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Recent projects
This section provides you with summary information regarding research projects that have recently completed.
Clicking on the projects names listed below will take you to the summary. Please click ‘Return to listing’ to return to this listing.
Disability programmes and policies: How does Northern Ireland measure up?
Fair Employment Monitoring Report No.21
Inequalities in Education: Fact and Trends 1998-2008
Fair Employment Monitoring Report No.20
Employment Inequalities in an Economic Downturn
Nature and Extent of Human Trafficking
Effectiveness of the Disability Duties: Research Report
Fair Employment Monitoring Report No. 19
Outlining Minimum Standards for Traveller Accommodation
Equality Awareness Survey 2008
Fair Employment Monitoring Report No.18
Fair Employment Monitoring Report No.17
Enabling Lesbian, Gay and Bisexual Individuals to Access their Rights under Equality Law
Educational Migration and Non-return in Northern Ireland
Awareness of Equality Issues Among the General Population of Northern Ireland (2006)
Census 2001: Community Background in Northern Ireland (2006)
Census 2001: Men and Women in Northern Ireland. (2006)
Census 2001: Limiting Long-term Illness in Northern Ireland
Gender and Pay in the Hotel & Restaurant and Manufacturing Sectors in Northern Ireland. (2006)
Publications associated with these and earlier research projects can also be found in our research publications section.
Do You Mean Me? Discrimination: attitudes and experiences in Northern Ireland(Equality Awareness Survey 2011)
Aim: To establish current awareness of equality-related issues amongst the general public in Northern Ireland, and to monitor change in this awareness over time.
Objectives:
The key objectives are summarised in two main areas as follows:
- Equality and society:
- to capture attitudes towards equality issues including key equality groupings and to gauge perceptions of discrimination; and
- to establish the degree of current awareness of rights and responsibilities.
- The Equality Commission and its work:
- to acquire comparative data on the level of public confidence in the Commission and its work; and
- to identify the level of current awareness of the roles and responsibilities of the Commission (for example, section 75, information and advice, complaints procedures and affirmative action).
- Attitudes towards different groups as a work colleague, neighbour or married to a family member, have hardened.
- 33% of respondents said they had been subject to some form of harassment or treated unfairly because they belong to a particular group, an increase of 16%.
- 91% agreed with the need for equality laws and 77% agreed that they should be strengthened to match those in Great Britain.
- 73% agreed that the Commission is a valued source of expert advice on equality issues.
- Respondent confidence in the ability to keep their job is lower than the United Kingdom and European Union average.
Publications:
2011 Full Report
2011 Summary Report
Contractor/Author:
The Fieldwork was conducted by Social & Market Research (SMR) on behalf of the Commission.
Further information:
If you require further information regarding this work, please contact: research@equalityni.org.
If you would like to speak with the researchers, please contact: Laura McQuade (lmcquade@equalityni.org).
Disability programmes and policies: How does Northern Ireland measure up?
We have commissioned a new study into the gaps in public policy and service delivery for people with disabilities in Northern Ireland.
The research project brings together a range of data and evidence and has included the active participation of people with disabilities from across Northern Ireland.
It highlights the cross-cutting areas of ´Awareness Raising´, ´Participation´ and ´Statistics, Data collection and Access to Information´ as requiring immediate action in order to meet the requirements of the United Nations Convention on the Rights of Persons with Disabilities, in addition to the crucial areas of Independent Living, Education, and Work and Employment.
‘Disability Programmes and Policies: How does Northern Ireland measure up?’
Full report (PDF)
Summary report (PDF / Word)
Easy read (PDF)
Press release
Other versions on request (information@equalityni.org)
Some of the stories we have been told can be found in ´Working Together to Close the Gaps´and in the short films below.
The Chief Executive of the Equality Commission, Evelyn Collins, CBE talks about the significance of the 3 key areas identified by the research, the importance of UNCRPD and the Commission’s role in it and how this research will be used to help inform Government and Public Policy makers when they are considering issues which may affect the lives of disabled people.
Lyndsey Ewing
Lyndsey is deaf and has a slight learning disability. Lyndsey talks about some of the challenges and achievements she has faced while trying to carry out everyday tasks that others take for granted, such as getting a mobile phone fixed, booking a medical appointment and learning to drive. Lyndsey offers some positive advice to others who face similar experiences.
Elizabeth Zammitt
Elizabeth uses a motorised wheelchair; she talks openly about her experiences of life in Northern Ireland as a person with a disability.
Collie McElroy
Collie broke his back following an accident at home. He talks about his role in participating in public life in order to ensure that disability issues are considered by government and public policy decision makers and the challenges he has faced.
The research will assist us in our role, along with the Northern Ireland Human Rights Commission, as the Independent Mechanism for Northern Ireland, in which we monitor the Government’s implementation of the United Nations Convention on the Rights of Persons with Disabilities.
It will also inform our corporate priorities. Full details of our proposed forward work plan can be found in our Corporate Plan.
To keep up-to-date on issues related to disability and other work of the Commission please sign up for our Newsletter.
Fair Employment Monitoring Report No.21
The 21st Fair Employment Monitoring Report, published by the Equality Commission, shows that the total number of monitored employees in Northern Ireland fell for the second year in succession, although at a lesser rate than that for 2009.
The Monitoring Report, drawn from statistics provided by almost 4,000 employers in 2010, shows a total of 512,726 monitored employees, a decline of 4,546 or 0.9% from 2009.
The Roman Catholic share of the monitored workforce was [45.9%], an increase of 0.5pp from 2009, continuing the trend observed during the last ten years.
Women have increased their share of the monitored workforce almost year on year between 2001 (50.4%) and 2010 (52.7%).
Download
Monitoring Report (without appendices, 7.4mb, 164 pages)
Appendices: Definitions and Employer Compositions (1.4mb, 76 pages)
Full 2010 report (including appendices, 11mb, 241 pages).
Research Update (summary version, 383kb, 6 pages).
News Page
Additional table sets (not published as part of the full report).
Please find below a link to additional tables that provide a more detailed look at the data published in the Monitoring Report No. 21. The additional data contained within these tables is not included in the Report for reasons of clarity and brevity. Please note that, where there are less than 10 Protestants or Roman Catholic employees / applicants / appointees in the tables, an asterisk is shown, and only the total is presented. This is to ensure that the religious background of any individual cannot be inferred from the data.
How to download additional tables- Click on the arrow to the right of the box below - this will display a drop-down list of tables
- Click on a table to highlight it
- Click the download button to open/save the file
Inequalities in Education: Fact and Trends 1998-2008
Aim: To present the latest educational data relevant to the Equality Commission’s Statement on Key Inequalities in Northern Ireland, and to compare that to data from ten years previous.
Objectives:
Over the period 1998 and 2008, to present evidence of the differentials in the educational attainment within the areas of Community Background, Gender and Disability and for the specific groups of Children in Care and Traveller Children. (Other key groups identified in the Commission’s Statement on Key Inequalities were those from Black and Ethnic Minority communities and those identifying as Lesbian, Gay, Bisexual or Transgender. However, detailed quantitative data on educational attainment proved problematical to obtain for these groups, most likely due to small sample sizes).
Key Findings:
Community Background
When the different groups are compared, community background is the area where fewest differences exist in 2007/08. Amongst the population, the economically active from both communities hold very similar levels of highest education attainment. Amongst school leavers, there has been considerable improvement in the highest level of educational attainment of both communities, although this rate of improvement has been slightly greater for Roman Catholics than for Protestants. Thus, the gap between highest educational attainment of Protestant and Roman Catholic school leavers has widened.
Gender
Some differences are notable when looking at gender, particularly with regards to levels of highest educational attainment and subject choices within Further or Higher Education. Economically active females are more likely than males to hold a higher level of education attainment. In addition, while there has been considerable improvement in the highest level of educational attainment of both males and females school leavers, this improvement has been markedly more evident for females than for males. Thus, the gap between highest educational attainment of male and female school leavers has widened.
Those with / without a declared disability
There are still considerable differences in the highest educational attainment and in participation in Further or Higher Education between those with and without a declared disability. Economically active people without a declared disability remain more likely than those with a declared disability to hold a higher level of education attainment. In addition, while there has been considerable improvement in the highest level of educational attainment of economically active people with and without a declared disability, this improvement has been markedly more evident for those without a declared disability. With regards to participation in third-level education, while those with a declared disability remain under-represented at this level, an improvement has occurred in the proportion who are accessing institutes of Higher Education in Northern Ireland.
Irish Travellers
Over the aggregate period 2003/04-2007/08 there has been a noticeable gap between the highest education attainment and destinations of Irish Traveller and non-Traveller school leavers. The majority of Irish Travellers left school with no GCSEs, while the majority of non-Travellers left school with GCSE or higher qualifications. The most common intended non-employment destination for Irish Travellers leaving school was unemployment, while the most common intended destination for non-Travellers was Higher Education. Furthermore, in the aggregated time-period examined, zero percent of Irish Travellers indicated they intended to continue on to Higher Education.
Children in Care
It is evident that Care-leavers exit secondary education with lower educational attainment levels than all school leavers and have lower rates of going on to an educational destination. Little or no improvement in the educational attainment levels and non-employment destinations of Care-leavers leaving school occurred between 2001/02 and 2007/08. In comparison, there has been an improvement in the highest level of educational attainment of all school leavers, and in the proportion of all school leavers continuing on to third level education.
Publications:
Research Report
Summary Report
Contractor/Author:
The Research and Evaluation Team of the Equality Commission for Northern Ireland wrote this report. However, the report draws on key government data sources, namely the Labour Force Survey, the Qualifications and Destinations of School Leavers Survey, the Enrolments in Further Education dataset, the Enrolments in Higher Education dataset and the Northern Ireland Care Leavers Survey. We would like to thank all those who assisted us in collating this data.
Further Information:
If you require further information regarding this work, please contact: research@equalityni.org.
If you would like to speak with the researchers, please contact: Aileen Connor (aconnor@equalityni.org).
Fair Employment Monitoring Report No.20
Aim: To identify and keep under review patterns and trends of employment in Northern Ireland.
Objectives:
- To prepare full and summary reports of publishable quality containing an annual review of stocks and flows into monitored employment in Northern Ireland. This includes data on employees, applicants, appointees, promotees and leavers.
- To disseminate the Report widely, using both hard copy and web-based distribution.
- To assist the Commission in considering whether the data reveals the existence or absence of equality of opportunity.
- To provide robust data to inform the general debate on the status of fair employment in Northern Ireland.
Contractor/Author: Equality Commission (in house project)
Time line: December 2009 - December 2010
Further information: If you require further information regarding this work, please contact: research@equalityni.org, if you would like to speak with the researchers, please contact: rrussell@equalityni.org.
Employment Inequalities in an Economic Downturn
Aim: To update understanding of the effect the economic downturn has had on the employment status and prospects of relevant groups across the nine equality grounds.
Objectives:
- To determine patterns in employment in relation to the nine equality grounds as identified in key documents, for example the Commission´s Statement on key inequalities.
- To determine which groups have been most likely to experience difficulties in accessing employment in Northern Ireland to date.
- To provide an insight into potential barriers and enablers to labour market participation (entry and retention) both during an economic downturn and during the subsequent recovery period. Consider any ground/group specific impacts and illustrate how these manifest themselves for the various groups;
- To establish the ground/group specific issues evident in Northern Ireland, and illustrate how difficulties are most likely to manifest themselves for these groups - considering, amongst others, employment patterns, occupational classifications and sectors/locations most affected.
- To identify emerging and ongoing issues for affected groups in Northern Ireland and to consider changing patterns, access to and security of employment for these groups both during the continuing economic downturn and moving into economic recovery.
Contractor/Author: Employment Research Institute, Edinburgh Napier University
To access the full report (115 pages), click here
To access the summary report (6 pages), click here
Further information: If you require further information regarding this work, please contact: research@equalityni.org If you would like to speak with the researchers, please contact: r.mcquaid@napier.ac.uk
Fair Employment Monitoring Report No. 19
‘Monitoring Report No. 19 – A Profile of the Northern Ireland Workforce (Summary of Monitoring Returns 2008)’ sets out a broad picture of the community composition of the monitored Northern Ireland Workforce for 2008.
The report aims to inform employers (or interested parties) about wider compositional trends that, used alongside information on local labour availability, may inform their own considerations of fair participation in specific employment(s).
The full report presents an analysis of the community composition of employees, applicants, appointees, promotees and leavers in the overall monitored workforce as well as in the private and public sectors.
Key findings
- The data shows that the monitored Northern Ireland workforce continued to grow in 2008 and now stands at 529,857 (readers should note that the data in the 2008 returns largely relates to compositional trends before the current recession).
- This represents an overall increase of 3,646 employees (0.7%) from 2007 and the highest figure recorded since all employees (full and part time) were first monitored in 2001.
- In the Northern Ireland monitored workforce, full-time employment grew by (0.9%), a continuation of the upward trend since 2002. In contrast, part-time employment peaked in 2006, and has since fallen. In 2008, the number of part-time employees dropped by 0.7%).
- The total private sector workforce has grown every year since 2002, while the public sector has contracted since 2006. There was a similar pattern in 2008 – ie, the private sector count rose by (1.7%), compared with a fall of (1.1%) in the public sector.
- Overall, employment counts rose for Roman Catholics during 2008 by (2.1%) and fell for Protestants by (0.7%).
- The community composition was [54.8%] Protestant and [45.2%] Roman Catholic, representing an [0.6] percentage point rise in the Catholic share of monitored employment (again mirroring recent trends).
- In 2008, females accounted for just over half (51.9%) of the total monitored workforce, almost half (48.3%) of full-time employees, and nearly three-quarters (71.5%) of the part-time workforce.
Click on the links below to access the full report, summary version and additional tables.
Research Update - a short 6 page summary highlighting key trends from the current Fair Employment Monitoring Report (summary version 64kb)
Full 2008 Report - summary trends in monitoring data: with breakdowns by public / private sectors; full time / part time, etc. (3.42Mb - including appendices)
Additional tables set1 - (not published as part of the full report)
Additional tables set2 - (not published as part of the full report)
Publication date: 10 December 2009
Outlining Minimum Standards for Traveller Accommodation
Aim: To outline minimum standards for the different types of Traveller accommodation, defined as tolerated/co-operation; emergency; transit and permanent by existing equality legislation, international standards and policy commitments.
Objectives:
The project objectives, as established by the Equality Commission for Northern Ireland, were as follows:
- Analysis of the current international legislative framework and resultant obligations on the development of accommodation standards for Travellers
- Analysis of the current policy environment
- Define the various categories of Traveller accommodation
- Analysis of whether current Traveller provision meets legislative requirements
- Take account of wider impact on the good relations duty on Traveller accommodation
- Take account of the impact of racism on Traveller accommodation
- Identify good practice initiatives in GB, RoI and Europe
- Outline minimum standards for Traveller accommodation in Northern Ireland .
Key Findings:
- Undersupply of suitable accommodation
There remains a severe undersupply of decent, culturally sensitive accommodation for Travellers, which provides meaningful choice for households regarding their way of life. Travellers feeling forced to accept ´bricks and mortar´ accommodation, with a perception that their right to a nomadic way of life was not understood or supported by authorities. - Standards in relation to site provision
Where Grouped Housing or ´bricks and mortar´ housing has been provided for Travellers, it has generally been of a decent standard. Standards on many sites were unacceptable. There have been a number of instances where sites which had been provided on a temporary basis, but have since become de-facto permanent. These sites lack basic facility such as mains electricity. The absence of such facilities has forced some Traveller households into poverty. - Delays in development of new sites
Considerable delays and obstacles have been encountered in the development of new sites. Identification, acquisition and allocation of land for site development remains a key factor in contributing to delays. Consultation with councils regarding planning applications in respect of sites for Traveller accommodation has significantly added to the time delays. - Impact on Traveller households
Delays in site development have had considerable adverse impact on Traveller households. They caused some households to accept non-culturally sensitive ´bricks and mortar´ accommodation as an alternative. This type of accommodation was often provided in areas where no previous local connection existed. Some families reported that their names were removed from the waiting list for a site once they had accepted alternative accommodation. There was a strong view among the Travellers interviewed that they had little choice in terms of accommodation offered. - Governance issues
The research found that, to some extent, there has been an increased recognition and acceptance by agencies of their statutory functions in meeting the needs of Travellers. However, the research also found that a fragmented approach exists to providing Traveller accommodation, with responsibility spread across a range of departments and agencies. This has strongly influenced the effectiveness of measures to meet housing need. No single department or agency has policy and operational responsibility for the development and delivery of Traveller accommodation. The result of this is that there is no central driver to ensure that all departments and agencies work together.
Publications:
Outlining Minimum Standards for Traveller Accommodation
Contractor/Author:
Research undertaken by the Chartered Institute of Housing (Grainia Long) and the University of Ulster (Paddy Gray & Ursula McAnulty)
Further information:
If you require further information regarding this work, please contact: info@equalityni.org.
If you would like to speak with the researchers, please contact: Simon Hookham (shookham@equalityni.org).
Equality Awareness Survey 2008
Aim: The overall aim of the survey was to establish current awareness of equality-related issues amongst the general public in Northern Ireland and to monitor change since 2005.
Objectives:
- To identify the level of current awareness of anti-discrimination legislation; and awareness of the Commission and its role;
- To capture attitudes towards equality issues including attitudes towards key equality groupings;
- To probe perceptions and personal experience of discrimination; and
- To acquire baseline data on the level of public confidence in the Commission and its work.
Key findings:
- Awareness of specific equality statutes among the general public is generally good. While perceived understanding of some equality legislation appears to have fallen since 2005, specific knowledge of the Section 75 duties placed on public authorities appears to have increased.
- The survey found that social attitudes varied in different scenarios (work, home and relationships) and towards different groups (eg, mental ill-health compared with physical or learning disabled).
- Almost a quarter of respondents perceived racial or ethnic groups to be the group treated most unfairly in Northern Ireland.
- While the majority of respondents displayed positive attitudes, most negative feelings were expressed towards Travellers (28%), lesbian women, gay men or bisexuals (21%); and Eastern European migrants (20%).
- 16% felt they had experienced some form of discrimination in the last three years, and one-fifth of those made a complaint. One-third felt they would know their rights if they experienced discrimination or harassment.
- 30% of respondents correctly named the Equality Commission as the body with overall responsibility for promoting equality and dealing with anti-discrimination laws in Northern Ireland. When prompted, over half (55%), had heard of the Equality Commission.
- Around two-thirds had confidence in the ability of the Commission to promote equality of opportunity for all.
Publications:
2008 Equality Awareness Survey - Full Report
2008 Equality Awareness Survey - Research Update
Contractor/Author:
The Fieldwork was conducted by Social & Market Research (SMR) on behalf of the Commission.
Further information:
If you require further information regarding this work, please contact: research@equalityni.org.
if you would like to speak with the researchers, please contact: Ray Russell (rrussell@equalityni.org).
Fair Employment Monitoring Report No.18
Aim: To identify and keep under review patterns and trends of employment in Northern Ireland.
Objectives:
- To prepare full and summary reports of publishable quality containing an annual review of stocks and flows into monitored employment in Northern Ireland. This includes data on employees, applicants, appointees, promotees and leavers.
- To disseminate the report widely, using both hard copy (750) and web-based distribution.
- To assist the Commission in considering whether the data reveals the existence or absence of equality of opportunity.
- To provide robust data to inform the general debate on the status of fair employment in Northern Ireland.
Key findings:
- The monitored Northern Ireland workforce totalled 526,000 employees, an increase of (1.0%) on the previous year. The private sector expanded while there was a slight decline in public sector employment.
- In 2007, the total monitored workforce, and the public and private sectors (all employees) converged at 55.4% Protestant and 44.6% Roman Catholic.
- The LFS Religion Report (2006) estimated that the Catholic share of the economically active (working age) lies somewhere between 41.6% and 45.2%.
- Comparing the same sections of the monitored Northern Ireland workforce as were monitored in 1990, by 2007 the Roman Catholic share had increased by 9.1 percentage points.
- Roman Catholic representation increased in number and proportion in both public and private sectors, while the opposite was true for Protestants.
- The drop in Protestant employment is largely accounted for by a fall in part-time work, particulary in the public sector. Overall, part-time employment contracted for the first time since 2001.
- In relation to security-related employment, in January 2001 one-in-twelve police officers were Roman Catholic. By January 2007, this figure had risen to one-in-six.
- Concerning applicants, for the first year since monitoring began, the total number of Catholic and Protestant applicants was broadly similar (271,000).
- Females accounted for (51.7%) of all monitored employees, with greater proportions in the public sector (62.4%) and the part-time workforce (71.7).
Publications:
Full Report - Fair Employment Monitoring Report No.18
Research Update - Fair Employment Monitoring Report No.18
Contractor/Author: Equality Commission (in house project)
Further information: If you require further information regarding this work, please contact: research@equalityni.org If you would like to speak with the researchers, please contact: RRussell@equalityni.org.
Fair Employment Monitoring Report No.17
Aim: To identify and keep under review patterns and trends of employment in Northern Ireland.
Objectives:
- To prepare full and summary reports of publishable quality containing an annual review of stocks and flows into monitored employment in Northern Ireland. This includes data on employees, applicants, appointees, promotees and leavers.
- To disseminate the report widely, using both hard copy (750) and web-based distribution.
- To assist the Commission in considering whether the data reveals the existence or absence of equality of opportunity.
- To provide robust data to inform the general debate on the status of fair employment in Northern Ireland.
Key Findings:
- The monitored Northern Ireland workforce totalled almost 521,000 in 2006, an increase of approximately 3,000 (0.6%) on 2005.
- The composition of the monitored workforce was 56.3% Protestant and 43.7% Roman Catholic.
- While the number of Roman Catholic employees increased overall, there was a fall in the Protestant count, resulting in a rise of 0.7 of a percentage point in the Roman Catholic share of the monitored workforce.
- Private sector employment levels rose by (1.4%), with the continuing decline in manufacturing industry notably affecting Protestants.
- Although Public Sector employment fell by (0.7%), the Catholic share grew by 0.7 of a percentage point.
- The Part-time workforce showed little change during 2006: only one in ten males work part-time compared with almost one in four females.
- Females accounted for 51.7% of all monitored employees.
- Comparing the same sections of the monitored Northern Ireland workforce as were monitored in 1990, by 2006 the Roman Catholic share had increased by 8.2 percentage points.
Publications:
Full Report - Fair Employment Monitoring Report No. 17
Research Update - Fair Employment Monitoring Report No. 17
Contractor/Author: Equality Commission (in house project)
Further information: If you require further information regarding this work, please contact: research@equalityni.org If you would like to speak with the researchers, please contact: rrussell@equalityni.org.
Enabling Lesbian, Gay and Bisexual Individuals to Access their Rights under Equality Law
Aim: Was to raise awareness and to identify strategies whereby specialised equality bodies can enable lesbian gay and bisexual (LGB) people to secure their rights under equality law.
Objectives:
- to identify barriers to lesbian, gay and bisexual people realising the protection afforded by the legislation and to engaging effectively with equality bodies.
- to identify barriers for equality bodies in securing a visibility for lesbian, gay and bisexual people in their work and in the implementation of equality legislation.
- to identify good practice for specialised equality bodies in securing effective access to rights for lesbian, gay and bisexual people through all areas of their work - information, legal, developmental, research and communication.
- to identify legislative, policy, resourcing and contextual changes required to secure effective access to rights for lesbian, gay and bisexual people.
- to identify key actionable recommendations for the Equality Authority, Equality Commission for Northern Ireland, other Specialised Equality Bodies, Policymakers, Social Partners, NGOs including Lesbian Gay and Bisexual NGOs.
Key findings:
- LGB people on the island of Ireland are subject to particular forms of prejudice, frequently referred to as ´homophobia´ and ´ heterosexism´ and fear of victimisation prevents LGB people from taking legal action against discrimination.
- Aspects of the law may act as a barrier: Time limits for making a complaint, religious belief exemptions and a lack of anonymity in the tribunals and/or courts may discourage LGB people from accessing their rights.
- Major barriers to pursuing a complaint were identified as a lack of awareness of legal rights; lack of information, advice and emotional support; financial costs; complex legal processes and delays in bringing a case to tribunal and/or court.
- The ECNI and EA have undertaken various activities to promote equality and fight discrimination against LGB people. Several challenges including lack of resources and the reach of equality law were identified.
- A review of four EU countries (Belgium, the Netherlands, Sweden and Scotland) has identified good practice in minimising the impact of barriers including, dedicated resources for LGB people, a community legal services network and opportunities for trade unions and LGB organisations to take cases on behalf of individuals.
Publications:
Contractor/Author: Institute for Conflict Research / School of Social Justice UCD / Barry Fitzpatrick Consulting
Further Information: If you require further information regarding this work, please contact: research@equalityni.org , if you would like to speak with the researchers, please contact: http://director@conflictresearch.org.uk.
Educational Migration and Non-return in Northern Ireland
Aim: Is to understand the key patterns and drivers of educational migration and non-return and the impact of this on religious composition of the pool of qualified labour available to employees in Northern Ireland.
Objectives:
- Summarise key patterns and trends associated with educational migration by undertaking a comparative examination of the socio-economic and demographic profile of Northern Ireland-domiciled students enrolling in higher educational institutions in Northern Ireland, Great Britain and Ireland.
- Summarise key patterns and trends regarding educational non-return by undertaking a comparative examination of NI-domiciled students who have graduated from higher educational institutions in Northern Ireland, Great Britain and Ireland, considering the socioeconomic and demographic profile of graduates who have returned to Northern Ireland compared with non-returners.
- Distil key drivers - political, economic, policy, attitudinal, social and cultural - for educational migration amongst Northern Ireland-domiciled students (including non-returners), taking into account community background, gender and socio-economic status.
- Quantify the current and future impact of educational migration and non-return on the community composition across or within specific areas of the labour market, considering also factors such as gender, social class and grade / occupational
- classification. Consider the utility of the existing data sources and materials, recommending potential improvements and /or further work that could be undertaken.
- Identify key actionable recommendations for the Equality Commission for Northern Ireland, policymakers, education providers and/or those collecting monitoring and attainment data.
Key Findings:
- In 2005/06, more Roman Catholic (40%) than Protestant (34%) students progressed to higher education. This was influenced by a number of factors, including different levels of educational attainment, aspirations and culture.
- For all school leavers, regardless of religion or community background, the share of girls (44%) continuing on to university was much higher than that for boys (31%).
- There is a clear link between the level of deprivation in the area in which a student lives and the likelihood of progressing to Higher Education.
- In 2005/06, 29% (2,736) of NI school leavers migrated to study in Great Britain. The total number of Protestants (1,217) and Roman Catholics (1,148) was broadly similar. However, Protestants (34%) were proportionately more likely than Roman Catholics (23%) to migrate.
- Factors that influence educational migration include personal choice, level of affluence and higher education policy. There is little recent evidence of political "chill factors" impacting on educational migration.
- Around two-thirds of Northern Ireland students who studied in Great Britain do not return to Northern Ireland in the short-to-medium term.
- Factors that influence graduate migration include employment opportunities, local ties to regions and knowledge of other regions.
Publications:
Full Report - Educational Migration and Non-return in Northern Ireland
Research Update - Educational Migration and Non-return in Northern Ireland
Contractor/Author: Employment Research Institute at Napier University
Further Information: If you require further information regarding this work, please contact: research@equalityni.org , if you would like to speak with the researchers, please contact: r.mcquaid@napier.ac.uk.
Awareness of the Age regulations and attitudes of the General Public in Northern Ireland towards Age-related issues
Aim: To undertake a public survey in Northern Ireland to acquire baseline knowledge of age-related issues in general, and Key information relating to the implementation of the Age Regulations in Particular.
Objectives:
- to ascertain the degree of knowledge of the Equality Employment (Age) Regulations 2006;
- to identify the level of awareness of the services which the Equality Commission can provide on age-related equality issues;
- to capture attitudes towards age-related issues; and
- to probe experiences of age-related discrimination.
Key Findings:
- Just under half (46%) of respondents were aware that age discrimination is now unlawful.
- Two-thirds (66%) of those who were aware of the new law correctly indicated that job applicants and employees are covered by the regulations, while fewer correctly cited contract workers (13%) and employment agencies (10%).
- There was strong disapproval of the exclusion of goods, facilities and services from the Regulations (45%). Only 9% approved of the exclusion.
- A difficulty in obtaining employment was perceived to be the main work-related issue facing both younger (54%) and older
- people (47%).
- Seventy percent of respondents were of the view that the different National Minimum Wage (NMW) rates payable to young people, 16-22, are unfair.
- Considerable public support was evident for a flexible retirement age: 62% agreed that "people should be allowed to retire when they want to."
Publications:
Contractor/Author: SMR - Social and Market Research
Further Information: If you require further information regarding this work, please contact: research@equalityni.org if you would like to speak with the researchers, please contact: dmcdade@smresearch.co.uk
Awareness of Equality Issues among the General Population of Northern Ireland (2006)
Aim: To undertake a public survey within Northern Ireland to measure both the public’s current awareness of and attitude to equality issues, and to identify changes in awareness and attitudes from previous baseline research.
Objectives:
- A baseline measurement of awareness of equality legislation.
- A baseline measurement of awareness of the roles and responsibilities of the Commission (including, Section 75, information and advice, complaints procedures and affirmative action).
- A baseline measurement of awareness of recent equality-based advertising campaigns tailored for the Commission.
- A baseline measurement of attitudes to equality issues including attitudes towards groups specified within section 75 legislation, perceptions of discrimination over time and experience of discrimination.
Some Findings:
- Public awareness of equality legislation in Northern Ireland was generally high (e.g. eight out of ten respondents (84%) were aware of the Sex Discrimination Order). However, few people had heard of legislation relating to sexual orientation (e.g. one out of three respondents (33%) knew of the Employment Equality (Sexual Orientation) Regulations).
- Awareness of Section 75 of the Northern Ireland Act 1998, has shown a significant increase, from almost one in ten (9%) in 2002 to just over one in four respondents (28%) in 2005.
- There was a high level of support for equality legislation in Northern Ireland among nine out of ten respondents (92%).
- Just over half of survey respondents (58%) had heard of the Equality Commission for Northern Ireland.
- Negative social attitudes were most likely to be expressed towards travellers and gay, lesbian and bisexual individuals. Almost one in four respondents (24%) would mind having a Traveller as a work colleague or a neighbour (four out of ten (41%) objected). Almost one in three respondents (29%) would mind if a relative was in a relationship with a lesbian, gay or bisexual person.
- Almost one in five respondents (17%) had experienced discrimination or harassment in the last 3 years. However, of these only one out of three (31%) had brought a complaint.
Publications:
- Full Report - Awareness of Equality Issues Amongst the General Public in NI
- Research Update - Short summary of the above work.
Contractor / Author : RES / Social Market Research
Further Information: If you require further information regarding this work, please contact: research@equalityni.org If you would like to speak with the researchers, please contact: dmcdade@smresearch.co.uk
Census 2001: Community Background in Northern Ireland (2006).
Aim: To compile a digest of summary data from the 2001 Census of Population on community background in Northern Ireland.
Objectives:- To prepare a short paper which provides useful and accessible information extracted from the Census on demographics, health, the labour market, education and housing.
- To draw attention to the similarities and differences which exist between both major community traditions in Northern Ireland.
- To answer frequently asked questions relating to community background in Northern Ireland.
Some Findings:
- Due to the older age profile of the Protestant population, the incidence of Limiting Long-term Illness was higher amongst Protestants (21.2%) than Catholics (19.9%).
- The proportion of the economically active who worked full-time was higher amongst Protestants (73.0%) than Catholics (69.2%).
- Of those who were economically inactive, a greater percentage of Protestants (37.0%) than Catholics (20.7%) were retired.
- Protestants (42.6%) were more likely than Catholics (41.3%) to have no qualifications.
- A greater proportion of Protestants (28.3%) than Catholics (25.8%) were working in ‘Managerial and Professional Occupations’.
- Proportionally more Catholics (9.8%) than Protestants (5.1%) were in the category of ‘Never Worked and Long-term unemployed’.
- Housing occupancy and ownership rates show differing trends between Catholics and Protestants in Northern Ireland.
Publications:
Summary Report - Census 2001: Community Background in Northern Ireland (2006).
Contractor / Author: Equality Commission (in house project)
Further Information: If you require further information regarding this work, please contact: research@equalityni.org
Census 2001: Men and Women in Northern Ireland (2006).
Aim: To compile a digest of summary data from the 2001 Census of Population regarding men and women in Northern Ireland.
Objectives:
- To prepare a short paper which provides useful and accessible information extracted from the Census on population demographics, health, the labour market, education and housing.
- To draw attention to the similarities and differences which exist between women and men in Northern Ireland.
- To answer frequently asked questions relating to gender issues in Northern Ireland.
Some Findings:
- Females comprised the majority of the population (51.3%) in Northern Ireland, and the majority of lone parents (87%).
- In terms of the marital-status of lone parents, women (30.7%) were more likely than men (7.7%) to be single (never married). Men in this group, however, were more likely to be widowed than their female counterparts (44.8% vs. 24.8%).
- More men in Northern Ireland (73.0%) reported “Good” health than women (67.9%).
- Women (21.5%) had a higher rate of long-term illness than men (19.0%).
- More women (12.9%) than men (9.3%) were providing unpaid care.
- Males in the workforce were more likely than females to work full-time (82.9% vs 57.7%). In contrast, women were much more likely to work part-time than men (33.1% vs 6.3%).
- Men were more likely than women to occupy senior managerial and professional positions (9.2% vs 3.7%)
- Men and women are segregated into different occupational types in the workforce according to their gender. Males were more likely to be employed in skilled trades (SOC5, 25.7% vs 3.2%) than women. However, a greater percentage of women than men worked in Administrative and Secretarial roles (SOC4, 23.6% vs 7.2%).
- Males were more likely than females to have no qualifications (45.5% vs 41.1%).
Publications:
Summary Report - Census 2001: Men and Women in Northern Ireland (2006).
Contractor / Author: Equality Commission (in house project)
Further Information: If you require further information regarding this work, please contact: research@equalityni.org
Census 2001: Limiting Long-term Illness in Northern Ireland (2006)
Aim: To compile a digest of summary data from the 2001 Census of Population regarding disability and limiting long-term illness in Northern Ireland.
Objectives:
- To prepare a short paper which provides useful and accessible information extracted from the Census on population demographics, health, the labour market, education and housing.
- To draw attention to the similarities and differences which exist between those persons with a disability and those without.
- To answer frequently asked questions relating to disability and limiting long-term illness in Northern Ireland.
Some Findings:
- One in five of people in Northern Ireland (20.4%) had a limiting long-term illness, which is commonly associated with having a recognised disability.
- More women than men suffer from a long- term illness in Northern Ireland (21.5% vs 19.0%).
- The incidence of long-term illnesses in the population, tends to be higher in some geographical areas than others. For example the long-term illness rate was highest in the Belfast City Council area (24.2%) and lowest in the Ballymena Borough Council area (17.7%).
- Protestants tend to have a higher rate of long-term illness than Catholics (21.2% vs 19.9%).
- Thirty percent of households in NI occupied by a person with a long-term illness also contained an unpaid carer, compared to 14.9% of households which did not have a person with a long term illness.
- Of the economically active, persons with a long- term illness were more likely than those without a long-term illness to be working part-time (24.1% vs 17.7%) or to be unemployed (12.6% vs 6.2%).
- People in NI with a long-term illness were more likely to have no qualifications, than those without a long-term illness (69.6% vs 34.1%).
Publications:
Summary Report - Census 2001: Limiting Long-term Illness in Northern Ireland (2006)
Contractor / Author: Equality Commission (in house project)
Further Information: If you require further information regarding this work, please contact: research@equalityni.org
Gender and Pay in the Hotel & Restaurant and Manufacturing Sectors in Northern Ireland (2006).
Aim: The overall aim of the research was to identify strategies towards the achievement of gender equality in pay in general, and in specific sub-sectors of the economy.
Objectives:
- Quantify and analyse the gender pay gap for the Manufacturing and Hotels and Restaurants sectors in Northern Ireland.
- Examine the recruitment, promotion and progression and mobility patterns of males and females within the Manufacturing and Hotels and Restaurants sectors.
- Compare and contrast the gender pay gaps existing within the Manufacturing and Hotels and Restaurants sectors, with the economy wide position.
- Assess the role of wage setting mechanisms within the workplace, particularly in relation to part-time working within the Manufacturing and Hotels and Restaurants sectors.
- Develop recommendations for actions to reduce the gender pay gap in Northern Ireland.
Some Findings:
- At the economy wide level, women suffer from a clearly defined gender pay gap, being paid significantly less than men when their hourly earnings are compared.
- In 2004, women working full-time in Northern Ireland earned 9% less per hour than full-time male employees, whereas women working part-time earned 30% less per hour than full-time male employees. Both full-time and part-time gaps are narrowing.
- The gender pay gap varies widely within specific industries and occupations compared to the average whole economy pay gap in Northern Ireland.
- Women working in the Manufacturing sector experienced a larger gender pay gap relative to women employed in the Hotel and Restaurant sector.
- The analysis found that full-time gender pay gap could not be statistically explained by differences between men and women in respect of attributes such as, educational qualifications, length of time in job, years since left school, occupation and industry sector.
- The analysis found that part-time gender pay gap could be statistically explained by 3 factors: educational qualifications; the disproportionate share of part-time women in lower-paying occupations and the penalty part-time workers incur.
Publications:
- Full Report - Gender and Pay in the Hotel & Restaurant and Manufacturing Sectors in Northern Ireland (2006).
- Summary Report - Gender and Pay in the Hotel & Restaurant and Manufacturing Sectors in Northern Ireland (2006).
- Research Update - Short summary of the above work.
Contractor / Author: Tony Dignan (Economic Research & Evaluation)
Further Information: If you require further information regarding this work, please contact: research@equalityni.org If you would like to speak with the researchers, please contact: tdignan@btinernet.net
Telephone: 028 90 500 600 Textphone: 028 90 500 589
Fax: 028 90 248 687 Email: information@equalityni.org
