Approach to cultural diversity in Italy

________

http://www.in-diversity.eu/
Lifelong Learning Program, LEONARDO DA VINCI PROJECT n 2010-1-ES1-LEO05-21234

SUMMARY

A1. Diversity generated by immigration.............................................................................................. 3

A2. Diversity in the national heritage (source: Wikipedia) ............................................................... 12
A3. Migrants and the labour market .................................................................................................. 14
A4. Diversity in companies ................................................................................................................ 18
A5. Main findings .............................................................................................................................. 20
B. Information from Enterprise and migrant workforce in the EU (2005 & 2006) ......................... 21
B1. The Guide enterprise and migrant workforce in EU (Information from Spain, Sweden &
Italy) .............................................................................................................................................. 21
B2. Other projects .............................................................................................................................. 21
C. Guidelines for interviews .............................................................................................................. 22
C1. Method .................................................................................................................................... 22
C2. Guidelines ............................................................................................................................... 23
D. Conclusion..................................................................................................................................... 31

WP2 Approach to Cultural Diversity

A1. Diversity generated by immigration

A1.1. Words used in your country and definitions

Definitions:
Immigration: Immigration is the permanent or temporary transfer of groups of people in a country
different from their origin; from the point of view of the destination area the phenomena takes the
name of immigration, from the origin we are talking about immigration. We can include the
immigration of population and internal movements to a country (the so called internal migration and
the urbanization phenomena).
Foreigner: Art. 10, 2 co., Cost. contains a reservation of laws in order of a corporate condition of
the foreigner, without however offering a definition of foreigner.
The corporate condition of the foreigner is regulated by the laws in compliance to regulations and
International treaties .If the foreigner, cannot circulate freely in its country, he/she has the right of
asylum in the territory of the republic ,according to the conditions established by the law.
Extradition of the foreigner is not allowed for political crimes. (Art. 10 Cost.)
In the common language the term foreigner is a synonym of not italianbut for art. 1 of the
Agreement for the application of Schengen, as a matter of fact, foreigner is not not italian, but
rather not European.
The unique text on immigration, furthermore, expands even more the range of the term indicated in
art. 10 Cost. and from the Schengen agreement, up to including even the stateless, that is all the
people that do not have a citizenship.
Ethnic group: An ethnic group (from the greekithnos = "people") is a population of human beings
whose members are identified in a common genealogical branch or in a same stock and
distinguishing themselves from the others as a distinct group. The individuals often have in
common culture, language, religion, habits and costumes as well as some physical features (passed
on genetically and due in part even to the adaptation on the territory where the group lives).

WP2 Approach to Cultural Diversity

A1.2. Short history of migration in your country and the consequences on the diversity of
the inhabitants

(This section should include figures and detail the main origins represented)
Italy, since the end of the 1970s has progressively changed its role from traditional emigration
country to one of receiving immigrants and is currently at a cross-road as it faces an immigration
crisis. The thematic about immigration , is in fact, today very actual, both for the national and
international contingent problems such as the emergency concerning disembarkments and the
related crisis in North Africa as far as the relation between immigration is concerned, the role of
immigrants in the origin countries, transit, destination and development.
The last 15 years have shown major changes in migration flows. Migratory movements, registered
and unregistered alike, have grown substantially compared to the past. Italy, has become one of the
most important destination areas. The region of origin of the migration flows expanded because of
new emigration countries (especially those of Central and East Europe) adding up to the existing
ones.
As a result the foreign population assumed characteristics that differed at least partly from those
recorded in the previous
years.http://iussp2009.princeton.edu/download.aspx?submissionId=91912).
At the beginning of 1990, immigrants present in Italy were about 500.000.
In the last 20 years the immigrant population has increased about 10 times as much and today we
have about 5 million immigrants settled in Italy.
A big economic crisis invaded Italy during 2009. As a consequence of that, hiring from abroad
decreased (from 168.000 in 2008 to 89.000 in 2009 according to Excelsior survey), not only the
stream of immigrants has diminished but many of them got fired or had to leave the country or
became refugees.
At the beginning of 2010, according to ISTAT (The National Institute for Statistics), immigrants in
Italy were 4 million and 235 thousand but, according to an assessment made by Italian Caritas
(Dossier Statistico 2010) that includes all regular immigrants not yet registered, we reach 4 million
919 thousand people (1 immigrant every 12 residents).The increase of residents has been of about 3
million units during the last 10 years. The average incidence over the resident population is of about
7%. In 2009, the new births from both foreign parents are over 77.000.
This means a percentage of 13% of all the new births and if we add the births from mixed couples
we could reach 16,5%.
The incidence of minors is about 1 million (932.675), that is an average of 22%.
The children of immigrants registered at schools are 673.592, that is a percentage of 7,5% of the
school population. These data underline an education delay three times higher than Italians.
Immigrants in Italy, according to statistics, contribute to increase the Italian GPD (gross domestic
product) for a percentage of 11,1% (Estimate of 2008, Unioncamere).
Immigrant workers in Italy are about 2 million. According to ISTAT data, in 2009, year in which the
total occupational rate decreased of 527.000 units, occupied foreign workers increased of about
147.000 units, reaching 1.898.000, with an incidence of 8,2% on the total. At the same time the
unemployment rate increased as well from 8,5% to 11,2% (for the Italians the change was from
6,6% to 7,5%).
On the occupational level immigrants not only count for about 10% on the total of employees but
they are also more active as entrepreneurs and independent workers (3,5%). There are about
400.000 foreign company owners, administrators and partners. Every 30 entrepreneurs working in
Italy, one is an immigrant, above all Moroccans and Romanians which are more inclined towards
construction.
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Rome and Milan, respectively with 270.000 and 200.000 resident immigrants, are the most highly
populated relevant municipalities, however immigrants establish themselves even in smaller towns
,often with a high incidence in respect to the total residents.
Among the immigrant workers there is a higher percentage of non qualified personnel (36%), very
often because they are under employed (41,7% against the average 18%). The under employment
does not decrease considerably even when the immigrants have been living in Italy for a long time
.Significant is also the percentage of under estimated (10.7% in respect to the average 4,1%).
Furthermore, 4 foreign person over 10 work during poor hours (evenings, nights, on Sundays). The
monthly net salary during 2009 was of 971 Euro for foreigners and 1.258 for Italians (an average of
1.231 euro) with a difference against immigrants of 23%, further 5 points higher for foreign women.
The government suggested a plan for the integration of security, called Identity and Encounter in
the document different intervention areas are treated: education and learning, language, values,
work and vocational training.
Access to services is more and more difficult for immigrants and often they are excluded from
social benefits allocated by Local organizations. Among the regular immigrant population only
68% is registered to the National Health Service.
The suggested plan, called Identit e Incontro, is an Italian model far from integration and
multiculturalism. In the documents courses based on rights and duties are suggested, as well as
responsibility and opportunity, in a view of mutual relationship, focusing on the person and on
social initiatives rather than on the State, identifying five intervention axis: education and learning,
from language to values; work and training; accommodation and territory management; access to
basic services, attention to minors and second generation. Furthermore it stresses that, like in the
community environment, support for development has been gradually reduced to minimum levels in
Italy.
The European workers are more than one third (36,3%) and the North Africans are one tenth of the
entire working force.
According to the Central Statistic Institute the regular work of immigrants is 12,2% of the total.
If they are missing, or if they would stop growing, in the productive areas which are considered not
to be attractive to the Italian population (in agriculture, in construction, in the industry, in the family
care and in many other services), the country would not be able to face the future. This is what we
have been reminded on Marche 1 2010 from the first strike of the immigrants, inspired by a
similar French demonstration, with abstention from work and shopping and the presence in the
squares for their voices to be heard.
In particular, immigrants are more and more essential for different needs of the families, as emerged
during the last regularization phase, closed on September 2009 with almost 300 thousand
applications.
ITALY. Foreign residents in the regions (31.12.2009)
Region
Piemonte
Valle d'Aosta
Liguria
Lombardia
Trentino A.A.
Veneto

v.a
377.241
8.207
114.347
982.225
85.200
480.616

% vert.
8,9
0,2
2,7
23,2
2
11,3

WP2 Approach to Cultural Diversity

Province
Lazio
Campania
Abruzzo
Molise
Puglia
Basilicata

v.a
497.940
147.057
75.708
8.111
84.320
12.992

% vert.
11,8
3,5
1,8
0,2
2
0,3
5

Friuli V.G.
100.850 2,4
Calabria 65.867
1,6
Emilia
Romagna
461.321 10,9
Sicilia
127.310 3
Marche
140.457 3,3
Sardegna 33.301
0,8
Toscana
338.746 8
Umbria
93.243 2,2
total
4.235.059 100
Source: Dossier Statistico Immigrazione Caritas/Migrantes. Elaborazioni su dati Istat
A.1.3. Legislation regarding immigration

Migration policies have two main objectives: to ensure order and public safety through combating
illegal immigration; to ease regular immigrants reception and integration thus guaranteeing social
cohesion.
Entry of foreign nationals into Italy
Foreign citizens can enter our territory for tourism, for study, for family reunification and in order to
integrate into the labour market, within the limits established by entry flows
Entry of foreign nationals coming from the European Union
It is regulated by the Schengen agreements which made it possible to build a common area of free
movement among the signatory States and eliminated border controls. In this case, the foreigner
who holds a permit of residence, is exempt from a visa for stay not exceeding three months, upon
the condition that he does not enter Italy for subordinate work, for self-employment or for
apprenticeship.
Entry of third-country nationals
The foreigner must hold a visa that authorizes his entry. Some States are exempt from the obligation
of visa for tourism. Visas are issued by Italian embassies and consulates in the country of origin or
in the country in which the foreigner is regularly residing. The foreign national who legally enters
Italy must apply for the permit of residence within eight working days. This document will bear the
same reasons for stay as those stated in the visa.
It is possible to legally enter and stay in Italy for:
Tourism: in order to enter into our Country the foreign national must show a valid passport upon
crossing the border. This kind of permit does not allow to perform a job.
Study: a visa for study can be applied for at the Italian Embassy in the foreigners country of
residence. Its validity is equivalent to the length of the course he/she intends to follow; in any case,
it must not exceed one year.
Family reunification: it is possible be granted this permit when the applicant is a regularly residing
foreigner who holds a residence card or valid permit of residence for subordinate work, for selfemployment, for asylum or for religious reasons: its duration must not shorter than one year.
Work: upon his entry into Italy, the foreign national must hold a visa for work that is issued
keeping into account entry flows quotas established by decrees that are issued every year.
Permits for work related to subordinate work, self-employment and seasonal work.
In order to establish a permanent, fixed-term or seasonal subordinate work relationship with a thirdWP2 Approach to Cultural Diversity

country national who resides abroad, the Italian or regularly residing foreign employer must submit
a ad hoc request for authorization, bearing the name of the person, to the Single Desk for
Immigration that is competent in the place where the job will be performed.
-The foreign national who intends to carry out an industrial, professional, craftsmanship or
commercial permanent self-employment job, or intends to establish a joint-stock or partnership
company or to take up posts in a company must possess the moral and professional requirements
that law requires from Italian citizens for performing their activities.
The foreign national who is already on the Italian territory for any other reason
On certain occasions and within the limits established, can perform a job activity by applying for
the conversion of his title of residence to the competent local police headquarters (Questura).
The holder of a permit of residence for study or training can perform:
- a subordinate job, once he has obtained the authorization from the competent Single Desk
for Immigration and the conversion of his permit of residence;
- a self-employment activity after the requirements for self-employment entry have been
tested and after the permit of residence has been converted.
The holder of a permit of residence for seasonal work can perform permanent subordinate work,
and having his permit of residence subsequently converted, only if the previous year he had got a
permit of residence for seasonal work and, upon its expiration, he has gone back to his country of
origin.
Illegal and irregular immigration
Foreigners who do not have a regular entry visa or a permit of residence are removed

Foreigners who entered Italy without a regular entry visa are illegal immigrants
Foreigners who lost the conditions necessary to stay in Italy (i.e. expired and not renewed
permit of residence that they held when they entered Italy) are irregular immigrants

According to regulations in force, illegal immigrants must be removed.

They cannot be immediately removed if:
they must be rescued
their identity or nationality must be checked
travel documents must be prepared
a suitable means of transport is not available
they must be held, by order of the Questore that must be confirmed by the judge, in
special Temporary Stay and Assistance Centres (art. 14 of the Consolidated Act no. 286/98)
for the time strictly necessary to their identification and removal.
The Ministry of the Interior takes all the measures which are necessary to enforce the removal (also
through agreements with other State administrations, local bodies, owners and licensees of lands,
buildings and other facilities) and to perform assistance operations.
The central directorate of the immigration and frontiers police
WP2 Approach to Cultural Diversity

It has been established within the Department for Public Security by law no. 189, 30 July 2002, the
so-called Bossi-Fini Law, in order to foster the development of innovative and more effective
action strategies, also on the international level, to combat illegal immigration and to manage issues
related to the stay of foreign nationals on the Italian territory.
Source: http://www.interno.it/mininterno/export/sites/default/it/temi/immigrazione/

A.1.4. Existence of specific legislation regarding employment, education, citizenship and

migrants

Immigrants have the same rights for their children education as national citizens. Free and
obligatory education for children under 16 years old. Legislation and situation regarding work has
been mentioned in the previous paragraphs.
Education:
Mipex (Migrant Integrant Policy Index), drafted by the British Council which is by now at the third
edition, places Italy this year at the 19th place as far as education is concerned and barely falls
within the range of scores considered "improving" (from 41 to 59 points). This disastrous result is
registered also in consideration of the general crisis of the national education system which does not
allow an accurate preparation nor for the Italian students nor for those coming from a foreign
country. The Italian schools are totally missing technical supports to learn Italian, experts, like
linguistic mediators, which allow foreign students a passage which is not traumatic from a culture to
another. Another subject is that of second generation immigrants that, although they are born in
Italy their citizenship is not recognized and this is due to a law which is not adequate.
From a research lead by the Unit strategica di Fondazione Cariplo, that looked after the study
"Differenziali nelle scelte scolastiche tra giovani italiani e stranieri", emerged that foreign
students, often are subject to a reinterpretation of their studies at the end of secondary school, even
if they are equal to their Italian peers .The probability that they interrupt their education is of 8%,
that of enrolling to a professional school is1-3%. They also have, compared to 6% of the Italians, a
greater percentage of school lateness that grows to 40%. And it goes without saying that the
accumulating one or more failures does not certainly encourage to continue their studies!
Source Agenzia Dire , www.dire.it

Citizenship: (www.immiweb.org)
Citizenship can be obtained immediately, that is, automatically :
1. If you are born from Italian parents;
2. If you are naturally born on the territory: in each case where the parents might be unknown
or are statelessness or if they do not pass on their citizenship to their children according to
the country they belong to; in case the child of unknown is on the Italian territory;
3. For the recognition of natural filiation, during the younger age of the child (in the case
where the child is recognized as of age, he/she is supposed to choose within one year from
the recognition his/her citizenship);
4. Minor aged children coexisting naturalized.

WP2 Approach to Cultural Diversity

5. Through adoption (during the minor age): if he/she is of age he/she can acquire his/her
citizenship for naturalization after 5 years of residence.
Upon request
1. Born in Italy and residing there from birth (declaration between 18 and 19 years in the
Municipality same for everyone regardless of the citizenship of the parent).
2. Italian ancestors up to the 2 degree:

Carrying out the military service in the Italian Armed Forces (is no longer in act
because of the abolition for the compulsory military service);
Engaging a public job working for the state, even abroad;
Legally living in Italy for at least two years from the major age. (declaration
from 18 to 19 years in the Municipality).

3. Through marriage: legal residence in Italy for at least six months after the wedding or three
years if residing abroad (art. 5)
4. For uninterrupted residence in the state (art. 9):

10 years for non EC immigrants;

5 years statelessness political refugees children of majority age naturalized
adopted in majority age;
4 years citizens of a EU member Country;
3 years for those whom were born in Italy and the descendant of an Italian born
citizen up to the 2 degree.

Furthermore a foreigner that works for the public ministry for at least five years even abroad.
It should be noted that, at least a million youngsters born in Italy from foreigners regularly living in
Italy are waiting for a law that will make them citizens of Italy: in parliament there is bill draft
Sarubbi/Granata" that will foresee a citizenship for second generation youngsters.

A.1.5. Programs and initiatives for the integration of migrants

Territorial councils for immigration

Established within the Prefetture, they monitor immigration by promoting initiatives and
making proposals through a close cooperation between the institutions.
The Territorial Councils for Immigration are essential bodies which locally monitor the presence of
foreigners on the territory as well as the capacity to absorb the migration flows. They constitute a
real resource for solving, together with different institutional and non institutional subjects, issues
related to migration, as well as for promoting integration initiatives and sending proposals, which
are worked out on the local scale, to the centre.
Set up in all Prefetture by a Presidential Decree dated 18 December 1999, they are chaired by the
Prefetto (the head of the Prefettura) and made up of representatives from the relevant local
administrations of the State, of the Region, of Local Bodies, of the chamber of commerce, of the
WP2 Approach to Cultural Diversity

bodies which are locally active in the field of assistance to immigrants, of workers associations,
of employers and of third-country nationals.
Strategic function for an organic immigration policy
The Department for Civil Liberties and Immigration manages the network of contact points of the
Territorial Councils, thus ensuring the necessary connection between the centre and the territory as
well as the implementation of similar approaches with regard to actions related to immigration all
over the territory.
Initiatives taken on the local scale aim at facilitating and promoting:

a close cooperation between the institutions

a wide social consultation between the different subjects operating on the territory with
regard to the analysis of foreigner nationals needs and problems
the planning of immigrants social integration policies, to be fitted for the different territorial
conditions
the implementation of effective assistance and social integration actions for the benefit of
foreigners

Other initiatives related to integration

These initiatives have the purpose of favoring the creation of an open and multiracial society, by
means of the reception and the integration of the foreign citizens.
The quick increase in the number of immigrants who regularly stay in Italy, requires the
implementation of initiatives aiming at the promotion of a mutual knowledge, for the
recognition and the respect of the different cultural identities.
The State, Regions, Provinces and Municipalities, in the framework of their own competences,
favor the following initiatives:

the diffusion of any kind of useful information with the purpose of a

positive integration of aliens in the Italian society, such as the knowledge of their own
rights and obligations, the opportunities of integration and growth from the personal point
of view and at the level of the relevant communities, offered by the public administrations
and by the associations, as well as the possibilities of a positive reintegration into
the country of origin
the knowledge and the enhancing of the cultural, recreational, social, economic and
religious expressions of those aliens who regularly stay in Italy as well as each initiative of
information about the reasons for immigration and of prevention of racial
discrimination (Art. 42 of the Legislative Decree 286/98)
January 19, 2011 (source, www.immigrazioneoggi.it)

Agreement between IOM and the Dante Alighieri Society to promote initiatives for the integration
of immigrants.
Among the initiatives: language courses, curriculum, cultural orientation, citizenship education.
The International Organization for Migration (IOM) and the Dante Alighieri Society signed a

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10

Memorandum of Understanding in order to develop initiatives promoting the integration of migrant

workers in Italy. The agreement - said in a note - will move part of activities under the plan for
integration into security "Identity and Meeting" approved by the Council of Ministers in June.
These are some of the activities on which the two organizations will work in the coming months to
promote and implement a training curriculum for immigrants to allow the development of
integrated courses of Italian language level A1 and A2, promote cultural orientation courses for
immigrants, to develop a curriculum on to citizenship education.
An agreement that could be particularly precious even due to the fact that the new legislation, that at
the moment foresees an examination for the language compulsory A2 for foreigners that request a
residence CE permit long lasting, it has not yet foreseen the organization for the preparation of
language courses.

A.1.6. Structures involved in the integration of migrants

For the structures that are of national interest, give a brief description, address and web site.
In Italy there is a National register of the associations and organizations that carry out
interventions in the area of immigration, set up at General Direction of Immigration for the Ministry
of work and health and Social policies.
The register is articulated in two sections:
- First section where the associations can enroll and those that carry out activities in favour of social
integration for foreigners as planned by art. 42 of the TestoUnico on immigration - D.Lgs. del
25.07.1998 n. 286
- Second section where organisations and associations are registered who carry out assistance and
social protection programs regulated by art. 18 of TestoUnico on immigration.

Article 42(Summing up)

Social Integration measures
(Law March 6 1998, n. 40, art. 40; law 30 December 1986, n. 943, art. 2)
1. The State, Regions, Provinces and even municipalities, even in cooperation with associations for
foreigners that favour:
b) the spreading of useful information for the positive insertion
c) any initiative of cultural information
d) the realization of agreements with associations regularly enrolled in the register at comma 2 for
employment inside their own structures of foreigners, owners of stay permits for the duration which
is not less than two years, in quality of intercultural mediators in order to facilitate the relationships
between the single administrations and the foreigners belonging to different ethnic groups, national,
linguistic and religious;
e) organization of training courses.
See Link for the list of
organizations:http://www.lavoro.gov.it/Lavoro/md/AreaSociale/Immigrazione/associazioni/

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11

A.1.7. Language learning opportunities for migrants

Conditions, duration of training courses, costs, objectives

The knowledge of Italian language and culture, as well as the basic civil education, represents an
essential passage to facilitate the integration process in the society.
The general immigration Office, financed language, culture and Italian civic education courses to be
carried out by the Regions and autonomous provinces for immigrants resident in Italy.
The courses are finalized to the learning of Italian culture and language, in order to allow the
achievement of a formal knowledge certificate of the Italian language, according to Common
European Framework of Reference for Languages: A1-Basic user level 1, A2-Basic user level 2, BIntermediate level 1.

A2. Diversity in the national heritage (source: Wikipedia)

A.2.1. Are there cultural differences within your country not linked to migration flows?

Existence of local and regional cultures, local and regional languages.

The Tuscan dialect spoken in Tuscany was promoted as the standard due to the socio-economic
power associated with Florence as well as its literary heritage (Dante, Petrarca e Boccaccio are the
main writers who used the dialect). The spread of the printing press and literary movements also
furthered Italian standardization.
When Italy was unified in 1861, Italian existed mainly as a literary language. Many dialects were
spoken throughout the Italian Peninsula each with local variants. Following Italian unification all
that remained was to create Italians (a national identity).
The establishment of a national education system led to a decrease in variation in the languages
spoken across the country. Standardization was further expanded in the 1950s and 1960s thanks to
economic growth and the rise of mass media and television (the state broadcaster RAI helped set an
Italian standard).
This type of change reduced considerably the use of the regional languages, many of which are by
now considered in danger of extinction. At the same time as their progressive abandon in the
practical aspect , during the past years there has been a reassessment of the regional
languages/dialect in the cultural and folkloristic plan in relation to approved processes of
globalization.
According to the most recent statistic data, 44% of Italians speak exclusively or mainly Italian,
51% alternate it with a dialect, while only 5%exclusively speak in dialect or other idioms different
from Italian.

Gruppo

Sardo

Popolazione

Lingua originaria

1.348.000 Sardo

Regione

Sardegna (80,72%)

Friulano

653.000 Friulano

Friuli-Venezia Giulia (43%) e Veneto nell'ex

Mandamento di Portogruaro

Tirolese

251.000 Tedesco

Alto Adige (69,15%)

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12

Occitano

178.000 Occitano

Piemonte nelle valli di Cuneo (4,76%) e

Torino, Liguria a Imperia, Calabria a Guardia
Piemontese

Sassarese

120.000 Sassarese

Provincia di Sassari (36%)

Corsogallurese

100.000 Gallurese

Provincia di Olbia-Tempio (64%), Provincia

di Sassari (1,8%)

98.000 Albanese

Italia del sud, Sicilia, Calabria, Puglia,

Molise, Campania, Basilicata e in piccola
parte in Abruzzo

Francoprovenzale

90.000 Francoprovenzale

Piemonte a Torino (0,89%), Valle d'Aosta ad

Aosta (60%), Puglia a Foggia (0,23%),
Lingua comunale di Guardia Piemontese,
Calabria

Ladino

55.000 Ladino

Trentino-Alto Adige a Bolzano (4,19%), a

Trento (1,69%), Veneto a Belluno (10%)

Sloveno

50.000 Sloveno

Friuli Venezia Giulia a Trieste (9,6%), a

Gorizia (8%), a Udine (3%)

Catalano

26.000 Dialetto algherese

Sardegna ad Alghero (60%)

Francese

20.000 Francese

Valle d'Aosta (17,33%)

Greco
(Grico/Griko)

20.000 Greco d'Italia

Calabria a Reggio Calabria (0,88%) e Puglia

nella Greca Salentina (1,88%)

Arberesh

Tedesco
(cimbro/mocheno)

Veneto (Provincia di Vicenza e Provincia di

Verona) e Trentino (Provincia di Trento)

Bavarese

3.100

Croato

2.600 Croato

Molise (0,79%)

Carinziano

2.000 Tedesco

Friuli-Venezia Giulia in provincia di Udine

(0,38%)

Carnico

1.400 Friulano

Friuli-Venezia Giulia, Veneto a Belluno

(0,66%)

Tirolese
(pusterese)

700 Tedesco

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Veneto, Val Pusteria

13

Romaniska

100 Romaniska

Sardegna a Isili(CA)

Source: Ministero degli Interni del Governo Italiano/rielaborazione da Il Corriere della Sera.
A.2.2. How are this differences taken into account ?

Existence of specific measures to maintain the cultural differences.

Linguistic minorities are protected by art. 6 of the Italian Constitution: in implementation of such
article law n. 482/1999 has officially recognized and protected other 12 languages: friulano, ladino,
tedesco, sloveno, occitano, francese, francoprovenzale, albanese, greco, sardo, catalano e croato.
The law foresees the official use of such languages in public offices, their teaching in the schools
and the start of Radio-television broadcasting in RAI.
Furthermore the German language is recognized as the Italian language in the Autonomous
province of Bolzano (article 99 autonomy statutes), while the French language is equally recognized
as the Italian in the Regione Autonoma della Valle d'Aosta (art. 38 of the regional statutes). For all
the rest the official language remains Italian.
In this way the cultural language diversity of Italy is preserved and respected.
Then referring to immigrants, they have to comply with the local linguistic and cultural education
system of the region they live in.
From the perspective of other cultural traits, the law in Italy guarantees freedom of religion and
belief. So immigrants can join the community of the confession they belong to.
The most widespread religion in Italy is Christianity, present since the times of apostolic. The most
common confession is Catholicism.
However there are several other Christian confessions: the orthodox religious are almost 1,3
million, mainly recent immigration; protestants are about 700.000.The Jewish Italian community is
very ancient , and today it counts about 36.000 religious. More recent is the diffusion of
movements belonging to Christian inspiration of Mormons, which counts 22.000 religious, and
Jehovahs witnesses, which are about 243.400 followers.
The diffusion of other religions that do not belong to Christianity has mainly been dictated by the
migration phenomena of the last decade: it is estimated that in Italy today live more than 1,2
million Muslims, 103.000 Buddhist, 108.000 Hindu etc.
Another important aspect to consider in the evidence that cultural groups maintain at least for
themselves, the celebration of their local historical festivities.
Immigrant groups and communities, if they are large enough in an area, so carry out event to
preserve their cultural customs.

A3. Migrants and the labour market

A.3.1. Situation regarding work, employment, unemployment

Please provide relevant figures

See A1.2.
A.3.2.Category of jobs and contracts

Please provide relevant figures

Once immigrants have a working permit and are officially residents of Italy, the labour law
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complies with them in the same way as to nationals.

In Italy there is a waste of talented immigrates which is not detected. And it is possible to find
doctors in medicine or engineers working in the agriculture or in domestic help. Given the lack of
qualified talent needed in companies that can bring in the added value of culture diversity, this is an
issue that the administrations must address.
Activity rate Employment (Occupazione) and Unemployment (Disoccupazione) Year 2008

Source: http://www.ismu.org/index.php?page=544#
A.3.3. Migrants and company creation

Please provide relevant figures

Immigrants not only count for about 10% of the total employees but they are also more active as
entrepreneurs and independent workers (3,5%). There are about 400.000 foreign company owners,
administrators and partners. Every 30 entrepreneurs working in Italy, one is an immigrant, above all
Moroccans and Romanians which are more inclined towards construction.

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A.3.4. Participation of migrants to education and training

Please provide relevant figures

As it has been mentioned before, immigrants enjoy the same free training opportunities given by
local administrations as national workers. The training programs that the city council publishes can
be accessed. Immigrant children access free education up to the age of 16 years old in public
schools in the same way as national workers and citizens.
According to the data from the Italian Ministry of Education, foreign students appear to be more
vulnerable than natives in the educational system. They are, in fact, more likely to achieve lower
scholastic outcomes, higher dropout rates and lower levels of school attainment, (Italian Ministry of
Education , 2008).
A.3.5. Situation of the second and third generations of migrants

If you access relevant data regarding the above criteria: employment, categories of jobs and
contracts, company creation, access to education and training, please provide figures as well as any
qualitative information.
The amount of young foreign immigrants aged less than 15 years has increased from almost 5,000
in 1992 to more than 30,000 in 2006; the number of births from at least one foreign parent has
enlarged from 5,000 to 60,000 in the same period. For this reason, the sum of immigrants aged 18
or less is grown from 59,000 in 1991 (census data) to around 588,000 in 2006 (population register
data); thus from 0.6% to 5.9% of total population at the same age (see Fig.1).
Source: http://iussp2009.princeton.edu/download.aspx?submissionId=91912
The theme of immigrant youth is important at this time for a number of reasons.
The numbers of immigrant youth in Italy warrant serious attention. Immigrant youth can act as
influential agents of culture change, their identities speak to emerging forms of identity, and their
encounters with the institutions and culture of their new homes have profound implications for the
shape of the future.
Nevertheless, as mentioned in the paragraph A.1.4, Italys citizenship law doesnt guarantee the
right to naturalization of immigrant children who have grown up in the country. These children who
are Italians in all aspects, are forced to have the Permit of Stay in order live in the country, and are
usually issued permits which are valid for short periods. This makes them live in a permanent state
of uncertainty.
Even though you have been living in Italy since you were a little child, you cannot get Italian
citizenship. This is because of the Law 91 of 1992 which doesnt recognize the fact that the
population of the second generation of immigrants either born or grown up in Italy, is growing
rapidly in the country.
Many second generation immigrants (at least a million youngsters) are living this situation of
precarious rights linked to the Permit of Stay and, as already mentioned, are waiting for a law that
will make them citizens of Italy.
(http://iussp2009.princeton.edu/download.aspx?submissionId=90877) In terms of education, at the
beginning of 2007 the number of children who were born to immigrants in Italy is close to 400
thousand. This rapid growth of the second generation meant a profound modification in the
educational system. In fact, the population in school with non-Italian nationality passed from 70
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thousand in the 1997 to over 500 thousand in the 2007. In the same period the percentage of
foreigners in school increased from 0.8% to 5.8%. As already mentioned before, according to the
data from the Italian Ministry of Education, foreign students appears to be more vulnerable than
natives in the educational system. They are, in fact, more likely to achieve lower scholastic
outcomes, higher dropout rates and lower levels of school attainment, (Italian Ministry of Education
, 2008).
Statistics show that immigrant youths have a higher risk to choose vocational schools compared to
natives. In fact, the incidence of foreign students at the first year of secondary school (9th grade) is
11% in the vocational school versus 3% in the high schools. This is important because the choice of
the school influences the future educational attainments of the students and, in the case of
vocational, it prevents the access to college education; second, the higher incidence of foreign
student in the vocational schools might be a signal of something that is not working well in the
school system.

A4. Diversity in companies

A.4.1. Existence of specific programs, actions to promote diversity within companies

http://www.cartapariopportunita.it/contenuti/home.aspx
The paper for equal opportunities and equal rights at work Carta per le pari opportunit e
luguaglianza sul lavoro, launched in Italy the last October 5th, 2009 following the French and
German successful initiative, is a declaration of intent, voluntarily subscribed by companies of all
dimensions, for the dissemination of a company culture and inclusion HR policies, free from
discriminations and prejudices, able to enhance talents in their whole diversity. Ten items to be
subscribed in order for the company to commit itself and prevent any kind of discriminations
towards workers and in order to carry out all initiatives regarding diversity.
It is about concise texts, with few committing programs, which implementation is left to each
Company according to their situation. The text of the paper has been elaborated with the support of
companies interested in diversity since time. (IBM, L'Oral, Pirelli).
To create a working place where equal opportunities and recognition of individual competencies are
granted to everybody, is not only an act of fairness and social cohesion but also something that
contributes to the company competitiveness and success.
In Italy, two interesting documents should be mentioned:

Synthesis of vademecum Diversity Management: unopportunit per limpresa (Diversity

Management: an opportunity for companies), developped by Impronta Etica with the help
of enterprises from the Emilia Romagna region among which SMEs.
The recent research Leccellenza dallesperienza Best in Class - la promozione delle pari
opportunit (di genere) nelle piccole e medie imprese (Excellence from experience Best in
class promotion of equal opportunities in small and medium enterprises, by Sistemi
Formativi Confindustria, in cooperation with the Assessorato Attivit Produttive e Lavoro of
Roma e AIDDA.

A.4.2. Choose two examples of good practices within your country and describe them

The paper La Carta per le pari opportunit e luguaglianza sul lavoro, as we said in the
paragraph before, consists in ten practical actions and each one at the same time consists in some
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good practice. We can mention the two following examples:

A.4.2.1. Case 1

One of the ten actions refers to the definition of company policies and an Ethics code.
The example taken is Coop Adriatica company.
The Coop Adriatica code of ethics is divided into 4 parts:
The first Part, values, the mission, the ethic vision, the code of ethics and interested people are
defined. Among interested people we have the worker who is defined as fundamental member of
the cooperative.
In the second Part, ethic and social responsibilities are defined according to various principles as for
example the Open Door: In the respect of the principles of equality and mutuality
CoopAdriatica is not obstructing entering the cooperative and allows everybody to become a
partner according to the statute rules and without any discrimination of gender, race, religion,
nationality, political and philosophic beliefs
In the third Part, we find behavior rules towards partners, towards consumers, towards workers,
towards suppliers, towards the community. Towards the public administration and so on
The fourth Part is related to organisms and systems of implementation and control for the right use
of the code of ethics. That is to say the Commission of ethics, responsible for ethics and the ethic
relationship.
A.4.2.2. Case 2

Manutencoop, Cooperative Society Divisione Somministrazione di lavoro, having a great

quantity of foreign workers, decided to increase the value of its employers and of their different
cultures, giving a positive value to the multi-ethnic element of the company. One of the initiatives
of the company is the Festival of multiculturalism, realized each year . This festival is promoting
cultural exchange, exchange of ideas, beliefs, knowledge of different religions, traditions, ecc.
Multiculturalism is also handled in the internal communication through the translation of the threemonthly newsletter into English and Arabic languages. Another interesting initiative is the
publication of the book Stelle mattutine, that is collecting the stories of twenty-five employees
working from 6:00 to 8:00 in the morning.
A.4.3. Can you find examples of workers involved in the management of cultural diversity
within companies?

Describe their role, their position, their skills and competences, their training, activities...

A.4.4. Is diversity more taken into account in some companies?

Why? Which kind of companies? What do they do?

According to a research carried out in 2010 about Diversity management (Ravazzani S., 2011,
Diversity Management in Organizations: Where Companies Are in Italy and Where They
Are Going), that tested 90 Italian companies declaring themselves active on DM field, in most of
the cases these companies are responsible of DM in the HR sector. Companies are of all
manufacturing sectors, they are predominantly multinationals and of great dimensions. 60%
declared been implementing Dm polices less than 6 years ago, highlighting the fact that these
programs have recently started to be interesting in the Italian context.

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A5. Main findings

A.5.1. Summarize 3 main findings that can be used to promote diversity at work in your
country

- Diversity and multiculturalism in companies are actual topics at the moment and interest is
growing.
- Companies can mange diversity in order to obtain competitive advantages.
- More possibilities to be innovative.
A.5.2. Summarize 3 main findings that can be used to manage diversity at work in your
country

- Knowing the importance of each ones contribution in order to achieve the aims of the company
- Awareness of the Changing concept: the culture of the company must be renewed and adapted to
the new approach so that the concept of changing is part of the strategy of the company.
- Diversity is important for an organization that wants to evolve together with the economy and with
a market that is always more complex.

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B. Information from Enterprise and migrant workforce in the EU (2005 & 2006)
B1. The Guide enterprise and migrant workforce in EU (Information from Spain, Sweden &
Italy)

Data may be retrieved for updating by our partners from Spain, Italy and Sweden to answer the
questions in section A.
It contains:
description of immigration (definition, benefits, trends, political orientations) global
situation in Spain, figures in Madrid area, global situation in Italy, figures in Capri,
global situation in Sweden;
a survey about migrants at work elaborated on the basis of three questionnaires to
analyse the opinions of employers, migrant workers, non migrant workers.
Data about the countries of origin from migrants being in Spain, Italy and Sweden
(Morocco, Tunisia, Algeria, Ecuador, Colombia, Peru, Romania, Pakistan, India,
Bosnia, Croatia, Serbia, Montenegro, Iraq,
Legislation around immigration at national and European level and the international
convention on the rights of migrant workers.

Ref. (http://www.ifionline.com/grundtvig/engl.htm)
&http://www.ifionline.com/grundtvig/documentos/GuiaJulio2006.zip

B2. Other projects

Has your organisation been involved in a project related to cultural diversity, work and employment
or have you developed a specific expertise that can be explained to partners in order to include it in
the common pot for transfer?
Explain and insist on the transferable features.
1. ALL INCLUSIVE - Disability and Migration - Grundtvig multilateral project - 1 October 2007 30 September 2009
ALL INCLUSIVE is the name of a European project aiming to equalise access to information
and services in the disability sector that will enhance the lifestyle and increase opportunities for
persons with disabilities and a migration background and their families.
Aims and Objectives
Specialists from 6 European countries worked together to produce an excellence model that can be
used as a reference point to sensitize service providers, public authorities and staff members in the
public and private sector for the specific needs of migrants with disabilities and their relatives. The
model should support them in designing, producing and delivering information material. The model
will help them to take account of the special requirements of all those disadvantaged by domestic
and social upheaval as well as their personal circumstances.
This excellence model will include a strategy and methods for multi-cultural communication and
information design, quality criteria for the consistent implementation and management of best
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practice, and a self-evaluation programme to help service providers to identify an action plan for
continuous improvement.
Deliverables
The final products of the All Inclusive project are:

a survey of the current EU situation in respect of information and service provision for
socially excluded people with disabilities and their families,

the analysis of information needs of persons with disabilities and a migration background
and their families,
best Practice examples from around Europe,

the excellence model and guidelines for implementation,

a variety of on-line learning materials for service practitioners,
self-evaluation and action-planning materials,
a summary of the tests carried out to prove the validity of the model.

C. Guidelines for interviews

C1. Method

The project plans to run six interviews in each country:

two with expert in immigrants and interculture: public administration, entrepreneurs
associations, trade unions, NGOs, cultural associations, migrants associations, etc.

two with managers, human resources managers and in general workers who manage the
diversity.

two with immigrant workers.

It is advised to use semi-directive interviews conducted by a person who is familiar with diversity
matters. They are used to collect more qualitative information on a subject that is already known by
the interviewer (usually because of the existence or collection of statistical data). The method is the
following. You will find below the themes to discuss with each category and suggested questions to
launch and facilitate the interviewee talk. Note that you will be able add one or two themes after
having completed the two previous phases of WP2: 1) collection of existing data and 2) review of
the results of the projects to transfer. The objective of these interviews is to complete the
information retrieved from the previous phases in order to plan the elaboration of the training
scheme. Through the interviews you can also test some hypothesis and have direct feedback from
local/regional stakeholders.
The overall theme (diversity at work and the context of the project) is presented to the person. Then
the interviewer let the person express. After this phase, the interviewer reformulates what has been
said and start to introduce one theme that has not been developed spontaneously. Then the
interviewer listens (and takes notes). At the end, he makes a reformulation and synthesis before
introducing the next theme. And so on.
It is up to the interviewer to take notes during the process or to register the discussion. If this last
option is chosen, the discussion will have to be transcribed later.
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C2. Guidelines
C2.1. Topics to discuss with expert in immigrants and interculture

(public administration, entrepreneurs associations, trade unions, NGOs, cultural associations,

migrants associations...)
C2.1.1. Participation of migrants to the society and coexistence of various cultures

Complaints in relation with the integration of migrants.

Role of the language according to the origin?
C2.1.2. Cultural differences within companies

Differences regarding promotion of migrants?

Is the mastering of the language of the host country is a problem for the integration of
immigrants?
Existence of training scheme for managing cultural diversity?
For the evolution of their job?
Positive/negative aspects of having immigrants in the staff?
C2.1.3. Improvement of the conditions within companies

Some companies seem reluctant to hire migrants, what could be done?

What could make easier the integration of migrants at work?
How to target companies? And who to target in order to improve the management of cultural
diversity?
What are the key elements to motivate a manager or HRM in employing workers from
different cultures?

Interview N. 1
Marche Region Responsible of Immigration office
As Mr. Menghi professor at Universit degli Studi di Macerata, states the word integration must be
crossed by the word interaction. In Italy immigration did not go hand in hand with a cultural
evolution. There is an old concept about seeing integration like something abnormal or anomalous.
We do not realize that immigrants are already an integrated part of our society.
It is also true that there are some integration difficulties in respect to certain cultures like African or
Islamic. One of the major problems of integration between these populations and the Italian culture
concerns the idea of woman. Although, lately, the Islamic and Arabic communities are adapting
offering greater space to women in the representative organizations.
The language is the main problem for Italians whom, notoriously do not know foreign languages
well. In the community of immigrants women have less opportunities to learn the Italian language
because often they stay at home and do not have exchanges with other people.
Since 2005 through agreements with the Ministry of Labour and Social Policies, the Marche region
co-finances programs to learn Italian language. These courses are carried out by the unemployment
office. In the Marche Region 17 courses are carried out. To these we must add the FEI European
Funds meant for teaching Italian language.
The Regional law 13 dated 2009, furthermore, supports interventions for compulsory education
meant for immigrant children. Therefore as far as learning Italian language is concerned we can say
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that more than one organization meets this need; these organizations work in a network (public and
private actors) which reaches different people, from illiterates to people with degrees.
As far as the integration of immigrants is concerned Law 13 foresees the institution of an Immigrant
Council. This body is composed of representatives from all ethnic communities present in the
Region and expresses opinions on laws and themes which are of their concern. At the sessions all
public bodies which are related to immigration participate (police headquarters, social health
services, Region etc...). This is an opportunity given to foreigners to participate in the political and
social life of the country. There is the pride of feeling part of a community.
In the labour market, mainly in a period of crisis, we can feel some kind of discrimination of
immigrants.
The immigrant has more possibilities of being hired since he/she is available to perform any type of
work. The negative aspect is that he/she is always the first one to be dismissed when there are
difficult times for the companies and furthermore he/she has very little possibilities for a career.
60% of unemployed in this period are immigrants against 10% of the total workers. During the
crisis there is an increase of discrimination in the companies.
Therefore the problem is not the access to work, but the way immigrants are treated during work.
The interventions to support jobs by the Italian government and Region Marche in particular are
equal both for the immigrants and the Italians. Immigrants have the same rights as the Italian
residents. The problem starts when the Italian population does not accept that the aids are given to
immigrants and are subtracted to Italians (housing, benefits etc.).
There arent any specific measures for immigrants in the labour market. Training courses can be
attended by anyone.
An initiative which fosters immigrants could be an aid to help and support self-employment. Microcredit and other initiatives can be useful for this purpose. There is a great difficulty on behalf of
immigrants to access information, resources and to be able to experiment new businesses in their
own country. There should be a tutor that coaches them until the activity is not well started.
Local companies could, through their immigrants, have connections to extend their own market in
other countries.
The economic crises gave a lot of problems to the foreign workers, but the success of the social
politics must pass seeing the immigrant and its family through during the integration phase..
What type of advice can we give to the enterprises?
Give importance to knowing foreign languages. Discover and enhance the quality and capabilities
of the different immigrant population.
It is necessary to allow people to meet each other, also local entrepreneurs (district, province,
region) and talk to get to know each other.
The entrepreneur associations could have a fundamental role. It is necessary to know the needs of
the company just like it is for the companies to know the needs and potentials of immigrants.
Culture travels through information and knowledge.

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Interview N. 2
Association Peru President of the association
In Italy for 20 years in the Province of Macerata. Im a volunteer in the association and Im a
cultural mediator. Activist for immigrant rights.
According to me different cultures can coexist on the same territory, and thinking of integration it is
referred to a whole nationality, and it can be more or less difficult according to the population.
For Latin- Americans integration is easier, because the Italian language is similar to Spanish and
because the religion is the same.
Furthermore, Latin-Americans are very respectful of rules and often are reverential to employers.
Integration is harder for people of other religions and for immigrants who do not speak the language
of the hosting country.
Language is fundamental for the integration into a country. The Marche Region offers numerous
Italian language courses,.
Referring to the labour market, at the moment we are living a strong economic crisis, also for
immigrants. In a situation of crisis the first employees to be dismissed are immigrants and very little
is done to promote and protect immigrants rights on the labour market.
Before the economic crisis demand for immigrants on the labour market was high, as immigrants
seem to be more in need and are therefore more submissive. Immigrants mostly find a job by word
of mouth.
The associations of immigrants try to support immigrants in finding a job, but the small associations
do not have long lasting relations with the enterprises of the territory.
The Association of Peru mainly works on social integration of immigrants in the territory, by
promoting the population through conferences, schools, multicultural festivals.
The association is intermediary between public institutions and the local community for job offers,
training courses (Courses for carers, safety, Italian Constitution; labour laws, cooking, Italian
language courses).
Some employer associations call us to get to know our immigrants and the community.
The Marche Region, compared to others is carrying out a lot of activities for immigrants and for the
association of immigrants Ref. Law 13/09.
C2.2. Topics to discuss with managers, human resources managers and in general workers
who manage the diversity.

C2.2.1. Employing migrants

Professional profiles?
Kind of job position?
Specific protocol to welcome migrants? Specific information given?
Specific training needed?
Problem of language (understanding, reading, speaking)? Other skills and competences?
Are migrants aware of their rights and obligation at work?
Positive/negative aspects of having immigrants in the staff?
Why some companies do not want to hire migrants?

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C2.2.2. Managing cultural diversity

Existence of activities to facilitate the integration of staff?

Use of the cultural differences?
What is the contribution of immigrants to companies?
What are the key elements to motivate a manager or HRM in employing workers from
different cultures?
Do you think there is a good coexistence at work?
Complaints in relation with the presence of migrants?
C2.2.3. Evolution

Do you think that your company should make efforts to integrate better workers from
different cultures?
What could make easier the integration of migrants at work?
In terms of training, what could be done? Who should be targeted within the company?
Do you imagine a specific role to deal with cultural diversity?
Better training of newcomers?

INTERVIEW 1
Progetto Solidariet, is a Social cooperative. Since 1994 it organizes services for elder people in the
territory of Senigallia, Province of Ancona, Italy.
The company employs 100 people 80 associated workers and 20 subordinate employees. 15-20 %
of the employed people are immigrants (all women). They come from: Albania, Cosovo, Mexico,
East countries. Everyone is expected to know and speak Italian. Great part of them have been in
Italy since many years. Other competences required: similar activities like private assistant;
helpfulness , good communication and carefulness are the required characteristics.
There are prejudices towards black people. However, in some cases these prejudices were overcome
and workers created good relationship. Immigrants are in fact able to manage the situation. It should
be said, by the way, that prejudices problems do also exist among immigrants themselves. Albanese,
for example, have sub-cultures according to the territory where they come from and often they dont
show solidarity with each other.
Another problem is that of burnout, overall as a consequence of too much work and we tried to
solve it by reducing working hours.
Another problem is that if they fail for any reason, they are not forgiven..
Cultural differences are not well exploited.
Just having workers coming from different countries is an advantage for our cooperative. This is
positive.
Also, immigrants are much more willing and helpful that Italians because they know that its the
right way to improve their economic conditions. That is not the same for Italians. Immigrants are
much more loyal to the cooperative.
They dont know their rights and duties and these are not their priorities the main reason why
they do work is because of the salary.
A negative aspect is that they use to leave Italy for long periods and go back to their countries on
vacation. In these cases we replace them with other immigrants from different countries.

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To facilitate their integration for example we do internal educational courses on the rights and
duties of the immigrant.
We also carry out communication course and group exercises.
In the future, it would be interesting to do some course about the elimination of barriers.
Immigrants working in houses with Alzheimer patients are not really prepared. Italians can attend
the so called OSS courses (Social-assistant operators), that prepares you to be a social assistant, but
immigrants cannot because they usually dont have all the qualifications required.
Some companies dont want immigrant workers, why? Because the Government doesnt give them
the chance to grow professionally, and that makes them feel frustrated. The immigrant feels himself
limited in terms of grow, career, individual values. At the same time, the company should dedicate
much of its time to an immigrant worker rather than to an Italian one. The Government doesnt help
to overcome difficulties dumping the load totally on the enterprise. (We dont have infrastructures).
Concerning integration, we are trying to do our best to create new working opportunities on
services for elder people, by the way, we could do something more for example by also adding
immigrant customs. Something more could also be done for the elimination of barriers. We can
infer that from the monthly meeting we have with the workers.
We also could work for the integration of immigrants doing social dinners but at the moment we
dont do it because of the economic problems.

INTERVIEW 2
ACT (1998), is a company which produces boat parts and wind turbine blades.
The company employs 110 people out of which 15-20 are immigrants (men and women). They
come from: North Africa and Eastern countries. Everyone knows and speaks Italian. All of them
have been in Italy since many years. People are employed based on the competences required and
based on the period of need. Within the company, there seems to be no prejudices towards
immigrant people.
Cultural differences are not exploited at all within the enterprise.
Having workers coming from different countries doesnt imply anything for our company. They are
treated and they are like Italians. We dont see any differences.
Like Italians, there are immigrants which are willing to work and are helpful and there are those less
willing to work.
Immigrants within this company know their rights and duties and are interested in health and safety
at the work place.
We dont have problems with passports or residence authorizations.
We carry out internal courses but not only for immigrants, the courses are usually for competence
development in the production departments.
Some companies dont want immigrant workers, why?
I dont know. We dont have any problems with them. We dont have any immigrant working in the
offices, I dont know why and they have never asked for it
At the moment in the company, immigrants only ask to work in the production department because
even though they have some qualifications (there should be someone who has a degree) the
government doesnt recognize their qualifications.
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Concerning integration, we are not doing anything we dont even think about the problem
because, as I have already said, we dont have any problems with them.

C2.3 Topics to discuss immigrant workers

C2.3.1. Integration within the country

Do you feel integrated within your host country?

Do you develop social contacts with persons from the host country?
What would you like to change or to improve?
C2.3.2. Integration within the company

Do you feel integrated to the company?

Is there a good coexistence between workers from different cultures?
Do you think you can express freely?
What makes easier the integration of different cultures at work?
C2.3.3. Evolution within the company

Are you satisfied with your job?

Do you have opportunities for promotion?
C2.3.4. Adaptation of skills and competences to the host country (including language).

Do you know the legislation related to work and employment?

Do you feel trained enough?
Do you have problems with the language?
Do you participate to language training programs?
Do you participate to other training programs?

Interview 1
I'm Margherita /Malgorzata, I'm from Poland and have been living in Italy for 14 years. I have a
degree in mathematics, and have worked in Poland as a teacher. I now work as a social-assistant
worker in a recovery home for elder people. I work during the day, 30 hours per week.
I feel fully integrated in the hosting country, as differences between my culture and Italian culture
are not very big. I developed contacts only with Italian people; I have very many Italian friends. My
husband is also an immigrant from Algerie and he works on his own. My family and I have never
lived any racist events but from what I hear and see, I would like to see this country become more
tolerant and not give stereotypes to a whole population if something bad happens with one
immigrant.
Within the organisation I work only with Italian people. My colleagues are all Italian and I do not
feel discriminated or different. Furthermore I have been integrated in the company as a partner and
receive the same treatments as all other partners of the company. Integration of different cultures at

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work is functional when all people are welcomed properly and colleagues are tolerant to differences
with no prejudices.
I can say that I am fully part of my working environment, and can express my feelings to
colleagues.
I am very happy with my job. As for promotion, at the moment, I cannot be promoted as I do not
have enough training. Next week I will be participating in an exam to start a training course for
Social-health worker, after having received this qualification I can be promoted to other jobs or
participate in public calls.
I feel that I do not know very much about work and employment legislation, probably 50% of it. I
have been informed about different regulations when I entered the company.
I think that training is never enough, and that further training for my job is necessary. As soon as I
arrived in the country I started Italian language courses, as the language is the basis for
communication and integration in a country. I have participated in other training courses related to
my job: safety and health courses; education to healthy food. Other courses: Cooking courses and
driving licence course.

Interview 2
I am Xani Suzanna from Albania, I have been living in Italy for 20 years. I have a degree in
Physical Education and I worked in my country for 1 year. At the beginning together with my
boyfriend we went to live in Palermo. Since 1995 we are living in Senigallia (husband has an
import/export company). At the beginning I would carry out any type of work. Later on I found a
job at Villa Serena (Care home for Elders). Since 2001 I am partner of the cooperative where I
work.
I am proud of being Albanian but I love Italy and the Italian population. I lived both in the Marche
and Sicily Regions, but I feel that Sicily is more welcoming than the Marche Region. In the Marche
Region people are always busy working and are a little closed while the Sicilians are a warmer
population. At present I lost completely all contacts with the Albanian community. Nevertheless, I
believe that Italy is carrying out the right policies for immigrants, due to the fact that immigrants are
a resource, mainly for the labour market.
However, I do believe that there is a need for a greater preparation to welcome the immigrants.
When I first arrived in Italy I understood the language, now I can speak currently without any
training courses.
As for the environment on the job, the relationship with my colleagues at the beginning was not
positive, I was not treated very well by my colleagues, because it was a new job for me and also
because I was Albanian. I never had problems with patients but rather with colleagues because of
their personality and my nationality. In my department we are four or five immigrants.
I love my job although I would have preferred to be a physical education instructor.
There are also night shifts involved in my job. I hope to get a promotion since I am attending a
course for Social health worker and this will surely offer further possibilities.
I would like to attend other training courses related to my job. I attended a first aid course, handling
loads, rubbish disposal, health and safety laws, Social assistance worker. But all I know, is for my
personal initiation.
I do not feel fully competent on labour laws; I believe I know 50%.
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We are not informed on existing courses on the territory. Public organizations should give more
information on the training available.
As for the cooperative, we are partners, but we are not informed on management issues, but not on
how to develop our competences.

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D. Conclusion
Basing on the bibliographic analysis, the review of the projects to transfer and the interviews, we
will elaborate a SWOT analysis at the level of each country involved in In-diversity. What are the
Strengths, Weaknesses, Opportunities and Threats detected in order to elaborate training products
aimed at providing companies the necessary knowledge and tools to manage the cultural diversity?
Strengths

Labour economy attracts immigrants mainly in

agriculture, labour based jobs and elderly care
sector.

Opportunities

Weaknesses
Lack of structure and knowledge on how to
manage immigration
Not accrediting immigrants education and
competences and therefore not taking advantage
of real competences and skills.
Lack of clear and transparent legislation
concerning mobility
Weak international agreements with migration
countries to regulate flow of people that can
become illegal immigrants
Not taking advantage of hidden talent flow of
immigrants and therefore waste of competent
workers

Threats

Input from other cultures enrich the environment Immigrants tend to cluster within their own
nationality groups
Immigrants within companies can help the
enterprise establish new international
Immigrants get segregated in low skills
relationships
occupation with low salaries, which is difficult
to change.

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