Erik Antokal - WorkforceGPS

Erik Antokal - WorkforceGPS


2 WANTO OVERVIEW The Women in Apprenticeship and Nontraditional Occupations (WANTO) Act of 1992 authorized the U.S. Department of Labor to award grants to Community-based Organizations to assist employers and labor unions in promoting the recruitment, training, employment and retention of women in apprenticeship and nontraditional occupations. The U.S. Department of Labor funded a total of $1,998,000 in grants to help women through the WANTO program, an initiative designed to recruit, train and retain women in high-skill occupations in advanced manufacturing, transportation, energy, construction, information technology and other industries.

3 SURVEY QUESTION What type of industry stakeholder are you?

Registered Apprenticeship Program Employer WIOA / American Jobs Center Community College Community-based service program Government Other 4 WANTO REGIONAL TECHNICAL ASSISTANCE CENTERS Nontraditional

Employment for Women (NEW NYC) Chicago Women in Trades Western WANTO Consortium Oregon Tradeswomen, Inc. Tradeswomen, Inc. (CA) Apprenticeship and Nontraditional Employment for Women (ANEW WA) 5 6

ERIK ANTOKAL Workforce Development Officer Nontraditional Employment for Women New York, New York Morgan Program Director Stonefield Apprenticeship & Nontraditional Employment for Women Linda Technical Opportunities Director Hannah Chicago Women in Trades


Nontraditional Employment for Women 7 NEW WELCOME AND HISTORY Founded in 1978 Preparing Women for Blue-Collar Careers in the Tri-State Area Wrap-Around Program Model Partnership with Building & Construction Trades 8

NEW PROGRAM HIGHLIGHTS TRAINING PLACEMENT NEW has placed over 1,400 graduates in construction apprenticeships NEW has placed an additional 1,000 graduates in energy, transportation, and facilities maintenance industries

NEW enrolls 400 women in core training and an additional 100 in specialized training each year NEW graduates are placed in jobs with wages averaging over $17 per hour 9 NEW STRONG WOMEN 82% of NEWs clients identify as minority

Trini Dent-Fernandez NEW graduate, Sep 2006 Laborer, Local 79 51% African-American 18% Hispanic 13% Asian or other 80% are classified as low-income NEW helps women achieve economic independence and a secure future

10 NEW EMPLOYMENT PARTNERS Carpenters NYC District Council Laborers Local No. 79 Construction and General Building Carpenters Dock Builders Local 1556 Laborers Local 731 Excavators Carpenters Floor Coverers Local 2287

Operating Engineers, Local 15 Carpenters Millwrights Local 740 Painters and Allied Trades DC9 Painters Cement and Concrete Workers District Council Painters and Allied Trades DC9 Bridge Painters Local 806 Electricians IBEW Local 3

Painters and Allied Trades DC9 Drywall Tapers Local 1974 Heat and Frost Insulators, Local 12 Plasterers, Local 262 Ironworkers Local 40 & 361, Structural Ironworkers Plumbers Local Union No. 1 Ironworkers Local 46, Metallic Lathers and Reinforcing Ironworkers

Sheet Metal Workers Local 28 Ornamental Ironworkers Local 580 Laborers Local No. 78 Hazardous Materials Steamfitters Local 638 Tile, Marble and Terrazzo Local 7 11 12 BUILDING THE FUTURE

Retaining Tradeswomen Direct Support Networking Events Assisting Apprenticeship Programs in New York City and throughout the

Northeast Region NEW Signature Projects Program Nani Noverita NEW graduate, July 2012 Metal Lather, Local 46 44 NEW Signature Projects Citywide 13

RECRUITMENT SUPPORT Value-Add of Direct Entry Process Industry Demystificatio n Skills Development Pre-Screening Employment

Prep Retention Resources 14 INDUSTRY DEMYSTIFICATION Single Stop for Women Wrap-Around Services Industry Exploration Taste-Of Apprenticeship Lifestyle

SKILLS DEVELOPMENT Job Readiness Hands-on shop classes in carpentry, electrical work, and painting Trades Math Health and Safety Lifting and Carrying 15 16

PRE-SCREENING Training as Proving Ground Multi-Department Evaluation Industry & Union Expertise Real-Time Screening EMPLOYMENT PREP Union/Employer

Teaching Process Navigation toRelationship the Test Case Management 17 RETENTION RESOURCES Direct Financial Assistance Process Navigation

Networking Facilitation Third-Party Troubleshooting 18 NEXT STEPS Follow-Up Discussions about integration of model with individual RAPs What NEW program components could be readily integrated? NEW can provide Technical Assistance

What are your ideas? 19 THANK YOU Thank you for listening! Please feel free to contact me with any questions or comments. Erik Antokal Workforce Development Officer [email protected] 646-257-5097 20


Women are more than capable of doing the work. Anybody thats ignoring half of the workforce is doing themselves a disfavor. Ron Genereux Vice President, Construction Suncor Energy 22 EMPLOYER APPROACH Make the commitment and make it public Add recruitment of women to your strategic plan and make it a priority Establish a team- company/program wide on how to not only recruit women but also a

team that can focus on the retention of women. Train the hiring team, or add to the hiring team to ensure those responsible for hiring have positive attitudes towards women in the trades Set a clear goal, create a timeline, ,and establish performance indicators. Publish and share with organization internal and external partners Report progress, change the plan if needed, seek outside support 23 RECRUITMENT- THE BASICS Attract women- make sure its clear women are encouraged to apply, use pictures of REAL tradeswomen from your current workforce in your promotional material. Outreach support- a place where you can find potential women recruits

Womens programs/groups within trades organizations (Carpenters have Sisters in the Brotherhood) make a connection with someone who can help facilitate interviews and create an applicant pool. Womens community organizations Trade schools Fitness and recreation centers Women veterans organizations Social media 24 UNCONVENTIONAL PARTNERS The apprenticeship/union hall office managers The

managers of the administrative duties in an apprenticeship program are often the first points of contact for women and ensuring that the application process is accessible to women and that the administrative culture is not a turn off for women and people of color. Sisters in the Brotherhood or similar organizations can partner with your organization to host community events like Volunteer Build Days to improve neighborhoods, or host Kids Hands-on Build events. 25 WHAT WE KNOW WORKS

Recruiting from Pre Apprenticeship training or similar trades related training programs (go to your states Labor Departments for program information) When interviewing- make sure everyone is asked the SAME questions Take the time to learn about your workplace culture, then improve it. Once you have one successful hire, it will lead to more successful hires, your reputation matters. 26 BARRIERS

Lack of access to quality pre construction training Often, young girls in secondary education are not offered trades related education Lack of tools and clothes needed to seek a job (need to look the part, very expensive) Hiring managers dont believe women can do the job, afraid of lawsuits Using resume to screen applications, often women are over looked Skipping valuable transferable skills Unconscious bias 27

CASE STUDY Carpenters- Sisters in the Brotherhood Sheet metal- Womens Group Ironworkers 4 week pre apprentice competition 28 THANK YOU Morgan Stonefield, Program Director ANEW Renton, Washington

[email protected] 206-381-1384 29 EXPANDING YOUR PROGRAMS RECRUITMENT CAPACITY Linda Hannah Chicago Women in Trades 30

OUR MISSION AND HISTORY Established in 1981 by tradeswomen Potlucks to Picket lines to Policy & Programs Mission: Economic Equity for Women through access to high-wage, high-skilled jobs Pre-apprenticeship Training, welding, advocacy, and technical assistance

31 INDUSTRY AND COMMUNITY PARTNERSHIPS Hosting information tables & career fairs Hands-on field trips at the apprenticeship school for CWIT classes Fast track referral process for CWIT PAT graduates. 32 ROLE MODELS

Visible women in the industry Recruiters and Role Models Female staff and instructors Large number of women in program 33 SHOWCASE A CAREER IN THE TRADES TO WOMEN Marketing Materials Orientation and Information Sessions Pre-Apprenticeship Training (women-only) 34

MARKETING MATERIALS Targeted outreach materials Use gender neutral language Include women in pictures & process! 35 CAREER EDUCATION & AWARENESS Provide Industry Information You Can Do It! A Womens Guide to Construction Careers Hands-on Opportunities

Understanding the Differences of Each Craft 36 AMBASSADOR PROGRAM Tradeswomen as role models Women and girls see themselves Expand capacity Increase awareness Reach more women Leadership Development for tradeswomen Engage membership

37 AMBASSADOR PROGRAM Women as Role Models Promote Registered Apprenticeship and Unions Support Diversity Share Stories & Pride 38 AMBASSADOR PROGRAM TRAINING Expectations

Goals Benefits of Working in the Industry Overview of Registered Apprenticeship Application Process Selection Criteria Dress Code Representing Industry 39 CAREER FAIR CHECKLIST Address of Event Date & Time

Set-up Time at Event Materials and Hand-outs Audio/video Sign-up Sheets Important Phone Numbers Follow Up & Feedback 40 COMMUNICATION Registered Apprenticeship call and request volunteer

Tradeswomen confirm availability Call list if need to cancel or will be late Provide feedback to program after the event Turn in paperwork Promote your trades! 41 42

THANK YOU! Linda Hannah, Technical Opportunities Director Chicago Women in Trades [email protected] 312.942.1444 QUESTIONS? 43 SURVEY QUESTIONS

What other topics would you like to see presented? Mentoring Tradeswomen Committees Pre-apprenticeship Training Gender Inclusive Curriculum Sexual Harassment Prevention EEO Compliance Resources 44 FOR MORE RESOURCES: For more resources on advancing women in apprenticeship, please visit the U.S. Department of Labors Apprenticeship USA

website: 3/13/10/10/Expanding-Apprenticeship-for-Women 45 FOR MORE INFORMATION: For more information on the WANTO grant, please contact the U.S. Department of Labor: Felecia Hart, Project Officer U.S. Department of Labor Employment & Training Administration 202-693-3792

[email protected] 46 47

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