Title Förderung der Akzeptanz mit simulierten Umgebungen
Project Number UK/10/LLP-LdV/TOI-328
Project Type Innovationstransfer
Country UK-Vereinigtes Königreich
Marketing Text Die PAUSE Project verwendet Spiele Technologien und digitale Spiele basiertes Lernen Ansätze zur Einstellungs-und diskriminierenden Barrieren für die Beschäftigung von Einwanderern zu entfernen (vor allem neu zugezogene) Flüchtlinge und ethnische Minderheiten.
• West Midlands statistics show that while the worklessness rate for the general population 28%: For the Black/Black British ethnic group it is 44%. For those from the Pakistani/Bangladeshi group it is 57% • ‘Comparing the labour market experiences of refugees/ethnic minorities in the labour market’ presented findings on the prevalence of discrimination experienced. At least half of the refugees interviewed had experienced racism or discrimination whilst looking for work or in the workplace.•In Italy, over 300 cases of hate crime/violence have been reported in the last two years, mainly against the Roma people, Romanians and Africans. Human rights organisations and trade unions expressed serious concerns till the Italian government was called upon to answer accusations of xenophobia and discrimination against foreign workers, either legal or illegal. •Recent research done by the Swedish Confederation for Professional Employees (TCO) found that people with a foreign background have much lower chances of finding a job appropriate for their education. In 2007, there were a total of 3,536 hate crimes to the police, and Sweden has been criticized for increasing numbers of hate crimes, seldom resulting in criminal charges.
Main Aims and Objectives:
• To remove attitudinal and discriminatory barriers to employment for immigrants (particularly the newly arrived) and refugees • To produce interactive 3D scenarios to demonstrate and address the key internal and external attitudinal barriers to employment for this target group, allowing the target audience to overcome these issues by their own supported problem solving within these scenarios• To include stakeholders in producing the narratives for the scenarios to ensure that the real issues for the target group, which are creating the barriers to employment are addressed• To ensure that end user groups are included throughout each phase of the project.
Nottingham Trent University (UK) - coordinator; GHI (UK); Swedish Telepedagogic Knowledge Centre (STPKC); Province of Parma (IT).
A robust needs analysis report per partner country; User groups set up in the 3 countries to ensure full target user involvement A set of 4 3D interactive simulations to tackle the barriers to for the target group: A project website that will also host the products: A Trainers manual; A programme of valorisation activities and piloting and evaluation reports.
Description The PAUSE Project uses games technologies and digital games based learning approaches to remove attitudinal and discriminatory barriers to employment for immigrants (particularly newly arrived) refugees & ethnic minorities.
Berufsorientierung und -beratung
Sectors Erziehung und Unterricht
A range of interactive 3D simulated work environments have been transferred in this project, using an XNA Authoring Environment involving our target audience in the writing of user created content for each scenario These scenarios have been scoped via real life expereinces of our refugees and migrant workers to ensure the scenarios tackle the most relevant issues to our target audiences. They address attitudinal barriers on both sides; including those of employers and the wider community, as it addresses myth busting in relation to the employment of our target audience, in areas relating to displacement of jobs for UK workers, checks against the employment of illegal immigrants etc, which is a factor in their lack of willingness to employ members of our target group. The cooperative approach to identifying the problems and to providing solutions contributes to the removal of these attitudinal barriers on both sides. The project allows both the target group and those who are creating the barriers through discrimination and lack of awareness to utilise the same technology to tackle the problem from both ends – to tackle fears and stress and to tackle discrimination and racism to prevent conflict.
The main four scenarios are:
1. Italian Job Centre: to simulate a first visit to the job centre, its role, and addresses the following attitudinal barriers:
- knowledge of Italian language, both spoken and written
- misunderstanding of roles and competences: who makes what or the correct distribution of tasks
- tendency to replicate rules and conditions of birthplaces regarding working conditions and job search
- tendency to replicate traditions of birthplaces regarding gender and labour segmentation
2. UK Job Centre: to simulate a first visit to the job centre, its role, and addresses the following attitudinal barriers:
•Not knowing how or where to look for jobs
•Fear of being worse off financially (losing benefits)
•Low levels of confidence and self esteem
•Lack of understanding of UK employment culture and how to apply for jobs
•Racism and hostility
•Not sure what paperwork/identity documents are needed
•Negative public perception of refugees.
3. Job Interview: to simulate a job interview showing a range of attitudes towards refugees on the interviewing panel, the possibility of counteracting these attitudes, and improving the interviewers' perceptions through the quality of answers. Attitudinal barriers address as in 2.
4. Recruitment Interview: Interview room with four actors in the dialogue. Barriers addressed:
•Perceptions on inter-professional communication and related workplace skills
•Issues and definitions of inter-professional communication competences and related workplace skills.