University of Salford

ESF Funding                                 £67,638

Project Start Date                          11/1/2005

Project End Date                            12/31/2006

Geographical Scope                          Regional - North West

Type of Discrimination                      Age

                                            Both quantitative and qualitatibe methods to be used. The quantitative
                                            research will examine the employment histories of older workers in the North
                                            West and quantifying the likelihood of reemployment and identifying links
                                            between reemployment, training and education. The key will be to identify
Research Methods Used and Lessons Learned
                                            the extent to which older workers in the North West are more advantaged or
                                            disadvantaged than in other parts of Britain. The qualitative side will be
                                            gained through interviews with older people including those unemployed,
                                            employed, reemployed after a period of unemployment and employers.
                                            1. To inform equal opportunities and social inclusion policy that will support
                                            older people who are unemployed but want to return to work or who are in
Aims                                        work but want to improve their employment position. 2. To carry out
                                            research into institutional discrimination in employment and follow on actions
                                            to combat discrimination
                                            Evidence from government surveys suggests that older workers are
                                            disadvantaged in terms of their employment and reemployment
                                            opportunities. When people over 50 lose their jobs because of redundancy
                                            or for other reasons they are also less likely to be reemployed than young
                                            people and when they are reemployed they are less likely to be in full time
                                            employment. Some older people who lose their jobs and remain
                                            unemployed may eventually move into retirement but around a third of
Why it was needed
                                            people aged 50 plus in the UK who are not in work would like to find a job.
                                            These people feel they are facing obstacles such as age discrimination,
                                            obselete skills and health difficulties that prevent them from being
                                            reemployed. Nevertheless, population ageing is causing a shortage of
                                            younger people in work and therefore there will be a necessary increase in
                                            the numbers of older people who need to be in work. Therefore, the
                                            obstacles need to be address - the first step is to identify them.


Research Output                             A research report and publication in economics and social policy

Key Findings                                Research Ongoing
                                            Through academic conferences and publications as well as trade unions and
Dissemination of Results                    other workers associations. The report will be made available to other
                                            interested parties within the government and social services
Project Name and Number                     WINWIT Women in NW IT; Number 30 (031079NW3)

Organisation                                The University of Salford

ESF Funding                                 £77,242

Project Start Date                          9/1/2003

Project End Date                            12/31/2004

Geographical Scope                          Regional - North West

Type of Discrimination                      Gender

                                            Case study interviews with 11 women, on line questionnaire including a
                                            web-based data collection and analysis tool was completed by 37
                                            women. The data was then analysed and compared to national trends in
Research Methods Used and Lessons Learned   the IT industry. Project evaluation was carried out through the formation
                                            of a project steering committee who met every three months, an advisory
                                            committee who met at monthly intervals and the project team who met
                                            weekly.
                                            1. To undertake an in-depth study of the position of women in the IT
                                            sector in the NW England. Specifically the project will investigate i) why
                                            women are poorly represented in the IT sector ii) why those women that
                                            have succeeded in entering the sector are not well represented at senior
                                            and managerial grades and iii) why women are dropping out at
Aims                                        disproportionate rates to men. 2. To identify if there are real or perceived
                                            barriers that are stopping women from participating in the IT industry and
                                            then take action to overcome these barriers. 3. To research this
                                            phenomenon in terms of its effects on IT industries in the NW and
                                            compare it against national trends for women's employment and
                                            progression in the IT sector.
                                            Women are underrepresented in the ICT sector, particularly at managerial
                                            levels, despite attaining similar IT qualifications at GCSE level.
                                            Additionally, the number of women working in IT has been dropping over
Why it was needed
                                            the past 6 years as women account for a higher proportion of those
                                            leaving the sector than of those entering. This is likely to worsen as there
                                            are fewer women studying IT.
                                            A report documenting the results of the year long investigation and
Research Output                             which highlights good practice existing in some organisations and
                                            suggests guidelines and actions to enable barriers to be overcome.
Other ESF Outputs
                                            1 - There is currently no standard definition of IT or what constitutes
                                            working in IT such as roles and occupations. 2 - The culture of many IT
                                            organisations is unaccommodating to women as the male majority culture
                                            is adopted. 3 - The existence of male networks was perceived by many
                                            women as a major factor to their exclusion or as a barrier to progression.
                                            People are still being recruited and promoted through informal
                                            procedures. Women were excluded from male spaces in technical, male
                                            dominated environments. 4 - Lack of self confidence in IT skills and ability
Key Findings
                                            held many women back from progressing. Many women do not aspire to
                                            progress to senior levels of management as they have found their comfort
                                            zone and do not want to take on the stress and long hours that comes
                                            with such seniority. 5 - Some organisations that have work-life balance
                                            policies do not have structures in place to accommodate the option in
                                            practice and women who choose a work-life balance option are being
                                            penalised in terms of pay and progression. 6 - Huge pay gaps are
                                            reported, including pay discrimination and salary secrets. 7 - Diversity
                                            policies and was held to are being misused and misunderstood was some
                                            A workshop procedures disseminate results, an industry result and
Dissemination of Results                    targeted at North West IT organisations, three publications resulted from
                                            the project and a website was provided.
                                            Recommendations from the report included: encouraging females into the
                                            IT industry through better promotion of the IT industry to include women
                                            and promoting women's support networks; actively welcoming women
                                            into the industry including being more supportive of women with children
                                            and eradicating informal recruitment procedures; making organisational
                                            culture more accommodating for women by prohibiting offensive and
Follow up Outcomes and Benefits             aggressive behaviour and eradicating the long-hours culture; removing
                                            gender discrimination from pay by carrying out equal pay audits,
                                            promoting the equal pay questionnaire to eradicate salary secrets and
                                            implementing formal pay structures that are fair; and understanding the
                                            benefits of diversity by valuing individuals for their creativity and ideas by
                                            rewarding their efforts and monitoring existing equality and diversity
                                            policies and procedures and re-evaluating them on a regular basis.
Project Name and Number                     Cultural Barriers To Women; Number 31 (041109NW3)



Organisation                                The University of Salford



ESF Funding                                 £108,020



Project Start Date                          9/1/2004



Project End Date                            6/30/2005



Geographical Scope                          Regional - North West



Type of Discrimination                      Ethnicity and Gender



                                            Surveys were conducted and then 187 interviews and 7 focus groups, 4 with
Research Methods Used and Lessons Learned
                                            groups of women and 3 with organisations



                                            1. To undertake research that examined barriers that ethnic minority females
Aims
                                            face in employment and entrepeneurship.




                                            There is vast evidence to suggest that ethnic minority women have fewer
                                            opportunities and experience greater discrimination than white women in the
                                            British labour market. However, there are also considerable differences in
                                            economic activity between different ethnic minority groups. There are fewer
Why it was needed
                                            white female students than ethnic minority female students, suggesting that
                                            ethnic minority women have a greater necessity to study because of the lack
                                            of job opportunities available to them. Ethnic women are also paid less than
                                            white women.




Research Output                             Final report
Project Name and Number                     Stepping Stones; Number 32 (011398NW3)


Organisation                                Trafford MBC


ESF Funding                                 £14,451


Project Start Date                          8/1/2001


Project End Date                            7/31/2002


Geographical Scope                          Local - Trafford


Type of Discrimination                      Disability

                                            Consultations with disabled stakeholders were undertaken. Meetings were
                                            attended for all the JIP WtW Strategy and sub groups to obtain information,
                                            make contacts and update the group on progress made. The research
                                            project was advertised on the Trafford Disability Partnership website as a
Research Methods Used and Lessons Learned   means of attracting people to participate and information was pulled
                                            together from various sources and consultation to produce a report on the
                                            barriers faced by disabled people in obtaining employment. From this an
                                            intial plan was developed to identify the nature and range of actions to
                                            overcome the barriers.
                                            1. To identify both the barriers faced by disabled people in obtaining
Aims                                        employment, and appropriate actions to overcome those barriers and
                                            discrimination faced.
                                            Within Trafford there were a large number of residents claiming Disability
                                            Living Allowance, Incapacity Benefit and Severe Disability Allowance.
Why it was needed                           Surveys had identified barriers to employment such as transport and
                                            accreditation but also captured an overriding perception among this target
                                            group of employer discrimination based on disability
                                            A report documenting information about the barriers disabled people
Research Output                             face when trying to access employment, training and learning
                                            opportunities.
Other ESF Outputs
                                            1 - That Trafford MBC adopt the Internation Labour Organisation's Code of
                                            Practice for Managing Disability in the Workplace. 2 - Establish a
                                            Breakthrough UK Trafford (through the use of ESF funding). 3 - The
                                            promotion of the Social Model of Disability throughout the borough. 4 -
                                            Establish a Trafford Forum of disabled residents. 5 - A link person(s) within
Key Findings                                Trafford MCE to liase with statutory agencies. 6 -That Trafford MBC joins
                                            the Employers Forum on disability. 7 - A link person(s) within Regeneration
                                            (TMBC) to liase with new and existing business contacts to promote the
                                            Social Model of Disability and equal opportunities for all. 8 - Trafford MBC
                                            to establish a Forum of disabled employees. 9 - Trafford MBC to introduce
                                            a mentoring scheme for disabled employees.
                                            The Joint Investment Plan (Welfare to Work) Strategy Group will take
                                            forward the issues raised in the report and its recommendations. Work is
                                            underway to start the process of creating an Employers Disability Forum
Dissemination of Results                    within the borough, which this report will influence. A Learning Disability
                                            Employment Strategy Group has been established, which the report has
                                            been circulated to in addition to a variety of other organisations involved in
                                            the JIP and providing services to disabled people.
                                            The JIP WtW Strategy Group has received and commented on the research
Follow up Outcomes and Benefits             undertaken and a full term evaluation of the project has been written up,
                                            which provides a framework of best practice for any future research work.
Project Name and Number                     Gender Inequality NW; Number 33 (031088NW3)


Organisation                                Tribal Regeneration


ESF Funding                                 £59,375


Project Start Date                          12/1/2003


Project End Date                            3/31/2005


Geographical Scope                          Regional - North West

Type of Discrimination                      Gender
                                            Review of relevant literature and conduct of a statutory sector review.
                                            Completing a study using ONS data to highlight issues relevant to the North
Research Methods Used and Lessons Learned
                                            West region and obtaining information on barriers faced by ultimate
                                            beneficiary group through interview, questionnaire and focus groups.
                                            1. To identify barriers to progression of women in the labour market across
                                            the North West region, including the contribution made by problems
                                            accessing learning. 2. To develop gender equality through the
Aims                                        implementation of feasible, flexible and practical local initiatives. 3. To
                                            identify ways of supporting progression into/in the labour market through the
                                            implementation of feasible and practical community and workplace learning
                                            agendas.
                                            The project is necessary to acquire a developed set of regional data. This
                                            data can be used beyond this project, as it will be freely available on the
                                            website that is constructed, Previous research has found barriers to women's
                                            employment and education that are national. These include issues of
Why it was needed
                                            childcare and family responsibilities, lack of confidence, inability to participate
                                            in training / education and stereotyping. The research will provide the basis
                                            for new / improved provision across the North West to address the continuing
                                            disadvantage faced by women in progressing in he labour market.

                                            An action research report identifying barriers and making
Research Output
                                            recommendations for forwarding progression within the labour market.
Other ESF Outputs
                                            1 - Money matters are crucial in the decision to join or remain in the labour
                                            market, with many sacrificing more fulfilling jobs for those which are higher
                                            paid. 2 - NW women feel that employment is an important part of their life as
                                            it gives them a sense of identity, promotes personal development and
                                            provides a positive role model for women. 3 - NW women believe that
                                            education provides a route out of poverty, improves quality of life and is
                                            almosr essential to gaining employment. 4 - The following barriers to
Key Findings                                entering and maintaining employment were identified: inappropriate
                                            education / training / qualifications; inaccessible employment sectors;
                                            inflexible working arrangements; lack of appropriate, particularly part time,
                                            employment opportunities; stereotyping, discrimination and a general lack of
                                            understanding in the workplace; insufficient, expensive and inflexible
                                            childcare; inadequate public transport; limited knowledge of available
                                            information, advice and guidance; low self confidence and geographical
                                            exclusion. 5 - Barriers were found to be more severe for groups such as lone
                                            parents with low educational qualifications, BME women wishing to work
                                            500 copies of the report were disseminated to key agencies, women's groups
                                            and voluntary organisations throughout the North West. A 4 page executive
Dissemination of Results
                                            summary was produced and translated into 3 ethnic minority languages. The
                                            reports were all made available on the Tribal Regeneration website.
Project Name and Number                     Faith & Enterprise for Women; Number 34 (031081NW3)


Organisation                                UK Islamic Mission


ESF Funding                                 £148,444


Project Start Date                          6/1/2003


Project End Date                            12/31/2004


Geographical Scope                          Regional - North West


Type of Discrimination                      Ethnicity and Gender

Research Methods Used and Lessons Learned   Completion of a baseline study, feasibility studies, action plan, trials and pilot.
                                            1. To provide information about barriers to employment and economic
                                            activity for women in the North West region. 2. To identify how a third sector
                                            organisation can overcome such barriers. 3. To research how social
Aims
                                            enterprise is a vehicle for women to overcome barriers to emploument, work
                                            experience and training within a business and how it can add value to the
                                            delivery of ESOL / Numeracy.
                                            Regional evidence suggests there is a major problem of economically
                                            inactive women within the region. In particular, for Muslim women: they
                                            experience low levels of employment compared to the national position; they
Why it was needed
                                            experience low levels of income; a lack of access to promotion / senior
                                            positions; have low levels of skill inhibiting activity; and have a lack of access
                                            to childcare.
Research Output                             Final report.
                                            Greater participation in voluntary activity by local women - women engaging
                                            in the research project as well as a general interest in voluntary work
Other ESF Outputs                           generating amongst the women in the community; Project enhanced
                                            relations with public sector agencies.e.g. LSP and City Council, attending
                                            meetings and participation in steering group meetings
                                            1 - Considering the large number of service providers that engage directly
                                            with women who belong to the Muslim faith it is interesting that there was
                                            such a large gap emerging from the research. 2 - There were key areas of
                                            interest in soft skills training identified by the women themselves. 3 - An
                                            organisation that functioned as an intermediate labour market, sensitive to
Key Findings                                the needs of local women was the ideal solution to removing many of the
                                            barriers that the women faced. 4 - Sustainability would be ensured by
                                            common ownership of the model bridging their domestic lives and enter the
                                            labour market on a firm and safe footing. 5 - There are currently few
                                            opportunities to build the kind of human and social capital that gives people
                                            more control over their lives and more value for the training and job
                                            readiness programmes that currently exist.
                                            As a result of the success of the project, public agencies such as the Equal
                                            Opportunities Commission have welcomed the "Faith and Enterprise Report"
Follow up Outcomes and Benefits
                                            and will use the findings and contents as part of future research they intend
                                            to conduct.
Project Name and Number                     Equality in Social Housing Sector; Number 35 (001290NW3)


Organisation                                UMIST


ESF Funding                                 £33,017


Project Start Date                          7/1/2000


Project End Date                            1/7/2001


Geographical Scope                          Regional - North West


Type of Discrimination                      Gender

                                            The production of a model of the social housing sector detailing all sources
                                            of funding and control. Interviews were conducted with relevant bodies and
                                            individuals involved in key research positions within the sector, along with
Research Methods Used and Lessons Learned
                                            75 housing associations and housing trusts. Discussions were held with
                                            active learning set members. Questionnaires were developed and sent to
                                            240 housing associations and housing trusts.
                                            1. To reduce the disparity between women and men in their level of
                                            participation in the social housing sector. 2. To determine the degree of
                                            inequality and develop ways in which equality can be not only promoted, but
Aims                                        achieved in a manner that is sensitive to both business and individual
                                            needs. 3. To provide improved access and participation in the social
                                            housing sector and provide a cost effective method of monitoring this move
                                            towards true equality.
                                            Women are underrepresented in the construction industry with only 3% at
                                            professional level and 1% at trade and craft level. The industry is known for
                                            its poor record of equal opportunities and thie has been a major source of
                                            concern for Housing Associations. However, the extent of the problem has
                                            not been established. Data does not exist in a format that gives access to
Why it was needed                           information on vertical and horizontal segregation and levels of
                                            discrimination in recruitment, retention and reward. Equal opportunity
                                            monitoring in this sector is at best poor and a method for creating and
                                            maintaining a gender baseline is essential if the position of women in the
                                            sector is to be accurately assessed. The data would form the basis for
                                            policy recommendations to increase the participation of women in this sector.
                                            1 female trainer was trained on the project. A model of the social
                                            housing sector detailing the main funding bodies, regulating bodies
                                            and sector players. A database detailing breakdowns of equality data
Research Output
                                            pertaining to the sector. An in depth report that was printed as part of
                                            the UMIST working papers series. An academic paper for publication in
                                            a top sector journal.
                                            The findings of the project have been used by other organisations to
                                            promote equality in the sector. A final report will be widely disseminated to
                                            those within the social housing sector, at government level and globally
                                            through conference presentations and further publications. The project has
Dissemination of Results
                                            produced a database of the current position of equality within the social
                                            housing sector and has identified a number of ways in which the monitoring
                                            process can be achieved more effectively. This information will be passed
                                            to those in policy making positions within the sector,
Project Name and Number                     Click into Place'; Number 36 (041112NW3)


Organisation                                Univ. of Central Lancashire

ESF Funding                                 £28,105

Project Start Date                          10/11/2004

Project End Date                            9/30/2005

Geographical Scope                          Sub regional - Lancashire

Type of Discrimination                      Gender

                                            Initially the project looked at lots of baseline quantitative data but found this
                                            to be irrelevant. Therefore, they switched to qualitative methods, completing
Research Methods Used and Lessons Learned
                                            a series of interviews through which they were able to identify barrier for
                                            female entrepeneurs
                                            1. To undertake research into the barriers to female entrepreneurship in
                                            Lancashire. The results will then be used to inform the development of the
Aims                                        Lancashire Creative Industries Partnership. 2. To also seek to address the
                                            lack of awareness and under-estimation of the skills needs and
                                            requirements as they relate to self employment and owner-management.
                                            Previous research demonstrated that there had been a shift in the
                                            ownership and management pattern of small hotels in Blackpool whereby
                                            previously the day to day management was completed by the female and
                                            the male was employed elsewhere, it is now common place for the male to
                                            manage the hotel day to day and for the female to be less involved.
Why it was needed                           Participants in the research highlighted problems faced by women
                                            managing alone in accessing capital from banks, obtaining grant support
                                            and liasing with contractors, for example. With the advent of the creative
                                            industries initiative and the development of the Creative Industries
                                            Partnerships, where the University is expected to play a strategic role, it
                                            was felt important to investigate exactly what barriers women faced when
                                            managing a business.
                                            No final report, website was set up in conjunction with Creative
                                            Lancashire, Fresh Creative. The work is also to be developed into full
Research Output
                                            modules which will become part of a Foundation Degree for the
                                            Creative Industries at Manchester Metropolitan University
Other ESF Outputs
                                            1 - The project found the following key barriers for females entrepreneurs: it
                                            is hard to get focused, readily available business support. 2 - lack of female
Key Findings                                focused business support. 3 - Business Link do not really have any focused
                                            support for such entrepreneurs. 4 - often it is too expensive to join
                                            associations, etc. 5 - they often feel isolated
                                            The findings have been used to set up a website called Headspace offering
Dissemination of Results                    virtual online support for female entrepreneurs in the sector, including online
                                            forums and discussion groups.
                                            Website was set up in conjunction with Creative Lancashire, Fresh Creative
                                            (www.myheadspace.org). The work is also to be developed into full
Follow up Outcomes and Benefits
                                            modules which will become part of a Foundation Degree for the Creative
                                            Industries at Manchester Metropolitan University
Project Name and Number                     BME Communities and the Media; Number 37 (041020NW3)

Organisation                                University of Salford

ESF Funding                                 £77,884

Project Start Date                          1/1/2004

Project End Date                            6/30/2005

Geographical Scope                          Regional - North West

Type of Discrimination                      Ethnicity

                                            Three public meetings were held for group discussions to take place and
Research Methods Used and Lessons Learned
                                            consultations and 50 semi structured interviews

                                            1. To research and evaluate the factors that dissuade BME communities
                                            from pursuing the media as a profession. i.e. to answer the questions: what
                                            can be done to encourage more ethnic minorities to consider media as a
                                            career; what are the barriers that prevent ethnic minorities from seeking a
                                            career in the media; what are the barriers that prevent ethnic minorities from
                                            gaining media employment; what are the experiences of ethnic minority
Aims
                                            people working in the media; and what action can be taken to improve the
                                            standing of ethnic minorities in the media. 2. The long term aim of the
                                            project is to improve the recruitment of BME communities in the media and
                                            journalism employment and education. The objective is to create stronger
                                            relationships and greater understanding between the BME communities
                                            and media employers, which will be mutually beneficial
                                            There is evidence to support the presence of labour market discrimination
                                            against BMEs entering the media. It has been established using qualitative
                                            surveys commissioned by Skillset that only a small percentage of Britain's
                                            BME communities view the media as a potential career. During the
Why it was needed                           disturbances in Oldham and Burnley in 2001 it was argued that a lack of
                                            ethnic minority journalists meant the situation was not adequately
                                            understood or sympathetically presented. Therefore, discrimination not only
                                            prevents BME access to journalism and the media, but also distorts the way
                                            the media presents BME issues.
                                            An Action Plan resulting from initial meetings, a television programme
                                            on Channel M to highlight the project and a major report outlining the
                                            research and evaluation findings. A raised awareness of the main
Research Output
                                            issues within the media and journalism, which will be strengthened by
                                            the involvement of industry bodies such as Skillset and the Cultural
                                            Diversity Network.
Other ESF Outputs
                                            1. The report highlighted various barriers inequalities and barriers including
                                            the lack of diversity on most media courses, lack of success in finding work
                                            and no feedback being received causing disillusionment, he majority of jobs
                                            being in London, employers looking for a certain image, discrimination in
                                            interviews, further barriers were found to career progression including lack
                                            of role models and stereotyping at work. 2. The study identified things that
                                            helped a career in media including good careers advice and support, work
Key Findings                                experience, specialty ethnic minority recruitment schemes and contacts. 3.
                                            The report sugmmarises the steps taken by the Media to increasing the
                                            number of ethnic minorites but suggests that it could do more by engaging
                                            with minority communities; carrying out regular reviews of diversity policies
                                            and intiatives, providing mentors, giving feedback from interviews and work
                                            placements, providing advice workshops and support groups, advertising in
                                            the ethnic press, recruiting more minorities into decision making positions
                                            and demonstrating an appreciation of diversity. 4. The report also provides
                                            recommendations for what ethnic minorities can do: voice their concerns to
                                            A proposal to conduct a panel at the TV from the Nations and Regions
Follow up Outcomes and Benefits
                                            conference in 2006 and a conference paper to follow.
Project Name and Number                     Gender in Cultural Industries; Number 38 (031078NW3)

Organisation                                University of Salford

ESF Funding                                 £152,206

Project Start Date                          9/1/2003

Project End Date                            12/31/2004

Geographical Scope                          Regional - North West

Type of Discrimination                      Gender

                                            A mixed method approach was taken using both quantitative and qualitative
                                            methods. Two questionnaire surveys were designed, one for
Research Methods Used and Lessons Learned
                                            undergraduates and one for graduates with 331 responses received.
                                            Interviews were conducted with 40 undergraduates and alumni
                                            1. to understand why women are well represented in certain areas of
                                            cultural industries such as textiles and some areas in art and design and
                                            under represented in other areas such as music, media and performance. 2.
Aims                                        To identify what factors allow women to progress in the well represented
                                            areas and transfer best practice into other areas where women are in the
                                            minority. 3. The project will investigate the impact of employment and self
                                            employment for women in these areas.
                                            Cultural industries are one of the fastest growing industries in both the UK
                                            and the North West and is growinf twice as fast as the economy as a whole.
                                            Nationally women outnumber men on most undergraduate arts, media and
                                            cultural programmes and whilst women seem to have a high presence in
                                            areas such as textiles and art and design, their presence is much reduced in
                                            areas such as media, music and performance. Discrimination exists in areas
                                            perceived as "men dominated" such as sound production, recording, etc, but
Why it was needed
                                            women received more equality of opportunity in textiles and art and design.
                                            Previous research has identified specific issues that can make starting a
                                            business more challenging for women than men and, at a cultural level,
                                            there is a failure to recognise and value the contribution and potential
                                            contribution of women owned businesses to the UK economy. Therefore,
                                            government policies have not been focused on this area of activity. The
                                            project will help inform solutions to some of these problems.
Research Output                             A research report and a website
                                            1. The research confirmed that there are significant and persistant gender
                                            divisions and inequalities within the cultural and creative industries. 2. The
                                            sector is in danger of falling behind other occupations and being more
                                            divided along gender lines than other sectors. There are currently certain
                                            aspects of cultural industries woek that are highly segregated, and some
                                            jobs that are still inaccessible to women. 3. Women outnumber men on
                                            undergraduate arts, media and cultural programmes and have high
                                            expectations of careers and opportunities, however, they were also found to
Key Findings
                                            have inadequate knowledge and understanding on how to progress their
                                            careers and continues to encounter barriers in gaining capital and in
                                            managing their work life balance. 4. Participants noted they felt there was a
                                            lack of structured information about entering the various industries as they
                                            failed to recognise the importance of accessing information on self
                                            employment and placements until they were in the workplace. 5. There are
                                            still strong gender divisions in some areas of degree and module choices,
                                            with technical areas continuing to be dominated by male students. Sexist
                                            attitudes persist in activitythat have been traditionally dominated by males.
                                            Full dissemination areas was undertaken to implement effective advocacy
                                            and ensure that the findings were shared with policy makers, Universities
                                            and organisations concerned with supporting cultural and creative SMEs.
Dissemination of Results
                                            This included a one day conference entitled "Sexing the Scene". A website
                                            was estanblished (www.sexingthescene.org.uk) to publish the conference
                                            proceedings and report.
Project Name and Number                     Women into SET Businesses; Number 39 (041068NW3)

Organisation                                University of Salford

ESF Funding                                 £122,724

Project Start Date                          1/1/2004

Project End Date                            6/30/2005

Geographical Scope                          Regional - North West

Type of Discrimination                      Gender

                                            A detailed research and literature review. 180 questionnaires to SET
Research Methods Used and Lessons Learned   undergraduates. 20 interviews with SET entrepreneurs. 2 workshops held
                                            and a conference.
                                            1. Target existing entrepreneurial women in SET and identify specific needs
                                            and problems they have experienced. The project will investigate how the
                                            women tackled and overcame these barriers. 2. Case study a number of
                                            gender differentiated SET start up companies both successful and
                                            unsuccessful, and the level of support offereed by different agencies. 3.
Aims                                        Investigate the longer term difficulties of women in SET beyond their initial
                                            entrpreneurial phase - analysing company management. 4. Develop and
                                            support a local network for women entrepreneurs in SET (WINSET). 5.
                                            Disseminate the results of the study through WINSET, web based media,
                                            academic and industry publications and the National Centre for Women in
                                            SET.
                                            There has been increasing concern regarding gender discrimination in SET
                                            based industries ad entrepreneurial activity. In 2000, the Labour Force
                                            Survey found that there were 290,000 women working with SET degrees
                                            compared to over 1 million men. This reflects the under representation
                                            identified in the RDP. Additionally, only 26% of the self employed are
Why it was needed                           women, and of those, the concentrations were in retail and service sectors.
                                            Growth in female employment was being seen in the managerial,
                                            professional and technical occupations but only 1 in 10 jobs taken by women
                                            are in the manufacturing and technology sectors. 12-14% of businesses are
                                            owned by women but far fewer are in SET, indicating a low level of
                                            technology enterprise.
                                            A final report, development of a website. A good practice guide for SET
Research Output                             entrepreneurs that has been distributed to business support agencies and
                                            relevant bodies.
                                            The report found that women were positive abour entrepreneurship but felt
                                            that business support agencies were too general and that women were still
                                            considered "outsiders" in the world of SET. Some Best Practice
                                            recommendations were made by the report including: 1. Support the
                                            existing programmes to improve the situation of women in SET, thereby
                                            encouraging positive feelings about starting a SET business; 2. better
                                            understanding of technology industries among generalised support
Key Findings                                agencies, which is seen as important as women tend not to see themselves
                                            as technology entrepreneurs and access technology specific support; 3.
                                            recognition of later starts of businesses by women, which means they can
                                            miss out on university support. Strengthenning University links with the
                                            community would overcome this; 4. Recognise part time entrepreneurs'
                                            needs - the model of enterprise support is full time and needs to be
                                            adjusted; 5. work to promote diversity amongst SET occupations, particulaty
                                            in representations of women at work; and 6. ensure that there are
                                            opportunities to come to SET later in career or to refresh skills, i.e. by
                                            The report has also lead to changes in the marketing procedure for the
                                            Master of Enterprise degree programme which is specifically aimed at
Follow up Outcomes and Benefits
                                            developing technology entrepreneurs. There are proposed two journal
                                            papers for reference to the research.
Project Name and Number                     Developing Female Engineers; Number 40 (041095NW3)

Organisation                                University of Salford

ESF Funding                                 £124,712

Project Start Date                          4/1/2004

Project End Date                            6/30/2005

Geographical Scope                          Regional - North West

Type of Discrimination                      Gender

                                            Review of relevant literature on women in SET disciplines and also
                                            engineering students to identify relevant issues and current
                                            practices and to contextualise the team's findings. 136 student
Research Methods Used and Lessons Learned
                                            questionnaires were sent out and a further 190 to qualified
                                            engineers. 122 were received back. 18 in depth interviews and 2
                                            focus groups were carried out.
                                            1. To explore the experiences and views of male and female
                                            engineering students and engineers in industry in the North West. 2.
                                            To uncover barriers to women engineers progression as well as
Aims                                        good work practices that encourage both women's entrance into
                                            engineering degrees and careers and retention therein. 3. To
                                            recommend strategies to encourage women to pursue engineering
                                            careers.
                                            Previous research has shown that men predominate engineering
                                            and technology occupations. Also, althoug there is a rapid increase
                                            in the number of highly qualified women, the proportion of women in
Why it was needed                           engineering and technological occupations had only risen
                                            marginally. Therefore, the representation of women in these sectors
                                            is poor, and improving only very slowly. There is a distinct need for a
                                            project designed to promote engineering careers to women, with the
                                            specific aim of retaining qualified engineers.
                                            Final report, website, brochure setting out project findings and best
                                            practice recommendations to be sent to organisations involved in
                                            promoting women in the industry as well as industrial and
Research Output
                                            governmental organisations involved with the SET area, leaflet
                                            promoting industrial placements to be distributed to engineering
                                            students in the NW.
                                            Barriers to female engineers were found to be: 1. cultural
                                            stereotypical perceptions of women; 2. lack of access to good career
                                            advice; 3. engineering not publicised enough as a career choice for
                                            women; 4. engineering and science equated with masculinity; 5.
                                            university experience can be intimidating as women find themselves
                                            to be a minority; 6. graduating without confidence in technical
                                            abilities - engineering degree not practical enough; 7. not a lot of
Key Findings                                women role models in faculty for engineering students; 8. visibility -
                                            women are more visible as a minority and can feel stressed or feel
                                            they need to outperform others; 9. less access to informal networks;
                                            10. discrimination at recruitment level; 11. having no organised
                                            policies concerning work status and career progression when
                                            coming back after a career break; 12. working practices that do not
                                            accomodate a concern with work life balance; and 13. women's
                                            professional abilities are questionned on the basis of their gender.
                                            Workshop, website, presentation of the project at Women in North
                                            West Information Technology (WINWIT) Conference, best practice
                                            brochure sent to organisations involved in promoting women in the
Dissemination of Results                    engineering industry as well as industrial and governemental
                                            organisations, leaflets promoting industrial placements, and
                                            presentation of findings at the 13th International Conference of
                                            Women Engineers and Scientists.
Project Name and Number                     Disability and the Employer; Number 41(011400NW3)



Organisation                                Warrington Disability Services



ESF Funding                                 £10,217


Project Start Date                          10/1/2001


Project End Date                            7/31/2002


Geographical Scope                          Local - Warrington


Type of Discrimination                      Disability



                                            Methodology will be a mixture of desk research, postal survey, interviews
Research Methods Used and Lessons Learned   with key informants and semi structured interviews e.g. focus groups,
                                            community consultation, etc.



                                            1. to identify at a local level, what barriers are inhibiting employers giving
Aims                                        equal consideration to disabled people. 2. to identify how disabled
                                            employees sustained their employment once they had attained it.


                                            Discrimination against disabled people in relation to employment is most
                                            vividly illustrated by comparing disparity in employment rates for disabled
                                            people and non-disabled people at regional level: 40% of working age
                                            disabled are in employment compared with 73% of working age able
Why it was needed
                                            bodied. In Warringtn there are 10,700 claimaints of either IB or SDA of
                                            whom 16% who under benefit rules are not required to work, who wish to
                                            work. Only 3% of Warrington companies employ staff who are registered
                                            disabled.


                                            A final research and resource document to be used as the focus for
Research Output                             development strategies for supporting disabled people into
                                            employment.



Dissemination of Results                    A conference was held and the report was presented publicly.



                                            A local implementation group will ensure that the recommendations of the
Follow up Outcomes and Benefits
                                            report will be addressed, and implemented wherever practicable
Project Name and Number                     Warrington Multicultural Forum; Number 42 (021199NW3)

Organisation                                Warrington Multicultural Forum

ESF Funding                                 £12,958

Project Start Date                          8/1/2002

Project End Date                            12/31/2003

Geographical Scope                          Local - Warrington

Type of Discrimination                      Ethnicity

                                            Research programme consisted of face to face interviews with 300 minority
                                            ethnic people, informed by consultations with local service providers,
Research Methods Used and Lessons Learned   community leaders and community representatives. Discussion of findings
                                            and ensuring completeness, and presentation of a draft document for open
                                            consultation

                                            1. to identify barriers and deficiencie in services offered to the local minority
                                            ethnic population of Warrington, which mitigates against their successful
                                            integration in the local labour market. 2. to improve the capacity of the CVO,
Aims                                        specifically Warrington Multicultural Forum, sector serving the minority ethnic
                                            population by recommending points of action for future funding bids, which
                                            will improve the overall employability of the minority ethnic population of
                                            Warrington
                                            Local information is sparse, but information from the 1991 census showed
                                            1.3% of population in Warrington was BME, the highest in Cheshire, and
Why it was needed
                                            there were 2,470 people classified as BME. The unemployment rate is 11%
                                            compared with 4% for whites and the gap is increasing.
                                            A research report. A "toolkit" was produced for use by BME groups to
Research Output                             support them in developing their own capacity as organisations to engage
                                            more fully in the community.
                                            1 - Key barriers identified were: low confidence and self-esteem in
                                            community; limited linkages/contact from Mainstream agencies; tokenism;
                                            limited (if any) Capacity Building Support; lack of understanding of needs,
                                            issues and culture; no community spaces for some communities - forced to
Key Findings                                deliver community initiatives from religious places and portacabins; language
                                            problems - no translation - many left in darkness; community divisions;
                                            women's exclusion; no clear role models within ethnic communities; and key
                                            service providers ignorant of needs and barriers faced by ethnic minority
                                            communities.
                                            A meeting was convened to launch the report with 29 individuals
Dissemination of Results                    representing 19 statutory, voluntary and community organisations in
                                            attendance. 150 copies of the report have been circulated to relevant parties.
                                            The Forum held a meeting following the launch to begin to plan collaborative
                                            actions in the light of the research and planned to convene again a few
Follow up Outcomes and Benefits
                                            months later to see how the report had influenced individual organisations in
                                            terms of their service delivery to BME groups.
Project Name and Number                     Womens Opportunity Toolkit; Number 43



Organisation                                CETAD Lancaster University



ESF Funding                                 £43,878



Project Start Date                          1/1/2004



Project End Date                            6/30/2005



Geographical Scope                          Regional - North West



Type of Discrimination                      Gender


                                            Using results from previous research, the project will run developmental /
                                            research workshops, which will give 20 women to address issues they have
Research Methods Used and Lessons Learned   encountered in their working life. These findings will build into additional
                                            themes for development in e-learning on the BlackBoard web based system
                                            and CD Rom.


                                            1, Research, development and the creation of a toolkit to xupport and
                                            enhance the skills of women in, and into, management and alert employers
Aims                                        to strategies which can be used to encourage their development in the
                                            organisation. The project pilots e-learning and online systems supporting the
                                            above in the region's SMEs


                                            There remains a marked stereotyping in work-based learning programmes
                                            with men accounting for 60% of all learners (Lancashire LSC Business Plan
                                            2002/03). There is also evidence that there are six times as many men as
                                            women in top management positions in the County and almost twice as
Why it was needed
                                            many men in the second tier of management. This heavy occupational
                                            segregation by gender has an impact both on the economy and on individual
                                            economic prosperity and a strong influence on the continuing pay gap
                                            between men and women.



Research Output                             CD Rom, Awards Ceremony to present candidates with Certificates



                                            Mid and end programme evaluation questionnaires were completed by the
                                            beneficiaries, covering a range of factors relating to the course. The end
Other ESF Outputs                           programme summary showed that 100% of beneficiaries felt that their
                                            knowledge and skills had been improved and 100% felt that they had
                                            benefited from the teaching and learning in small groups.

								
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