mitt liv chans: mentoring project for careers guidance and finding a job
TRANSCRIPT
Mitt Livs Chans
• Mitt Liv
• The mentoring programme
• Challenges
• Results
• Other things we do
AGENDA
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
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
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 organizationsOur partner program enables
organizations to create
awareness and capitalize on the
business benefits of diversity.
”Mitt Livs Chans” mentor program Our Partners
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.
Mitt Liv
Mitt Liv Team
Sofia Appelgren Mohamud Osman Lisa Birath Henrietta Bean
Claire Karlsson Tomas HedbäckMarija DjuricicSylvia Rezania
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
WE NEED TO MEET!
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
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)
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
11
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
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
The mentors have different reasons for applying to
become a mentor
Excercise
How can vi attract people to become mentors?
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
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
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
STOCKHOLM GÖTEBORG ÖSTERGÖTLAND
150 Mentor/mentees 140 Mentor/mentees 50 Mentor/mentees
MITT LIVS CHANS 2014/2015
MITT LIVS CHANS DURING THE YEARS
0
50
100
150
200
250
2008 2009 2010 2011 2012 2013
Mentor and Mentees
mentorer & deltagare
2014
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
Excercise
How can you prevent and proactively work with these
challenges?
Communication TimeExpectations &
Attitude
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
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)
”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 "
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
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
