Upwardly Global Presentation to Queens Library 05-18-2010
Upcoming SlideShare
Loading in...5
×
 

Like this? Share it with your network

Share

Upwardly Global Presentation to Queens Library 05-18-2010

on

  • 1,954 views

 

Statistics

Views

Total Views
1,954
Views on SlideShare
1,953
Embed Views
1

Actions

Likes
0
Downloads
6
Comments
0

1 Embed 1

http://www.slideshare.net 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • How many people currently live in a different country from where they were born? How many people live in a different state from where they were born? Different city? We all have the experience of leaving home and making a new place our home.
  • BRAIN WASTE Immigrants from Latin America and Africa hold lower quality jobs than their foreign-educated counterparts from Europe: 53 percent of highly educated Latin American legal immigrants and 44 percent of highly educated African legal immigrants worked in unskilled jobs in 2003; Table 1 demonstrates that less than a quarter of highly educated legal immigrants in the sample were admitted under employment categories; while roughly half were admitted under family classes of admission. A surprisingly large share of highly educated legal immigrants (13 percent) was admitted as winners of the diversity lottery. Unskilled occupations require only short- to moderate-term on-the-job training (e.g., construction laborers, customer service representatives, child care workers, file clerks). Skilled technical occupations typically employ workers with long-term on-the-job training, vocational training, or Associate’s degrees (e.g., carpenters, electricians, chefs and head cooks, massage therapists, real estate brokers). Highly skilled occupations require at least a Bachelor’s degree (e.g., scientists and engineers, doctors, financial managers, postsecondary teachers). Appendix A. Definitions and Description of Conditions of Immigration of the Seven Groups of LPRs Analyzed in the Report Group nameDescription Employment ----------------------------- Status adjusters----------------------------- New arrivals Foreign nationals who became LPRs based on sponsorship by a US employer or because they invested at least $500K in the US economy and created 10 or more jobs. The Immigration and Nationality Act (INA) provides a yearly cap of 140,000 employment-based immigrant visas (for both principals and their dependents) that are divided into five preference categories, with a separate numerical limitation for each category: EB-1 Priority workers, EB-2 Professionals with advanced degrees, EB-3 Skilled and other workers, EB-4 Special immigrants, and EB-5 Investors. ----------------------------- Immigrant workers who adjusted their status from a temporary nonimmigrant visa, for example, H-1B “specialty occupation” visa or O visa (given to foreigners with extraordinary abilities in science, arts, education, business, and sports.) ----------------------------- Immigrant workers who received their permanent employment-based immigrant visa from the US embassy in their home country. Family ----------------------------- Status adjusters----------------------------- New arrivals Foreign nationals who immigrate to the US based on their family ties to US citizens and LPRs. There is an overall annual limit for relatives set at 480,000, within which certain categories of immigrants are not subject to numeric limitation while others are. Immediate relatives (spouses, unmarried children under 21, and parents) of US citizens are exempt from annual caps. Family-sponsored LPRs that have numeric limitations include adult children and siblings of US citizens as well as spouses and children of LPRs already in the US. ----------------------------- Family-based immigrants who received their green cards from within the US after adjusting from a variety of temporary nonimmigrant visas such as K fiancée, J cultural exchange, F, H-1B, etc. ----------------------------- Immigrants who received their permanent family-based immigrant visa from the US embassy in their home country.
  • American Institute of Certified Public Accountants ( www.aicpa.org) National Society of Black Engineers ( www.nsbe.org) Ethnic Medical Associations ( www.mssny.org) National Association of Asian American Professionals ( www.naaap.org)

Upwardly Global Presentation to Queens Library 05-18-2010 Presentation Transcript

  • 1. © 2008, All Rights Reserved, Upwardly Global Upwardly Global Creating Economic Opportunities for Skilled Immigrants and Providing U.S. Employers with Access to Global Talent 401 Broadway, Suite 800 New York, NY 10013 www.upwardlyglobal.org
  • 2. Agenda
    • Overview of Upwardly Global
      • Why does Upwardly Global Exist?
      • Upwardly Global’s Client Profiles
    • Barriers to Career Reentry
    • Upwardly Global Impact
    • Partnership Models
    • Client Referral
  • 3. Introduction and Overview
    • A 501 c3 nonprofit organization, founded in 2000 with programs in SF, NY, and Chicago
    • Specializes in rebuilding careers for immigrant professionals. Recognized as thought leaders on immigrant professional talent inclusion by Harvard University, World Diversity Leadership Summit, and Toronto Regional Immigrant Employment Council
    • Recognized as innovator by Ashoka and John F. Kennedy New Frontier Award
    • Funders: individuals, foundations, employer partners
  • 4. Why does Upwardly Global exist? Global Leaders Waspada Indonesia Auditor Manizha (refugee) Afghanistan Physician Graal Brazil Arts Therapist Faith Kenya Social Worker Cristian Romania Engineer Evelyn El Salvador Engineer Cashier Waitress Nanny Home Health Aide Barista Housecleaner = Invisible in US Barista Taxi Driver
  • 5. The Facts: Skilled, Educated but Underutilized
    • More than 1.3 million college-educated immigrants are unemployed or working in unskilled jobs
    • 22% of all college-educated immigrants – or 1 out of every 5 highly skilled immigrants – are working in unskilled jobs
      • Construction laborers, babysitters, file clerks, etc
    • Another 22% are in semi-skilled jobs
      • Carpenters, electricians, massage therapist, etc
    • Brain underutilization is a reality
    • Source: Migration Policy Institute
  • 6. Upwardly Global Clients’ Profiles
    • Fully Work Authorized New Americans
    • University educated
    • Experienced Professionals
    • Migrate from developing countries
      • Latin American 39%
      • Africa 23%
      • Asia 21%
      • Eastern Europe 12%
      • Middle East 5%
  • 7. Barriers to Career Re-entry
    • Academic credentials and professional skills/ experience not recognized
    • Unfamiliarity with the characteristics of U.S. Job Search
    • Lack of U.S. experience and professional/social networks
    • Relicensing and certification
    • Language
    • Employers Lack Resources
      • Need sponsorship, lack of English skill and educational background
  • 8.
    • Unfamiliarity with the U.S. Job Search Norms
    • Resume Presentation
    • Marketing Yourself
    • Cultural Differences
  • 9. Resume Provide details about what you did in each position, what you accomplished, and the value you brought Provide information about the ranking of the school you attended to help recruiters understand the value Common Resume Writing Mistakes This resume is TOO SHORT ! It does not give employers any idea of about what this person has accomplished Share information on skills AND accomplishments to demonstrate the value you bring to the company
  • 10. Do not provide personal information (aside from contact information)!! This Resume is TOO LONG (5 more pages!) American employers will only read 1 – 2 pages in order to determine if they should consider the candidate!
  • 11. Provide specific quantitative examples of the impact YOU had at the company. It’s OK to brag! Include a brief explanation of what the company did (if not in the U.S.) List your “survival jobs” in a separate category of your resume, after your professional experience
    • American Style Resumes are:
      • Concise (1 – 2 pages is best)
      • Results oriented
      • Well organized and formatted
  • 12. Marketing Yourself: Elevator Pitch
    • Who you are:
    • Hi, my name is _____________.
    • What you can do:
    • I have __ years of experience in/as a __________(field/profession).
    • What you are looking for:
    • I am looking for a position as a _____________ where I can apply my skills in ( skill #1 ), ( skill #2 ), ( skill #3 ). I would like to work for __________ (type of organization/company – be specific).”
  • 13. Dominant American Values “ Typical” U.S. Corporate Value Alternative Value UpGlo T.I.P Individual is valued: Independence and decision-making are important. Individual recognition is expected and appreciated. Privacy is honored. Group is considered more important than the effort or recognition of the individual Job seekers will often use “we” instead of “I” when sharing accomplishments. Suggest job seekers to provide information about their specific role in the project. Informality is the norm: almost everyone uses first names. Permission is needed to use first names; some never use first names. Job seekers may be perceived as stiff as he/she probably believes it is important to be formal in interviews. Let job seekers know he/she can call the interviewer by first name.
  • 14. Dominant American Values “ Typical” U.S. Corporate Value Alternative Value UpGlo T.I.P Competition and ambition stimulates high performance. Harmony influences communication and personal ambition is frowned upon. Job seekers come across as passive, relative to their U.S. counterparts. Direct job seekers to focus on the ways they have been able to bring a team together for a group success instead. Direct communication is expected; saying what’s on your mind is important. Directness and open criticism are considered offensive and people often use intermediaries to approach others. A job seeker’s examples may not demonstrate the directness generally expected in the U.S. workplace. Suggest job seekers to frame answers around accomplishments and achievements.
  • 15. Dominant American Values “ Typical” U.S. Corporate Value Alternative Value UpGlo T.I.P Each person is expected to have an opinion and express it freely. The right to challenge authority is highly valued. Deference is given to persons in power or authority. Authority is highly respected and rarely challenged. Job seekers may find it difficult to give examples of times that they challenged authority. Direct job seekers to share a time he/she advocated for a project in order to understand the approach he/she has taken in situations when challenging was accepted. People are measured by what they do. People are measured by family and origin. Job seekers may use personal accomplishments in their examples during an interview. Specify that employers are looking for professional examples.
  • 16. Networking and Obtaining U.S. Experience
  • 17. Networking and Obtaining U.S. Experience
    • Volunteer or internship opportunities
      • www.voluntermatch.org
      • www.idealist.org
    • Networking
      • Where
        • Professional Association events/meetings
        • Job Fairs
        • Classes/Trainings
      • How
        • Informational interviews (http://www.quintcareers.com/informational_interviewing.html)
        • LinkedIn (www.linkedin.com)
  • 18. Career Path for Skilled Immigrants
    • www.careersfornewamericans.org
    • www.welcomingcenter.org
    • www.careeronestop.org
    • The Bookkeeping Center – www.tbkc.org
    • Kaplan Medical – www.kaplantest.com
    • LaGuardia Welcome Bank Center
    • Bnai Zion Foundation – www.bnaizion.org/retraining.php
  • 19. Upwardly Global Program
    • Job Seeker Program
    • Identify, Screen and Select
    • Job Search Tools: Resumes, cover letter, marketing pitch
    • 8-week workshop series with practice built-in
    • Individual coaching by UpGlo staff
    • Matched one-on-one with Industry Mentor
    • Direct referral to Employer Network companies educated a
    • bout immigrant talent pool
    • Feedback and support throughout placement process
    • Employer Network Program
    • Education: Cross-cultural recruitment training
    • Engagement: Employee volunteer opportunities to improve
    • cross-cultural communication skills and awareness
    • Employment : Our candidates provide practice and experience
    • moving foreign-born candidates through the pipeline
  • 20. Upwardly Global Impact
    • NY economic impact
      • Coached more than 800 skilled immigrants from 100 developing countries
      • Placed more than 200 skilled immigrants with an average starting salary of ~ $40,000 with benefits
        • Income increase of $20,000
      • Engaged employers as partners to work towards systemic change
      • Partnerships with 50 community organizations
  • 21. Sample Placements
      • LEGAL
      • - Paralegal (Colombia)
      • Akst & Akst Law
      • - Senior Contract Officer (Kenya)
      • JPMorgan Chase
      • - Legal Assistant (Nepal)
      • The Myers Law Firm
      • NONPROFIT/SOCIAL WORK
      • - Program Associate (Bhutan)
      • Int ’ l Center for Tolerance Education
      • - Research Associate (Uzbekistan)
      • Committee to Protect Journalists
      • Staff Therapist (Poland)
      • Psychotherapy Institute
      • EDUCATION
      • - Science Teacher (Somalia)
      • San Diego Unified School District
      • BUSINESS
      • - Marketing Manager (Thailand)
      • CSAA
      • - Relationship Manager (India)
      • Citigroup
      • - AdSense Coordinator (Peru)
      • Google
      • - Benefits Accountant (Mongolia)
      • McKesson Corp
      • - Associate (Philippines)
      • KPMG
      • Consulting Analyst (Iran)
      • Accenture
      • TECH
      • - End User Support Analyst (Romania)
      • Memorial Sloan-Kettering
      • - Tech Project Manager (India)
      • JPMorgan Chase
      • SCIENCE
      • - Organic Chemist (Eritrea)
      • PowerVision
      • - Analytical Chemist (India)
      • Biokey
      • - Post-Doc Research Associate (Mexico)
      • Lawrence Livermore Labs
      • ENGINEERING
      • - Well Planning Engineer (Nigeria)
      • Halliburton
      • HEALTH CARE
      • Anesthesiology Tech (Haiti), Brooklyn Hospital
      • Medical Resident (Vietnam)
      • Coney Island Hospital
      • Nurse (Philippines)
      • SF General Hospital
  • 22. Referring your clients
      • Minimum requirements:
      • live in the U.S. less than 5 years
      • have full, permanent work authorization
      • have minimum of Bachelor’s degree from outside the U.S.
      • have at least 2 years of working experience in field
      • possess computer skills and at least intermediate English proficiency
      • Direct them to Upwardly Global’s Website
      • www.upwardlyglobal.org to complete a simple
      • online application.
  • 23. Thank you Q&A