In general, this policy is more based on mobilisation from below than on top down measures. This is most clearly expressed in the fact that the general targets formulated by the City Council are translated in specific targets of Departments by the departments themselves. This way of working – by awareness training and rewarding rather than by compulsion – is in general appreciated. Departments that had already been very active in this domain have seen their activities legitimised in the new policies and thus made easier. The departments involved happen to be department that have a great need for low skilled workers. Some, however, see the lack of compulsory elements as a weakness of the policy.

Diversity policies of the city of Copenhagen do include several categories that are perceived as vulnerable on the labour market, particularly women, immigrants and disabled persons. For certain of these categories there may be specific sub-programmes, such as for women and immigrants in higher positions.

The measure involves the following actions: - Active recruitment strategies (for vulnerable categories, incl. Immigrants); - Awareness training of staff; - Monitoring of employment in departments; - Anti-discrimination plan for departments.

Although the results of the new policies cannot yet be measured, the data on the preceding period 2001-2005 suggest that the Copenhagen policies have been successful. Although data on employment do show an under-representation of immigrants in the workforce of the city, there has been also a significant decrease of this under-representation within a relatively short time. Obviously, there is a selective, strong presence of immigrants in the lower skilled sectors and professions. It is assumed that that reflects to a great extent the basic qualifications of immigrant workers, but this is not necessarily the case. At least in one profession, that of engineers, there exists an awareness – helped by a great demand for the profession in the country - that many foreign qualified engineers do have difficulties to exert their profession in Denmark.

The success of the policy has to be shown be a new monitoring system that has been put in place. Departments have to report on the (development of) the composition of their staff and have to formulate targets to be reached. This monitoring system has only recently be established. A general indicator of success is the employment chapter of the Annual Report of the City of Copenhagen.

Some of the measures of the city’s employment policy are financed by special national regulations. The city itself finances most of the measures. Contract Compliance policies do trasnfer part of the costs to firms working for the city or to organisations subsidised by the city.