The fundamental rights of the LGTB persons

The Fundamental Rights Agency of the European Union (FRA) has just published the summary report of a reserch that was conducted in 2013 in different Member States of the European Union regarding the fundamental rights of the LGTB persons. This summary report collects much information from the Spanish report, which was drawn up by the MPDL, the Gabinet d'Estudis Socials and the Instituto Europeo de Derecho. Exhaustive information can be found at:


2015's Report of activities

GES has just published its report of activities for 2015, which you can look at following the link


GES cooperates with ODIHR

Once again, this year GES has cooperated on a voluntary basis with the Office for Democratic Institutions and Human Rights (ODIHR-OSCE) communicating with a view to the ODIHR's 2006 report, the incidents related to hate crime occurred in 2015 in Spain against ethnic minorities, migrants, LGBTI persons, persons with disability, etc. This year, GES has reported 22 incidents. 


The management of cultural diversity in the small and medium enterprises-The EUDIM final report

The transnational project EUDIM, of which the Gabinet d'Estudis Socials has been one of the partners, has published its final report about the management of cultural diversity in the small and medium-sized enterprises in the participating countries. Its main findings have been:

  • The enterprises see the management of cultural diversity as a tool to reinforce their market position because it favours the use of the varied skills derived from different cultural origins.
  • The management of cultural diversity is an element of promotion of creativity in terms of business management.
  • The extension oif intercultural competencies must go hand in hand with intercultural mediation.
  • The benefits derived from the management of cultural diversity are particularly remarkable when it concerns the top posts in the management chain.
  • The linguistical barriers derived from different cultural codes appear as the main obstacle against a good management of cultural diversity.
  • These and others barriers (burecraucy, lack of expertise, etc.) impact more small and medium-sized enterprises than larger companies.
  • Sometimes in small and medium-sized enterrprises the problems in intercultural communication are erroneously diagnosed as personal problems.
  • The appointment of a cultural diversity manager is revealed as a key decision.
  • Small and medium-sized enterprises are making progress in the management of cultural diversity, particularly in termes of a greater valoration of non-conventional skills and knowledge.

For further information, see



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Gabinet d'Estudis Socials (GES), c/Aragó 281, 2n. 2a. 08009 BARCELONA
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