Transcript Accelerating the Impact of Mentoring

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Accelerating the
Impact of Mentoring
Tools, Resources and
Promising Practices
Maytree
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En partenariat avec La fondation de la famille J.W . McConnell
• A private foundation
www.maytree.com
• Focus on the reduction of
poverty in Canada
• A large extent on the poverty
experienced by refugees and
immigrants
Our Approach
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• Search for ideas that have
the capacity to change the
world
• Solutions-focused and action
oriented
• Plant seeds, and when they
flourish, we then like to take
them to scale
Our Programs
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• DiverseCity onBoard
diversecitytoronto.ca/getinvolved/onboard/
• Cities of Migration
citiesofmigration.org
• School for Civics
diversecitytoronto.ca/getinvolved/diversify-politics/
• hireimmigrants.ca
• ALLIES
(Assisting Local Leaders with
Immigrant Employment Strategies)
alliescanada.ca
School4Civics
ALLIES
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• 2003 - Maytree founded the Toronto Region Immigrant
Employment Council (TRIEC)
• 2007 - Maytree and the J.W. McConnell Family Foundation
created ALLIES
• 2013 - immigrant employment councils are in 10 cities across
Canada
Mentoring Programs in Canada
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• Mentoring is an effective intervention
that assists skilled immigrants find
employment in their field of expertise
• Over 100 organizations deliver
mentoring programs across Canada
including 15 in BC
- One-on-one Mentoring
- Group Mentoring
- E-mentoring
Building the Capacity: Mentoring Programs
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• Tools and resources (tool kits and videos)
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• Knowledge sharing sessions and webinars
• One-on-one coaching support on:
- program design and development
- engaging employers
- organizing recognition events
- conducting program evaluation
- seeking program funding
Building Networks and Connections
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• Building a network of
mentoring programs
• Making connections with
employers
• Facilitating connections with
potential funders
Mentoring
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Mentoring is a simple idea that
helps immigrants:
• Build their professional networks
• Improve their job search
strategies
• Enhance their understanding of
their profession
• Familiarize them with Canadian
workplace culture
Promising Practice 1: Employers as Partners
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• Mentoring is not a new idea
• What is changed or new?
- employers as partners in delivering mentoring program
- employers are engaged at the leadership level - starting
from the top
- not focusing on social justice but highlighting mutual benefit
Impact: Employers as Partners
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• Gain quicker access to many prospective and quality mentors
at once
• Saves time as the reference check is not required
• Easier to arrange group training and orientation for mentors
• Hidden job market will become accessible
• Employers become a champion in promoting skilled
immigrant talent
Employer Champion
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Promising Practice 2:
Collaboration between Service Delivery Agencies
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• Collaboration and partnership is an essential ingredient for
the success of mentoring programs
• Over 60 community organizations delivering mentoring
programs in partnership across Canada
• Communication between organizations - what is working and
not working?
• Tools and resources are shared between organizations and
programs
Impact: Collaboration & Partnership
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• Increased number of employers
and mentors participate in
mentoring programs
• Over 2000 mentor-mentee
matches are made every year
• Enhanced culture of sharing,
learning and implementing
promising practices
Promising Practice 3:
Professional Immigrant Networks (PINs)
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Impact
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• Increased number of:
- Skilled immigrants build their professional
network
- Immigrant professionals volunteer their time
as mentors
- Professional immigrant networks collaborate
and partner with each other by sharing resources
• Enhanced capacity of professional immigrant
networks
• Improved access to hidden job market
Quality Assurance Tip 1:
Assessing Mentee Suitability
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To be ready for mentoring, an immigrant
must have:
• employment skills: a clear job goal and
the skills, experience, credentials and
language abilities required to succeed
• job search skills: a job-search-ready
resume, interview skills, networking skills
• supports: transportation, childcare, and
other supports required to function at
work
• appropriate attitude: readiness to act on
constructive advice
Impact: Assessing Mentee Suitability
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• Mentees fully understand and
benefit from his/her mentoring
relationship
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• Allows the mentor to be effective
in supporting the mentee
• Mentors benefit from their
mentoring relationship and
become repeat mentors
• Successfully completes the
mentoring relationship
Quality Assurance Tip 2:
Assessing Mentor Suitability
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To be ready for mentoring, a mentor must have:
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• an appreciation of employment issues related
to skilled immigrants, cross-cultural sensitivity
and awareness
• have sufficient work experience and an active
and established network
• be willing to share experience, knowledge and
information
• be willing to share professional networks and
links with mentees and
• have an appropriate attitude: open to learning,
good listener and communicator, friendly and
positive
Impact: Assessing Mentor Suitability
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• Prepares the mentor to
provide quality support to the
mentee
• Expands mentees professional
network
• Improves mentees knowledge
on workplace culture, sector
and occupation-specific
information and insights
• Enhances mentors coaching
and training skills
Quality Assurance Tip 3:
Mentor-Mentee Orientation
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• Mentors role is to support the mentee to strategically market
his/her skills and experience to the employers
• Clearly articulate to the mentors and corporate partners that
they are not expected to find job for their mentees.
• The relationship between mentor and mentee focuses on WIN:
- Workplace culture in the Canadian context,
- Information about the profession, industry, sector,
- Networking to build professional links.
• Awareness on the support available for mentors and mentees
from the coaches and service delivery agencies
Impact: Mentor-Mentee Orientation
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• Clear expectations and clarity of
roles for both mentor and
mentee
• Leads to a successful start and
end to the mentoring
relationship
• Clarifies the role of a coach and
the service delivery agency
Mentee Experience
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Andres Castro
Project Manager, Product PMO,
TD Bank
Quality Assurance Tip 4:
Supporting and Recognizing Mentors
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• Training and coaching
sessions
• Professional development
credits
• Mentor networking
sessions (in-person and
LinkedIn)
• Recognition certificates
and events
Impact: Supporting and Recognizing Mentors
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• Well equipped to support
their mentees
• Enhances their knowledge on
labour market integration
• Builds their leadership and
coaching skills
• Earns credit and recognition
• Not alone in this journey
Quality Assurance Tip 5: Program Evaluation
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• Track the impact mentoring programs have on
skilled immigrants, mentors, employers and
community partners
What we found:
- Decreased unemployment from 73% to 19%
- Increased full-time earnings from $36,905 to
$59,944, an improvement of 62%
- 71% employed in their field vs. 27% prior to
mentoring
Impact: Program Evaluation
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• Demonstrates the value mentoring brings to participating
immigrants, employers, partners and the community
• Monitors the quality of the program and identifies
opportunities for growth and improvement
• Retains and increases the level of employers’participation
• Assists in finding new funding to continue or expand the
program
• Helps build a business case for scaling-up mentoring
Quality Assurance Tip 6:
Document & Tell the Story
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• Document how the program impacted immigrants, mentors,
employers and community partners
• Invite immigrants, mentors, employers and community
partners to tell their success
• Develop videos and blogs that tells the story
• Develop partnerships with local media to promote the
success of your program
Impact: Document & Tell the Story
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• Showcases the impact mentoring programs have on skilled
immigrant labour market integration
• Presents a strong business case for mentoring programs to
funders, employers, and community partners
• Increases the number of:
- Skilled immigrants participating in the mentoring programs
- Canadian professionals registering as mentors
- Employers participate as corporate partners
Mentoring Programs Tools and Resources
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• Mentoring Presentations to:
- Employers (Business case)
- Mentors (Information and orientation)
- Mentees (Information and orientation)
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• Videos on:
- Mentoring moments of mentee
-Mentoring moments of mentor
-Mentoring moments of employers
-Tips for a successful mentor relationship
-The benefits of mentoring
-Setting-up a mentoring program
• Webinars, knowledge sharing sessions and On-line training modules
• One-on-one coaching and facilitation support
Tools and Resources
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• Tool kits:
- One-on-one mentoring tool kit
- Group mentoring tool kit
- Mentor handbook
- Mentee handbook
- Operational Manual
- Facilitator guide
- Mentor-match tool kit
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• Agreements, guidelines and manuals for:
- Employer partnership
- Community partnership
- Mentor-mentee partnership
Tools and Resources
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• Forms:
- Intake and assessment forms
- Program evaluation forms for all stages
- Evaluation framework
- Evaluation reports
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• Promotional materials such as program
brochures, flyers and success stories
• Promising models of collaboration
• LinkedIn group: National Network of
Mentoring Programs for Skilled Immigrants
• Link to Mentoring programs across Canada
hireimmigrants.ca
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Thank you!
Contact Information
Sathya Gnaniah, Programs Manager
ALLIES Project, The Maytree Foundation
Tel: 416-944-2627
Email: [email protected]
Websites: www.alliescanada.ca
www.maytree.com