1. by
Lise Valentin Bayer
Head of Office for Inklusion and
Diversity
Municipality of Copenhagen
Employment and Integration Administration

2. Employment, Inclusion and
Diversity
Contents:
 Background
 The Inclusion Policy of Copenhagen 2011-14
 How do We Follow up?
 Inclusion barometer – Monitoring policy outcome
 Project bank – Assessing progress on inclusion
projects
 Intercultural Cities Index – Benchmarking policy input
 Experiences on Monitoring Inclusion
 What are the advantages?
 What are the challenges?
Municipality of Copenhagen
Employment and Integration Administration

3. Employment, Inclusion and
Diversity
Background
 Integration established as an independent area in the
Employment and Integration Administration in 2006
 From Integration Policy 2006-10: Performance
Management
 Defining indicators to the integration barometer
 Towards the Inclusion Policy 2011-14: ”Engage in the
City”, ”Fellow Citizenship and Inclusion” adopted by
the City Council on 16th December 2010
 Vision: Copenhagen as the most including city in 2015
 Inclusion barometer 2.0
 Clear, measurable objectives
 Fewer indicators
 Annual status report to the City Council
Municipality of Copenhagen
Employment and Integration Administration

4. Employment, Inclusion and
Diversity
The ”Annual Wheel” of the Inclusion Policy
October: January:
- The budget is approved - Update of the inclusion barometer and ICC
index
- Survey to the inklusion - Contact to the committees
barometer
August: March:
- Status report in - Annual inclusion
BIU and BR conference
May/June:
- The inclusion
accounts of the
committees
- Discussion with
relevant mayors
Municipality of Copenhagen
Employment and Integration Administration

5. Employment, Inclusion and
Diversity
The Inclusion Policy of Copenhagen 2011-2014
 The Inclusion Policy 2011-14 contains 8 objectives:
Objective 1 More youths have better skills when they leave the Danish
primary and lower secondary school
Objective 2 More people in jobs
Objective 3 A better ethnic mixture among members of staff and managers
in the Copenhagen Administration
Objective 4 More citizens benefit from the offers of the municipality
Objective 5 A more safe Copenhagen for all groups
Objective 6 More citizens feel they belong in Copenhagen
Objective 7 Fewer citizens feel themselves excluded due to poverty
Objective 8 Fewer citizens are subjected to discrimination
 Each objective has one or several measurable indicators based on
register or survey data.
Municipality of Copenhagen
Employment and Integration Administration

6. Employment, Inclusion and
Diversity
Inclusion barometer/ Example I
Objective 2 More people in jobs
Indicator Reduced gap in employment rates between non-western minority and
majority citizens (register based data )
Municipality of Copenhagen
Employment and Integration Administration

7. Employment, Inclusion and
Diversity
Inclusion barometer/ Example II
Objective 6 More people feel they belong in Copenhagen
Indicator To what extend does people with a minority background feel included
(survey)
Municipality of Copenhagen
Employment and Integration Administration

8. Employment, Inclusion and
Diversity
The Project bank
 In 2007, Copenhagen City established the project bank,
which is a database consisting of integrations projects
partly or fully financed by the funds of the City.
 In 2009, The City Council approved common standards for
the integration promoting funds.
 Projects receiving funding of 100.000 d.kr or more are
monitored:
 Initial workshop on program theory and project plan
 Quarterly status reports
 Assessment of progress:
 Green, yellow and red (progress, status quo, set-
back)
 Quarterly status published on our website
Municipality of Copenhagen
Employment and Integration Administration

9. Employment, Inclusion and
Diversity
The Project bank
The electronic system AMES (Application, Monitoring and Evaluation
System)
came into use in August 2007 and addresses three groups:
 Citizens: Electronic applications with an opportunity to monitor
progress
 Caseworkers: General overview and opportunity to draw statistics
across the administrations
 Politicians and others with an interest in integration:
General overview of how the projects are progressing
Municipality of Copenhagen
Employment and Integration Administration

10. Employment, Inclusion and
Diversity
Intercultural Cities Index
 Tool for benchmarking and comparing cities annually
 Assessing the intercultural policies based on 9 dimensions
 Network for exchange of best practice
100 93
90
80 79
80 75 74 73 72 70 70 69 68
70 66 66 66 64 64 62
60
50
40
30
20
10
0
Municipality of Copenhagen
Employment and Integration Administration

11. Employment, Inclusion and
Diversity
Intercultural Cities Index
 Progress from 66
(2011) to 74 points
(2012)
 Ranked no. 5. among
all cities and no. 3.
among cities with
more than 500.000
citizens.
Municipality of Copenhagen
Employment and Integration Administration

12. Employment, Inclusion and
Diversity
Experiences on Monitoring Inclusion
What are the advantages?
 Helps to specify objectives and build commitment to the policy among
actors.
 Provides administrative and political leaders with an overview on
developments and strengthens the knowledge base for new initiatives.
 Provides evidence to practitioners in the design of inclusion
programs/initiatives.
What are the challenges?
 You cannot measure it all – few, reliable indicators!
 Difficult to estimate the impact of the inclusion policy
due to external factors and other initiatives.
 The balance between evidence based policies and
political decision-making.
Municipality of Copenhagen
Employment and Integration Administration