Wednesday, June 27, 2007
How to Use the Employment Ontario Brand
MTCU has posted guidelines to its Employment Ontario Partners' Gateway web site on how to use the Employment Ontario brand to support the delivery of programs. The Ministry has asked members of the Service Delivery Advisory Group to distribute this information to our community service provider networks.
You can find these guidelines in English on this page of the site under the heading Employment Ontario Visual Guidelines:
http://www.eopg.ca/eng/guidelines.html
A French version of the guidelines is also available at:
http://www.eopg.ca/fre/guidelines.html
You can find these guidelines in English on this page of the site under the heading Employment Ontario Visual Guidelines:
http://www.eopg.ca/eng/guidelines.html
A French version of the guidelines is also available at:
http://www.eopg.ca/fre/guidelines.html
Labels: MTCU_Updates
The Golden Horseshoe Hears From MTCU
On June 17, over 180 employment and training service providers from the Hamilton-Burlington-Niagara region met for the 2nd Annual Golden Horseshoe / Bi-Regional Networking Day. ACTEW co-hosted this event, in partnership with the Employment Assistance Resource Network (EARN) of the Hamilton area.
The day included a spotlight on the changes the employment and training sector is experiencing as a result of the LMDA and the emergence of Employment Ontario. Sherree Mahood, MTCU’s Regional Director for the Western Region began this session.
Sherree set out MTCU’s vision for Employment Ontario and described what service providers will see next:
An energetic question and answer period followed Sherree’s presentation. Service providers raised concerns related to funding, engaging employers, the "Rapid Employment" philosophy and its effect on multi-barriered clients, and the status of portfolios related to client groups such as youth, and OW and ODSP recipients that are not covered in the LMDA.
In response to a question about how service providers can best prepare themselves for the changes, Sherree said that she felt confident community-based service deliverers would be supported by Employment Ontario. She encouraged agencies to create "service maps" that set out the "pathways" clients can take to services in their community. Such maps will illuminate the gaps in services as well as areas of duplication. These maps will also help agencies "learn to speak the same language" as the other service providers in their communities.
The room then broke out into small groups in a session guided by group leaders from St. Joseph Immigrant Women’s Centre Facilitating Inclusion program. The results of these discussions will be available from ACTEW once they are compiled and analyzed by Facilitating Inclusion.
The day included a spotlight on the changes the employment and training sector is experiencing as a result of the LMDA and the emergence of Employment Ontario. Sherree Mahood, MTCU’s Regional Director for the Western Region began this session.
Sherree set out MTCU’s vision for Employment Ontario and described what service providers will see next:
- ongoing regional community stakeholder engagement meetings
local planning processes for labour market development and service delivery charters; for the Western Region, this planning is scheduled for July and August
consultations on service delivery models, which for the Western Region will begin in September
the roll-out of 24 "Transition Projects"
An energetic question and answer period followed Sherree’s presentation. Service providers raised concerns related to funding, engaging employers, the "Rapid Employment" philosophy and its effect on multi-barriered clients, and the status of portfolios related to client groups such as youth, and OW and ODSP recipients that are not covered in the LMDA.
In response to a question about how service providers can best prepare themselves for the changes, Sherree said that she felt confident community-based service deliverers would be supported by Employment Ontario. She encouraged agencies to create "service maps" that set out the "pathways" clients can take to services in their community. Such maps will illuminate the gaps in services as well as areas of duplication. These maps will also help agencies "learn to speak the same language" as the other service providers in their communities.
The room then broke out into small groups in a session guided by group leaders from St. Joseph Immigrant Women’s Centre Facilitating Inclusion program. The results of these discussions will be available from ACTEW once they are compiled and analyzed by Facilitating Inclusion.
Labels: Meetings_and_Events, MTCU_Updates
Monday, June 18, 2007
MTCU Community Stakeholder Meetings
As ACTEW's representative, Deanna Yerichuk attended the MTCU Central Region Community Engagement Stakeholder Meeting on Thursday June 14, along with several ACTEW member agencies from the GTA. Many of the concerns held by ACTEW members are shared with the other employment and training stakeholders attending this Central Region meeting.
The goal of the MTCU "community stakeholder engagement meetings" is to assess local employment and training needs as MTCU moves forward with Employment Ontario. The consultation Deanna participated in was one of five that are occurring within Central Region alone, and all regions will be holding similar meetings in an effort to focus on local planning. MTCU will compile the feedback and release reports in the Fall.
Four themes emerged at the Central Region meeting.
The goal of the MTCU "community stakeholder engagement meetings" is to assess local employment and training needs as MTCU moves forward with Employment Ontario. The consultation Deanna participated in was one of five that are occurring within Central Region alone, and all regions will be holding similar meetings in an effort to focus on local planning. MTCU will compile the feedback and release reports in the Fall.
Four themes emerged at the Central Region meeting.
- The employment and training system needs to be flexible in order to equally accommodate the diverse needs and barriers of all clients.
-> Among agencies serving women only that responded to ACTEW's Pre-LMDA Survey, this point was especially important. In particular, these agencies see multi-barriered clients excluded from programs because of eligibility criteria.
Funding for supports such as transportation and child care is essential.
-> The majority of respondents to our survey told us they did not have enough funding for program supports.
The expertise of local boards, umbrellas and agencies are a key way for MTCU to reach priority client groups, perform research, and engage community stakeholders, and the Ministry can tap into this expertise more.
-> Pre-LMDA Survey respondents indicated that there were a number of regional differences in the province, and agencies have evolved innovative ways of making the most of their specific advantages. You can review some outstanding programs in our profile listings.
Strategies are needed that will draw employers into the dialogue on labour market development.
-> This was an important issue at the Ottawa meeting ACTEW hosted with the Ottawa Women’s Training and Employment Network.
Labels: Issues_and_Trends, Meetings_and_Events, MTCU_Updates
Friday, June 15, 2007
Policies that Support Working Mothers, Support the Economy
"Gender Inequality, Growth and Global Ageing", an economics study by Kevin Daly for the investment banking firm, Goldbach Sachs, demonstrates that increased access to subsidized child care improves the likelihood that women will work and have children, thus ultimately improving a country's GDP.
The study analyzes employment rates in the United States, Japan and various regions of Europe. When the employment gap between the number of women and the number of men working decreases, a country's GDP and fertility rates increase. High employment rates for women improve a country's current economy and have long-term benefits for pension funds and future labour markets. In countries where dual earner families are heavily taxed and child care is expensive, women chose between having children or having a career.
How would Canada's child care system do in comparison to the systems of counties in the Goldbach Sachs study?
Presently Canadian parents pay twice as much for child care compared to their European peers. In fact, the Organization for Economic Co-Operative Development (OECD) recommends that Canada increase its investment in child care, which is currently 0.2% of the GDP; the OECD average is 0.7%.
The OECD also reports that Canada's child care subsidy system is far too complicated, accessible to only 22% of single-parent families. When the average sole-support Canadian mother brings home $30,000, some simply cannot work because they can't get subsidies or afford to pay child care without them.
What's more, even when families can afford child care, there's little care available. According to the Child Care Human Resources Sector Council (CCHRSC) only 10% of kids under 12 in Ontario have access to a regulated space.
It's important also to consider the paid child-caregivers themselves. Almost all are women. Their average income ranges from $15,000 to $21,000 -- half the national average income.
For more statistics and resources, see ACTEW's new factsheet on childcare.
The study analyzes employment rates in the United States, Japan and various regions of Europe. When the employment gap between the number of women and the number of men working decreases, a country's GDP and fertility rates increase. High employment rates for women improve a country's current economy and have long-term benefits for pension funds and future labour markets. In countries where dual earner families are heavily taxed and child care is expensive, women chose between having children or having a career.
How would Canada's child care system do in comparison to the systems of counties in the Goldbach Sachs study?
Presently Canadian parents pay twice as much for child care compared to their European peers. In fact, the Organization for Economic Co-Operative Development (OECD) recommends that Canada increase its investment in child care, which is currently 0.2% of the GDP; the OECD average is 0.7%.
The OECD also reports that Canada's child care subsidy system is far too complicated, accessible to only 22% of single-parent families. When the average sole-support Canadian mother brings home $30,000, some simply cannot work because they can't get subsidies or afford to pay child care without them.
What's more, even when families can afford child care, there's little care available. According to the Child Care Human Resources Sector Council (CCHRSC) only 10% of kids under 12 in Ontario have access to a regulated space.
It's important also to consider the paid child-caregivers themselves. Almost all are women. Their average income ranges from $15,000 to $21,000 -- half the national average income.
For more statistics and resources, see ACTEW's new factsheet on childcare.
Labels: Issues_and_Trends, Resources_and_Research
Wednesday, June 13, 2007
Ottawa Region looks at Labour Market Development
Diversity and employer involvement were key issues raised at the Skills Training and Employment Programs Summit.
Co-hosted by ACTEW and the Ottawa Women’s Training and Employment Network (OWTEN) on May 17, the Summit was attended by nearly 60 regional stakeholders from various levels of government, and employment and training organizations.
Attendees got an overview of Ottawa’s labour market initiatives, hearing presentations from:
Co-hosted by ACTEW and the Ottawa Women’s Training and Employment Network (OWTEN) on May 17, the Summit was attended by nearly 60 regional stakeholders from various levels of government, and employment and training organizations.
Attendees got an overview of Ottawa’s labour market initiatives, hearing presentations from:
- City of Ottawa’s Economic Development
Ottawa Chamber of Commerce
Service Canada
Ontario Ministry of Community and Social Services Programming
Ontario Ministry of Citizenship and Immigration Programming
Ontario Ministry of Training, Colleges and Universities
- How to meaningfully embrace equity and gender diversity, not only through service provision, but also through representation within the sectors and services that shape Ottawa’s economy; and
How to engage employers in labour market development strategies in order to pro-actively address pending skills shortages.
Labels: ACTEW_Activities, Issues_and_Trends, Meetings_and_Events
Tuesday, June 12, 2007
What is Employment Ontario?
Community Literacy of Ontario has a great new resource that explains Employment Ontario, Ontario’s Employment and Training Network.
The web page uses plain language to describe the Province's new one-stop system. It lists the various programs that will be a part of the new system and provides some background history on why these changes occurred.
While this resource is designed for the literacy sector, it's handy for any service provider struggling to understand what the reorganization of Ontario's employment and training system will mean to workers and clients. For example, the resource includes questions to ask clients as you determine suitable services for referral.
Visit: http://www.nald.ca/clo/employont.htm
The web page uses plain language to describe the Province's new one-stop system. It lists the various programs that will be a part of the new system and provides some background history on why these changes occurred.
While this resource is designed for the literacy sector, it's handy for any service provider struggling to understand what the reorganization of Ontario's employment and training system will mean to workers and clients. For example, the resource includes questions to ask clients as you determine suitable services for referral.
Visit: http://www.nald.ca/clo/employont.htm
Labels: Resources_and_Research
Service Delivery Advisory Group Update: MTCU Reorg
Community stakeholder participation in the reorganization of MTCU was the key focus for this meeting of the Service Delivery Advisory Group (SDAG).
Forty "Transition Projects" are at various stages of development. These projects, which will aid in the smooth implementation of the reorganization, look at six general areas:
This SDAG meeting also included continued discussion regarding the Terms of Reference for the group and the "Visibility Guidelines" for Employment Ontario.
ACTEW members are encouraged to share their thoughts about the reorganization and the Transitional Projects. Contact Deanna Yerichuk, ACTEW's SDAG representative, at: deanna@actew.org
Forty "Transition Projects" are at various stages of development. These projects, which will aid in the smooth implementation of the reorganization, look at six general areas:
- Programs and Policy Coherence
- Organizational Development
- Service Delivery Management Framework
- Channel Development
- Governance and Accountability, and
- Enterprise Management and Business Continuity.
This SDAG meeting also included continued discussion regarding the Terms of Reference for the group and the "Visibility Guidelines" for Employment Ontario.
ACTEW members are encouraged to share their thoughts about the reorganization and the Transitional Projects. Contact Deanna Yerichuk, ACTEW's SDAG representative, at: deanna@actew.org
Labels: MTCU_Updates
The Pre-LMDA Picture: Defining Success
Employment-related success is broadly defined by those who responded to the Pre-LMDA Survey.
"Success" certainly includes finding work, or entering a training program. But to many practitioners, success also encompasses increased confidence, independence and security in a client's life, and results in greater stability for a family.
As a way to capture evaluative information, we asked respondents to the survey to provide program success stories. The range of responses gives an indication of the many ways of observing and assessing employment success.
Some respondents provided quantitative data, which looked at the number of clients that completed training or became employed.
Many more gave qualitative responses, describing the changes in the lives of their clients as a result of participation in a program or service.
The following story details one client's journey. It illustrates the challenges some clients face - homelessness, settlement, illness, isolation, abuse, and limited skills - and the array of services and supports an agency can offer – access to computers and related training, training resources, referral services and counseling.
This is the last entry on the Pre-LMDA Survey results. Read the full survey report on the Putting Women in the Picture web site.
"Success" certainly includes finding work, or entering a training program. But to many practitioners, success also encompasses increased confidence, independence and security in a client's life, and results in greater stability for a family.
As a way to capture evaluative information, we asked respondents to the survey to provide program success stories. The range of responses gives an indication of the many ways of observing and assessing employment success.
Some respondents provided quantitative data, which looked at the number of clients that completed training or became employed.
Many more gave qualitative responses, describing the changes in the lives of their clients as a result of participation in a program or service.
The following story details one client's journey. It illustrates the challenges some clients face - homelessness, settlement, illness, isolation, abuse, and limited skills - and the array of services and supports an agency can offer – access to computers and related training, training resources, referral services and counseling.
"A woman was staying in a shelter. She was a refugee. She was depressed and had some physical health issues. She came to our Centre for support. She learned how to use a computer. She set up an email account to stay in touch with her family. She took flyers about women, violence and abuse. We gave her information about education and training. She followed through. She got support for her abuse issues. She went to school graduated and furthered her education. She found permanent employment and came back to the Centre a couple of years later to thank us for all we had done to help her. We have many success stories."Broadening definitions of success in evaluating programs and services have far reaching positive consequences for families, communities and a country. Yet, under the Canada-Ontario LMDA, the only evaluation parameters stipulated are savings to the EI account and numbers of clients placed in jobs.
This is the last entry on the Pre-LMDA Survey results. Read the full survey report on the Putting Women in the Picture web site.
Labels: Pre-LMDA
What is the Service Delivery Advisory Group?
The Employment Ontario Service Delivery Advisory Group (SDAG) is a mechanism designed to enhance Employment Ontario as the Province implements the LMDA. The SDAG ensures that there is regular dialogue among MTCU and third-party delivery stakeholders on employment and training service design, implementation and delivery.
Deanna Yerichuk, ACTEW's Interim Executive Director and Program Manager of Putting Women in the Picture, sits on the SDAG. This means that ACTEW member agencies have an ongoing opportunity to provide input and feedback through ACTEW to the provincial government. It also gives ACTEW current information to distribute to our members.
You can review updates from the SDAG on this blog. Here are entries on meetings held in the last six months:
MTCU is also in the process of carrying out focus groups with service providers on labour market development issues. Regional meetings are taking place across the province and ACTEW will be attending a meeting on Thursday, June 14, to represent our members and to raise issues specifically related to women's employment. ACTEW members are encouraged to share their concerns and feedback with us by Thursday morning. However, we always welcome input, which we can table at the SDAG meetings.
Contact Deanna Yerichuk at (416) 599-3590 or deanna@actew.org.
Deanna Yerichuk, ACTEW's Interim Executive Director and Program Manager of Putting Women in the Picture, sits on the SDAG. This means that ACTEW member agencies have an ongoing opportunity to provide input and feedback through ACTEW to the provincial government. It also gives ACTEW current information to distribute to our members.
You can review updates from the SDAG on this blog. Here are entries on meetings held in the last six months:
MTCU is also in the process of carrying out focus groups with service providers on labour market development issues. Regional meetings are taking place across the province and ACTEW will be attending a meeting on Thursday, June 14, to represent our members and to raise issues specifically related to women's employment. ACTEW members are encouraged to share their concerns and feedback with us by Thursday morning. However, we always welcome input, which we can table at the SDAG meetings.
Contact Deanna Yerichuk at (416) 599-3590 or deanna@actew.org.
Labels: MTCU_Updates
Thursday, June 07, 2007
The Pre-LMDA Picture: Rural and Urban Differences
The urban or rural setting of an agency affects a number of areas of service provision, according to Pre-LMDA survey respondents.
Good collaboration, suitable referrals, and a broad spectrum of opportunities for women are advantages reported by agencies serving urban and urban/rural areas.
However, clients attending these agencies are far more likely than their rural peers to encounter program eligibility difficulties, a problem for many immigrant women. Urban agencies, compared to rural serving agencies, also describe other immigration-related issues, such as language challenges, lack of Canadian experience, and underemployment. This difference in client need reflects the settlement patterns of newly arrived immigrants in urban locations.
In comparison, many rural-serving agencies report a limited range of services for women, little access to training, and few well-paying employment opportunities. The lack of opportunity is a particular barrier for their clients.
Community collaboration appears to be less productive for rural-serving agencies as well. Agencies with only rural clients are neutral about the level of local collaboration among community services; in contrast, all other agencies (urban and rural/urban mix) are likely to report high levels of successful collaboration in their community. One respondent from a women-focused agency in a rural/urban setting explained that local agencies often fail to recognize women's specific needs and can make poor referrals and employment-related matches as a result.
Read the full survey report.
Our next entry on the Pre-LMDA Picture: Defining Success
Good collaboration, suitable referrals, and a broad spectrum of opportunities for women are advantages reported by agencies serving urban and urban/rural areas.
However, clients attending these agencies are far more likely than their rural peers to encounter program eligibility difficulties, a problem for many immigrant women. Urban agencies, compared to rural serving agencies, also describe other immigration-related issues, such as language challenges, lack of Canadian experience, and underemployment. This difference in client need reflects the settlement patterns of newly arrived immigrants in urban locations.
In comparison, many rural-serving agencies report a limited range of services for women, little access to training, and few well-paying employment opportunities. The lack of opportunity is a particular barrier for their clients.
Community collaboration appears to be less productive for rural-serving agencies as well. Agencies with only rural clients are neutral about the level of local collaboration among community services; in contrast, all other agencies (urban and rural/urban mix) are likely to report high levels of successful collaboration in their community. One respondent from a women-focused agency in a rural/urban setting explained that local agencies often fail to recognize women's specific needs and can make poor referrals and employment-related matches as a result.
Read the full survey report.
Our next entry on the Pre-LMDA Picture: Defining Success
Labels: Pre-LMDA
Tuesday, June 05, 2007
The Pre-LMDA Picture: Underemployed Ontarians
Respondents to the Pre-LMDA Survey tell us that underemployment is the most common characteristic of employment and training program clientele. All agencies report a high percentage of clients with underutilized potential.
Underemployment is especially common among agencies serving women only. Even more than the general population of respondents, almost all (90-94%) of women-only organizations say that underemployment is typical.
Many of these agencies also serve immigrant women, a population known for higher levels of education and lower levels of employment than the Canadian born population. (See ACTEW’s immigration fact sheet for details.)
In light of current and growing skills shortages, this is an opportunity for new policies and service delivery to make the most of the skills, expertise and willingness of underemployed workers.
Read the full survey report.
Our next entry on the Pre-LMDA Picture: Location Matters
Underemployment is especially common among agencies serving women only. Even more than the general population of respondents, almost all (90-94%) of women-only organizations say that underemployment is typical.
Many of these agencies also serve immigrant women, a population known for higher levels of education and lower levels of employment than the Canadian born population. (See ACTEW’s immigration fact sheet for details.)
In light of current and growing skills shortages, this is an opportunity for new policies and service delivery to make the most of the skills, expertise and willingness of underemployed workers.
Read the full survey report.
Our next entry on the Pre-LMDA Picture: Location Matters
Labels: Pre-LMDA
Friday, June 01, 2007
The Pre-LMDA Survey: Government Eligibility Restricts Access to Services
With high numbers of women in contingent employment and many ineligible for EI, it is not surprising that respondents our Pre-LMDA Survey report that government eligibility restricts women's access to employment and training services.
Clients accessing services at women-only agencies are especially affected government eligibility criteria. These women often have multiple barriers to employment.
This plays out for women in two ways. Some are not allowed to enter programs or access services because they do not fit the criteria of "client", although they may have the needs the program was designed to fulfill. A respondent offered a scenario:
Another respondent explained:
Read the full survey report.
Our next entry on the Pre-LMDA Picture: Underemployment
Clients accessing services at women-only agencies are especially affected government eligibility criteria. These women often have multiple barriers to employment.
This plays out for women in two ways. Some are not allowed to enter programs or access services because they do not fit the criteria of "client", although they may have the needs the program was designed to fulfill. A respondent offered a scenario:
"Some of the programs are for recent immigrants only. Some are for professionally trained individuals only. Those who do not belong to these categories are either excluded from services or fees are charged."Other women may be able to enter a program, but the various challenges in their lives -- lack of dependable childcare, trying to settle families in a new country, court dates related to partner abuse -- interfere with their ability to attend programs with inflexible schedules.
Another respondent explained:
"The women we serve are often in a state of trauma, and cannot commit to stringent eligibility or expectations of participation. They require something more fluid as they seek supports on immigration; family cohesion; affordable housing; and for their mental health issues."
Read the full survey report.
Our next entry on the Pre-LMDA Picture: Underemployment
Labels: Pre-LMDA
