london/middlesex employer leadership strategy first cycle evaluation report (july-dec, 2008)

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London/Middlesex Employer Leadership Strategy

First Cycle Evaluation Report(July-Dec, 2008)

Rich Janzen, Yasir Dildar and Alida Abbott

December 18, 2008


Structure of the Structure of the Presentation/ReportPresentation/Report

Overview of the Evaluation

Project Implementation

Project Outcomes

Suggestions for the Future


Purpose of the Evaluation Purpose of the Evaluation

Twofold purpose:

To measure the impact of the Employer Leadership Strategy in achieving equitable labour market outcomes for internationally trained individuals

To strategically inform the ongoing development of the strategy as it continues to evolve and unfold


Main Research QuestionsMain Research Questions

How is the Employer Leadership Strategy being implemented, what are its intended outcomes, and how have these activities and outcomes changed over time (describing an evolving intervention)?

To what extent is the Employer Leadership Strategy achieving its intended outcomes (assessing impact)?

What can be done to adapt and improve the Employer Leadership Strategy to better meet its objectives (shaping the intervention)?


First Cycle Evaluation First Cycle Evaluation Methods Methods

Method Description Involvement

Document review Documents related to LMIEC/ELS were reviewed and included activity reports, numeric forms, meeting minutes, etc

LMIEC Staff

Participant observation Participant observation took place at one of the governance council meetings, and Business-to-Business Breakfast

Evaluation Team

Meeting/event evaluation forms Brief meeting and event evaluation forms were completed by LMIEC advisory group members and event participants

Governance Council members (n = 7)

Event participants (n= 31)

Focus group One focus group was held with key stakeholders

Employer leaders (n=2)

Others (n=5)


Employer Leadership Strategy (ELS): Main Components and Outcomes

Marketing Local Labour Market Opportunities

Marketing Recruitment and Retention Resources

Marketing the Business Case

Main ELS Components

Increased number of employer leaders partnering with LMIEC and multi-stakeholder task groups

Developed new marketing vehicles for the business case (regionally-based fact sheet, etc

Increased awareness and use of recruitment and retention resources already available in the region

Developed new recruitment and retention toolkit/roadmaps

Developed new partnership among stakeholders

Employer Leaders exchanged experiences and shared promising practices (e.g. through events)

Increased use of toolkit/resources by the employers including SMEs

Increased support for employers to recruit and retain internationally trained individuals

Developed well-crafted messages

Increased number of newcomers recruited and retained

Engaged employers in identifying current and projected regional labour market demands

Increased communication between employer leaders and educational institutions and immigrant serving organizations

Developed advocacy initiatives/pieces on regional level workforce needs

Increased networking opportunities for employers, internationally trained individuals/students

Attracted newcomers to meet local labour market demands

Facilitated newcomer integration into the local labour market

Main Outcomes

Increased sharing of toolkits/roadmaps with other employers (especially SMEs)

Increased use of marketing vehicles by the employer leaders with other employers/businesses


Project ImplementationProject Implementation

Summary of the project implementation

The project strategy and infrastructure is well established

Project meetings are well organized and well received

The challenge lies in strategically mobilizing and engaging employers, especially SMEs


Project Implementation: Project Implementation: Project ManagementProject Management

Established organizational/governance structure of the Council

Finalized name (LMIEC), logo and Terms of Reference

Developed and implemented evaluation process

o Developed participant tracking tool

o Identified future funding streams to ensure sustainability (London Economic Development Corporation, City of London, CIC, MCI, ALLIES funding, etc)


Project Implementation: Project Implementation: Governance Council MeetingGovernance Council Meeting

Nine members attended the meeting (seven of them completed evaluation forms)

Majority of the participants (5 out of 7) represented big companies (more than 200 employees)

Meeting was very well facilitated and opinions of all the participants were respected.

Participants discussed the agenda with everyone contributing to the discussion

Open dialogue was exceptional (Meeting Participant) Good participants (Meeting Participant) Rush out at the end (Meeting Participant)


Project Implementation: Project Implementation: Chamber of Commerce BIZ Chamber of Commerce BIZ ExpoExpo

2 LMIEC Employer Leaders presented one (Diversity and the Customer Experience) of the three Hot Topic Sessions at the Expo

Approximately 25 people attended the session (majority of them employers)

Session helped engage regional business network (Chamber of Commerce) in the Employer Leadership Strategy

Session supported the ELS’s effort to market the business case

LMIEC developed a fact sheet for the session to support the marketing message

E-blast sent out to the LMIEC database (approx 250 employers)


Project Implementation: Business-Project Implementation: Business-to-Business Breakfast Eventto-Business Breakfast Event

39 participants + 13 others

29 Employers 3 Business related networks 3 Consultants 3 Regional resource contacts 1 Funder 13 (WIL, LMIEC, ACCESS Centre, CCBR,

ESCLM representatives/staff)

31 completed the evaluation forms

3 new employer contacts indicated they are interested in getting involved with the LMIEC


Project Implementation: Project Implementation: Business-to-Business Business-to-Business Breakfast EventBreakfast Event

The event was very well organized and well attended

Overwhelming majority of the participants wanted the LMIEC to hold similar events in future

Many participants noted that there was not enough time for roundtable discussions.

Roundtables-not enough time and the role of leader was not clear (Event Participant)

Speaker was very knowledgeable but for an interested employer, I could not understand the connection for me to get involved (Event Participant)

A balance would be better—if the keynote was more condensed and there was more opportunity to network (Event Participant)



Stakeholder distribution at LMIEC Employer Breakfast

Other20%

Non profit organization16%

P ublic sector/Government

6%

Life sciences/Biotechnolog

y3%

Communications6%

No response6%

Financial3%

Education13%

Health care10%

Manufacturing17%

N=31

N=31

No construction and transportation sectors representation



The extent to which participants' expectations from the event were met

Very much32%

Somew hat16%

Much52%

N=31



The extent to which participants were aware of immigrant recruitment issues (before attending

the event)

Somewhat40%

A little6%

Not at all6%

Much29%

Very much19%

N=31



The extent to which the event increased participants' understanding of immigrant recruitment and

retention issues

Somewhat19%

Much46%

Very much32%

A little3%

N=31



The extent to which the event increased participants' awareness of immigrant recruitment and retention

resoruces

Much29%

Somewhat45%

Very much13%

Not at all3%A little

10%

N=31


Events: Business-to-Business Events: Business-to-Business Breakfast Breakfast

The extent to which the event increased participants' understanding of marketing their current and future

workforce demands to immigrants

Much42%

Very much10%

No response3%

A little10%

Somewhat35%

N=31



I think the last event we had in November, some people in the room did have their eyes open and I was quite surprised in the second part when we broke down into focus groups and the feedback was that people said that they didn’t have enough time to really sit and go to all the tables and they wanted to have a longer discussion about all the issues. (Focus Group Participant)

I attended the November event and the dialogue was fabulous. Very productive conversations were happening that day. (Focus Group Participant)


Project Implementation: Project Implementation: Challenges Challenges

How to communicate the message about impending labour shortage

Just in our organization alone, probably in the next 5-7 years we are going to lose more than 50 % of the staff. We have the same situation at other workplaces and people don’t realize that how serious this impending labour shortage will be. I don’t know how do you get that message out. People have to gauge to all possibilities. (Focus Group Participant)

It’s going to be our big challenge in communicating the economic growth argument for internationally trained individuals as opposed to the social justice argument. (Focus Group Participant)



How to create ownership among the business community

I think the frustrating part (as a non profit organization) is that I see London being very proactive from our end of things. It seems that employers community is dragging behind, trying to say come on catch up with us. (Focus Group Participant)



How to deal with the suspicions of employers about newcomers’ credentials

I believe there is probably a suspicion about the efficacy of some of immigrants’ credentials. Despite the WES and others who validate the credentials, I believe there is still challenges. So, how do we get employers to be more open to and accepting of those credentials and experiences and try to make them relevant. It’s sometimes a tough sell. (Focus Group Participant)



How to involve small businesses (SMEs)

Large employers here have a strategy and they have the resources to be able to undertake diversity training in their workplaces and so on, but it is the mom and pop shops and the small businesses who really don’t have the resources. (Focus Group Participant)

They aren’t as connected, their interest is making payroll on Friday, not looking 5 years out at their workforce needs, so the more immediate needs take over those long range planning strategies, but how do you get the message out to those folks, I think is the real challenge. (Focus Group Participant)



Whether to target CEOs of companies or the HR managers

One of the things that the task force has had to do is struggle with a bit is who are we actually targeting to be the focus and come out and get engaged with? (Focus Group Participant)

It started off with the thought that you need to go after the presidents and CEO’s , because if you get that person engaged then it will trickle down through an organization. And in some organizations that is true but in other organizations it is the HR people that you need to target. (Focus Group Participant)

It has been a little bit of a struggle in terms of do you want to mix presidents, CEO’s with HR people in the same room for the same kinds of conversations and will they be as open as a result of the dialogue? It is one of the challenges. (Focus Group Participant)


Project OutcomesProject Outcomes

Summary of outcomes

The project has adopted a good approach to address the issues (business-to-business) with a lot of potential to succeed

Most of the outcomes are related to ‘marketing the business case’ component of the strategy

No evidence yet for the ‘marketing local labor market opportunities’ component of the ELS


Project OutcomesProject Outcomes

It is too early to talk about results

It is [ELS] still at its formative stage. I think if you would look at this one year from now then we could see some results. We are still at early stages. (Focus Group Participant)

The project has a great potential to benefit employers, immigrants and the economy as a whole

The strategy has the potential to help immigrants and employers in a way that has not really been happening at this moment. (Focus Group Participant)


Project Outcomes Project Outcomes

The nature of the ELS (business-to-business approach) has a great potential for success

Just to draw a parallel, in Britain where they have been trying to make some dents in hiring persons with disabilities, the only real success has happened within the last 5-7 years where it has been employer discussions. That is who they [employers] believe. It [ELS] is trying to develop that dialogue and getting champions. (Focus Group Participant)


Project Outcomes: Project Outcomes: Marketing Marketing the Business Casethe Business Case

Mobilised employers (34) to serve as Employer Leaders

I think the success that we have so far is that the task force has been very successful in bringing people into the room. (Focus Group Participant)



Numeric Indicators Aug 08 Sep 08

Oct 08

Nov 08

Target

Number of employer participants who met with an employer leader and agree to further participation

25 29(4)

31 (2)

40 (9)

125

Number of participants who accessed the significant component of the program or services for which they applied and demonstrated some application of the best practices and resources provided

0 4 (4)

6 (2)

16 (10)

100

Number of working relationships that have been developed through this project, with regulators, educational institutions and/or employers, unions and professional associations

6 (all employers)

6 6 6 NA

Number of formal inquiries that have been received from other organizations that are interested in developing similar programs

4 4 4 4 NA



But employer engagement and ownership was considered very low

I know the project manager has been very conscious of making sure that it’s perceived as an employer-led council, which I think is great. But I don’t think anyone of us is under the false illusion when it comes to holding events that this has been solely organized by the employers for the employers. (Focus Group Participant)

I don’t think that LMIEC has a profile among the business community. It just doesn’t. (Focus Group Participant)



Vehicles utilized to market the business case:

Global Talent Employer Guide

Skills International Marketing Materials

ESCLM & Member Agencies Marketing Materials

Updated Chart on London Region Recruitment and Retention Initiatives

Emerging Trends in Canadian Immigration: Planning for the Future (Naomi’s presentation)



However, no tracking mechanism whether the employers find these resources/information useful, share with others and actually use them



Developed new partnerships

LMIEC strengthened partnership with Access Centre for Regulated Employment, Skills International and ESCLM member agencies

LMIEC strengthened working relationships with 4 organizations (i.e. London Economic Development Corporation, TechAlliance, Human Resources Professionals London and District, London Chamber of Commerce)



However, still many organizations are not engaged or have not partnered with LMIEC

I think there are many professional organizations which have not yet been engaged so far. We could engage these professional organizations, they are listed on the business directory and can easily be accessed. (Focus Group Participant)

It’s [partnership] coming through, not particularly through the planned doors that we want to connect with this group or that group. It’s been leveraging off the connections either through the ESCLM or through the WIL or other members of the group. (Focus Group Participant)


Project Outcomes: Project Outcomes: Marketing Marketing Recruitment and Retention Recruitment and Retention ResourcesResources

Not many people are aware of the availability of resources (newly developed or already available) and no evidence to prove whether the employers who are aware of these resources actually use (or share) them

I guess the communication strategy is an issue. I belong to a couple of local HR organizations and even if I wanted to say to them, let me make a 5 minute presentation, is there a communication kit or package that I can use or a handout that says here are the resources you can use or go to. (Focus Group Participant)


Project Outcomes: Project Outcomes: Marketing Marketing Recruitment and Retention Recruitment and Retention ResourcesResources

Organized one event and partnered in network-driven event and provided opportunities to Employer Leaders to exchange experiences and share promising practices

I think the strength is that they [events] are employer driven, led by the employers and it is the employers that are having the conversations with other employers. (Focus Group Participant)

However, there was not enough sharing of resources with the SMEs


Outcomes: Outcomes: Marketing Local Marketing Local Labour Market Opportunities Labour Market Opportunities

Not enough evidence at this point


Summary of Suggestions for Summary of Suggestions for the Futurethe Future

Continue organizing events and provide more opportunities/time for employers to network and discuss issues

Continue to engage employers and focus more on involvement of SMEs

Develop detailed activity plans/strategies for each main components of the ELS

Develop further tools/ tracking mechanism for the use of LMIEC resources/information

Develop partnerships with professional organizations, regulatory bodies, etc


Suggestions for the FutureSuggestions for the FutureContinue to engage more employers.

Bring more employers on the table. We need their perspective. (Focus Group Participant)

Engage employers from all sectors and of different sizes

It’s really important to have employer champions from all the different sectors. (Focus Group Participant)

Not only simply employers but diversity of employers is also important--from the very large to very small businesses. (Focus Group Participant)


Suggestions for the FutureSuggestions for the Future

Engage employers not represented on the events (e.g. transportation, construction)

It is a worry to me, in London it is always the same players who seem to show up at all the events and just don’t have the depth in the community. (Focus Group Participant)



Target both the CEOs and HR mangers of big companies

You have to have both—the CEOs and the HR managers on board (Focus Group Participant)

Get a better idea of what the employers’ needs are (e.g. through survey, site visits)

I think we need to hear from employers [what are their needs?] (Focus Group Participant)


Suggestions for the FutureSuggestions for the FutureFocus on SMEs engagement, outreach to them

I think we need to look at the places that have 10-15 employees who really don’t have HR departments, they don’t have the resources. (Focus Group Participant)

Engage Employer Champions with a focus on SMEs (Project Description Document)

Going door to door [to these businesses]. Or where do they go? What is the meeting then where they go? Knowing, what are some of those common touch points? (Focus Group Participant)



Provide networking opportunities for international students and newcomers and the employers

Provide networking opportunities for international students and newcomers and businesses . We need to connect with them [ITIs]. They need to see what the community is doing for them. Right now it’s very disconnected. (Focus Group Participant)

We really have to show international students how exciting we as a community are to have them [international students] here in London and what are the job prospects for them if they live here, etc. So they remain here after their studies. It requires a lot of work. (Focus Group Participant)



Organize an event specifically focusing on international students

I think we should be doing an event more specifically focused on International Students, because I think that a lot of the work to date and a lot of the way people are thinking is focused on newcomers and immigrants who come here with their families and whatnot as opposed to focussing on connecting people who have been trained in Canada. We should take advantage of the changes in the immigration system to be able to keep locally trained talent in London. (Focus Group Participant)



Develop an effective communication strategy and tracking tools for use of resources

I think we have done a good job of connecting and getting those resources out to employers, but the problem is employers don’t really pay attention to it unless advertised repetitively and effectively. (Focus Group Participant)

Develop a detailed activity plan for each main component of the ELS


Questions/ClarificationsQuestions/Clarifications