Changing Together …
A Centre for Immigrant Women
Mentors for Immigrant Women
Seeking Employment
A Manual for Mentors and Protégés
Copyright 2003 Changing Together … A Centre for Immigrant Women
Mentors for Immigrant Women Seeking Employment: A Manual for Mentors and Protégés
Published by:
Changing Together … A Centre for Immigrant Women
3rd floor, 10010 – 105 Street
Edmonton, AlbertaT5J 1C4
or contact:
Sonia Bitar, Executive Director
Phone: 780 421 0175 or Email:
This manual is supported and funded by Canadian Heritage
Photocopying of this manual or pages from it is permissible. If copied, the material must be distributed at no cost (aside from copying expenses) and with full acknowledgement of its source. Thank you
National Library of Canada Cataloguing in Publication
Campbell, Blythe
Mentors for immigrant women seeking employment : a manual for mentors and proteges / project director, Sonia Bitar ; research/writer, Blythe Campbell ; editor, Dianne Smyth ; design and layout, Lu Ziola.
ISBN 0-9682165-7-9
1.Vocational guidance for women--Canada. 2.Women alien labor--Canada. I.Smyth, Dianne, 1941- II.Changing Together: A Centre for Immigrant Women. III.Title.
HF5382.75.C32A47 2003 650.14'082 C2003-905763-1
The original two manuals, the Protégé's Manual and the Mentor's Manual were developed as a part of the Mentors for Immigrant Women Seeking Employment Program. This revised and adapted manual explains the rights and responsibilities of mentors and protégés. It provides background, self-learning materials, and practical advice on becoming a mentor or a protégé.
Project DirectorSonia Bitar
Researcher/WriterBlythe Campbell
EditorDianne Smyth
Design and LayoutLu Ziola
Mentors for Immigrant Women Seeking Employment
A Manual for Mentors and Protégés
Contents
Part 1
For Mentors and Protégés......
The History of the Mentorship Program......
How This Manual Came About......
Changing Together Mission Statement......
Identifying the Barriers to Employment......
Addressing the Need......
Implementing the Program......
The Importance of the Manual......
About the Mentorship Program......
Rationale......
Purpose......
The Goal......
Expected Outcome......
Understanding the Terms......
What Is a Protégé?......
What Is a Mentor?......
What Is a Helpful Peer?......
Roles and Relationships......
The Protégé’s Role......
The Mentor's Role......
The Helpful Peer's Role......
Matching Protégés with Mentors......
Meeting Your Potential Partner......
Other Factors to Consider......
Identifying Obstacles — Discussing Expectations......
Phases of the Mentoring Relationship......
The Mentoring Agreement......
Purpose and Goals of the Partnership......
Length of the Relationship......
Mode and Frequency of Interaction......
Ethical Considerations......
Foreseeing Problems in the Relationship......
Incompatibility and Circumstance......
The Mentor Becomes an Obstacle......
Avoiding Dependency......
Unrealistic Expectations......
Part 2
For Mentors......
The Art of Mentoring......
What Makes An Effective Mentor......
Advice for Mentors......
Understanding Culture Shock......
Choosing a Mentoring Method......
Preparing Your Protégé for an Interview......
Part 3
For Protégés......
Advice for Protégés......
Tips for Working With Your Mentor......
Other Ways of Finding Mentors......
Networking......
What Is Networking?......
The Art of Networking......
The Dos and Don'ts of Networking......
Ways to Find Employment......
Volunteering......
Volunteers Help Themselves......
Exploring New Job Opportunities......
Formal Volunteer Programs......
Volunteer Organizations......
Advertised Job Opportunities......
The Hidden Job Market......
Multi-Tasking......
Preparing for a Job Interview......
Learn about the Organization......
Understand the Interview Process......
Be Prepared for Interview Questions......
Inappropriate Questions......
What to Expect in an Interview......
Tips for a Successful Interview......
Creating a Résumé......
Create or Update Your Résumé......
Organize Your Résumé......
General Guidelines......
Types of Résumés......
Components of a Résumé......
Write a Résumé Cover Letter......
Components of a Cover Letter......
Editing Your Résumé Cover Letter......
Sending Your Cover Letter and Résumé......
Filling Out Application Forms for Employment......
General Guidelines......
Components of the Application Form......
Writing Letters of Application......
When Do You Need One......
When Not To Use One......
Tips For Writing A General Application Letter......
Components of a Letter of Application......
Giving the Right Impression......
Community Resources......
Community Resources......
Professional Associations and Societies......
Employment Search Resources......
Employment Counselling Agencies......
Employment Information Hotlines......
Education and Certification......
Basic Academic Upgrading......
College and University Preparation......
English as a Second Language......
Appendices...... 113
Mentors for Immigrant Women Seeking Employment1
AManual for Mentors and Protégés
Part 1
For Mentors and Protégés
The History of the Mentorship Program
How This Manual Came About
This manual, Mentors for Immigrant Women Seeking Employment : A Manual for Mentors and Protégés grew out of a pilot project initiated by Changing Together…A Centre for Immigrant Women. The rationale for the project is found in Changing Together's mission statement.
Changing Together Mission Statement
The mission of Changing Together…A Centre for Immigrant Women is to help Edmonton-area immigrant women and their families to overcome personal and systemic barriers that keep them from participating fully in Canadian society.
Identifying the Barriers to Employment
In 1995, Changing Together initiated a project, the Mentors for Immigrant Women Seeking Employment Program, aimed at overcoming the barriers immigrant women often face in their search for employment in Canada. This project was funded by Status of Women Canada.
Although there are numerous pre-employment programs and employment programs in place, none of these specifically address the isolation and the social barriers that a substantial number of immigrant women face. Changing Together found that a significant number of immigrant women do not know how to access employment opportunities, how to assess their skills in relation to the Canadian labour market, or how to access people or organizations who can provide them with information.
Addressing the Need
Immigrant women need to know where to get information and support. They need and want to understand employment standards and workplace norms. But most of all, they need professional and personal support in order to be successful in their search for employment.
In the initial stage of the project, Changing Together gathered information from immigrant women, surveyed existing job training and development programs, and established a volunteer advisory committee. This committee was made up of immigrant women seeking employment (the protégés) and their prospective mentors from a variety of economic and occupational areas.
Implementing the Program
The second phase of the project involved identifying the materials, information, and procedures that would sustain the program beyond the pilot stage. These included expanding the volunteer mentor pool; identifying and recruiting volunteers to facilitate workshops for immigrant women seeking employment; and compiling orientation and reference materials for volunteers, staff, and program participants. During the second phase of the project, private and public sector employers were contacted and learning-on-the-job placements were arranged for those who did not need ongoing mentor support but who did require orientation to Canadian workplace culture and environment.
A follow-up study (2003), examining the progress of protégés in the program led to a major finding. The success of immigrant women in gaining employment and integrating smoothly into an occupation is dependent on the matching of protégés and with mentors in the community. The primary success factor is that this connection gains women access to a professional and personal network.
The Importance of the Manual
The Mentors for Immigrant Women Seeking Employment Program is designed to be an ongoing, self-sustaining volunteer program. Our intention is to modify and update this information periodically, to ensure that this program continues to meet the needs of immigrant women.
This manual is an integral part of the program, serving as a recruitment and information resource and as a basis for the orientation of program participants.
About the Mentorship Program
Rationale
Immigrant women, both those who have not previously worked outside the home and those who have had promising careers in their country of origin, frequently face barriers to employment in Canada. The barriers most difficult to overcome are:
•lack of Canadian work experience
•difficulty in accessing information on the Canadian work environment
•limited opportunities to develop professional networks
•isolation and the loss of a personal support network
Purpose
The purpose of the program is to help create an environment in which immigrant women seeking employment have an opportunity to succeed.
The Goal
The goal of the program is to match immigrant women (the protégés), who are seeking employment or information about a specific or general occupation or career, with women who are currently working in that area or a related area (the mentors).
Expected Outcome
Through active participation and involvement in the program, immigrant women will access information and begin to develop contacts in their preferred occupation or career. Increased access to information and to a personal and professional network will assist immigrant women in finding a job or career which matches their interests and skills.
Understanding the Terms
The primary focus of the mentorship program at Changing Together is on the professional development of the protégé, whether she is re-entering her former occupational or career area or entering the job market for the first time. The aim of the program is to benefit both the protégé and the mentor, as well as others involved in the program. Each participant, at different times, should experience benefits such as personal growth, professional development, community spirit, opportunities for helping others, goal achievement, and other aspects of mutual gain.
What Is a Protégé?
In the context of the Changing Together mentorship program, a protégé is an individual who accepts help and guidance in her search for work in a certain area of employment. In this sense, a protégé is an immigrant woman who does not have work experience in Canada in her occupational area.
What Is a Mentor?
A mentor is a wise and trusted advisor, a person who is willing to help someone connect or "network" with others in a certain area of work. An effective mentor is a guide and a facilitator.
In the Changing Together program there are generally two kinds of mentors.
1.Those who emphasize the professional development of the protégé
2.Those who emphasize both the professional and the personal development of the protégé
If there is the development of an emotional bond, the protégé is said to have a primary mentor.
In contrast, a secondary mentor may have a less significant impact on the career of their protégé. They are, nevertheless, helpful in a number of ways or at particular times.
A protégé may have more than one secondary mentor at a time. It is also possible for a protégé to receive the full benefits of mentoring from a number of partial mentors. For example, if a protégé is interested in starting a small business, having a number of secondary mentors, each with expertise in a different area, may be ideal.
What Is a Helpful Peer?
Some of the individuals participating in the program may not conform to the description of mentor that we have used here. However, they fulfill many of the same functions as mentors. These women are referred to as helpful peers.
Helpful peers are individuals who are more or less at the same career or professional level as a protégé. They can be very supportive and encouraging. But they may not influence the career path of a protégé to the same extent as a mentor does.
Citations and Permissions
Bensahal, Jane G. "Let Your Protégé Make His Own Way" in International Management, Vol. 32, No. 5: 44-46. (1977)
Professional Women and Their Mentors, Nancy W. Collins, (1983)
Roles and Relationships
The Protégé’s Role
The role of the protégé in the Changing Together mentorship program is to communicate openly with her mentor or mentors about her occupational background, experience, and education, and about her expectations and plans. The protégé is expected to either follow through on (or further discuss) advice and suggestions that the mentor offers.
The protégé must realize that she will undertake sole responsibility for her personal and professional growth and development.
What Are the Benefits of Being a Protégé?
As well as receiving guidance and encouragement from your mentor , you will benefit by:
•getting accurate information about possible routes to entering or re-entering your chosen occupational or career area
•gaining access to information about key organizations or people working in your area of interest
•receiving an introduction to the structure, language (jargon), and politics of your occupational or career area
•increasing your understanding of Canada's culture and diversity
•having the opportunity to develop and expand your occupational or professional network
•improving or enhancing your self-confidence
The Mentor's Role
The role of a mentor in this program is to share information and knowledge about one's work or career, including educational and professional requirements associated with a particular area of work and its social and political make-up. The mentor provides assistance in developing realistic career goals with her protégé as well as suggesting ways or activities to achieve these goals.
It is important to recognize that the mentor is not expected to find employment for her protégé. However, the mentor will assist her protégé in identifying possible employment opportunities.
The mentor should be willing to consider using her own network to allow her protégé the opportunity of talking to others who may also wish to assist or "mentor" the protégé.
What Are The Benefits Of Being A Mentor?
As well as the personal satisfaction of helping your protégé find employment, you will benefit by:
•contributing to your community through an established and much needed program
•gaining exposure to new and different ways of thinking
•increasing your understanding of another culture
•enhancing your leadership skills
•increasing your own profile within your professional community
The Helpful Peer's Role
Helpful peers may help through sharing experiences, warning of pitfalls, and offering guidance. They may provide information and share their knowledge of the industry or profession and the people in it.
Peers often share their own perceptions of a protégé’s situation or demeanor. They might discuss things such as culturally appropriate communication, workplace ethics and expectations, and professional dress codes.
Citations and Permissions
Bensahal, Jane G. "Let Your Protégé Make His Own Way" in International Management, Vol. 32, No. 5: 44-46. (1977)
Professional Women and Their Mentors, Nancy W. Collins, (1983)
A Self-Help Guide to Mentoring. Treasury Board of Canada Secretariat, (1994)
Matching Protégés with Mentors
Changing Together's aim in the mentorship program is to make the process of matching a mentor with a protégé as easy and as autonomous as possible. There are two types of protégés.
Protégés who wish to re-enter their fields in Canada
Protégés who have a university, college, or technical education and who wish to re-enter their chosen field will be provided the opportunity to meet with prospective mentors who are established in that field. It may not be possible to match protégés and mentors in an exact area of specialization.
Protégés interested in new occupations
Protégés interested in exploring new occupational or career directions will be provided with opportunities to meet prospective mentors who are established in or have some knowledge of the protégé's area of interest. If a mentor with expertise in a specific field is not available, protégés will be provided with opportunities to meet with other mentors who may be able to provide partial assistance. For example, a mentor may give advice on where to find information on new or alternate ways that protégés can use their skills.
Meeting Your Potential Partner
Mentors are recruited from the community. They may be previous volunteers. Or they may come from other organizations or institutions such as universities, banks, nursing schools, non-profit agencies, government, or the private sector. Mentors are selected from Changing Together's group of mentoring volunteers, based on the need of each individual protégé.
Prospective partners in a mentoring relationship are provided with the opportunity to meet each other in a comfortable setting, possibly at Changing Together. We recommend that a prospective mentor and protégé arrange for at least one private meeting at Changing Together before making a decision to enter into a more formal arrangement.
Changing Together asks that the protégé take the first step by contacting the prospective mentor suggested and introducing herself. The protégé should indicate the kind of help or information she is interested in. Either a mentor or a protégé may end the relationship at any time, for any reason. But this must be done by notifying a Changing Together staff member.
Other Factors to Consider
Other factors to consider when matching mentor and protégé include matching to the protégé's culture or language, matching based on cultural sensitivity, and possible obstacles due to cultural or language differences.
"Should the mentor and protégé be matched as closely as possible within the same culture or country? Or do they want to be matched with someone from a different culture?
Identifying Obstacles — Discussing Expectations
Some cultures have very high expectations of the mentor. This must be taken into consideration before deciding to work together.
The mentor needs to discuss with the protégé possible obstacles that may occur when the relationship involves two people with different cultural backgrounds. For example, is familiarity with the protégé's language of origin—an obstacle—a benefit—or a necessity?
It is important that the protégé and the mentor discuss each other's expectations. Then ask the question, “Can these expectations be met?”
Phases of the Mentoring Relationship
Most studies define a mentor as a transitional figure. Mentors are not expected to last the lifetime of a working career. Mentor relationships tend to have a natural life cycle—a function of individual growth and changing circumstances. Most authorities agree that this cycle consists of identifiable phases or stages. One of the clearest explanations of the mentor-protégé cycle includes four distinct stages and is briefly described below.
Initial Stage
During this stage of a successful mentoring relationship, the mentor and the protégé develop positive expectations of one another. In the first period of this stage, the protégé often has an unrealistically ideal picture of the mentor. Frequently, the mentor is viewed as an extremely competent person who gives support and guidance. In these circumstances the protégé identifies strongly with the mentor and draws emotional support from her. In some instances the opposite occurs. The protégé may suspect that the mentor is of insufficient caliber to be able to teach her anything. This opinion sometimes changes as the protégé sees what the mentor is actually capable of doing.