Mitt Liv Chans: mentoring project for careers guidance and finding a job
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In close cooperation with 28 large corporations, Mitt Liv runs a successful mentor program connecting qualified non-Swedish individuals with mentors from our partner companies. The program, ”Mitt Livs Chans”, which includes both individual mentoring and structured educational aspects , has been proven to bridge the gap into the labour market, by guiding and preparing participants for working life in Sweden.
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Mitt Liv Chans: mentoring project for careers guidance and finding a job
- 2. AGENDA • Mitt Liv • The mentoring programme • Challenges • Results • Other things we do
- 3. MITT LIV AB (SVB) A social enterprise Increasing diversity and integration in the Swedish labor market. Integration based on that parties meet halfway Stockholm, Gothenburg, Linköping/Norrköping www.mittliv.com
- 4. Mitt Liv focuses in equal measures on those needing support to enter the labor market as well as those that can provide relevant professional networks ”Mitt Livs Chans” mentor program Our Partners Individuals with immigrant background are provides with an educational program and a personal mentor with the objective of building essential professional networks needed to pursue their career goals Businesses and organizations Our partner program enables organizations to create awareness and capitalize on the business benefits of diversity.
- 5. Mitt Liv WHY • The labor market does not reflect the diversity of the Swedish society • Majority of all jobs/positions are recruited through contacts/networks • Everyone deserves the same chance to secure a job regardless of ones origins HOW • ”Mitt Livs Chans” – Mentorprogram • Workshops & lectures in how to manage diversity • Seminars and networking events FORM • AB (svb) • A free program for adepts • No state/goverment funding or donates.
- 6. Mitt Liv Team Sofia Appelgren Mohamud Osman Lisa Birath Henrietta Bean Sylvia Rezania Claire Karlsson Marija Djuricic Tomas Hedbäck
- 7. REALITY CHECK The average time it takes for a new Immigrants who comes to Sweden to get their first job is 7 – 9 years 80 % of all positions are recruited through contacts/networks. 25 % of the population, who are within the working age range of 18 – 64, have immigrant/2nd generation backgrounds. The most common countries of origin among immigrants in 2013 where: 1. Syria 2. Somalia 3. Poland Ca. 116 000 people immigrated to Sweden in 2013 Source: Arbetsmarknadsdepartementet, Svenskt Näringsliv, SCB
- 8. WE NEED TO MEET!
- 9. Mitt Livs Chans: Introducing the mentees People with foreign backgrounds with a perceived need of a professional network Academic degree/Further education diploma A minimal base command of the Swedish language Valid visa entitling mentee to remain in Sweden for the entire program * Mentees langugage levels vary from those who can understand and be understood, right through to those who have already reached fluency
- 10. THE PROGRAM A free course program – delivering practical tools on how to enter and advance in the Swedish workplace An individual mentor from one of Mitt Livs’ partner companies September – June 11 meetings 2 mentee introduction meeting 2 mentor training sessions 7 educational meetings (both mentees and mentors) Graduation dinner and diploma (Meetings as a rule are scheduled outside of normal working hours)
- 11. A personal mentor for all participants The mentor is • A sounding board and coach based on individual needs of the mentee, dreams and current situation. • A guide to the Swedish workplace and job search process The mentor receives • A exciting new network of mentors, adept and other companies • Increased knowledge about diversity and inclusion • The possibility to contribute to another persons development 11
- 12. THE MENTORS Work within Mitt Livs partner companies Are matched with the mentees based on compentece, experience and education Have a broad variation of competences Are on different levels and positions within their organizations
- 13. The mentors have different reasons for applying to become a mentor Excercise How can vi attract people to become mentors?
- 14. INTRODUCTION AND PROGRAMME MENTOR INTRODUCTION MENTEE INTRODUCTION 1. Mentorship – expectations 2. Active listening 3. GROW 4. Challenges – The group 1. Mentorship – expectation 2. Challenges – the group 3. Teambuilding 1. Intercultural communication 2. feedback, 3. Predjuces 4. Solutions 2. Presentations skills
- 15. MENTOR INTRODUCTION Theoretical content Mentorship – Mitt Livs expectations, important tools Active listening – How to listen actively, 7 steps Coaching model – GROW – Goal, Reality, Options and Will Intercultural communication – to understand differences Feedback – How to give and recieve feedback in a good way Predjuces - to understand your own mechanisms in a cooperation Practical content Identify challenges and come up with solutions Engage the network within the mentorgroup LinkedIn –groups to increase the contact amongst the mentors A contact register
- 16. JOINT MEETINGS – MENTORS AND MENTEES 3 KICK OFF – THE FIRST MEETING – CONTRACT 4. CV and the personal letter – seminar and workshop 5. Interview training 6. Organizational cultures 7. Mingling Event with Alumni and Partnercompanies 8 Presentation Exersice 9. Graduation Dinner In addition to the joint meetings the mentor and mentees meet each other at least five times
- 17. MITT LIVS CHANS 2014/2015 STOCKHOLM GÖTEBORG ÖSTERGÖTLAND 150 Mentor/mentees 140 Mentor/mentees 50 Mentor/mentees
- 18. MITT LIVS CHANS DURING THE YEARS 250 200 150 100 50 0 Mentor and Mentees 2008 2009 2010 2011 2012 2013 2014 mentorer & deltagare
- 19. CHALLENGES COMMUNICATION • Language skills • Communiation styles TIMEASPECT • Mentors and mentees are busy with jobs and studies and their schedule does not match • Different view on time and meetings DIFFERENT EXPECTATIONS • Different expetectations on their role as mentor/mentees • Some are very ambitious, some are not
- 20. Communication Time Excercise How can you prevent and proactively work with these challenges? Expectations & Attitude
- 21. LESSONS LEARNED The importance of the personal engagement and motivation – interview process Signing a mentorcontract Setting goals Clear expectations Follow up and be perceptive A careful matching A viral and supporting network amongst mentors and mentees Support from us
- 22. Here's what the mentors says about the programme • 81.5% of the mentors felt that Mitt Livs Meetings were relevant in terms of their role as a mentor. • 96% of mentors felt that the joint meetings contributed to a good structure for the mentor program • 93.5% of the mentors felt that they had gained new perspectives and useful lessons through the mentorpgramme and Mitt Livs Chans • 91% of mentors felt that the two initial training sessions were valuable for the mission Here's what the participants says about the programme • 75% of participants felt that the content of the course program has beeb relevant • 68% of participants felt that they have gained a greater understanding and insight into the Swedish labor market • 66% of participants felt that Mitt Livs Chans participant program has enhanced their ability to reach the goals they strive for • 54% of participants have received some kind of work experience (any type of employment or training)
- 23. ”Mentoring has brought many lessons combined with pleasant and constructive meetings with Mitt Liv, my mentee and the rest of the network” ”Mitt Livs Chans has meant a lot to me, although I did not get any internship or employment. The main thing is that I got to know my mentor who helped me a lot with his advice, and that I have developed my Swedish language which is also important "
- 25. TO WORK WITH MITT LIV MEANS WORKING STRATEGICALLY WITH DIVERSITY - 35 CORPORATIONS Mentorplaces – spreading awareness in the organisation HR workshop – increase awareness in recruitment Management development – attract and keep talent Marketing –what does the company signal to customers? Case –based on individual needs and demands Access to a unique network –35 companies today
- 26. TOGETHER WE CREATE VALUE FOR ALL PARTIES Participants • Education /tools • Personal mentor • New professional contacts • Empowerment and selfesteem Society • Increased integration and participation • Increased number of people with foreign background in employment • A natural collaboration between public and private sectors • Awareness Partners • Knowledge, insight & understanding • Personal development for employees • Targeted work with diversity aspects • Cultural competence • New business ideas/markets
Editor's Notes
- Vad är mångfald? Den här definitionen står att finna hos Arbetsmarknadsdepartementet. Mångfald är ett vitt och brett begrepp som används på olika sätt. Det som är viktigt att vi och som Mitt Liv är måna om att varje arbetsplats själv definierar begreppet mångfald och bestämmer vad det innebär för dem. Samt att det är ett begrepp som innefattar alla. Dvs det är inte några enskilda (en ledning, en HR-avdelning, en tillsatt projektgrupp…) som ska jobba med ”Mångfald”.
- Mitt Liv started 2008 by founder Sofia Appelgren in Swedens second largest city Gothenburg. Mitt Liv started in the capital city of Sweden 2010.
- (SVB) Since 2006, Sweden has provided the possibility to start a limited liability company with limited profit distribution called ‘AB (SvB)’ (Aktiebolag med Särskild Vinstutdelningsbegränsning). The new company category is intended first and foremost for activities in the areas of education and health care but can also be used in other areas.
- …. finding work is The key to positive integration …. In 2015 - 25% of the Swedish population in the ages 18-65 will have foreign background … we know that almost 80% of all job openings in Sweden are recruited to or through contacts ….we know that it takes almost 9 years for a woman of foreign descent from the time she arrives in Sweden to finding employment, 7 years for men …4 out of 10 businesses
- We address social challenges with innovative solutions and business focused methods Since we belive that integration is about ”meeting-half-way” Mitt Liv work with two target groups in society. On the one hand we have our participants – people with foreign backgrounds (per definition immigrants or 2 immigrant parents). People who today have little or no connection with the Swedish workplace. On the other hand we have our partners – businesses and organisations who realise the benefits of increasing diversity in their organisations, creating awareness We provide a course and mentor programe – called Mitt Livs Chans (=My Life Chance) for our participants that runs for a year in close cooperation with the partner organisations. To attent the programme you neeed motivation and drive to change your own situation. The course programme is focucing on how to enter and advance in the Swedish workplace (CV writing, interview training, presentation techniques, networking, etc) Each participant get their own mentor - an experienced, senior professional from our partner companies to guide and coach towards individual goals and dreams Together the programme create value for three parties– the society, the labour market and for the individuals within the programme. For our partner organisations we provide knowledge, insight & understanding about diversity management. We helt them to value cultural competence. We equip the mentors within the programme with tools and methods for mentorship and personal development.
- The mentor is : A coach for the adept in matters relating to the Swedish labor market and job search process . Everything based on the mentee's unique conditions. Mentors receive training in coaching and active listening blah. Safe in the role. We match based on experience and educational background. 89% of the mentors learned more about diversity and inclusion in the labor market . Mentoring also helps to : personal Development new and exciting network of participants and mentors increased knowledge of diversity and inclusion opportunity to contribute to an individual's professional development
- Mentorship – expectations from us Active listening GROW – Coaching model Challenges – Intercultural communication – to understand differences Feedback – To give and take feedback Predjuces - to understand your own mechanisms Solutions
- How is it possible for us to offer three programs i more than three cities without any help from goverment or state? Well this is our partners. -35 of the biggest companys in sweden!
- Italian context: what would be the main challenges in Italy? How do you think you could overcome it? Which difficulties could you have at first? Which partners/ team would you need to start replicating? -You have to create value for all involved parties, -What is the problem and the main reasons behind it? -Wich groups are affected by the problem?