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“Work Ready”

“Work Ready”. City of Whittlesea’s Story The Journey So Far. Overview. WorkReady evolution and success strategies LEAD – Localities Embracing & Accepting Diversity Aboriginal Employment Strategy. Work Ready Rationale.

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“Work Ready”

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  1. “Work Ready” City of Whittlesea’s Story The Journey So Far

  2. Overview • WorkReady evolution and success strategies • LEAD – Localities Embracing & Accepting Diversity • Aboriginal Employment Strategy

  3. Work Ready Rationale A Work Experience Program was identified in the Multicultural Plan 2007 – 2011 under the theme: “Council Internal Capacity Building”. The program identified work experience opportunities for newly arrived migrants and refugees. Madeleine Nguidjol (a skilled migrant) was engaged in October 2009 as a work experience participant to conduct research. The concept was developed and marketed to managers and supervisors to provide work experience placements for adult migrants and refugees.

  4. Work Ready Rationale Senior Management very supportive. A forum was conducted to present the findings from the research. LEAD adopted the work experience project and with HR achieved a new budget initiative. The Work Experience Program for adult migrants and refugees became “Work Ready” - launched in August 2010, with the appointment of a part time (16 hours per week) Work Ready Project Officer.

  5. Purpose of Work Ready • Creates meaningful work experience placements • overcomes the employment challenges and lack of Australian work experience • Builds participant’s skills, networks and confidence • Provides knowledge and experience of Australian • Pathway to employment

  6. Sourcing Participants Work Ready supports newly arrived and disadvantaged migrants and refugees who live in the City of Whittlesea. Candidates are sourced from • Whittlesea Community Connections, • Spectrum Resources Centre, • NMIT (Overseas Qualification Unit). Candidates can also apply directly through our website.

  7. Types of Work Ready Placements

  8. WorkReady Benefits

  9. Eligibility and Conditions • Adult Migrant or Refugee Status (as per DIAC Dept of Immigration and Citizenship definition) • Conversational English (Proficiency Ratings Level 1 to 1.5 or higher) • Participants sourced from WCC; AMES; Spectrum andNMIT (OQP) • Preferably living within the Council’s boundaries

  10. How it works • Commitment is 12 hours per week, 8 to 12 weeks (2 or 3 days/week). • Placements are negotiated with Department managers • Candidates are screened and interviewed • Skills are matched to each department needs • Participants have access to training and job opportunities • They are given $10/day to cover expenses

  11. How to apply • Apply online at Council’s Career Pathways at: www.findyourbalance.com.au

  12. Achievements

  13. Success Stories

  14. Success Stories (cont’d.)

  15. Tips to implement a Work Ready in your Organisation • Local government - ideal location for a work experience program for new migrants and refugees – diverse range of occupations. • Employ a Work Ready Coordinator to oversee program • Improve staff awareness and acceptance of the CALD community • Establish a structure for the program embedded within existing structures, i.e. induction, mentoring, access to same training opportunities as staff. • Provide in-house career and planning advice to migrants and refugees • Establish a steering committee to oversee and monitor • Work closely with organisations that administer DIAC settlement services to identify candidates • Seek government funding to support the program • Establish a senior management champion

  16. Success Factors of WorkReady • Senior management and Council endorsement • Manager involvement and support • Dedicated resource • Community buy-in • Simplicity

  17. LEAD • WorkReady has been aligned to an umbrella program – Localities Embracing & Accepting Diversity • VicHealth sponsored, 4 year program to reduce race based discrimination • High rates of discrimination equals poor health outcomes

  18. LEAD cont’d • CoW one of 2 councils selected for program • Build understanding and acceptance of cultural diversity in the wider community • Aim to promote diversity and reduce race-based discrimination, particularly against people from Aboriginal, migrant and refugee backgrounds

  19. LEAD cont’d • Multi-level approach, • Multiple settings • Multiple strategies • On-going, now integrated into business as usual

  20. AEPS • Aboriginal Employment Pathways Strategy – 4 year program • Multi-level program • Initial aim to increase aboriginal employment at CoW to 1.5% • In process of employing an Aboriginal Employment Officer

  21. Conclusion

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