Presenting at the Skills for Change event, Mentorpalooza , TRIEC’s manager of program development, Racquel Sevilla, describes the group mentoring initiative co-piloted by TRIEC and JVS Toronto for professional immigrant networks. The presentation highlights factors needed for a successful mentoring program.

1. Group Mentoring: Pilot with Professional Immigrant Networks Mentorpalooza Marketplace Presentation Farah Alizadehahi, JVS Toronto Racquel Sevilla, TRIEC August 18, 2011

2. Background Group mentoring is collective mentoring of a small number of mentees by a single mentor. Since 2006, JVS Toronto has been working with different communities to implement group mentoring programs. Ontario Association for Architects (OAA)-JVS Toronto Group Mentoring Program Iranian Community Network for Mentoring Program (IC Network) Hispanic Mentoring Network (Canadian Hispanic Congress)

3. Intercultural Mentoring Network (IMN) Group Mentoring Program Partnership between JVS Toronto, TRIEC and 5 professional immigrant networks (PINs): Association of Filipino Canadian Accountants (AFCA) Association of Romanian Engineers in Canada (AREC) Canadian Hispanic Congress (CHC) Indo-Canada Chamber of Commerce (ICCC) Canadian Network of Iraqi Engineers and Architects (CNIEA) Goal: Equip mentees with the skills, knowledge and connections to be more successful in securing meaningful employment in their field Funded by:

4. Intercultural Mentoring Network (IMN) Group Mentoring Program Model: 1 mentor + 4-6 mentees from the same community and profession, 5 mentoring sessions over a 4 month period What’s new Train PINs to run the program themselves Each PIN will hire a coordinator for the program Program modifications include train-the-trainer sessions and program document templates Sustainability training Facilitate interaction between PINs Cross-cultural events Steering Committee with PINs representatives to assist in the planning, implementation and monitoring of the program

5. IMN Objectives & Rationale Provides a unique support to skilled immigrant mentees seeking meaningful employment Mentors understand how academic credentials and training from home countries differ and will be able to address cultural differences in a sensitive manner Mentors can more easily identify with the obstacles faced by mentees Increases bonding social capital within groups Mentoring creates a community of people sharing the same background, education and work experience that share information and learn from each other Mentoring helps build capacity, leadership and engagement within communities

6. IMN Objectives & Rationale Increases bridging social capital between groups Through the cross-cultural interaction, mentors, mentees and their communities will expand networks across cultures, develop relationships, and share learning Builds leadership, organizational and program delivery capacity of the PINs Less time is spent on recruitment of mentors Maximizes the benefits with limited volunteer resources Networks will be equipped to run their own program

7. Mentoring Program Model PROGRAM GOALS Mentors Enroll Mentees Enroll Mentors/mentees matched Mentor and mentees orientation Mentoring agreement established 5 - meetings Mentor’s follow-up & evaluations Mentee’s follow-up Agreements conclude & Evaluation Model provided by Sage Mentors Inc. for the use of JVS Toronto. All Rights Reserved.

8. Building the Mentoring Relationship

9. Coach & Mentoring Resources Mentoring Coach’s Role Facilitate match Support mentor and mentees Troubleshoot and problem solve Clarify the communications protocols between parties involved Provide guidance; available to answer questions Receive and provide feedback regarding relationship, program etc., Provide information and referrals to other resources/programs Provide guidance when expectations are not being met, boundaries are perceived to have been crossed, or tested Follow up the mentor and mentees after each group meeting for evaluation/feedback

10. Coach & Mentoring Resources Program Resources Mentor/Mentee Resource Kits Mentor/Mentee Orientation Sessions Forms (Evaluation, Agreement, etc.)

11. Some Factors for Success Group size – 4 to 6 mentees in each mentoring group Matching – homogeneous groups (examples to consider: professional backgrounds, career objectives, length of time in Canada, job-readiness of mentees) Training – e.g. job readiness, mentee expectations, building mentoring relationships, roles and responsibilities, group dynamics Use of Resources – full utilization of available resources including the mentoring coach

12. Thank you!