1. by Lise Valentin Bayer Head of Office for Inklusion and DiversityMunicipality of CopenhagenEmployment and Integration Administration

2. Employment, Inclusion and DiversityContents: 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 CopenhagenEmployment and Integration Administration

3. Employment, Inclusion and DiversityBackground 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 CouncilMunicipality of CopenhagenEmployment and Integration Administration

4. Employment, Inclusion and DiversityThe 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 mayorsMunicipality of CopenhagenEmployment and Integration Administration

5. Employment, Inclusion and DiversityThe 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 schoolObjective 2 More people in jobsObjective 3 A better ethnic mixture among members of staff and managers in the Copenhagen AdministrationObjective 4 More citizens benefit from the offers of the municipalityObjective 5 A more safe Copenhagen for all groupsObjective 6 More citizens feel they belong in CopenhagenObjective 7 Fewer citizens feel themselves excluded due to povertyObjective 8 Fewer citizens are subjected to discrimination Each objective has one or several measurable indicators based on register or survey data.Municipality of CopenhagenEmployment and Integration Administration

6. Employment, Inclusion and DiversityInclusion barometer/ Example IObjective 2 More people in jobsIndicator Reduced gap in employment rates between non-western minority and majority citizens (register based data )Municipality of CopenhagenEmployment and Integration Administration

7. Employment, Inclusion and DiversityInclusion barometer/ Example IIObjective 6 More people feel they belong in CopenhagenIndicator To what extend does people with a minority background feel included (survey)Municipality of CopenhagenEmployment and Integration Administration

8. Employment, Inclusion and DiversityThe 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 websiteMunicipality of CopenhagenEmployment and Integration Administration

9. Employment, Inclusion and DiversityThe Project bankThe 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 progressingMunicipality of CopenhagenEmployment and Integration Administration

10. Employment, Inclusion and DiversityIntercultural Cities Index Tool for benchmarking and comparing cities annually Assessing the intercultural policies based on 9 dimensions Network for exchange of best practice100 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 DiversityIntercultural 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 CopenhagenEmployment and Integration Administration

12. Employment, Inclusion and DiversityExperiences on Monitoring InclusionWhat 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 CopenhagenEmployment and Integration Administration