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There has been a growing challenge in providing publicly funded career and employment services in Canada. Despite the significant, increasing and complex barriers to full labour market participation faced by many underrepresented groups, Canada’s career and employment ecosystem favours an identical approach for all system clients: get people into any job or training program as quickly as possible and hope it sticks.
The problem with this model is it assumes that all people are ready for training and employment. It ignores assessing and addressing the pre-employability needs of clients. As such, the dominant approach to career and employment services has created a “spin cycle,” where people repeatedly return to service after failing at work or training because their readiness needs have not been addressed. This cycle has resulted in high socio-economic costs to individuals, communities, employers, industry sectors and the skills development ecosystem.
For several years, the Canadian Career Development Foundation (CCDF) has been hearing anecdotally from the frontlines about the presence of a spin cycle. With funding from the Future Skills Centre, it worked with Drs. José Domene and Dave Redekopp, and Lindsay Warner, to formally investigate the extent of the problem. The researchers examined survey data from 434 career development professionals (CDPs) and the presenting need data from nearly 6,000 clients using pri(me) (a tool that maps people’s strengths and needs across the career development dimensions).
In Addressing the Spin Cycle: Understanding the Need for Pre-employability Programming, Domene et al. (2024) found that nearly 70% of clients come to services with at least one readiness need and over a quarter have four or more needs. The priority client needs identified in their research included (in order of need priority):
- Employment and personal development skills;
- Establishing a vision, goals and hope for the future;
- Daily living concerns impacting the ability to maintain employment (e.g. housing, transportation, childcare); and
- Concerns related to health and well-being, including mental health.
Almost half (46%) of providers reported not having the services to meet these needs. On average, over a third of their clients (37%) repeatedly returned to service.
It turns out that frontline observations were correct: The focus on quickly putting people into training seats and jobs without addressing pre-employment needs contributes to a costly gap in service. So, what can be done to address the issue? The solution also comes from those on the front lines.
‘What’s going on?’
In 2013, New Brunswick had the highest per capita demand for social assistance in Canada. Their Department of Social Development first targeted obvious systemic barriers (e.g. access to health/addiction services, transportation and housing). Yet, despite significant investment, recidivism rates for social assistance remained high.
Two wise department directors (Keith McCarthy and Lyne DesRoisier) approached those on the frontlines (including many CDPs) and asked, “What do you think is going on?” Those working directly with clients said that unresolved intra- and interpersonal needs, an absence of belonging and connection and a lack of hope for the future were at the root of the problem. They added that the premature referral to training or employment and subsequent failure due to unresolved systemic barriers and pre-employability issues resulted in clients repeatedly returning to services, feeling less hopeful and further from sustainable labour market attachment.
The Government of New Brunswick reached out to CCDF to explore best practices. In this research, CCDF reviewed nearly 300 career-readiness programs. Despite strengths-based, action-oriented approaches having a solid evidence base, most existing programs were presented didactically and conceptually (e.g. defining self-esteem and the factors leading to motivation). As a result, CCDF recommended an alternative approach in its research, which resulted in In Motion & Momentum+ (IM&M+).
Design with frontline wisdom in mind
IM&M+ is a three-module, 10-week group program that can be delivered face-to-face, remotely or in a hybrid format. It was created for those with pre-employability needs who find it difficult to engage successfully in career planning, learning or work because they struggle with readiness issues and/or lack needed resources/support. The development of IM&M+ is grounded in evidence-based career development approaches and is underpinned by Prochaska’s Theory of Change, Amundson’s Hope-Filled Engagement, experiential learning, community development and resilience theory.
“It begins by starting where people are, empowering them to see their existing strengths and skills, and using this awareness as a foundation to build toward their preferred future.”
Every aspect is carefully considered, including recognizing that every participant is unique. A deep respect for and responsiveness to what is needed at any moment is integrated into the program design. Fidelity to the program’s guiding principles and curriculum is rigorously maintained. Adapting and tailoring to the group members’ realities, needs and cultures is a crucial tenet of facilitation. It begins by starting where people are, empowering them to see their existing strengths and skills, and using this awareness as a foundation to build toward their preferred future. It fosters hope and connection to their community and equips participants with essential career readiness skills to build toward their personal and career goals.
Stopping the spin? What the research says
IM&M+ has been extensively evaluated, including in annual reviews of its implementation across New Brunswick, a pilot in Eastern Ontario, a Future Skills Centre-funded impact-design study and a randomized control trial (RCT). The results have been compelling. Using the IM&M+ methodology and career readiness programming:
- reduces social assistance needs;
- increases critical career management and personal development skills, and;
- increases access to decent work.
Interim results of the RCT show that IM&M+ boosts confidence, hope, self-esteem, career intention and the ability to stay employed more than traditional services. IM&M+ participants had a 47% higher chance of being employed three months after program exit than those using traditional career guidance services (Future Skills Centre & Blueprint ADE, 2023). Final reporting data will be presented in 2026.
Moral of the story? Listen to those on the front lines. They know best and make system change happen.
Don’t miss this upcoming webinar from CCDF on Jan. 21: Breaking the Spin Cycle: CDPs Lead the Way to Systems Change with IM&M+!
