ďRecruiting and Retaining Women in Green Training and EmploymentĒ
May 25, 2010, 1:00pm Ė 2:30pm ET
Coordinator:†††††††††† Welcome and thank you for standing by. At this time all participants are in a listen only mode until the question and answer session of todayís conference. At that time you may press star 1 on your touchtone phone to ask a question.
††††††††††††††††††††††††††††† Iíd also like to inform all parties that todayís call is being recorded. If you have any objections you may disconnect at this time.
††††††††††††††††††††††††††††† I would now like to turn the call over to Ms. Karen Shapiro. Thank you maíam you may begin.
Karen Shapiro:†††††† Thank you (Angela). And thank you all for joining us today on our third teleconference about green jobs for women. My name is Karen Hornstein Shapiro from the U.S. Department of Labor, Womenís Bureau.
††††††††††††††††††††††††††††† This is the third in a series of seven teleconferences for workforce practitioners designed to offer information and an exchange of ideas to better connect women with green jobs training and green employment.
††††††††††††††††††††††††††††† This area of workforce development is an important part of preparing our nation to be competitive in the new economy.
††††††††††††††††††††††††††††† If you didnít have the opportunity to participate in our first two teleconferences, which were titled ďWhy is Green Good for WomenĒ and ďWomenís Entrepreneurship in Green Industries,Ē please visit the Womenís Bureau Web site at www.dol.gov/wb to review the materials.
††††††††††††††††††††††††††††† It is my pleasure now to introduce the Director of the Womenís Bureau, Sara Manzano-DŪaz.
††††††††††††††††††††††††††††† Director Manzano-DŪaz has spent her career in public service advocating on behalf of working class families, women and girls. She has more than 25 years of federal, state and judicial experience and we are thrilled to have her here at the Womenís Bureau. Director Manzano-DŪaz.
Sara Manzano-DŪaz:†††† Thank you so much Karen for your assistance in this matter and your leadership spearheading this effort.
††††††††††††††††††††††††††††† I want to welcome everyone to todayís conference call on recruiting and retaining women in green training and employment. I am very excited about todayís panel. We have an impressive group of four training providers who have much to share with us about their experiences and strategies for success.
††††††††††††††††††††††††††††† I also want to welcome you on behalf of Secretary of Labor Hilda L. Solis. Her vision is good jobs for everyone, and in particular, especially women.
††††††††††††††††††††††††††††† I have been the Director of the Womenís Bureau now for three months. Some of you may not know that the Womenís Bureau is a jewel in the federal government. The Womenís Bureau was created in 1920 just three months before women were actually accorded the right to vote. So next week we will be celebrating our 90th anniversary and we will be kicking off several initiatives during our 90th anniversary, so stay tuned and look at our Web site.
††††††††††††††††††††††††††††† My vision for the Bureau is to empower all working women nationally to achieve economic security. The Womenís Bureau is taking the lead in assuring that women are aware of and prepared for the emerging green jobs that are coming in the 21st century.
††††††††††††††††††††††††††††† Last year the Womenís Bureau hosted 30 Women and Green Jobs Roundtables across the country from September to December 2009 and according to the round table participants the lack of awareness or information about green jobs was a key challenge for women.
††††††††††††††††††††††††††††† The first question thatís often asked is ďwhat are green jobs?Ē So the fact that women were unaware of green job opportunities in their community and have very little information about training and employment made it clear to us that as part of the Womenís Bureau we wanted to partner with some of our contracting friends to develop a publication called ďA Womanís Guide to Green Jobs.Ē
††††††††††††††††††††††††††††† This information will be out in the Fall and so as part of this process the Womenís Bureau has been hosting these teleconference calls, this is number three, and we will be doing at least seven. The Womenís Bureau also has nine green job training projects across the country.
††††††††††††††††††††††††††††† Some of our projects are represented on todayís panel, the Austin Community College in Texas and also the Women in Non-Traditional Employment Roles, or otherwise known as WINTER, in Los Angeles.
††††††††††††††††††††††††††††† So I am very excited about this panel. I want to say thank you all for participating and without further adieu Iím going to send you back to Ms. Shapiro. Thank you Karen.
Karen Shapiro:†††††† Thank you Director Manzano-DŪaz. It is my pleasure to introduce Donna Addkison who will facilitate the rest of our call today.
††††††††††††††††††††††††††††† Donna Addkison is the Director of Wider Opportunities for Womenís National Family Economic Security Program and her work includes serving as the hands on manager of national campaigns designed to create opportunities for low income workers, especially women, to achieve economic security.
††††††††††††††††††††††††††††† Of late her portfolio has included the creation of a technical assistance institute for organizations committed to training women for success in the emerging green economy and the launch of a national opinion research project designed to propose a new paradigm through which organizations spanning the interests of all low income advocates can find a common language around economic security which will resonate with the American public. Donna?
Donna Addkison:††† Thank you Karen and thank you Director. We are delighted to participate in todayís call as one of your partners and it is my honor to set the stage for the call as we think about what it means to recruit women into job training programs for the new green economy and what it will take to assist women to be successful in those jobs going forward.
††††††††††††††††††††††††††††† We have invited a variety of speakers to address you today including WOWís own Camille Cormier who is our local Programs Director. Itís our hope that Camille can share with you what it looks like from the ground up, what it means to be successful and what it means to be challenged as we attempt to recruit and retain women in job training programs and subsequently in green employment.
††††††††††††††††††††††††††††† Following Camille will be two fabulous speakers who will speak to you about the recruiting efforts that are underway from a community college perspective and from a community-based organizational perspective.
††††††††††††††††††††††††††††† Finally weíll have a fabulous speaker who will address some strategies that theyíre employing to retain women in green jobs. As each speaker begins I will share with you a bit of their biographical information, and as a reminder their comments will be audio recorded and will be available in transcript form for your use as well.
††††††††††††††††††††††††††††† So, without further adieu, let me introduce Camille Cormier, who is the Director of Local Programs and Policy at Wider Opportunities for Women. Ms. Cormier joined WOWís staff in October of 2005. She brings significant international and domestic experience and educational program development, fund raising and research to her local director position.
††††††††††††††††††††††††††††† In this capacity Camille directs the D.C. Family Economic Self-Sufficiency Project, which is a state partner in WOWís National Family Economic Security Network.
††††††††††††††††††††††††††††† Other efforts include the D.C. Metro Area Self-Sufficiency Calculator, the Connections to Career Self-Sufficiency workshop series for teens and adults, the Building Futures GSA [Editorís Note: General Services Administration] and Women into Non-Traditional Occupations and Apprenticeships Program, in partnership with the local AFL-CIO and Covenant House.
††††††††††††††††††††††††††††† Additionally she oversees the D.C. Womenís Agenda Advocacy and Organizing Coalition for Women and Girls.
††††††††††††††††††††††††††††† Camille has led WOWís local efforts to prepare and place more women into green jobs due to development of a green jobs component within WAWIT [Editorís Note: Washington Area Women in the Trades], a post WAWIT curriculum focused on energy efficiency careers.
††††††††††††††††††††††††††††† And she serves as an advisor to area employers and various green jobs coalitions including the District governmentís Green Collar Jobs Advisory Council, the D.C. Washington Area Womenís Foundation Green Jobs for Women Council and the Green Power Awakening Committee of Prince Georgeís County in Maryland. Camille?
Camille Cormier:†††† Thank you very much Donna. Thatís quite an introduction. Iíd like to set the stage for my remarks by talking a little bit about our local D.C. metro area training history.
††††††††††††††††††††††††††††† WOW has a very good, long history and tradition of placing women into non-traditional jobs and green jobs. In fact in 1972 we offered the first green job training program for women right here in D.C. when we did training and job placement at the cityís waste water treatment plant in Southwest Washington.
††††††††††††††††††††††††††††† For a number of years we had to close in the 1990s in terms of direct instruction training at WOW, but in 2007 through a really successful partnership with the YWCA of the National Capital area and the local AFL-CIO we were able to bring into being as a three-party partnership, the Washington Area Women in the Trades (WAWIT) program.
††††††††††††††††††††††††††††† My remarks today will be talking about my experience and our experience with the WAWIT program which closed in summer of 2009 and our current effort also with the local AFL-CIO, and the third partner there is Covenant House of Washington, which began in November of 2009.
††††††††††††††††††††††††††††† And before I get into the specifics about these programs I have a couple of thoughts to frame this for us. First in order to get people into, women into green jobs and retain them in green jobs weíve got to retain them in green training.
††††††††††††††††††††††††††††† What can we do to retain them? Enroll them and retain them through graduation in green training. I think this is really a lot of what the other partners and speakers on this call today will be sharing about from their localities and I for one certainly look forward to learning from my colleagues.
††††††††††††††††††††††††††††† And the second concept is - all jobs are green jobs. This is especially true I think in the building and construction trades, mechanical renewable energy and the list goes on, mass transit. All jobs are green jobs, so if youíre out there running a construction job training program that perhaps is your standard pre-apprenticeship program, itís a survey course, thatís a green job training course.
††††††††††††††††††††††††††††† We need to be able to insert into our curricula appropriate use of other kinds of materials that are new bringing in new people who are on the cutting edge of product development and employers in an area, and (unintelligible) of labor market research to see where the trend is going so that we know which green jobs are going to hit when in a given local economy.
††††††††††††††††††††††††††††† As I referenced earlier the project that I, the two projects that Iíve been responsible for since joining WOW, the first one was Washington Area Women in the Trades. We had nine program cycles in just two and a half years. It applied to D.C. metro area low income women who had an interest in the building and construction trades or mechanical and utility work.
††††††††††††††††††††††††††††† Our partners with that were the YWCA which was the main training facility and the AFL-CIO which did significant amounts of hands on skills training for the women for several weeks in the program cycle at their union apprenticeship training centers.
††††††††††††††††††††††††††††† The women learned the usual role of pre-apprenticeship skills, construction math of course is a big deal for women -- we really noticed that thatís an issue for them -- blue print reading, industry awareness, tool identification, all of those leading to an informal sort of core construction skills rack of skills that they had when they graduated. Almost a certificate program at that time.
††††††††††††††††††††††††††††† They also had the entry-level industry recognized credentials of first-aid/CPR, OSHA 10 for Safety. As I said they had at least two and sometimes three weeks of hands on skills training. We did follow-up job placement and case management support for the women after they graduated for up to 18 months at the beginning of the program, which was the spring of 2007.
††††††††††††††††††††††††††††† And towards the end we were doing it for only 12 months for funding constraint issues because the program ended just as the recession was hitting last summer, as we all know that was something that our programs have had to deal with and adjust to.
††††††††††††††††††††††††††††† And Iím still not sure that thereís really a, you know, a happy ending for that one and Iím interested in hearing what colleagues and other people listening to the call would have to say about that, job placement and retention in these times in these industries.
††††††††††††††††††††††††††††† I think probably I would say one of the biggest things about the WAWIT program that weíve continued with Building Futures GSA is the fitness training just for women. So two to three days a week depending they would hit the gym and do upper body strength training with a certified personal trainer. That ended up being a great, at least twice a week support group meeting. While they were pumping iron they were talking to each other and to the staff about what they needed.
††††††††††††††††††††††††††††† So thatís been a really successful program component from the women only gender program, which was WAWIT that weíve (segged) into the Coed Men and Women Building Futures GSA program which weíre currently running with the local union and the local Covenant House in Washington.
††††††††††††††††††††††††††††† Some of the other things that we have carried over into the new Building Futures GSA program are the same usual pre-apprenticeship certifications in safety, health, industry awareness, tool ID, blueprint reading and construction math.
††††††††††††††††††††††††††††† Weíve carried over individual support groups, individual case management during the period of their training and then afterwards the assignment of an individual mentor, we are just getting that up and running so I donít have a lot of hard facts on that one yet.
††††††††††††††††††††††††††††† So weíve decided to see if the mentoring aspect will be more successful for folks than the support group aspect in terms of our case manager and our job developers continuing along with them.
††††††††††††††††††††††††††††† We did continue the fitness training with the Building Futures book. We have paired down the program significantly, itís a six-week cycle, itís really tight and we did that mostly because this is a sole source contract for us with the GSA, so it is a Recovery Act funding stream for Building Futures GSA using set aside training funds from the Federal Department of Transportationís budget this year for training for low income local residents in a given jurisdiction.
††††††††††††††††††††††††††††† So you know, weíve got the 12 months, weíre off to the races, itís a Recovery Act funding. Weíre not sure whatís happening next year and you know, weíve certainly got to pump through as well.
††††††††††††††††††††††††††††† In addition to that one of the really good things that we werenít able to do with WAWIT that we are doing with the Building Futures GSA is that the participants earn an hourly training stipend and in fact the GSA was adamant about that, that we cut back on some of our other budget line items to make sure that the students paid fully. And I think thatís been a really good indicator of the good placement rates and the retentions through graduation that weíve had till now.
††††††††††††††††††††††††††††† Okay Iím on Slide 9 in case you are following along with the slide presentation. Iíd kind of like to seg into from, to a more birds eye view of challenges in the D.C. metro area and then opportunities that are unique to the jurisdiction.
††††††††††††††††††††††††††††† So Slide 9, probably some of this is not new information to other practitioners out there. If you are running a program across town in your state lines in case, in this case certainly for us itís state lines, the District of Columbia, suburban Maryland and Virginia, recruitment and retention of women in the other localities into the place that is the principal training site is problematic.
††††††††††††††††††††††††††††† One of the ways that we were able to get around this for this particular new program that weíre running, the Building Future Support, is that they have the hourly training stipend. So if there are folks that youíre trying to draw in from another county or across a river or some psychological barrier about getting to a new place, I think it would probably be great if you made sure that you built in training stipends, which could take care of food and transportation costs to allow them to retain in the training.
††††††††††††††††††††††††††††† As we all know itís a big problem to do training and work support, especially for women, we find thatís really true with childcare, transportation for themselves, transportation for the person giving them their children childcare and transportation for their children as well. And also, in terms of all of the food costs that go with enrolling in a training program and trying to keep your children going forward with their daily menu.
††††††††††††††††††††††††††††† So certainly this is a problem and we look forward to seeing what will be happening in this federal legislative year coming up around training supports and work supports for low income citizens of the United States.
††††††††††††††††††††††††††††† Another area, this is probably not a surprise to you, we have some problems with the work force development systems that are those that are public in the area. I guess one of the biggest ones for me, which I look wistfully at places like Austin, et al., is that up until now we really, we donít have a viable district community college system.
††††††††††††††††††††††††††††† This is changing now. I have some hope around that within the public university now weíre doing the, at D.C. Community College and weíre going to be doing, they will be doing and we will have access as a further training support place for our graduates into certificate programs vocational in the building and construction trade, etc., up to and including an Associates degree, so thatís a great thing.
††††††††††††††††††††††††††††† Another thing that Iím sure is not a surprise to anyone is the higher entrance requirements particularly in urban settings in order to be hired by a construction company. High school diploma or a GED, strong math or confident enough in math to learn and go forward with it, drivers license and in some cases as you know car ownership before a job offer is tendered.
††††††††††††††††††††††††††††† So these could be a real problem if youíre living in an urban system and youíve gotten around on public transportation all your life.
††††††††††††††††††††††††††††† One other situation that is endemic and unique to D.C. is the federal governmentís fiscal oversight of the Districts budget, which just adds another layer of opacity at times the ability to deliver best practices services to people who really need it.
††††††††††††††††††††††††††††† Some opportunities in the D.C. area for us certainly are the Recovery Act and its stimulus funding for job training and supposedly, hopefully down the road here, job creation and job placement for the people that we are training I think is, itís really a huge, huge benefit and we havenít seen it yet.
††††††††††††††††††††††††††††† And I was hoping that we would see more of a bump in job opportunities up to this point than we have and our employer friends are eagerly awaiting some of that, let me tell you, but I believe that weíre starting to see some movement here and Iím really very pleased by that.
††††††††††††††††††††††††††††† The other thing I would say is that the District of Columbia has some of the most progressive green construction and retrofitting laws in the nation. All of, all public construction must have (unintelligible) standards for the retrofits, etc., and then even just new construction, commercial and registration must track to the LEED certification.
††††††††††††††††††††††††††††† So thatís certainly something in favor of creating jobs for our graduates as they come through the pipeline.
††††††††††††††††††††††††††††† One more thing that I would say is just the U.S. Green Jobs Act of 2007, so many of the D.C. area public buildings or federal government buildings thatís our retrofit requirements there and I think that almost half of the funding stream around retrofitting federal buildings in the country accrues to the D.C. metro area, so thatís another huge area that weíre jumping on.
††††††††††††††††††††††††††††† And Iíll just say also that one of the reasons that we got the funding for the Building Futures GSA program is because we want to be able to train people and place them at the new Department of Homeland Security and National Coast Guard Headquarters sites in St. Elizabeth Campus in Ward 8, which is where so many people who are unemployed, itís the ward in the city that has the highest rate of unemployment.
††††††††††††††††††††††††††††† So weíre starting to see a bit of movement there too and we certainly make known that, you know, weíre here and weíre ready with our folks.
††††††††††††††††††††††††††††† And the last thing I would do is just leave you with a couple of resource organizations that weíre finding itís really helped with retaining women in construction and green job training. We recently qualified as a grantee of Vehicles for Change, which is located in Baltimore, Maryland.
††††††††††††††††††††††††††††† And it covers a lot of the Mid-Atlantic region, and I know that there are other organizations that do work like Vehicles for Change which provides a subsidized car purchase through their own financing for low income folks who have a job offer or a job and they donít have, they do not have a car and they need it in order to get a job or keep a job. So thatís a new promising thing for our women graduates, especially if they donít have a car.
††††††††††††††††††††††††††††† And the other thing I would say as I turn it over to our next speaker is that Port Jobs in Seattle, Washington has a number of fantastic resources, you can visit their Web site [Editorís Note:† See http://www.portjobs.org/] and I would say in terms of retaining them if theyíre in the apprenticeship system Port Jobs has an excellent guide for first year apprentices. I believe you can access that through their Web site and I would suggest that you check that out.
††††††††††††††††††††††††††††† For more information about our Building Futures GSA program please visit the AFL-CIOís Web site and thatís www.dclabor.org. Thank you very much and thanks for your time today and I look forward to hearing our other speakers.
Donna Addkison:††† Thank you Camille. Next up is Kirk White who is the Associate Dean of Continuing Education at Austin Community College.
††††††††††††††††††††††††††††† Kirk is a Registered Nurse holding a Masters of Science in Psychiatric and Mental Health Nursing from the University of Texas. He also holds a Bachelor of Arts in Environmental Design from Texas A&M. He has worked in community college continuing education for over ten years and has been part of ACCís effort to launch green related programming since 2004.
††††††††††††††††††††††††††††† Prior to ACC Kirk has worked in clinical education and staff development roles for a major healthcare network in Austin and worked as a staff and change nurse with adolescents and families in the psychiatric in-patient setting.
††††††††††††††††††††††††††††† Kirk is currently past President of the Texas Administrators of the Continuing Education and the South Central Regional Director for the National Council for Continuing Education and Training.
††††††††††††††††††††††††††††† Kirk we appreciate you joining us and if you would remind our participants which slide number youíll be starting with. Thanks so much. Kirk?
Kirk White:††††††††††† Great. Thank you. Iím very pleased to be part of this call today and so I wanted to thank everybody for including our project in the discussion. I believe weíre starting on Number 12 of the slides in the packet and weíll just kind of go from there. Wanted to give a little bit of background so the listeners can understand what our college is kind of about and how big it is and the kind of population we serve.
††††††††††††††††††††††††††††† Austin Community College and in the State of Texas all of the community colleges have their own service areas, so we serve an eight county area surrounding Austin and the hill country. We have seven campuses currently and one to open in the fall in our Round Rock or Northern Region of our service area and currently the college serves about 41,000 college credit students and an additional 13,000 continuing education students in a year.
††††††††††††††††††††††††††††† And these students attend both academic preparation courses, transfer credit courses that go on to four year universities as well as a myriad of work force training programs both on the college credit side and the continuing education side.
††††††††††††††††††††††††††††† I myself am positioned in the Continuing Education Department and thatís really where our green training started back in, I think it was mentioned, 2004 local industry came to us and came to the Continuing Education Department to get some solar installation training started.
††††††††††††††††††††††††††††† And we often start programs in the continuing ed or CE side of the college because we can respond very quickly and get them in place and then they eventually grow up to be college credit programs if thatís the type of training thatís needed.
††††††††††††††††††††††††††††† So we serve a large population. We serve a large variety of ages and ethnicities and male/female students. Male/female usually at the college it runs about 50/50 in the general population of the college, but when it comes to what we labeled as green related training, that percentage skews dramatically and we typically maybe only about 10% of female or women in the training that would be related to green or the green technology trades, and so that was our goal.
††††††††††††††††††††††††††††† We set out to increase our percentage of women across our green programming here at the college from ten to at least 20% in a one-year period of time. We were looking to utilize a variety of recruiting methods, which I will talk about in more detail in a minute.
††††††††††††††††††††††††††††† And youíll see on Slide 13 the last bullet point we kind of added that as our own institutional goal is that we want to make sure that everything that comes out of this project, or as much that comes out of this project that is successful we institutionalize here at the college and build into the way that we just do business on a daily basis.
††††††††††††††††††††††††††††† When we first started looking at what we do green here at the college, the majority of the programs that we really focused on were courses exist in the electronics and advanced technology area, they have a renewable energy specialization credit and certificate program, a degree program.
††††††††††††††††††††††††††††† We have scattered throughout the college several other courses in various areas, thereís green building and the building construction program, there is sustainable green business practices in our management program, automotive is working on hybrid automotive technology and then the longest list of courses actually exist in our continuing education area with a focus on solar power.
††††††††††††††††††††††††††††† We have three levels of solar power certification courses from photovoltaic to solar thermal. We also do energy auditing and energy conservation. We have a weatherization program and most of those lead to some kind of industry recognized certification. So those were the courses that we were really interested in increasing the percentage of our women students.
††††††††††††††††††††††††††††† Now Iím going to talk mostly about what has worked but I do want to mention our three or what I consider our three major challenges here in this effort.
††††††††††††††††††††††††††††† Again, we were, our project is designed to recruit, not train necessarily, but recruit people, more women into training. Weíre not actually counting who actually gets trained or it was all about recruitment, but one of the barriers and itís mentioned already previously is money for tuition.
††††††††††††††††††††††††††††† If we would do it again we wouldíve built in money for tuition because thatís the first thing we hear when we talk to women, you know here are the programs, why would you not want to come in, the first thing we hear is money for tuition and so we know what the economy is like, we know the challenges involved with that.
††††††††††††††††††††††††††††† So we do try to tie people to financial aid or whatever resources we do have available for tuition assistance. But since most of the training is in the non-credit continuing education side there are often limited resources for tuition assistance.
††††††††††††††††††††††††††††† The other one has also been mentioned already today is where are the jobs, weíre all kind of waiting. Green is ďsexyĒ now, everybodyís into it, everybodyís interested in the programs. We have lots of people wanting to come to the training and then the first question asked is am I going to get a job as I walk out of this course or this program. And the answer is maybe.
††††††††††††††††††††††††††††† Here in Central Texas weíve seen of course, like the rest of the country, a stalling of new and emerging businesses because the economy is just not supporting. So given the ARRA funding [Editorís Note:† American Recovery and Reinvestment Act funding] coming down the improving economy weíll see a turn around of that and weíll have an existing trained work force ready to go when those jobs are open.
††††††††††††††††††††††††††††† And the third challenge, itís associated with all the challenges that you see in trying to recruit women into the STEM [Editorís Note:† STEM is science, technology, engineering and math fields] or engineering areas of any kind of program, whether that be an academic or a work force program. And so we spent a lot of time looking at the research around that.
††††††††††††††††††††††††††††† So what has worked? We, on Slide 14 youíll see we came up with a brand, we chose the Rosie the Riveter image from the past and kind of updated it and you can see the ACC tattoo on the arm and this brand has really resonated with the women that weíve talked to.
††††††††††††††††††††††††††††† Itís something recognizable, itís something that means something upon first sight. Itís empowering and we found that to be one of the most important things we did was actually branding our effort and making it recognizable.
††††††††††††††††††††††††††††† Our project advisory group has provided lots and lots of support. Theyíve been one way to get out information, theyíve been able to guide us in reaching target populations by even telling us how our materials should be printed, the language that should be used, we have a representative from the University of Texas Women in Engineering group who has helped us a lot in that respect, how to actually craft the language and the colors used in order to attract women into the green fields.
††††††††††††††††††††††††††††† We also have had several of womenís occupation groups, local green sector professional groups that are on that project advisory group that have given us guidance, connected us with the people we needed to connect with in the community and provided a source for speakers when we needed to send speakers out into the community.
††††††††††††††††††††††††††††† We have a project Web site and we encourage you to go visit that, that first one, the project Web site listed on Slide 15 is specifically for this project and it has women testimonials, histories about some women in the field, career pathways, so showing how it connects from secondary to post secondary on into employment and how weíre, the training fits in there.
††††††††††††††††††††††††††††† And we also discovered working in this project that we didnít ourselves know what all we were doing across the college that was, could be considered green and so that second Web site is actually an attempt to bring all of the green related programs or training courses across the college into one place for students to find. And we are still working on that.
††††††††††††††††††††††††††††† We found that thereís a lot of what you would consider green in the environmental sciences, and in those areas of the college, women are very well represented, almost 50% of the women in those areas of programs and environmental science are women and have always been, and so depending on what you consider green our percentages change.
††††††††††††††††††††††††††††† We are still focused of course on the work force training technical side type of programs and thatís where the percentages stay fairly low.
††††††††††††††††††††††††††††† The next one on the list, women focused course sections has made all the difference. We have run two sections of our solar installer entry level course, women focused, predominantly women in them, with women instructors and thatís what has driven our numbers up and the women seem to truly appreciate the fact that theyíre learning from other women who are actually successful in the green fields and so thatís made a big difference.
††††††††††††††††††††††††††††† We held information centers to recruit female students into those course sections. The first time around we had 85 people show up to the information session and we got at least 20% of those to register for our first course.
††††††††††††††††††††††††††††† We advertised those sessions through our main college Web site press releases, paid advertisement and itís no different than any information session we might run for one of our other programs before it gets started each semester, except we did extra advertising and extra marketing and really targeted the women who might be interested in this training.
††††††††††††††††††††††††††††† On Slide 16 youíll see the branded give aways. We put Rosie on everything that we could think of -- t-shirts, green bags that people are carrying around in the communities, a solar calculator, refrigerator magnets, those items we thought that people would actually walk away and use and be out in the community, be in their classes wearing the t-shirts and making our project visible with the Rosie image on it.
††††††††††††††††††††††††††††† Speakers Bureau from our advisory committee, several good speakers that are women who are in the various parts of the green industry sector, a couple of them are instructors in the solar class and who can actually speak from the heart and speak from experience and convince the women who think theyíre interested in this industry that it really is a viable option for them.
††††††††††††††††††††††††††††† And last but not least we are working on and are going to hold in the next month or so focus groups to find out what else we could be doing or what weíve missed or maybe what weíre doing thatís not quite as effective as it could be.
††††††††††††††††††††††††††††† Weíre focusing on a high skill group, girls in the junior and senior year at one of our technical focused high schools that have branded themselves as a green high school. Weíll be working with the college students that have gone through our own programs to find out what their experience was like.
††††††††††††††††††††††††††††† And also our college advisors and recruiters as weíve looked inward to sustain this, weíve discovered that they are a point of contact that we really need to educate on why women are appropriate for these fields and find out how they do communicate or not, which is my suspicion, communicate to the students that are walking in on a daily basis into their offices and donít know what careers they can choose from.
††††††††††††††††††††††††††††† Do they present the green careers along with everything else or do they skew those to more traditional pathways for male versus female students? So we are going to work very hard to try to get at the college advisors and recruiters and not only pull information from them but do some educating along the way.
††††††††††††††††††††††††††††† Those I think are the major points that I wanted to make sure I covered today, and again if I had to pick the top what has worked best I would say our project Web site, the women focused course sections, the information sessions that went along with that and then the branding of the program with the Rosie image and the actual give aways that we took to every event, every green related workshop, community event that we could find in the region over the last year.
Donna Addkison:††† Thank you Kirk. To our friends at WINTER, Candy will you be presenting or is (Alexandra) joining us?
Candy Torres:††††††† Iím going to present. I will be presenting.
Donna Addkison:††† Then I will apologize because I donít have a bio for you so would you spend just a minute or two introducing WINTER and introducing yourself and then letting our listeners know which slide youíll begin with?
Candy Torres:††††††† Sure. I actually, because I came in last minute, I donít have the final version of the PowerPoint but I can describe, I have what we have that we sent you but I donít know as far as the number of the slide.
Donna Addkison:††† Thatís fine. Go ahead.
Candy Torres:††††††† Okay. Well let me begin to explain briefly what WINTER is about. Weíre Women in Non-Traditional Employment Roles. Weíre a non-profit community organization focusing on work force development and education. Our mission is to attract women and youths so that they succeed in non-traditional careers.
††††††††††††††††††††††††††††† All of our services are free including our training and all we ask is that the women are committed, because without commitment our mission will fail.
††††††††††††††††††††††††††††† My name is Candy Torres and Iím actually the Business and Client Services Coordinator for WINTER. Iím going to briefly also explain about our WINTERGreen training program before I get into our recruitment strategies.
††††††††††††††††††††††††††††† Our WINTERGreen training program itís a component of our organization and itís designed to create career opportunities in the environmental remediation and green retrofit fields.
††††††††††††††††††††††††††††† Our training is a ten-week training session and we normally take about maybe 20, 25 max women at a time in the training. It consists of work competency skills to get into these construction jobs including green jobs. We go in and learn about construction math, mechanical and grammar as well.
††††††††††††††††††††††††††††† Lingo is very important when you get into these types of jobs so you actually know whatís going on, you know, the culture is completely different on these job sites, so we expose the women to that as well.
††††††††††††††††††††††††††††† Also in our training we teach, the women learn about green building and best practices for construction and all of this is done through hands on activity as well. They get certified, they get all their safety certifications and CPR, First Aid, OSHA 30, HASWOPER, lead removal, mold removal, anything you can think of safety.
††††††††††††††††††††††††††††† And all, the great thing about these certificates is that theyíre nationally recognized so the women can go out and work all over the U.S. using these certifications.
††††††††††††††††††††††††††††† Physical training is also very important during the training and itís embedded and weaved into the training. The women have about an hour in the morning where they do a workout and then as well I believe at the end of the day.
††††††††††††††††††††††††††††† We have a career awareness week where we actually take the women out to the job sites where they get to visit with employers and contractors and really see the workers out there, so it exposes them more and gives them a better opportunity to see what they, and what they want to get into.
††††††††††††††††††††††††††††† (Unintelligible) employer expectations, job seeking strategies, all of this is helpful during retention so that the women are able to succeed in these careers.
††††††††††††††††††††††††††††† All of our courses are supervised by instructors that are experienced in apprenticeships and the construction trades and we also have a very successful woman instructor who teaches the women the construction math portion so sheís very helpful. Like the presenter before me was explaining, itís nice for the women to actually see somebody who has been through it and knows the culture and can teach the women what to expect on these job sites being a woman herself.
††††††††††††††††††††††††††††† Iím going to get right into the recruitment strategies to get our women into the green fields. The strongest recruitment strategies that have worked for us are actually collaboration with our partners. One of our strongest collaboration is actually with the City of Los Angeles and the Mayorís work force efforts. WINTER is part of the cities network of service providers.
††††††††††††††††††††††††††††† We are part of what the Mayor calls high road partnerships, and these partnerships are defined as a mixture of organized labor, government, community-based organizations and contractors. The partnerships are important because there are local hire policies in place to give opportunities to these Angelinos where the Mayor wants these job sites to be diverse because Los Angeles is diverse.
††††††††††††††††††††††††††††† (Unintelligible) steps up and includes women to be a part of this diversity so that we can get more women included in these job sites, not just about like in the city you know, the color of your skin or anything like that, we want women to be included as part of that minority.
††††††††††††††††††††††††††††† Getting into back to the city efforts, we attend monthly working group meetings that the Mayor facilitates and at these meetings we discuss construction opportunities including green jobs.
††††††††††††††††††††††††††††† We also discuss calendar of events where we can go and table and recruit for the WINTERGreen program and itís very vital that we go to these meetings because a lot of them, a lot of these events to go out and recruit are by invite only, so thatís pretty valuable for us to be able to be at the table with, being a part of it and putting WINTER out there to represent women.
††††††††††††††††††††††††††††† You know itís easier also it turns up as in the recruiting sense that the city will refer women to us so itís easier for us as well where we donít have to be everywhere because the city, we use the city as a recruitment tool to send women our way. We can then invite them to our informational sessions and our orientations and eventually get them enrolled in our program.
††††††††††††††††††††††††††††† Another strong partnership we have is that with the Los Angeles Community College district. And like Kirk was explaining we also form a collaboration with Los Angeles Trade Tech College where we actually use their facility, their campus for our WINTERGreen training program and this validates, you know, our certification and our stamp that WINTER is a successful training program for women.
††††††††††††††††††††††††††††† In addition to the WINTERGreen training we also have a new project in the works with LA Trade Tech. This summer weíre having the first female line worker training program and this is thanks to the California Clean Energy Funding. And this is a very unique and great opportunity for women to learn the skills needed to become a line worker.
††††††††††††††††††††††††††††† We have men trying to get into this class. They want to pay to get into the training. Of course all these services are provided for free. We actually have a stipend for these women as well so it serves as an on-the-job training as well program for them.
††††††††††††††††††††††††††††† We actually had a great turnout yesterday with our orientation and we had over 50 women interested and we can only take 30 women. So now weíre thinking of having like a mini boot camp to kind of bring the numbers down and have a selective process, so thatíll happen next week.
††††††††††††††††††††††††††††† Weíve also partnered up on the high school level with Los Angeles Unified School District and the Long Beach Unified School District. We target youth because reality is not everyone will go to college, so we provide an alternative path for these individuals that want to learn a trade and make good money pretty much the old fashioned way.
††††††††††††††††††††††††††††† So weíll go to high schools, career fairs and we also do classroom presentations in an attempt to expose and educate the youth about career opportunities in the green field.
††††††††††††††††††††††††††††† Weíre actually planning our first hands on trace career fair for high school girls, thatís coming up in late September and thatís actually going to be held at Los Angeles Trade Tech College as well and we invite the trades out to partake and teach these girls how to use tools and teach them about the trades, the culture and what opportunities there are for them.
††††††††††††††††††††††††††††† So for recruitment purposes for us and what has worked for WINTER is that collaboration with other organizations at the government level because a lot of the times the unions you know, they wonít even let you in the door, theyíll just say hey send your people to come and apply but once youíre there at an actual meeting with them in an informal gathering it brings up an ability to network and really come together to form a partnership and so that the unions can see that these trainings really do work and we do have the women out there ready to work.
††††††††††††††††††††††††††††† So thatís pretty much how we recruit for WINTER and also our name, our name is very you know, itís a great tool and a vehicle for recruitment. Women in Non-Traditional Employment Roles, women just call us to, about, we have that unique niche that weíre a womanís organization.
††††††††††††††††††††††††††††† So that helps us a lot as far as people surfing the Web or giving us you know, a call to find out what we do. Weíre also on Facebook, weíre on Twitter, weíre pretty much all over the Internet as well. So just to close out I think the most important is having partners and collaborations to help us succeed in these efforts to recruit more women into these jobs. So thank you very much for this opportunity.
Donna Addkison:††† Thank you Candy we appreciate your stepping in for Alexandra.
††††††††††††††††††††††††††††† Finally we would like to present Dr. Ray Fleming Dinneen of CLIMB Wyoming. She is the Founder and Executive Director of this non-profit organization that trains and places low income single mothers into higher paying careers. She developed the CLIMB program in Laramie County, Wyoming in 1986 to meet the job and life skills needs of low income single mothers.
††††††††††††††††††††††††††††† In 2004 she expanded the CLIMB program to six additional sites across Wyoming, which now serves families in more than 12 counties. The CLIMB program has received both local and national acclaim for successfully moving families out of poverty, over 1,000 women whoíve graduated from the program today consistently doubling their wage income.
††††††††††††††††††††††††††††† Dr. Fleming Dinneen has been a long time advocate of Wyoming families. She currently serves on the Governorís appointed Wyoming Workforce Development Council and on the Board of the Wyoming Childrenís Society.
††††††††††††††††††††††††††††† She has also served on the Planning Committee for the Governorís initiative to bring the family economic self-sufficiency standard to Wyoming and the United Way of Laramie Countyís Womenís Leadership Council.
††††††††††††††††††††††††††††† In 2004 Dr. Fleming Dinneen was honored with the Athena Award by the Cheyenne Chamber of Commerce which recognizes individuals who have made a significant impact assisting women in reaching their potential. She also was named as the 2008 Atta Girl award winner from the Equipoise Fund. Dr. Fleming Dinneen thank you for joining us.
Ray Fleming Dinneen:†† Thank you and I appreciate having the opportunity to talk about retention strategies and I donít want to mislead anyone because in Wyoming weíve really seen the economy impact our job placements in non-traditional opportunities for women.
††††††††††††††††††††††††††††† And our momentum for green jobs was growing out of those non-traditional placements. So for the last year weíve struggled some with green job placements, yet we have great faith that the economy is going to turn around and that weíre going to again be able to place more women in these green fields. So I just wanted to let you know thatís a little bit of background about where CLIMB Wyoming is at this point.
††††††††††††††††††††††††††††† And we donít only place in non-traditional and green job placements, we also work according to industry demand. So in this last year weíve really concentrated on more healthcare to meet the demands of these women during this downturn in the economy. So I just wanted to give you enough of a background so that youíd know where Iím coming from.
††††††††††††††††††††††††††††† Also I believe that Iíve been asked to talk about retention strategies because our CLIMB model is really driven by meeting the needs of the women in each phase of our model, and I donít believe we would have the success we have with retention if we didnít move very carefully within each phase of our model to meet the needs of these women.
††††††††††††††††††††††††††††† And Iím very proud to say that now weíve served over a thousand single mothers in Wyoming. Weíve also learned that we can retain the women that come to us at about 85% two years out. Only 46% of our participants on average come to us employed and our long term research is showing that 85% are retaining in employment two years out of the program.
††††††††††††††††††††††††††††† So Iím going to really talk today about retention and why we know our model and each phase of that model works to retain these women in economic self-sufficient wages.
††††††††††††††††††††††††††††† So Iím on now Slide 22 and my introduction spoke a lot abut who we are. Again weíre a non-profit, private non-profit organization in Wyoming and sometimes I feel in hearing what other states struggle with itís different here in Wyoming.
††††††††††††††††††††††††††††† I wouldnít be able to have the success for CLIMB without having the strong partnerships we have through both the Department of Workforce Services and the Department of Family Services and our private donors. So I sometimes hear from other states thereís some competition with some of these government funds but I feel just the opposite for our particular entity.
††††††††††††††††††††††††††††† We get referrals from both Work Force and Family Services and also get funding support so I find that I donít struggle often like others do with their funding. And we do reach out to over 12 counties, that wasnít always the case, we were only here in Cheyenne for about 15 years before both the Family Services and Work Force Services encouraged us to expand our model because it was so successful in reaching single mothers.
††††††††††††††††††††††††††††† And we only serve low income single mothers, so all of our population is eligible for both Temporary Assistance [for] Needy Families funds and Workforce Investment Act funds. So I do want to make that distinction for my talk today. We only are working with low income single mothers.
††††††††††††††††††††††††††††† Okay. Then Iím going to move to Slide 23. Just a little bit about what we deal with here in Wyoming for this low income population of mothers. We see that almost half of all of Wyoming families in poverty are headed by single mothers, that we have a significant wage gap, women earning only 62 cents for every dollar earned by men. That is the largest wage disparity between genders in any state. Almost 40% of our babies born in Wyoming are born to mothers on Medicaid.
††††††††††††††††††††††††††††† I just want to get you a, just a big picture view of the population weíre working with. Also I just want to talk a little bit about Wyoming. We have hundreds of miles between each of our sites here in Wyoming and we have six Wyoming sites and in one of our sites the mothers commute 152 miles each day round trip to get to training and to get to their job placement. So it gives you a little bit of a picture of Wyoming and what we deal with here in the prairie.
††††††††††††††††††††††††††††† Iím going to move now to Slide Number 24 and I would be remiss to not talk about my background and Iím a psychologist, my motherís a psychologist, my brotherís a psychologist, and my sisterís a psychologist so people often wondered what those dinner conversations were like growing up.
††††††††††††††††††††††††††††† So I have to tell you that thatís where I come from, so in terms of developing this particular program it is mental health based and Iíve always believed, because Iíve worked with single mothers long enough and listened to them and heard about the barriers that keep them from succeeding on the job.
††††††††††††††††††††††††††††† And we work too hard in this program to get those placements to happen and get those long term placements to happen that our job is to really have the women with us long enough and really address those barriers that in the long run are going to really help them succeed in their job placements.
††††††††††††††††††††††††††††† So Iím just going to tell you a little bit about the CLIMB Wyoming model itself. It is mental health based. Things that we believe, how we provide our services to these single mothers is as important as what we provide. What we know from over 25 years of experience is that systemic change requires not only quality training and a good job opportunity but it also requires a nurturing, learning environment.
††††††††††††††††††††††††††††† If the women donít trust us theyíre not going to stay with us long enough to believe that the training they have to go through and that they have to give up their wage to get through is going to make a difference for them long term. So they really have to trust us right from the get go. A climate of safety allows women to explore personal barriers and behavior patterns that may have prevented them from achieving their goals and in turn allows them to take the steps needed to create that lasting change in their lives.
††††††††††††††††††††††††††††† So I believe retention is based what we know makes a difference in the lives of these women, that not only going to talk to them about a job placement and about a training and a career, whether itís in bond traditional opportunities (unintelligible) emerging green economy, really about (unintelligible) succeeding in the past because no matter if itís green job or non-traditional or healthcare theyíre going to fail if we donít look at what theyíve come to us dealing with.
††††††††††††††††††††††††††††† So thatís really core to how our model operates and on Slide 24 each of those phases. Phase One is that research and planning phase and as I begin to talk to you about the population we work with we know that these women, who are all public assistance eligible donít come to us. They are usually working low income jobs, entry level jobs making ends meet, dealing with their families, just surviving.
††††††††††††††††††††††††††††† And we donít expect them to come to us, our outreach and research and planning efforts are meant to find them and let them know that they are eligible for this opportunity. Itís not that we think theyíre going to come to us and when we make them this promise that we can help make a change for them, weíre also promising a job placement.
†††††††††††††††††††††††††††††† And what I believe often happens with many of our training dollars that come from, whether itís Department of Labor or any of our training dollars, we often donít tie it as closely as we need to to the job placement.
††††††††††††††††††††††††††††† And thatís why our research and planning phases is so important. We work extensively with employers doing the research, introducing them to what CLIMB requires so that they really do understand that these women need long term self-sufficient wages.
††††††††††††††††††††††††††††† So weíre not going to start a training unless we know thereís a job at the end because these women are trusting us that theyíre going to take a break from their current job, gather all the support they can around them to make this short term training viable for them and their families.
††††††††††††††††††††††††††††† So that research and planning phase is really important for us. If thereís not an industry demand, weíre not going to start the training. And in that second phase itís our recruitment phase, and what we also address during this phase is whether this particular single mother is really ready for this particular career.
††††††††††††††††††††††††††††† We find out whether the candidate has the ability to attain the required knowledge, skills and abilities and other training and job requirements for the identified occupation. Does the candidate have a plan for meeting the demands of the industry? If this particular industry is going to require working later nights, we have to work with them with childcare.
††††††††††††††††††††††††††††† If transportation is difficult for them we have to work around those barriers and they may not be quite ready for this particular program and we may have to put them on a waiting list and stay on top of everything with them.
††††††††††††††††††††††††††††† Also we really have to look at their family make up. How are they doing, is the family ready for mom to go to work. Are the kids in school, do they have the support they need to get those kids back and forth to school, back and forth from childcare. It may not be the perfect time for this mom and we want to set them up for success and therefore we look at all these dynamics.
††††††††††††††††††††††††††††† Also is she ready for this challenge? She may have just come out of prison. She may not have spent enough time integrating back into the community. She may be coming out of treatment in a phase of recovery that isnít quite ready for her to make the next step in her recovery. So we look at all these dynamics so that we set these women up during this recruitment phase that they are ready to go to work, theyíre ready to really look at a long term career opportunity.
††††††††††††††††††††††††††††† Also they may just need referrals at this time. Weíd love for them to come to us, apply for the program and then let us help them start getting the resources around them so that they will be ready for the next CLIMB program, whether it means helping them look at substance abuse or mental health issues so that we can get those resources to them, help them access those resources and stay in touch with them until theyíre ready to begin a CLIMB program.
††††††††††††††††††††††††††††† And the comprehensive training phase of that program, itís Phase Three, is probably the phase Iím the most proud of because of course we get to do counseling during this phase and Iím very biased about the counseling that these women need.
††††††††††††††††††††††††††††† The other piece that I didnít know was so unique to CLIMB Wyoming but it is that we only work in groups. So CLIMB simultaneously moves ten to 12 women through the phases in a group setting. The greatest impact of the group working experience during the comprehensive training (unintelligible) there is great therapeutic power in the women going through the CLIMB program in a group setting with their peers.
††††††††††††††††††††††††††††† They will know that theyíre not alone in their struggles and that they can share similar problems and concerns. It offers the opportunities for participants to form healthy supportive relationships with other women. It creates an atmosphere of peer-to-peer learning which often is more effective than teacher/student learning. It allows the women to review life, relationship, employment and parenting issues and it allows the women to identify the self defeating behaviors and share solutions.
††††††††††††††††††††††††††††† So we work with the employers, we work with the moms, we work with the trainers, and Phase Four, that job placement piece is very important. The women are placed in a job, the employer is reimbursed 100% of those wages for six to eight weeks and the women still come to CLIMB Wyoming one day a week.
††††††††††††††††††††††††††††† They are not on their own, thatís part of the transition, the training still continues with the employers during this job placement phase, but itís not until about eight weeks out that they receive their permanent placement with these employers. So we keep them in the counseling, working with the women, working with their support system all during that job placement phase.
††††††††††††††††††††††††††††† And then Phase Five, that ongoing support we continue with these women. Once a month we have CLIMB gatherings, we help them again with referrals if they need to have those referrals, whether itís for counseling or for job placement brainstorming or for other support with their family.
††††††††††††††††††††††††††††† So thatís the CLIMB model and that last slide just talks to you about the success we have with our retention efforts. Eighty-six percent of the single mothers who enter CLIMB successfully graduate and as I had mentioned before 46% of the single mothers are employed before the program, 82% a year after and weíre at 85% two years out.
††††††††††††††††††††††††††††† The average wage of single mothers is $1,058 a month preprogram and $2,422 post program and what weíre finding with these green job opportunities they are tripling their monthly wage income so we look forward to building this momentum with green energy and thank you for allowing us to be part of this conversation.
Donna Addkison:††† Thank you Ray. At this point in time we will move into our question and answer period. (Angela) can you remind us how our participants can ask questions?
Coordinator:†††††††††† Yes. At this time if anyone would like to ask a question please press star 1 on your phone, unmute your phone and record your name clearly when prompted. Again if you would like to ask a question please press star 1 on your phone. And it will take just a moment for the first to come through.
Donna Addkison:††† Thank you (Angela). While weíre waiting for (Angela) I will remind our listeners that the transcript and the audio version of the teleconference today will be available in the next couple of weeks. (Angela) do we have a call yet, a question yet?
Coordinator:†††††††††† Yes we do. We have a question from (Bridget Sloan). Go ahead your line is open.
(Bridget Sloan):††††† Hi. I had a question for Donna regarding the first presentation. There was an acronym used for GSA, wanted to know what that was for.
Donna Addkison:††† Sure. That stands for General Services Administration. Camille if youíre on the line would you explain briefly what the GSA does?
Camille Cormier:†††† Yes please sorry about that. It administers many of the programs that other, that executive agencies of the federal government are funded for through the federal budget process. So the money for our GS, Building Future GSA program originates from the federal Department of Transportation and administered to ourselves and the other grantee in the country through the General Services Administration.
(Bridget Sloan):††††† Thank you.
Coordinator:†††††††††† Okay. Our first question is from (Claudia Connor) with (Big Austin). Go ahead your line is open. Okay (Claudia) with (Big Austin) your line is now open? Okay weíll go ahead and go to the next question. Our next question is from (Elizabeth Pastrano) with (AFT). Go ahead your line is open.
(Elizabeth Pastrano):†††† Oh yes. I was just wondering who, how we can get in contact and get those updated slides that they were referring to throughout the call?
Donna Addkison:††† Sure. The Womenís Bureau will post the transcript, the audio recording, the PowerPoint and the fact sheet within the next few weeks. So if you will check back with the Department of Labor Womenís Bureau Web site.
(Elizabeth Pastrano):†††† Thank you.
Karen Shapiro:†††††† And that Web site, Iíll just give it to you, this is Karen, is www.dol.gov/wb for Womenís Bureau.
Coordinator:†††††††††† Okay. And our next question is from (Patricia OíConnor) from Womanís Pathway Project. Go ahead your line is open.
(Patricia OíConnor):†††† Hello. My experience when Iíve gone to the Department of Labor to find out about any job training programs is that Iím told that itís into the future and that you go look somewhere else for this type of career and my question is where can I find green job training programs in the Long Island, New York area?
Karen Shapiro:†††††† This is Karen from the Womenís Bureau. The, I donít know if youíve tried connecting with the One Stop centers, Iím not sure if thereís one in your area, but that would be a first place within the Department of Labor that you could look.
(Patricia OíConnor):†††† Thatís the first place that Iíve gone to that theyíve dismissed the idea of me going for a green career saying itís into the future, itís not here now so look for a different type of career.
Karen Shapiro:†††††† And I think possibly as we have heard from some of the speakers today that there is still kind of that gap between the training and the job opportunities and we are hoping thatís, you know, going to open up soon in the future.
††††††††††††††††††††††††††††† The other suggestion I would make is if you could contact our regional office, the Womenís Bureauís regional office we do have our region in New York. If you go to the Womenís Bureau Web site and look at our regions you can find the phone number there for it, I donít have it here with me right now, but they might be able to direct you to something closer in your region, like I said theyíre based in New York and they cover a variety of states in that area.
(Patricia OíConnor):†††† All right. Iíll look up the number and thank you very much.
Coordinator:†††††††††† And our next question is from (Judy Lyle) with She Builds Construction Green. Go ahead. Your line is open.
(Judy Lyle):††††††††††† Hi, my nameís (Judy). Can I find out, there was a lot of information that was given and can I find out where in LA County there are these WINTER programs or things like that? I wrote down LA Trade Tech which I will call, which I will get a hold of but I donít know where to be looking for more of these things.
††††††††††††††††††††††††††††† And the woman that spoke before about One Stop, actually thatís the same thing that theyíve done to me too, they have told me over and over that there is no money available there, theyíre not getting money, actually Iím going today because I actually found a class that I wanted to take and but theyíre basically now saying that thereís no money until July, so I donít know where this money is to be educating ourselves? Hello? Hello?
Donna Addkison:††† Candy from WINTER can you assist our caller?
Candy Torres:††††††† Hello. Sorry about that. Weíre located in South Los Angeles. I think on one of our slides as well our address and information is on there, but our address is 3655 South Grand and weíre in Suite 210 and thatís Los Angeles, California 90007. Our phone number is (213) 749-3970 and we also have a Web site, which is www.winterwomen.org. So we will be glad to meet with you, visit us, call us, however you want to do it.
††††††††††††††††††††††††††††† Our next upcoming training will begin on July 26th. So we are currently interviewing potential participants at this time because we can only take about 20 to 25, so right now we do have a list, but again you would have to go through a panel interview so we welcome you.
(Judy Lyle):††††††††††† Thank you.
Coordinator:†††††††††† And our next question is from (Yvonne Wood) with the Tennessee Economic Council for Women. Go ahead your line is open.
(Yvonne Wood):††† Thank you. In our studies with the Womenís Economic Council for Women we find as the lady with the CLIMB program I think it was Dr. Dinneen said childcare is a great barrier for women trying to find jobs, and I wonder if she works with any companies in Wyoming that offer childcare as part of their benefits?
Ray Fleming Dinneen:†† This is Ray Fleming Dinneen and we have not come across many companies that offer childcare but I sure believe, oh wouldnít that be wonderful if we could see that happening across the country.
(Yvonne Wood):††† Yes it would. We have very few in Tennessee who do but there are a few.
Ray Fleming Dinneen:†† Makes a big difference for jobs for these women.
(Yvonne Wood):††† Right. Thank you.
Ray Fleming Dinneen:†† Thank you.
Donna Addkison:††† This is Donna with WOW too to our caller from Tennessee you might take a look at the Michigan Works Program, itís through their Department of Transportation I believe that they have created some interesting program to respond to childcare needs and to transportation back and forth. I donít have that Web site but I do know that you can Google Michigan Works and find it fairly easily.
††††††††††††††††††††††††††††† (Angela) do we have another caller?
Coordinator:†††††††††† We do. Our next question is from (Rebecca Chicoine) with Community Action Board. Go ahead your line is open.
(Rebecca Chicoine):†††† Hello. Hi. Thanks for the opportunity to speak. This question is I think best suited for Kirk and Candy. And itís a question and possibly a suggestion as well around recruitment.
††††††††††††††††††††††††††††† My question is I hear a lot about outreaching to college age students and being a psychologist and knowing a bit about development stages and also based on experience I think a critical time to reach women is when theyíre young girls in those developmental stages where weíre discovering our autonomy and discovering what our interests are, and passions, and what we might want to be when we grow up.
††††††††††††††††††††††††††††† So Iím wondering if thereís ever any efforts to outreach to say 8 to 12-year-old girls?
Kirk White:††††††††††† This is Kirk. Can you, can I be heard?
(Rebecca Chicoine):†††† Yes.
Kirk White:††††††††††† Yes okay. Youíve brought up a very good point and I kind of alluded to that but really didnít go into much of it when I was presenting in that some of the challenges that we are seeing just in general with the recruiting into Green Tech are tied to the general challenges of getting girls and women into the science, technologies and engineering areas in the first place.
††††††††††††††††††††††††††††† And I agree with you totally that the young girls getting to them at that point to stimulate those interests and to get them focused on the, you know, academic preparation that will help them in the future, the sciences and the math is a big key to the long term problem that weíre facing.
††††††††††††††††††††††††††††† And that you know, yes we are seeing and sort of targeting the women that are out there right now looking for jobs whether theyíve been displaced from other careers, whether theyíre coming out of high school looking for their first career, whether theyíre wanting to add on skills.
††††††††††††††††††††††††††††† But I agree with you totally and there are a couple of organizations I know here in the Austin area that do just that. I think thereís a group called Girl Start thatís a non-profit that really does work with the girls early on to get them interested in the fundamental sciences and math and content that goes into all of the green technology area and green technology fields and jobs.
††††††††††††††††††††††††††††† Our project in particular weíre not going down that deep into the lower age levels but it is something that has been discussed and is identified as a challenge because if you can get them there some of the problems later on then challenges disappear.
(Rebecca Chicoine):†††† Yes. And I really believe that thatís where those seeds are planted really you know, and itís our gender roles and all of those other influences...
Kirk White:††††††††††† Yes.
(Rebecca Chicoine):†††† ...you know if girls in elementary and junior high actually see women who are in the field and are inspired I really think, you know are told at that that level you know, you need to know your science and you need to know your math in order to be this great Rosie Riveter type person.
Kirk White:††††††††††† Right.
(Rebecca Chicoine):†††† ...I really think you see in the future those numbers go up.
Kirk White:††††††††††† Yes.
(Rebecca Chicoine):†††† Yes. Thank you.
Candy Torres:††††††† I can comment on that. We, itís funny because that is in our future, hopefully near future, like I mentioned in the presentation we are having our first hands on trade fair for the high school girls and weíre hoping that this is a success and we continue it on into the middle school level because I also believe thatís important, so that is definitely on our plate and in our future plans.
(Rebecca Chicoine):†††† Awesome. Thank you.
Coordinator:†††††††††† And our next question is from (Laurie Leyshon) with Massachusetts Green Job Coalition. Go ahead your line is open.
(Laurie Leyshon):††† Hi. Yes. Iím really glad that youíre having this seminar today. Itís very, very informative to hear what other folks are doing. Massachusetts Green Jobs Coalition is a 501c3 and we actually wrote the first in the nation Pathways Out of Poverty training programs for green jobs that was funded by state legislation and that created five programs statewide in gateway cities.
††††††††††††††††††††††††††††† But like everyone else of course the challenge has been connecting folks to jobs when after the economy got so bad. So what we have done recently is we have created a green trade association of green employers that are committed to hiring folks coming from low income communities, minorities and of course women.
††††††††††††††††††††††††††††† And this is very exciting we created a community-based energy efficiency expert apprenticeship program so initially we were looking at employers that were in the energy efficiency fields to hire our apprentices, but that has recently expanded to other fields.
††††††††††††††††††††††††††††† And what weíre looking at right now, and this is my question, is we are focusing on compliance with HUD Section 3 that requires that residents of housing authorities be the first people to be hired for work done on housing authorities, and so weíve collaborated with Boston Housing Authority and theyíre interested in helping us to, well weíre getting residents into the training programs and then connecting them with the employers that are willing to comply with that regulation.
††††††††††††††††††††††††††††† And I just wondered if anyone else is looking at this issue. And weíre seeing that as a real win-win situation for everyone involved and a way to meet local hiring requirements. Weíre also partnered with Youth Build, which is also written into the HUD Section 3 requirement. And I just wondered if anybody else was working on this issue and if the Department of Labor has any way to support us in this venture also because weíre very challenged by lack of funding.
Candy Torres:††††††† This is Candy with WINTER and actually I attended a pre-bidding contractors meeting I believe it was on the 19th for LA for the LA Housing Projects where theyíre renovating where the LA Housing Department is purchasing property from South LA foreclosed homes and theyíre going to renovate them. So I was at that meeting with the contractors, so yes we definitely want to get involved and weíre going to stay involved.
††††††††††††††††††††††††††††† The next phase of contractors is not going to be known until June 2nd, which is coming up, so weíre pretty excited about that so I got to meet a lot of contractors that are going for that program.
Laurie Leyshon:††††† Well that sounds great and have, and theyíve been eager to hire the people from your training?
Candy Torres:††††††† Oh well yes because they have to meet these local hire requirements and like I said also in our presentation WINTER is actually on the table with the city and we work with the Mayorís work force efforts and thatís one of the things that they explained at this meeting that the contractors have to work with these community organizations so weíre hoping that WINTER is one of them.
Laurie Leyshon:††††† Oh thatís great. Here in Boston itís been a little bit more challenging where the contractors havenít had that kind of relationships with the organizations so thatís what weíre trying to build and the contractors can get out of compliance simply by saying they canít find any qualified trainees so weíre working hard to make those connections.
††††††††††††††††††††††††††††† But our apprenticeship program is just launching in June so this is very new for us to do this. But traditionally itís been a very hard nut to crack so weíre trying to do something new.
Donna Addkison:††† Well we wish you the best. Thank you.
Donna Addkison:††† (Angela) weíre running low on time. Is there one last question for us before we close?
Coordinator:†††††††††† Sure. We can take our last question from (Deborah Reed) with Southwest Tennessee Community College. Go ahead your line is open.
(Deborah Reed):†††† Hi. I appreciate the opportunity to be on this call. I work in a community college similar to Kirk and Kirk weíre very interested in developing green programs for our institution.
††††††††††††††††††††††††††††† After I had an opportunity to look at your Web sites, and I appreciate your providing that information, Iíd like to know if I can communicate with you via e-mail if I have any questions of how to get started, that kind of information?
Kirk White:††††††††††† Certainly and I guess I can just go ahead and give you my e-mail right now.
(Deborah Reed):†††† Okay.
Kirk White:††††††††††† Itís kwhite, K-W-H-I-T-E@austincc.edu, A-U-S-T-I-N-C-C.edu.
(Deborah Reed):†††† Okay. I appreciate that.
Kirk White:††††††††††† And just remind me, you know, that you were part of this conversation and then I can, you know, share whatever you need.
(Deborah Reed):†††† Okay. Thank you very much.
Kirk White:††††††††††† Youíre welcome.
Donna Addkison:††† So a quick thank you to all our speakers, Camille, Kirk, Candy and Ray we appreciate your time. A special thanks to Karen and to Director Manzano-Diaz as well as my colleague, Colleen, for the time and effort put into this call. We appreciate this venue and the Womenís Bureauís dedication to promoting women into green jobs.
††††††††††††††††††††††††††††† If there are additional questions you can pose them through the survey that will come to you soon. The Womenís Bureau will also post a set of answers to those questions online. And remember a transcript and audio recording will also be available on the Womenís Bureauís Web site in the near future, that would be within the next two weeks or so, as will the PowerPoint and fact sheet. A quick reminder that Web site is dol.gov/wb.
††††††††††††††††††††††††††††† If thatís all I will thank you and dismiss us. Have a great day.
Coordinator:†††††††††† That does conclude todayís conference. Thank you for participating. You may disconnect at this time.