http://ywcasaskatoon.com

May 23, 2013

That was a great dinner and dessert thanks @tcuplace! #wodsaskatoon

May 23, 2013

Tonight's the night for the Women of Distinction Awards! This is a ticketless event-just give your name at the reg desk. Looking forward to celebrating 34 amazing women. See you tonight!

May 22, 2013

E&L Tip of the Week:

More About Interviewing Culturally Diverse Candidates

By Mark Swartz
Canadian Workplace Specialist

You’ve asked the question twice now. But the pleasant young woman you’re interviewing sits there timidly. “Tell me about an achievement at work you are exceptionally proud of,” you repeat with a sigh. She adjusts her black hijab (head scarf) nervously, but still stares silently at the floor.

Should you wait patiently and see what happens next? After all, she does come highly recommended. And her resume was one of the most qualified.

Or do you swiftly give in to your frustration, labelling this candidate “too foreign”?

Make Snap Judgments At Your Own Peril

The interviewee above is a recent Middle Eastern immigrant. She has an excellent track record. Her skills far exceed the required levels you’re hiring for. What an asset she could be.

But why is she so darned hesitant to brag about herself? Your other candidates have been boasting till your ears nearly burst. Hmmm, maybe there’s something you’ve overlooked.

Like, could it be her culture may discourage her from speaking in praise of herself? As a woman, she may feel it’s unacceptable to be “exceptionally proud” about even her greatest accomplishments.

The language you’ve used in your question has accidentally shut her down. You could lose her for good unless you can draw her out. Might you have handled the situation differently?

Create A “Cultural Diversity Friendly” Interview Environment

Help make culture-differenced candidates feel welcome from the moment they step into your premises. If you have a reception area, displaying some inexpensive art from various nations and ethnicities can be a visible sign of your openness.

So too can putting up pictures of your employees if they reflect Canada’s mosaic. Little plaques lined up with Employee Of The Month names are also great (so long as at least some of the names are culturally unique).

Don’t Judge A Book By Its Cover

You can turn a candidate off by acting surprised when you see them in person for the first time, as if you were expecting someone not so (or more)…ethnic.

This can happen when you’ve conducted an initial phone screening. If the interviewee sounded local, and their name didn’t give them away, you might inadvertently marvel that they’re Asian or a person of colour.

A similar error can occur when the applicant’s name is definitely “foreign sounding.” Could be their facial features or skin tone are “ethnic” as well. Will you make the mistake of complimenting them on how well they speak English or French, though they might in fact be third generation Canadian?

Be Patient

Language difficulties and quirky, culturally specific behaviours can lead you to false conclusions. Newcomers to our country must only know our official languages well enough to pass basic tests. They may not have their “workplace vocabulary” down pat yet.

Try not to jump all over the candidate if they mispronounce some words or use the wrong expression here and there. There are English idioms and la joile (slang) in French that can take years to learn.

Having trouble with their heavy accent? Pay a little more attention to what the person is actually saying. Should they be at a loss for words, offer some optional phrases they can choose from. You could also ask the interviewee to repeat their response, or rephrase it. Conversely, say your questions again if asked to do so.

Demonstrate Your Company’s Commitment To Cultural Equality

Would you like to make your culturally diverse interviewees more at home? Then let them know of anything your company does to accommodate their needs.

Talk about any multi-cultural events you hold or take part in. Describe how you respect holidays of all ethnicities and religions. And if you donate to related causes, bring this up in conversation.

But avoid putting the candidate on the spot by singling them out. If you talk about cultural or ethnic matters, you might want to be general and casual about it. The point is to portray your firm as broad-minded. Tread lightly: if you think telling a South American that you serve chilli and tacos on Fridays will thrill them, you could be sorely mistaken. Do they now feel marginalized, that you don’t just seem them as “one of us”?

Put A Blindfold On When Choosing The Best Candidate

We all carry around some prejudice. You can’t live in a diverse society without hearing ethnic jokes and stereotypes tossed around now and again.

Are you immune to this? That would be nice. But next time a Muslim sits across from you at interview time, are you sure you’re not just the tiniest bit concerned they might be a secret terrorist? Or does an Israeli just arrived make you think that he and his country’s policies sometimes infuriate the international community?

Look, let’s be real. We are prone to bias based on what we hear, assume, and choose to believe. But if a candidate is measured on merit first, cultural background and your possible bigotries second, you can get the best employees the world has to offer. Even if this concept is still somewhat foreign to you.

May 22, 2013

We are excited to have @c95shauna & @robc95 as our emcees for the Women of Distinction Awards! #wodsaskatoon

May 21, 2013

Fitness on 25th is sponsoring the Athletics award. This award recognizes exceptional athleticism or athletic leadership in sports, fitness, recreation or community programs. Thank you Fitness on 25th!

May 17, 2013

Tickets still available for the Women of Distinction Awards presented by @PotashCorpSask Get your tickets here: bit.ly/15UavKJ

YWCA Women of Distinction Awards
www.picatic.com
Join us on May 23rd to celebrate Saskatoon's Women of Distinction, a group of inspiring individuals whose initiative, passion, commitment and achievements have enriched our community. The YWCA Women of Distinction Awards are proudly presented by PotashCorp. Funds raised every year through the Women…

May 17, 2013

Health & Wellness Award recognizes women who contribute to the physical, emotional, or social health to ppl in our community. This award is sponsored by @SaskatoonHealth & MD Ambulance! Thanks for your support! #wodsaskatoon

May 16, 2013

Thanks to @SaskWE for sponsoring the Entrepreneurship Award. This award recognizes entrepreneurs who benefit our community.
#wodsaskatoon

May 15, 2013

E&L TIP OF THE WEEK:

Preparing for Employment Background Checks

What You Need To Know Before Potential Employers Investigate You

By Mark Swartz
Monster Senior Contributing Writer

Have you made an employer’s short-list in a job hunt lately? If you’re one of the finalist candidates – or the chosen applicant – the employer may want to conduct a background check on you before bringing you on board. Your work history, identity, financial, and criminal status may be scrutinized as part of the process.

Employers who conduct background checks want to confirm details about you and see if you present a risk to them. Being prepared will help you avoid any nasty surprises. After all the work you’ve done to get this far, you don’t want to let incorrect or missing information prevent you from getting that great new job.

How Does A Background Check Differ From A Reference Check?

When you apply for a position with a new employer, it’s likely you’ll be asked to provide references. This means the employer may want to contact some of your previous bosses, co-workers, people you’ve managed (if you’re interviewing for a management role), or personal references. You can prepare the people you ask to serve as a reference in advance.

The employer may also want to conduct a background check. Their primary goal is to confirm details about you and your past that you’ve provided to them. Basic information such as your education, employment history and even your identity fall into this category.

An employer might additionally want find out if there are any skeletons in your closet. Mostly they would search for negatives that could affect your job performance. In this “personal information” category are details of your credit and financial status, driving abstract, criminal record and civil litigation documentation (are you suing someone or being sued?).

Readying Your Basic Background Information

An employer may want to confirm some essential details about you prior to moving ahead with a signed job offer. Typically the following details would be verified.

Note how you can get each element ready ahead of time.

Identity: are you really who you say you are?
- make sure you have two separate pieces of photo ID ready, like a driver’s license, provincial health card (if it includes a picture), recent student card, passport etc.
- bring your Social Insurance card with when it’s time to sign the offer

Education: did you attain the degrees and credentials you’ve claimed to have earned?
- order transcripts directly from the schools or institutions you graduated from
- make photocopies in case the employer wants to keep a set

Employment History: did you work where you say you’ve worked for the time that you’ve stated on your resume?
- contact your previous places of work and ensure the accuracy of the information they’ll give out to prospective employers

Readying Your Personal Background Information

Will your job require you to have a good deal of responsibility? Will you be working with money or finances, confidential data, or will you need to be bonded?

If yes to any of the above, there’s a good chance the employer whose short-list you’ve made will want to conduct a personal background check on you. Here’s what to expect and how to prepare:

Credit and Financial Status: do you have a positive credit record and have you ever been bankrupt; also did you earn what you claim to have earned?

- contact Canada’s two main credit bureaus, Equifax and TransUnion Canada, to request copies of your credit reports; look them over and see if there are any mistakes to correct
- have your most recent Income Tax T4 slips (or CCRA Assessments) handy just in case you’re asked to authenticate your previous earnings

Driving Abstract: if you are applying for a job as a courier, taxi driver, truck driver or related occupations, is your driving history free of major accidents and motor vehicle offences?

- visit your provincial government’s website and look for “Driver’s Record”
- order a copy of yours, then see if the details are right or not

Criminal and Civil Litigation Records: are you guilt of a federal crime which you haven’t received a pardon for yet, or are you suing someone (or being sued)?

- request a Certified Criminal Record Check from the RCMP; you’ll have to get fingerprinted at your local police station or authorized outlet, but your prints will only be used for identification purposes and nothing else, according to the RCMP website
- start the Criminal Pardon process if you have an unpardoned crime on your record
- be aware that court documents pertaining to civil litigation – such as lawsuits – can be obtained as part of the public record unless sealed

You Can’t Hide, So Be Prepared

If an employer really wants to get the lowdown on you, they’ll pay for professional investigation services to conduct a background check on you. The service will probably start with a simple online search. So clean up your digital dirt at a minimum.

Verifying the facts about you that exist for others to see, as described above, can take a bit of time and cost a few dollars. Think of it as an investment in your job hunt: keeping your public records correct, and knowing what’s out there about you, beats snagging that much hoped for job offer, only to see it evaporate should negative details emerge about you in a background check.

May 15, 2013

We're excited to have Canada Life as the Leadership and Management Award sponsor. This award recognizes managers and leaders who inspire others in the workplace, profession or community! #wodsaskatoon

May 14, 2013

Less than 10 days until the Women of Distinction Awards presented by PotashCorp. Come celebrate extraordinary women's achievements and support a great cause. Don't have tickets yet? Get them here: www.picatic.com/wodsaskatoon

YWCA Women of Distinction Awards
www.picatic.com
Join us on May 23rd to celebrate Saskatoon's Women of Distinction, a group of inspiring individuals whose initiative, passion, commitment and achievements have enriched our community. The YWCA Women of Distinction Awards are proudly presented by PotashCorp. Funds raised every year through the Women…

May 14, 2013

Community Building award is sponsored by @Affinity_CU / @concentrafin. This award recognizes volunteers who helps others in the community.

May 13, 2013

Our Silent Auction sponsor is @SKBlueCross. Thanks again for your support! We have lots of great prizes up for bid. #wodsaskatoon

May 10, 2013

Check out today's @TheStarPhoenix for all the nominees' bios and pictures. Tickets on sale now. bit.ly/15UavKJ #wodsaskatoon

YWCA Women of Distinction Awards
www.picatic.com
Join us on May 23rd to celebrate Saskatoon's Women of Distinction, a group of inspiring individuals whose initiative, passion, commitment and achievements have enriched our community. The YWCA Women of Distinction Awards are proudly presented by PotashCorp. Funds raised every year through the Women…

May 10, 2013

May 8, 2013

E&L Tip of the Week:

Top 4 Ways to Manage Learning Disabilities at Work
Disabilities in the Workplace

By Ann Logsdon, About.com Guide

With as much as 15 percent of the population having disabilities, many workplaces have employees with learning disabilities. With planning, policies, and appropriate practices, employers can accommodate the needs of workers with disabilities. In turn, workplaces will benefit from the diverse thinking and problem-solving skills these workers bring to their jobs.

Whether you are an employee, small business owner, or manager of a large company, these tips will help you manage disabilities effectively on the job.

Accommodating Disabled Workers

Accommodate Disabled Workers by:
1. Develop personnel policies clarifying how the workplace will comply with federal and state Equal Employment Opportunity and Americans with Disabilities Act regulations;
2. Seek guidance from a small business administration, chamber of commerce, or state business licensing agency in developing policies;
3. Appoint an administrator to oversee disability issues in the workplace. Ensure the administrator receives training in legal obligations and company grievance policies; and
4. Train employees in policies, and post them in an accessible place, such as in a break room.

Disabled Workers May Need Modified Training

Disabled Workers may not tell their employers. Plan training assuming learning disabled workers will be included. Provide adapted materials for everyone. Examples:
1. Manuals in different forms like tape or digital recording;
2. Computers with voice dictation and text reading programs;
3. Appoint a manager to meet with Employees having questions; and
4. Handouts with paraphrased instructions and illustrations.

Disabled Workers Need Training Options

Accommodate Disabled Workers - Deliver instruction in flexible formats for different types of learners:
1. For auditory learners and dyslexic trainees, provide speakers for training presentations;
2. For tactile learners and trainees with language deficits, provide more hands-on training and fewer written instructions when possible;
3. Most learners, especially visual learners, benefit from visual models and demonstrations,
4. Trainers should be available for questions and clarification at all times to ensure participants can get immediate instruction.

Professional Learning Communities May Help Disabled Workers
Disabilities at Work - Establish the expectation that learning is ongoing, questions are expected and encouraged, and that all staff is expected to support each other in their work and safety.
1. Ensure good general safety by providing supervision for all employees;
2. When possible, encourage team problem-solving and reward those efforts;
3. When teaching new skills, model them and observe employees as they demonstrate mastery; and
4. Provide more assistance when teaching skills, and gradually decrease the level of support as employees master the task.

May 8, 2013

The Education award is sponsored by @camecocommunity. This award recognizes exceptional teachers. Thanks for your support! #wodsaskatoon

May 7, 2013

Just a quick reminder
THE WEIGHT ROOM WILL BE CLOSED:

Tuesday May 7 from 7:00am - 4:30pm
Wednesday May 8 from 7:00am - 4:30pm

http://profile.ak.fbcdn.net/hprofile-ak-snc6/211075_130558293662908_72554771_q.jpg

Fitness on 25th
THE WEIGHT ROOM WILL BE CLOSED: Tuesday May 7 from 7:00am - 4:30pm Wednesday May 8 from 7:00am - 4:30pm We are having our lighting improved in the weight room and the installation has become too disruptive to keep any portion of the weight room open during this time. We apologize for any inconvenience this interruption in service may cause. Thank you for your patience!

May 7, 2013

Did you know tickets close Friday May 17th for the Women of Distinction Awards? Get your tickets here: www.picatic.com/wodsaskatoon

YWCA Women of Distinction Awards
www.picatic.com
Join us on May 23rd to celebrate Saskatoon's Women of Distinction, a group of inspiring individuals whose initiative, passion, commitment and achievements have enriched our community. The YWCA Women of Distinction Awards are proudly presented by PotashCorp. Funds raised every year through the Women…

May 3, 2013

Thanks to @CIBCcommunity for sponsoring the Youth Award. We have 4 energetic nominees who r setting an example for others! #wodsaskatoon

May 2, 2013

Thanks to @scotiabank for sponsoring the Arts, Culture & Heritage Award. This award recognizes women who inspire others through their creative work or through their support of the arts, culture or heritage in our community. Check out the list of nominees here: bit.ly/Ydnu1p

May 1, 2013

E&L Tip of the Week:

How to land a first or summer job

Colleen Clarke

A lady friend of mine was bemoaning the fact that her bright, ambitious, talented teen age children just couldn’t find summer jobs. It is truly a scary experience for young people today who decide they want to do more than babysit or cut grass for the summer, and no one will hire them.

Desperate times call for desperate measures. It is time to get creative if you want to get noticed. Start your job search by talking to your parents’ friends. 75-80% of all job opportunities are found through the hidden job market, through networking.

Prepare an articulate 30-45 second blurb about what you are good at and what you would enjoy doing and end with the question, “If you or anyone you know might hear of something that you think I could help with, please keep me in mind, thank you so much.”

The local grocery store probably doesn’t take applications at the store level any more, you have to apply on line. When applying for a local position on line, fill out the application and then visit the store and ask to speak to the manager. Tell them you have applied, extol your virtues and ask them to watch out for your application, and ask if it would be ok for you to check back with them in a couple days.

To get above the masses, you have to stand out. If you haven’t tried any of these ideas decide which ones you could muster up the nerve to try and go the extra mile:

1. Visit a store or restaurant as a customer where you would like to work. Sit outside and take notice of who their customers are. Write up a one page synopsis of what you observed both inside and out and how you could add value to their location.

2. While you are dining or shopping at a location, ask to speak to the manager and ask if there are any opportunities available and why you would like to work with their company. Mention research you have uncovered or heard about their company that piqued your interest to apply.

3. Wear the company colors when you visit.

4. Offer to work for free for one to three days to prove yourself. This is particularly effective if you don’t quite have the product knowledge or experience, but you know you can prove yourself in a short period of time.

5. Be exceptionally well groomed when you visit a location and when meeting with a decision maker. Remove or hide any artifacts that might cause any discrimination like piercings and tattoos.

6. Offer something over and above what others might offer. It might be really flexible hours, extensive computer knowledge or knowledge from a course you took in school – décor, automotives, economics, psychology.

7. Change the reason why you might choose a place to work. Rather than choose a clothing store because you get to wear fun clothes and get a discount, try a drug store where you can work in several different areas of the store and expand your skill set all in one setting.

8. Start your own service business. One student delivered bagels and The New York Times to homes on the weekend, for a hefty fee. If everyone you know has a cottage, offer to take care of their home and garden when they are away.

9. Pick the brain of everyone you know for bigger and better ideas of how to get noticed and remembered.
Learn to talk about yourself in a positive, confident manner without boasting. Stay focused on what you can do for the company with the skills or knowledge you have.

May 1, 2013

Only 23 days to go until the Women of Distinction Awards! Thanks to our presenting sponsor @potashcorpsask. #wodsaskatoon #yxe

April 30, 2013

Have you read about our Lifetime Achievement Recipient Margaret Tosh from @Sask_Express? Find it here: http://tinyurl.com/c5mf88p #wodsaskatoon

Ned Powers
www.saskatoonexpress.com
Margaret Tosh, a Canadian throws specialist at the 1956 Olympic Games in Melbourne, Australia, still has a competitive edge. After years as a coach, Tosh rekindled her fire at the World Masters Games when she was 68 years old in 2005, going to Edmonton and winning gold in the javelin, silver in the…

April 30, 2013

Thanks to the nominees, nominators and sponsors who came to our Nominees' Reception. @Saskgregger did a great job emceeing! #thanksagain

April 26, 2013

Looking forward to the Nominees’ Reception on Monday @SheratonStoon. Our Emcee is @saskgregger from @magic983fm! #celebratewomen

April 24, 2013

E&L Tip of the Week:

Your Interview Begins On The Phone
By Kevin T. Buckley, CPC
The minute you start to speak to a hiring manager consider that your interview has begun.
How you express yourself on the telephone will largely influence the decision that the person on the other end makes about whether or not to interview you. So, it is a very good idea to practice what you are going to say when you introduce yourself, follow up a resume that you sent, ask about openings in the industry or are seeking contact information to direct your resume to the right hiring authority.
Your telephone voice is being assessed by the listener because that is the primary method of communication with customers in any company. Know what you want to say, jot down key words or phrases that you want to use as a memory aid if that is helpful for you. When a hiring manager or his agent talks to you on the phone he/she will be listening to see how you would sound to customers. If you are hesitant or rambling in what you say you may miss the opportunity to meet the listener. Many hiring managers are simply too busy to confirm interviews unless they are actively hiring for a specific position. You want the listener to remember you and for your call to stand out and impress the listener favourably. This is your first opportunity to act and sound professional. It is worth the effort to practice with friends and older family members through role-play. In this way you get used to introducing yourself and finding the most natural speaking style for you.

Remember these basic points:
- Introduce yourself by first and last name
- Explain the purpose of your call
- Don’t rush your words or speak too slowly, either
- Think of how newscasters speak when relaying news items and make a conscious effort to speak
at a moderate speed so that your words flow
- Put a ‘smile’ in your voice – try and visualize the person on the other end as someone that you would like
- Pleasant and courteous manners are never old-fashioned and will leave a very positive impression
with the listener
- People want to help people that they like so if your telephone personality is likeable you will find
yourself getting more direction and guidance
- Acknowledge the time that the listener is giving to you and thank them for it
- As a follow up to your phone call, reinforce the positive impression by sending a thank-you email,
it will be remembered
- If you are transferred to an assistant to give your information, treat that person the same way you
would the hiring manager, with respect and courtesy
- Very often an assistant manager or supervisor may be the person you actually end up reporting to - make sure you get off on the right foot!

The key to making a conversation like this a smooth one is to avoid whenever possible questions that can be answered with a “yes” or a “no” – unless you are simply asking a question like “Are you hiring at the moment?“ Questions that can’t be answered with yes/no are called open-ended questions. They begin with “what/where/when/how/why/who”. Instead of asking “Are you hiring?” say instead “When are you planning to hire new people?” Instead of “Do you have any job openings?” try “What sort of jobs could I apply for?” Open-ended questions encourage the flow of information and while the listener is responding, you can prepare your next follow up question. Whenever you make a statement about yourself, your skills or experience, try and follow up with an open-ended question:
“…I think I could be a real asset in the imports area because I’m organized, hardworking and I have a positive attitude. When would be a good time to follow up with you?”
“…I’m really interested in making my career in the industry, who do you think is hiring at the moment?”
“…I’m excited about joining a good company where I can apply what I have learned and gain some experience. Who do you think I should send my resume to?”
It is always a good idea to ask how convenient it is for the listener to speak with you:
“How convenient is it to speak at the moment? “ Your listener may be juggling 10 different priorities at once. Offer to call back: “When would be the best time to get back to you? “, or “I can call you back whenever it suits you, what’s a good time to call? “ Notice the difference between those questions and “Are you busy now? “ “Can you talk at the moment? “ Most people will appreciate that you are respecting their time and that’s a great way to establish a positive rapport.
In summary:
- Refine your presentation and practice in role-play with fellow students, family members, and friends
- Determine how convenient it is to speak; offer to call back if it isn’t when you call
- Introduce yourself and explain the purpose of your call
- Deliver your presentation at a moderate pace and with a smile in your voice
- Use open-ended questions to encourage the flow of the conversation
- Thank the listener for whatever guidance or direction you get
- Follow up with a thank-you by email (proof it for errors)
- Make a list of your contacts as you develop them for future reference
The positive impression you make in your telephone introduction is a solid foundation that you can build from when you meet for an interview.
That first call is the first step.

April 24, 2013

This afternoon at 1:30-2:30 we have Loraas Disposal and All Green Recycling in for an Employer "Meet & Greet." Come learn how this SK owned family business values its employees. Bring your resume.