Women Employed
Women Employed is a nonprofit organization. Learn more at https://womenemployed.org
Introductory Conversations and Assessment
How organizations conduct initial needs assessment with employers, introduce workforce development in general as well as their own organization’s programs, and gauge whether an employer could benefit from workforce development programs.
Learning About Employers' Needs
- When initiating employer relationships, the process begins with an initial interview to assess an organization’s existing efforts, learning style, and internal culture. This allows Women Employed to identify which consultancy services will be best for the employer.
- For the workforce development and career pathways-focused teams, the process for initiating employer relationships varies based on the structure and purpose of the partnership. Women Employed partners with many organizations that engage in direct placement of job seekers. Employer partners may be internally vetted and then selected for participation based on their expertise or industry.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Introducing Your Organization
- Women Employed is a policy and advocacy organization. During initial meetings with employers, team members emphasize the organization’s long-standing expertise in policy development, such as developing the state’s unified definition of career pathways and the creation of bridge programming for adult education students.
- Additionally, the organization offers a first-of-its-kind service with the Women’s Entrepreneurship Hub (WE Hub), which provides women entrepreneurs with comprehensive, no-cost access to mentorship, skills training, and technical assistance. View the promotional flyer here.
- Women Employed initiates employer partnerships by first identifying how a company can best contribute to the goals of the initiative. The focus is always on how the opportunity can be mutually beneficial for all parties involved. This strategy ensures that every relationship is structured so that the employer, the organization, and the participants realize a measurable return and a lasting positive impact.
- Women Employed advertises their services using promotional flyers and materials. Here is a promotional flyer for the comprehensive sexual harassment prevention training that is offered to employer partners across Illinois.
- The organization prioritizes establishing a relationship that is built on trust and collaboration.
- Parties align on details before collecting formal documentation and signing contracts. This ensures that the Memorandum of Understanding (MOU) reflects the goals and expectations of all.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Evaluating Employer Suitability
- As an organization dedicated to policy advocacy and workplace equity, Women Employed only partners with employers who demonstrate a genuine willingness to implement these values. A partner must be prepared to take the necessary steps to ensure their workplace is both equitable and safe.
- Women Employed maintains a firm commitment to Diversity, Equity, Inclusion, and Accessibility (DEIA). Employer suitability is determined based on a partner’s alignment with these principles and their openness to maintaining standards for equity and inclusion.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Establishing Employer Relationships
Ways that organizations follow up or otherwise build relationships with potential employer partners. How do organizations keep employers’ interest and stay top of mind, despite how busy they may be?
Employer Visits to Service Provider Locations
- Women Employed organizes convening that connect employers, workforce partners, and program participants. Rather than traditional site visits, these events are designed to be highly collaborative spaces that encourage networking.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Job Fairs and Hiring Events
- Women Employed, in concert with its partners, participates in and organizes job fairs and hiring events. For example, Women Employed and its partner, City Colleges of Chicago, recently hosted an employer expo where employers were invited to speak with job seekers and students from bridge and adult education programs.
- This event created an opportunity for attendees to hear directly from employers across various sectors and allowed employers to engage with participants through formats like a student-led employer panel.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Metrics and Financial Factors
How organizations collect and share information about expected outcomes and potential financial rewards and incentives.
Sharing Metrics and Return on Investment with Employers
- When partnering on workforce development or career pathway programs, Women Employed establishes a clear understanding with partners regarding the exchange of both qualitative and quantitative data. Metrics are selected based on the type of partnership and the goals of the initiative.
- While performance metrics and outcomes are tracked, no personal or identifying information is ever shared between partners.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Gathering Data to Track Employer Metrics
- Women Employed utilizes a variety of tools to track employer metrics. To respect constraints on data sharing, the organization collects data through surveys, allowing partners to share information at their discretion while maintaining privacy.
- Internal program tracking is managed through Excel spreadsheets and Airtable, providing the team with flexibility for project-specific data needs.
- Additionally, the Women’s Entrepreneur Hub captures and maintains program data.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Organizational Level Considerations
How organizations are set up to build partnerships with employers, and how they leverage relationships with other organizations for better outcomes.
Organizational Structure, Resourcing, and Staffing
- There are several team members at Women Employed who manage employer relationships across various programs. Key employer-facing roles include the Senior Career Pathways Manager, who oversees workforce services and bridge programming, and the Entrepreneur Hub Manager, who supports small businesses. High-level strategy and sexual harassment prevention training are typically led by the Director of Development. These positions report to the Leadership Team, specifically the VP and Senior VP of Policy and Programming.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Challenges
Common challenges and how organizations typically respond to them.
Workforce Development Jargon
- Initial interactions with employers focus on ensuring all parties share a common professional language before formalizing any partnership. This alignment is essential to bridge the gap in expectations between the nonprofit and corporate sectors.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Handling Objections from Employers
- When an employer expresses hesitation or raises objections to a proposed opportunity, Women Employed views the interaction as a strategic opening for education and alignment. Rather than treating an objection as a barrier, the organization uses it as an opportunity to provide guidance on adopting inclusive practices and creating an equitable workplace.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
Handling Challenges
- One of the most frequent challenges in workforce collaboration is aligning the differing timelines of nonprofit and corporate partners. For example, a corporate partner’s internal process for managing grant funds may span several months, while the Women Employed team is often prepared to move within weeks.
- To bridge these gaps, Women Employed team members emphasize clear communication, beginning and ending interactions with a confirmation of expectations to ensure all parties remain aligned on goals and timelines.
- Maintaining an open-door policy allows partners to get answers quickly and helps to overcome any challenges that the project brings.
This content is based on interviews and/or email correspondence with Tara Driver in 2026. This content was approved by the organization in May 2026.
