Acknowledgements The research team would like to acknowledge the contribution of the WBF graduates who participated in this study.

Transcription

1 Women Building Futures: Journeywoman Start Program Social Return on Investment Analysis Prepared by: Anna Bubel (Another Way) Jenny Kain (City of Edmonton) Karen Kerr (City of Edmonton) Prepared for: Community Services, City of Edmonton January, 2009

2 Acknowledgements The research team would like to acknowledge the contribution of the WBF graduates who participated in this study. The women kept in touch with us for two years, many juggling work, school and family commitments. The graduates generously shared their insights and experiences, helping us understand how their lives had changed. We would also like to express our appreciation for the time and cooperation provided by WBF staff who helped provide much needed information. 1

3 Executive Summary Women Building Futures operates a 16 week Journeywoman Start (JWS) program which combines academic upgrading with hands-on learning, work experience and job retention support for women seeking to enter the construction trades. The purpose of this evaluation was to pilot a Social Return on Investment (SROI) Analysis in order to demonstrate and monetize the value created by the program. After tracking 11 graduates for two years, the data suggests that the Program achieved its objectives and showed the following impacts: Improved well being of participants and their families as evidenced by: o Higher education through apprenticeship training (8 out of 11 are indentured apprentices); o Affordable housing (average housing payments of 21% of total income; homeownership more than doubled); o Improved family life (less stress, mentoring other family members, family vacations); and o Greater self-confidence and self-esteem. I ve been able to pay off all the debts I have. Before I was living pay cheque to pay cheque. Now I can save; now I can get a car. I used to spend 2 hours on bus to work, so that makes a difference. I got an RESP for my boy. Increased prosperity of participants as demonstrated by: o Increased employment income (more than tripled in two years from $1,660 to $4,249 per month); o Improved access to extended healthcare benefits for all family members; o Increased assets (from an average of $2,750 before JWS to $120,000 two years later); and o Reduced unsecured debt. (Before the program, for every $1 of assets there was $1.50 in debts. Two years later, for every $1 in assets there was $.20 in debts.) Demonstrated value to employers as seen by: o Reduced recruitment costs (normally valued between $8,000 and $18,000 per employee) o Reduced safety training costs (JWS graduates arrive to work with 7 safety tickets) o Increased access to labour (73% of JWS graduates are apprenticed in the construction trades whereas only 8.4% of all those apprenticed in the construction trades in Alberta are women); and o Increased net benefits associated with the hiring of apprentices (higher revenues associated with mark up and charge out rates for registered apprentices). Demonstrated value to investors calculated as follows: o Government savings in the areas of reduced transfer payments, daycare subsidies, and health benefits as well increased income in the form of personal and property tax payments. o As a result of a one-time $105,050 investment by provincial and municipal levels of government, the program generated a total value of almost $872,000 to all stakeholders over a two year period. Allowing for modesty of claim, and discounting for inflation, JWS yielded a Social Return on Investment (SROI) of 5.8:1. Every dollar invested in the program returned almost $6 in societal benefit. 2

4 Contents Acknowledgements... 1 Executive Summary...2 BACKGROUND INFORMATION...5 The Context of Women in the Trades in Alberta...5 History of Women Building Futures...6 Description of the Journeywoman Start Program...6 APPROACH TO THE ANALYSIS...7 Purpose...7 Methodology...7 Logic Model and the Theory of Change...8 JOURNEYWOMAN START PROGRAM RESULTS...9 The Context: Life before Starting the Program...9 Examination of Results Goal #1: Improve the Well Being of Participants and Their Families Goal #2: Increased Prosperity of Participants Goal #3: Demonstrate Value to Employers Goal #4: Demonstrate Value to Investors SOCIAL RETURN ON INVESTMENT METHODOLOGY Approach Data Sources Employment from Wages and Self-Employment Assets and Debts Government Funded Income and Benefits Education Costs Income Taxes Paid Municipal Property Taxes Paid Cost of Recruitment and Safety Tickets Return on Apprenticeship Summary of Benefits and Investments SROI Formula

5 Modesty of Claim SROI Calculation Programmatic Assessment What Helped the Women Achieve Their Goals? What Improvements Could Be Made? Conclusion Appendix A: Journeywoman Start Training Program Outline and Schedule Appendix B: Logic Model for Journeywoman Start Program

6 WOMEN BUILDING FUTURES Journeywoman Start: Social Return on Investment Analysis BACKGROUND INFORMATION The Context of Women in the Trades in Alberta The construction trades are relatively well-paying, low vacancy, male-dominated fields. Women represent a small minority of construction workers in Alberta. There has been, however, an increase in the number of women enrolled in apprenticeship programs in the past five years. For example, while there were only 85 women registered as apprentices in the construction trades in Alberta in 1996, this number grew eight-fold, reaching 695 by By 2006, the percentage of women apprenticed in the construction trades had grown from 2.2% to 8.4% 1 of all those apprenticed. 10.0% Percentage of Women Registered in Apprenticeship Training for Building Construction Trades, Alberta 8.0% 6.0% 4.0% 2.0% 0.0% The percentage of enrolled female apprentices was slightly higher in Edmonton. NAIT saw a 21% increase in the number of women enrolled in its trade program between 2006 and Specifically, 8.5% of those enrolled in NAIT s 2007 apprenticeship program (395 female students) were women 2. 1 Source: Statistics Canada. Table Registered apprenticeship training, registrations by major trade groups and sex, annual, CANSIM database. 2 Source: NAIT Sees an Increase in Number of Women Enrolled in our Trades Program, NAIT News Releases, Friday, November 02, See 5

7 The construction industry is facing challenges. In addition to an immediate labour shortage, Alberta expects to replace 16% of all construction workers due to retire in the next 10 years. 3 In response, a Workforce Strategy for Alberta s Construction Industry has been developed. In order to develop a high performance workforce, the strategy focuses on education and training. The report recommends that industry stakeholders support training (i.e. pre-employment and pre-apprenticeship training) aimed at increasing the participation of underrepresented groups in Alberta s construction industry (i.e. Aboriginal peoples, immigrants, Albertans with disabilities, underemployed persons and women) and encourage the incorporation of generic safety training in these programs. 4 History of Women Building Futures The idea for a pre-employment trades training program for low-income women began with two City of Edmonton social workers (Jenny Kain and Marcia Tait, Community Services). They found that, even with training from existing employment programs, women were often accessing dead end jobs at minimum wage rates. These forms of employment did not allow women to adequately support themselves and their children. In November 1997 the social workers called a meeting to summarize their research, discuss opportunities, and assess the interest in a women in trades initiative. Representatives from non-governmental organizations, as well as local tradeswomen, affirmed their support and commitment. In 1998, Women Building Futures (WBF) incorporated as a Society and opened its doors later that year. Its mission, to provide women with the opportunity for economic independence through training, employment and mentoring in the trades, has remained unchanged. Description of the Journeywoman Start Program Women Building Futures (WBF) operates a 16 week Journeywoman Start (JWS) program which combines academic upgrading with hands-on learning, work experience and job retention support. The program prepares participants for the construction industry by providing workplace culture training, skills upgrading and safety certification. The program also helps students take the Alberta Apprenticeship Entrance exam, find apprenticeship opportunities, and get jobs. In 2006, when this research project began, WBF was serving approximately 45 women per year. Classes were organized into 3 groups of approximately 15 women. In order to become accepted into the program, women had to pass a four day screening process and demonstrate that they had the resolve, skills and stability necessary to successfully complete the program and work as a tradeswoman. The 16 week program was divided into several segments: academic upgrading (5 weeks), basic tools (1 week), boot camp (8 weeks) and work experience (2 weeks). Academic upgrading covered areas such as basic science and math, in order to allow women to prepare for and pass their Apprenticeship Entrance exam. In the basic 3 Source: Government of Alberta, A Workforce Strategy for Alberta s Construction Industry (2007), pg. 4. See 4 Ibid, pg. 6. 6

8 tools segment, participants were exposed to a range of tools along with safety (CSTS and WHMIS) training. Boot camp covered topics such as The Basics of Construction, blueprint reading and included visits to electrical, sheet metal, plumbing, carpentry and other jobsites. Hands-on learning was provided at a Habitat for Humanity build. Work experience, provided through cooperation with local union shops and private companies, rounded out the training. See attached Appendix A for a detailed program outline. APPROACH TO THE ANALYSIS Purpose The City of Edmonton, in partnership with Women Building Futures, decided to pursue a formal evaluation of the Journeywoman Start program. The purpose of the evaluation was to pilot a Social Return on Investment (SROI) Analysis in order to demonstrate the value created by the program. With this in mind, the City of Edmonton contracted with a consulting firm, Another Way, to work with two City of Edmonton staff to research, develop and test the SROI approach. This became the research team responsible for the project. Both the programmatic results and the broader lessons regarding the applicability of the methodology were to be documented. This report includes information on both deliverables a Social Return on Investment as well as an assessment of the JWS program. Methodology The goal of WBF is to improve women s economic circumstances. In order to find out whether this type of training made a difference in the participants lives, the research team decided to gather information about the women s circumstances, particularly as they related to income, assets, debts, housing, and employment. In order to gain a picture of how their lives had changed the team interviewed the participants at several key points: just before they started the program, the month after they completed the program, 3 months post completion, 9 months post completion, 15 months post completion, and, finally, 21 months post completion. Following this schedule, the research team was able to collect two years of data and many points of comparison. The evaluation began with 16 women, 11 of whom continued to participate in the evaluation for the entire two year period. A comparison of the 11 member group and the 16 member group was conducted to check for a responder bias. There were small differences between the groups. The initial 16 had more single women and greater Alberta Works income, but had very similar total income and educational levels to those in the final group of 11. To ensure an apples to apples comparison, the following analysis is restricted to these 11 women. All of the evaluation participants signed consent forms, assuring them of the confidentiality of their responses. In order to thank the women for their time, and to ensure long-term participation, the women involved in the evaluation were provided $50 honoraria for each of their interviews and $100 for the final expanded interview. 7

9 The interviews combined quantitative and qualitative questions, with the greatest number of qualitative questions occurring in the final interview. The quantitative data was entered into and analyzed using SPSS and Excel. The qualitative data was entered into Microsoft Word and analyzed manually. The report contains numerous quotes from the participants. The quotes (noted in blue italics) are provided verbatim in order to present their voice. The graduates perceptions are provided to add depth of understanding, recognizing that their experiences might contradict expectations and/or norms. The final SROI figure was calculated by using a number of data sources including interview results, government publications, on-line tax calculators and other publicly available information. The methodological details and sources used for the final calculation are referenced later in this report. The results of this report cannot be extrapolated to the general population of women employed in the trades as the data are based on a very small sample size. The research team does, however, expect similar results for comparables groups enrolled in the Journeywoman Start Program. Logic Model and the Theory of Change The evaluation plan was summarized in a logic model. (See Appendix B.) The logic model was organized around three major goals and a number of related outcomes. The objective of the evaluation was to provide evidence to prove or disprove four theories of change (synonymous with the four goals stated below). Goal #1: The Journeywoman Start Program improves the wellbeing of the participants and their families Outcomes: Attain higher levels of training and education Obtain adequate, suitable and affordable housing Experience a better work environment Have improved family life Have greater personal (psycho-social) well being Show more involvement in community life Goal #2: The Program increases the prosperity of participants Outcomes Increase employment income Increase access to benefits Reduce unsecured debt Improve assets Increase financial independence 8

10 Goal #3: The Program creates value for employers Outcomes Save employers money Increase access to labour pool Recognition as employer of choice Goal #4: The Program creates value for investors Outcomes Demonstrate cost-effectiveness of investment of public funds The logic model provides the framework for the balance of this report. Evidence that indicates the degree to which a particular outcome has been met is provided for each goal. Where there is little independent data, particularly in the area of demonstrated value to employers, the research team notes the need for further study. JOURNEYWOMAN START PROGRAM RESULTS The Context: Life before Starting the Program On average, the women in this study were 30 years of age, which is consistent with the average age of women in other Journeywoman Start programs. The percentage of Aboriginal women is also consistent with that found in other classes. For example, while 30% of program participants are Aboriginal, 27% of women in this group were Aboriginal. At the start of the program, one-third of the women were single with no dependants, while two-thirds had children. Almost half (46%) were single parents. Of those with children, most had one child (a median of 1.4 children per household). Two received day-care subsidies, while one received an out of school care subsidy. Almost half (46%) had completed some post-secondary education, while one-quarter had not finished high school. Most women were employed before starting the program (73%); with about one-half working full time. Three-quarters of those employed before starting WBF were working in the area of sales and service. The average hourly wage was $11; average monthly income from employment was $1652. None of the women received benefits above and beyond Alberta Health Care coverage at their workplace. Only two of the women had government-based income one woman received Alberta Works; the other obtained Employment Insurance. Total, average monthly income, from all sources, was $1,660. Almost half of the women lived in market rental accommodation; 18% owned their own homes. The balance (36%) lived in shared accommodation. The women spent approximately 36% of their gross average income on housing expenses. 9

11 Almost all the women had some assets before starting the program. The most common asset was a vehicle (64%), followed by savings (36%) and RRSP s (36%). The average total value of assets was $2,750. The vast majority of women also had debts. The most common were personal/bank loans (55%), followed by credit card debt (36%). On average, their total debt was $4,638. Before enrolling in the program, for every $1 in assets, the women had $1.5 in debts. Examination of Results Goal #1: Improve the Well Being of Participants and Their Families Outcome A: Attain Higher Levels or Training and Education. Indicators: All 11 of the participants achieved higher levels of training and education. Specially, they all completed four weeks of academic upgrading in areas such as trade math, science and English in order to allow participants to write and pass the Alberta Apprentice Entry Exam. The participants also completed safety training and certificates in the following areas: Standard First Aid, CPR, Construction Safety Training System, Workplace Hazardous Materials Information System, H2S Alive, Forklift Operator Safety, and Scaffold Safety and Fall Protection. Upon completion of the program, women were assisted with finding opportunities to become indentured and formally begin the Alberta Apprenticeship program. The apprenticeship program involves a combination of class room study (between 3-5 years depending on the trade), and field experience. At the end of two years, 8 of the 11 were enrolled in the Apprenticeship Program. Of these, 7 were enrolled in the second year of their apprenticeship program; one was in her first year. It enabled me to further my education. Once I have my ticket it s pretty much equivalent to a degree. I wouldn t have been able to do that before since I have my boy and all. All of the 8 were indentured, which means that they had signed contracts with employers. The contracts outline the responsibilities of both participants and employers during the apprenticeship program. The apprentice is responsible for completing both technical and on-the-job training. The employer is responsible for paying a certain percentage of the journeyman wage rate, increasing wages as apprentices progress through their training, providing training on-the-job and allowing apprentices to attend technical training. As part of the final survey, participants were asked if the Journeywoman Start program provided the skills needed to pursue employment in the construction trade. None of the participants felt there was too little training; 45% felt there was just enough; 55% indicated there was more than enough training provided to allow them to get a job in their field. 10

12 Outcome B: Obtain Adequate, Affordable Housing Indicators: There were significant changes in the participants housing situations. Before the start of the program, two of the women owned their own homes. At the end of two years, this number had more than doubled five women owned their home (either alone or with a co-owner). The number of women living in shared accommodation decreased from 4 to 1 over two years. This suggests greater economic freedom (no longer having to share accommodation) and growing an asset base. The average amount spent on housing increased from $590 to $900 per month. Due to the significant increases in income, the percentage of total monthly housing payments decreased from 36% to 21%. Note that this decrease occurred in spite of the fact that greater numbers became homeowners, who typically spend more of their income on housing than renters. Before, I was a cashier. It was very physically demanding, way more than I ve ever had. I have to work wherever I have to work, so it can be an hour or two just to get on site. The guys are all pretty good pretty much the same as before, as far as personalities go. It s 98% men, so that s different mostly females that I worked with before Oh definitely for the better. It doesn t have much in physical demands. Hours are better no weekends. I actually like to go to work I don t dread it. I was just like a cashier before. Mindless stuff. 50% 46% Changes in Housing Situation 45% 40% 36% 36% 30% 20% 10% 0% Market Rent 9% Shared Accommodation 18% Own Home 0% 9% Living with Relative Baseline Post 21 11

13 Outcome C: Experience a Better Work Environment Indicators: A better work environment was identified using the following types of measures: increase in full-time vs. parttime employment, higher pay, better job satisfaction, a positive work environment, and overall better working conditions. Before starting the Journeywoman Start program, 8 of the 11 (73%) were working either part-time or full time. After two years, 10 of the 11 were working full-time (91%); with one woman receiving WCB benefits for a work-place related injury. The average numbers of hours worked increased from 32 hours per week to 42 hours per week. This change in less than full-time work to full-time plus work, had impact not only on income levels but on benefits received. The associated quotes illustrate the changes in work environment. While all the participants agreed that they have better work environments, they give different reasons. For example, while all found the work more challenging and financially rewarding, some found it more/less stressful than their previous employment and still others found it more/less physically demanding. I would never go back. I m doing stuff I want to be doing. I like my tools; not having to deal with the public a lot. I was managing a restaurant and waitressing and now I m an electrical apprentice. This is a lot harder, more challenging, sometimes you deal with a lot of crap but its good, keeps you fit. I ve grown more muscle mass, developed manish muscles. This job isn t as stressful. The restaurant was stressful in a daily way; very public. This is whoever you are is O.K Much more stable. I was waitressing before this. I could get sent home after working for 3 hours. A little less social I m on the road a lot. It s a contract company, so my job changes a lot from month to month. Waitressing and bartending was more of a fun atmosphere this is a lot more serious. More physically demanding, although some of those trays can be pretty heavy. There s more safety around it safety wasn t a serious concern in waitressing I was working at XX. It was terribly stressful and terrible hours. Too much pressure to make sales. I felt trapped. I hated it. Now, I work for XX Construction. The hours are exactly what I need for childcare. I feel I could use my skills anywhere. I truly enjoy the work. I enjoy the exercise. When I was working at XX I sat there and did nothing all day but get fat. Now I can eat what I want and I never gain weight I m much healthier. It does kind of suck that the work is all over. I could be going anywhere not knowing where you re going. But whatever they pay for the gas if I have to drive somewhere. 12

14 Outcome D: Improved Family Life Indicators: Most women indicated that there were positive changes in their family life changes that they could attribute to the program. For example, women reported that their children were excited about the additional benefits that come with extra income such as taking trips, taking swimming/karate lessons, getting Internet access, etc. Some children s lives were stabilized since their family purchased a home. Those children no longer have to change schools during the school year. (Before starting the JWS program, one family had moved 3 times in two years because of high rents). Families also noted that they could afford better food and make different choices than they could before completing the program. The women repeatedly noted that there was less stress in the home, largely as a result of not having to worry about income. Further, the amount of respect for the mothers seemed to have increased. The graduates appeared able to mentor their children, and even extended family members, modeling the benefits of pursuing goals and entering the trades. Female children were seeing that the doors to employment in the trades were open to women as well as men. I ve demonstrated that I can do it. If I can do it, you can do it too. For 20 years I ve been trod on by a husband. If I had been a mouse and found a hole I d have hidden in it. Now I ve come out. My oldest daughter has been upgrading. Her husband and I are encouraging her to pursue a trade as well. My younger daughter is living with a painter. She is working part time with him. She is interested in pursuing trades as well. I guess I m mentoring them. There were also some negative changes. For example, one woman indicated that there was tension with her parents who didn t approve of the trades and wanted her to return to school. Another couple of participants indicated that they had less time to spend with their children, largely because of long work hours. The lack of family time was even more difficult when the women were at NAIT because they had to do homework at night in addition to attending school during the day. --- The dynamic has definitely changed. I went from living with my parents to living with my boyfriend and buying a house with him. My daughter and I are getting along fine about the same but I don t have as much time for her as I did. She has to fight to get my attention. She didn t have to do that before. I think she notices that there s less stress in the home because we don t have to worry about money anymore. She s traded up one thing for another. Mom s not freaking out because she doesn t have enough money, but mom s not here because she s making money. 13

15 Outcome E: Greater Personal Well Being Indicators: When asked whether their lives had changed since participating in the program, changes in well being fell into two categories mental and physical. (Financial well being is dealt with elsewhere). At an emotional/mental level, participants noted the following changes: Increased self-confidence/sense of accomplishment (8/11) Greater happiness and sense of stability (4/11) More assertiveness/mental toughness (3/11) Less worry (2/11) There was one participant who indicated a decrease in her selfconfidence. I actually found coming out of the course that my confidence went down. I felt I was judged a lot on my size. Even though I could do everything and I could keep up and actually exceed others, everyone kept commenting on my size, and that was just really not helpful. I was basically told that if I wanted to continue with the trades that I would have to lose weight and I was just really upset about that. If that s the way it was, then why did they let me into the course? While most participants also noted that they were in much better physical condition (7/11), half had experienced workplace injuries, ranging from daily cuts to serious injuries requiring an emergency hospital visit. I m way more confident, my self esteem is so much higher; it s unreal. I m happier, due to the fact that I have higher self esteem and I don t have to worry about money any more. As long as I show up at work I don t have to worry about that any more. --- I m more aggressive assertive. I have more confidence. If I don t agree, I will say so instead of fuming about it. Now I know what I want and an idea of how I m going to get it. I am moving towards it. --- I have to carry 50 lb wires and bend pipe. You definitely have to be fit, have no idea how hard it is. I really got fit. I m excelling standing proud. I am in much better shape, lot more muscle, had a couple of minor injuries, nothing severe. I cut my hands daily. Outcome F: More involvement in Community Life Indicators: Half of the women indicated that they had a greater sense of community and were finding more ways to give back. This seems to be directly associated to their greater skill. For example, two of the women volunteered with WBF, providing peer support for others in the program, while another started volunteering with Habitat for Humanity. Less formally, women talked about brothers and sisters in the union community and a connection with the broader trades community through which people barter services. As one woman noted, I often feel the need, if someone needs help, and I know how to do it, to see if I can help. I have a stronger sense of community and I definitely have a stronger sense that I have something to offer the community. 14

16 Goal #2: Increased Prosperity of Participants Outcome A: Increase Employment Income Indicators: Before starting JWS, slightly more than half the women were employed in the sales and service sector. At the end of two years, 9 out of 10 who were employed (90%) were working in the trades; one woman was working as a front-end retail manager in the sales and service sector. Eight of those employed in the trades were indentured, working in the following fields: instrumentation (2), carpentry (2), electrical (2), boiler making (1) and welding (1). The average hourly range increased from $11.00 per hour to $21.20 per hour almost a doubling of the hourly wage in two years. $25.00 Changes in Average Hourly Wage $20.00 $15.00 $10.00 $5.00 $- Baseline Post 1 Post 3 Post 9 Post 15 Post 21 Average Hourly Wage Income from earnings more than tripled over two years, with average employment income increasing from $1,120 to $3,857 per month. Further, wages as a percentage of overall income increased from 67% of all income to over 91%. (Recall that one woman was not receiving income from wages when interviewed at 21 months after starting the program. She was receiving Worker Compensation benefits.) Monthly Income from Employment Baseline Post 1 Post 3 Post 9 Post 15 Post 21 Median Income $ 1,120 $ 868 $ 2,427 $ 3,107 $ 3,224 $ 3,857 % of Total Income 67% 80% 90% 91% 97% 91% 15

17 While income from earnings increased significantly over time income from government sources (Alberta Works and Employment Insurance) decreased to zero. Total monthly income (from all sources) increased by 2.5 times over two years. Before starting the program, women received total monthly income of $1,660. After two years, they received an average of $4,249 in total monthly income. Not all of the women have stable monthly income. Their income, as well as location of work, varies. Some have worked with 3 different employers over the past three years while others have remained with the same company (working different job sites) during that time. Increased income has allowed women to pursue opportunities that they had never dreamed possible. I got a new car. Me and my daughter are going away on a trip in January. It wouldn t have been possible before. We re going to Mexico. Changes in Total Monthly Income I could make good money serving (waitressing) before but this is steady and the wage keeps going up (as I move through apprenticeship and years in the trade). Serving I was kind of at a dead end. $5,000 $4,000 $3,000 $2,000 $1,000 $- Baseline Post 1 Post 3 Post 9 Post 15 Post 21 Total Monthly Income Future Projected Earnings The longitudinal impact of this change in careers is significant. Using the Alberta Wage Survey for the Edmonton region and the Construction Labour Relations Wage Summary , the expected future earnings of the participants were projected under two scenarios 5. 5 Projected trades wages were obtained from the Construction Labour Relations Wage Summary Construction Alberta See Projected other wages were derived from The Alberta Wage and Salary Survey. See

18 In the first case, it is imagined that: All of the women did not attend the Journeywoman Start program; All continued in their respective careers; The two women receiving AW or EI became employed, albeit in service-sector jobs. Using the earnings schedule posted on the Alberta Wage Survey, anticipated hourly wages were projected five years into the future. Increased wages reflected anticipated increases based on industry norms for seniority. In the second instance, the women were assumed to complete their apprenticeship and receive commensurate increases in income. Increases in the relative wages of indentured apprentices are set out in Provincial legislation (with each trade having its own legislation). Each employer is expected to pay a worker enrolled in the apprenticeship program a set percentage of the wages of a full journeyman. The following table illustrates the gradual increase in earnings used to project future earnings. Wage Schedule Based on Percentage of Journeyman s Wage Apprenticeship Year Carpenter Electrician Welder First year 60% 50% 60% Second year 70% 60% 75% Third year 80% 70% 90% Fourth Year 90% 80% n/a Using the assumptions noted above, the two sets of women s future earnings were compared and graphed below. The difference in hourly wages is least at the outset ($9.47 in 2008) but continues to grow until it reaches $15.04 in The reason for this difference is that wages in the retail and food sectors remain relatively flat over time, while those in the construction trades continue to increase until they plateau at the level of a full journeyman. This results in a growing earnings gap that distinguishes the two scenarios. Expected Difference in Hourly Wage $35.00 $30.00 $25.00 $20.00 $15.00 $10.00 $5.00 $- Wage Projections Based on Pre WBF Income Wage Projections Based on Actual, Post WBF Income 2008 Act Est Est. $11.15 $13.05 $14.90 $20.61 $24.18 $

19 The difference can also be shown in terms of the total annual income. As soon as the women graduated from the program (2007), they almost doubled their previous income. In absolute terms, by 2008, the difference in annual, per person income, reaches $27,000. The difference in income grows to almost $31,000 per year by The sum of the difference in six years of incomes is approximately $153,000 per person. Expected Difference in Yearly Income $70,000 $60,000 $50,000 $40,000 $30,000 $20,000 $10,000 $ Act Act Est Est. No WBF Extrapolation Current Wage Extrapolation Outcome B: Increase Access to Benefits Indicators: Before starting the program, none of the women received medical benefits at their workplace. After two years, 9 of the 11 women were receiving extended medical benefits above and beyond Alberta Health Care. (Extended health benefits programs include employer-based insurance plans such as Mercon Insurance and Alberta Blue Cross.) Two thirds (64%) of those with additional benefits shared the cost of these benefits with their employers, normally on an 80% employer, 20% employee basis. The rest either paid for their own extended health package or had their benefits covered through the Federal Non-Insured Health Benefits Program for First Nations. It must be noted that these benefit packages extended not only to the women workers, but to their families as well, allowing their family members to take advantage of additional health benefits. Outcome C: Improve Assets Indicators: Average assets increased from $2,750 before the start of the program to $120,500 two years later. This represents a 43 fold increase in average assets. Changes in assets were tied to an increase in home ownership, ownership of vehicles, and amounts in savings and investments. For example, the average amounts in savings increased from $200 to $8,750. The numbers of those savings through RRSP instruments increased from 4 to 6 participants. 18

20 Changes in Assets Baseline Post 21 # Participants Average # Participants Average % Change Vehicle 7 $ 2, $ 10, % House 2 $ 105,000 5 $ 148,500 41% Savings 4 $ $ 8, % RRSP 4 $ 1,925 6 $ 1,625-16% RESP 1 $ 1,000 1 $ 2, % Investments 2 $ 30,000 2 $ 52,000 73% Tools 2 $ 1,275 7 $ 1,000-22% Other 1 $ 2,500 5 $ 5, % Total 10 $ 2, $ 120, % The story of changes in average savings is telling. After a very short time, there were notable changes in savings. For example, median savings more than doubled from the start of the program to 3 months post completion (from $200 to $700). The rate of savings more than tripled between 9 and 15 months, and then again between 15 and 21 months. I just bought my first condo I m a first time home owner. WBF made it happen, for sure Changes in Average Savings Baseline Post 1 Post 3 Post 9 Post 15 Post 21 Savings 19