On a recent Monday afternoon, in an office tower in Manhattan, Judy Matthews sat around a table with three other domestic violence victims and talked about her résumé. Through a nonprofit, she’d recently taken a Microsoft Word course for the formatting, but Matthews, a black, middle-aged mother from Brooklyn, was worried about the content. The problem? A 10-year gap, the result of pressure from her abuser to drop out of the workforce.
“For the past decade, I spent most of my time near the window, while my husband went to work,” says Matthews. “I didn’t have any friends, and I didn’t have a career. I completed my degrees and I put them in a box. I didn’t know who I was, other than who [my husband] told me I was, which was a woman who’s got nothing to offer. It was a sense of: ‘Why did you even waste time going to school?’ That’s why I spent my time at the window, watching everybody else walk their kids to school, go to work, do everything they need to do.”
About a year and a half ago, Matthews (whose name, like other survivors quoted in this story, has been changed) packed a few belongings into a plastic Marshall’s bag and made her way to Sanctuary for Families, New York’s largest nonprofit for victims of domestic abuse, sex trafficking and other gender-based violence. There, she enrolled in the Economic Empowerment Program (EEP), a workforce-development program to help survivors regain the self-sufficiency and financial independence they lost during an abusive relationship. Today, Matthews, a victim of childhood sexual abuse who was once too scared to take the subway, has an internship with the city’s Human Resources Administration, which distributes public assistance.
Founded in 2011, EEP’s 15-week program prepares survivors for entry-level openings in fields with potential for significant career growth. During the first two weeks, sessions focus on workplace readiness: punctuality, email etiquette and proper attire, for example. But the bulk of EEP’s training focuses on math, literature and computer programs. Throughout, the women revise their résumés and practice mock job interviews.
“We don’t want them working in fast food or at a clothing chain. Not that those aren’t honorable work, but it can’t get a person off public assistance,” says Judy Harris Kluger, who was a New York State judge for 25 years before becoming Sanctuary’s executive director in 2014. After EEP, she says, “I hope they’re in a position to support their children; to live on their own in an apartment, not a shelter; and to find healthy relationships and people who care about them.”
Nationally, an estimated one in four women and one in seven men will experience serious violence at a partner’s hands. Within New York City, police responded to 279,051 domestic violence incidents in 2015 — roughly 32 calls every hour. For each of these victims, an intimate link binds her checkbook to the risk of abuse by her partner. When a couple’s finances are strained, the chance of violence triples. An abuser who can’t find work for months may lash out at his spouse, the one aspect of his life he can ruthlessly control. The victim, meanwhile, her bank account depleted, can’t afford to stay at a motel for a few nights, much less pay for her children’s basic needs or see a psychiatrist or divorce lawyer. Money, in other words, can force victims to stay with their abusers.
And when battered women do work, holding down a job is a constant struggle. In one survey, nearly two-thirds of victims said abuse interfered with their work performance. Of that group, two-fifths were harassed by a partner’s phone calls or in-person stalking. For others, the difficulty started before they even left home. To disrupt a victim’s schedule, an abuser might deprive her of sleep, unplug the alarm clock, hide clothes or car keys, refuse to babysit the kids, cut and bruise her or physically bar the doorway. Distracted or depressed, these survivors showed up late or not at all; one study showed these women earn less as a whole.
Faced with these challenges, how does EEP perform? In its five years of operation, 564 survivors enrolled in the program, and nearly all of them — 88 percent — completed it. By the end, two-thirds of the graduates land internships or jobs. A year later, at least 65 percent of those alumnae report keeping the position. EEP aims to place enrollees in fields such as workplace administration, construction management and medical billing. On average, EEP graduates are paid $13.71 an hour, well above New York’s $8.75 minimum wage.
Angelo J. Rivera, EEP’s director, believes the model works because it establishes a clear path off welfare. When a person starts the program, Rivera’s team sits down with a chart of seven “keys,” which demonstrate career readiness and includes benchmarks like reaching a 10th-grade reading level, earning a high school diploma or GED, and gaining intermediate computer skills and prior work experience. (On average, participants enter with only three or four of these skill sets.)
To start meeting the seven keys, EEP readies survivors for office culture, beginning with how they dress. At the program’s start, each class heads to Macy’s to pick out a suit and two blouses, which they’re required to wear to class on Mondays and Wednesdays. Dressing professionally — or in other words, putting on the appearance of success — is an important first step in the transition to the business world, explains Sarah Hayes, EEP’s deputy director. “A number are homeless and living in shelters. They’ve had to leave their possessions behind to flee an abusive situation,” she says. “Being able to put on a suit is dignifying. They don’t feel like they’re different from anyone else traipsing around Wall Street. It’s a powerful anonymity that you get to wear, and it helps you envision yourself as the professional that you want to be.”
Once they look the part, the women in EEP run through a crash course in sophistication, in part by catching up on well-known literature. Under Rivera, the reading list is a guide to power relations: “To Kill a Mockingbird,” “Animal Farm” and writings by James Baldwin. The group also recently toured the Metropolitan Museum of Art, many for the first time.
Though EEP’s classes avoid discussions of the women’s abusive relationships — a marked shift from other social programs that deal with trauma through support groups — counseling and other services are available at Sanctuary. Immigrants who need work authorization can seek remedies from the legal team, for example, and someone facing an eviction can receive emergency monetary assistance and defense in housing court.
But there’s another reason why EEP so clearly divides its efforts from the rest of Sanctuary’s services. Below the surface, EEP’s architects have an ambitious plan: To see their workforce-development program applied to other demographics, like foster youth, single mothers in public housing and the formerly incarcerated. The victims of gender-based violence that Rivera sees regularly come in believing they are worthless, after hearing it repeatedly from their abusers. The 15-week program works to reverse that by convincing battered women they’re worth a decent salary and empowering them to work their way to independence. The question for Rivera and his cohorts now is whether the EEP model can uplift other struggling populations toiling under their own trying circumstances.
If you are experiencing physical violence, emotional abuse or financial control at home, you can call 800-621-HOPE in New York City, 877-384-3578 in San Francisco or 800-799-7233 for all other locations.
Tag: career education
This Professor Proved That Everyone Deserves a Fair Shot at a Good Job. Then He Made It Happen
When Columbia University’s Arthur Langer studied 47 low-income young adults to understand why they struggled to find career opportunities, he found that it wasn’t because they lacked talent. What they needed was a way to develop professional skills. The four year study suggested that anyone would succeed if given a fair opportunity.
So instead of stopping there, Langer took it upon himself to provide that opportunity: He founded Workforce Opportunity Services in 2005 to provide disadvantaged young adults and veterans with educational opportunities that lead immediately to long-term careers. WOS has flipped the traditional job-placement model. First, it finds employers who have or create job openings, then it finds disadvantaged youth and veterans to fill those jobs. The students then undergo a rigorous training program where they attend night classes on social skills, read The New York Times and read books on office politics. They also write weekly journal entries and take classes on interpersonal communications. Their weekly assignments can ask questions like “Describe your level of self-esteem.” In Langer’s mission statement, he said the program is designed not only to create good workers — it also wants to create better people and citizens. When the training ends, the employees are guaranteed a well-paid job in information technology. WOS has gained a large and well-recognized client base that includes Prudential Financial, Johnson & Johnson and Hewlett Packard.
Students have to apply for their positions, but once they’re in everything is covered. Though the students have to work very hard once accepted to a program, the long-term job security and free tech training is definitely worth it. “Our approach is simple: skills first. We want to teach our students valuable skills and launch them into careers,” Langer said on WOS’ website. “They work on their degrees part time and graduate from college, debt free.”
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When This Dad Looked at His Autistic Son, He Saw a Business Opportunity Not a Handicap
When David Friedman’s autistic son, Matt, turned 14, the family was faced with a reality check: How would Matt get through high school and find a job that would allow him to support himself? According to Autism Speaks, a national advocacy organization, almost 90% of young adults with autism are currently unemployed. “This represents a vast amount of high-potential human capital, sitting around untapped,” Friedman wrote in an AdAge column. He knew that Matt could thrive in a work environment that supported his (and other autistic adults’) unique talents, such as pattern memory, extreme focus and accuracy. As a corporate executive, Friedman also recognized that some of the most tedious, process-oriented tasks at large companies, such as website maintenance, data entry and software testing, are either outsourced or handled by junior-level employees who find the processes mundane, leading to high turnover rates and drops in quality. But these jobs — with their patterns and details — are perfectly suited for individuals with autism. It was just a matter of connecting the two.
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Friedman left his corporate job and founded AutonomyWorks, an organization that offers its clients a pool of highly trained workers, all with autism spectrum disorder, who can perform these process tasks with the utmost precision. AutonomyWorks takes a job, breaks it into clearly defined tasks and assigns it to one of their associates, who completes them, while adhering to quality control monitors. These associates work in an office environment that is crafted to suit their needs. Each worker also receives occupational therapy, job coaching and life skills training in the workplace, so as to make them as successful as possible in their new careers.
Since launching in 2012, AutonomyWorks now employs 15 people (11 with autism and four managers). By the end of 2015, the organization hopes to have completed a service center in Chicago that would employ 300 associates, giving that many more young adults with autism an opportunity to thrive on their own.
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Students Shouldn’t Have to Choose Between Vocational Education and College Prep
Traditional technical education can do a lot of good for students, but it’s often stigmatized for neglecting college-prep and locking kids into one job. But Georgia high schools’ new Pathway program features big improvements. All students in the program choose an academically-focused path, and participate in electives, college preparatory courses, and career exploration. The courses in the program challenge students to develop problem-solving skills as they earn industry certifications through a hybrid model. At Dalton High School in Dalton, Georgia, students work with 3D-printers, welding equipment, and computer-controlled machinery. The program makes academic and economic sense, and it’s a great way to prepare students simultaneously for the workforce and higher education.
Here’s a Scholarship That Does More Than Send Kids to College
The state of Maine realizes that one size doesn’t fit all in the realm of higher education and career preparation. So it’s using the Competitive Skills Scholarship Program to offer low-income students multiple options to gain an education and a job in a high-growth field. The program awards funding for four-year degrees, certificate training, or apprenticeship programs to students who demonstrate that there are jobs in their chosen field within commuting distance, or in an area of Maine where they’ll move after their education is completed. The Department of Labor is working on making the program more effective and able to serve more students, so it can help more Maine residents get out of poverty and into a good job.