Social Return on Investment of an Innovative Employment Option for Persons with Developmental Disabilities

Common Ground Co‐operative (CGC) provides training, administrative, and job coach support to five social enterprises for which persons with developmental disabilities are the non‐share‐capital partners. This study examines the use of social return on investment (SROI) as a means of determining the value of program impacts related to quality‐of‐life changes for enterprise partners and their families. The process of conducting this SROI analysis is described and analyzed in terms of its utility in employment services for persons with developmental disabilities.     

What's In It for the Volunteers?

This article reports on a social return on investment (SROI) analysis of volunteers of the Good Food Market program, a food access initiative run by FoodShare Toronto, one of Canada's largest food‐justice organizations. Unlike conventional SROI research, which typically focuses on the entire ecology of an organization or program, this article focuses solely on isolating the return volunteers receive on their investment of time, skills, energy, and the like—an SROI of volunteering. The article reviews the challenges of adapting the SROI methodology to the context of volunteer benefits and finds that ultimately SROI is a useful tool for articulating the value of volunteering.     

Social Return on Investment for Good Foot Delivery

This article provides reflections on a social return on investment (SROI) research process with Good Foot Delivery, a work integration social enterprise in Toronto, Canada, engaged in package delivery and employing people with developmental challenges. The article has three aims: (1) to assess Good Foot's key business inputs, activities, and outputs, and the social impact that these have had on its key stakeholders for the 2013 calendar year; (2) to critically reflect on how the research team arrived at the SROI’s inputs, outputs, outcomes, proxies, and other findings; and (3) to discuss some of the strengths and challenges of the SROI process in practice.     

Doing good while doing business: Using financial viability to enhance employability for the disadvantaged

The employment social enterprise (ESE) model can provide an opportunity to create a financially viable business that helps individuals with employment barriers become integrated into the labor force. This research studied eight ESEs. Findings suggest that by applying private‐sector business principles to a workforce development programs, social enterprises can provide participants with meaningful and valuable work experience, while offsetting program costs. Analysis identified four promising practices that social entrepreneurs should adopt when setting up a new enterprise. Enterprises should (a) provide soft‐skill training and social services to participants; (b) operate at a size that allows for economies of scale in production and the provision of support services; (c) have few occupational skill requirements; and (d) hire supervisors with both industry knowledge and the capacity to support individuals with employment barriers.     

A longitudinal evaluation of government-sponsored job skills training and basic employment services among U.S. baby boomers with economic disadvantages

Job skills training is a cost-effective strategy for improving employment among individuals who have low income and employment barriers, but few U.S. government-sponsored employment program participants have received such training. To better understand long-term gains from job skills training, this study compared employment and earnings trajectories between program participants who received job skills training and those who received basic services only. Using data from the National Longitudinal Survey of Youth 1979, we estimated 33-year employment and earnings trajectories among U.S. baby-boomer cohorts while accounting for baseline group heterogeneity using inverse propensity score weighting. We found increases in employment rates over the life course, especially among Black women. Job skills training also increased earnings by up to 69.6 % compared to basic services only. Despite the long-term gains in employment and earnings, job skills training participation is not sufficient to address gender as well as racial and ethnic gaps in full-time employment. Findings reinforce the importance of incorporating job skills training as an essential service element of government-sponsored employment programs to improve long-term labor market outcomes among Americans with economic disadvantages.     

Turning Social Return on Investment on Its Head

This article undertakes a critique of social return on investment (SROI), combining the existing research literature with an analysis of six case studies of supported social enterprises employing people with disabilities and other challenges that affect their access to the conventional labor market. The critique of SROI focuses on its positivist roots and its emphasis on one number, the SROI ratio. It also discusses the technical challenges in producing that number, including concerns about its reliability. The article presents the stakeholder impact statement, an approach that is rooted in interpretivism and attempts to understand the impact of enterprises through the eyes of multiple stakeholders. Unlike SROI, which is a supplement to conventional accounting statements, the stakeholder impact statement integrates financial and social impact data, thereby placing them on the same level of importance.     

Measuring Social Return on Investment

Strategic decision making and evaluation in philanthropic giving and social investment requires good‐quality information about the social impacts of that investment. One way to meet this need is by calculating a social return on investment (SROI) measure, akin to the return on investment (ROI) approach used in business analysis. Despite much buzz in the field, SROI measurements are rarely used, in part because of the complexity of the calculations but also because of a number of thorny and often expensive organizational challenges associated with implementing an SROI process. This article explores these implementation challenges by comparing four social venture organizations in the health care field—two in the Netherlands and two in the United States—that have utilized some sort of SROI measurement. We summarize the SROI process and identify the specific organizational challenges in each case. Lessons learned from this analysis include the value of process versus product and the importance of fitting the type of measurement to the organizational context. We conclude with a summary of best practices for organizations and social investors who might try to make effective use of SROI measures.     

Debunking macro myths: findings from recent graduates about jobs,salaries, and skills

Research suggests that interest in macro social work practice is declining, a trend that has been well documented in the United States. Studies find that social work educators and practitioners may foster beliefs among MSW students that discredit macro practice and associated skills while asserting macro graduates are likely to face poorer employment prospects and lower salaries than micro counterparts as they start their careers. This study builds on and extends this literature by examining 27 skills in their current job using a five-point Likert-type scale among the early career trajectory of MSW alumni (N = 182) who graduated between 2008 and 2012 from a public social work institution in the southeastern United States. The skills included in the survey, as well as decisions about how to group them into scales, were made based on theoretical links between the skills by macro faculty members. Findings highlight the use of macro practice skills regardless of concentration focus, no differences in salary, or the time it takes to find employment between micro and macro alumni. Implications for social work education are discussed.     

Potential Assistance for Disadvantaged Workers: Employment Social Enterprises

By integrating a business mission into a transitional jobs program, employment social enterprises (ESEs) provide temporary work and a supported work environment to reduce the barriers facing disadvantaged workers while generating revenue to cover production costs. This study uses surveys of workers in and financial statements from seven ESEs to provide information for three sets of complementary analyses: a pre-post analysis examines changes in employment between the time a person starts ESE work and about one year later; a case study uses propensity score methods to compare changes in employment between ESE workers and similar people who did not work in an enterprise; and a cost-benefit analysis estimates the potential value of ESE jobs. Results suggest that individuals have close to 21% gain in employment one year after starting ESE work; taxpayers gain at least $0.42 for every dollar spent on an ESE job; the return to society of developing an ESE is at least 34%; and the social returns to converting a profit-driven business into an ESE exceed 100%. Although the study cannot control for many of the factors that would allow estimation of causal impacts, it provides some of the first preliminary evidence of the value of the ESEs’ public-private approach to increase workforce skills and employment and stabilize lives of individuals with employment barriers.     

A Multi-Outcome Evaluation of an Independent Living Program

This study evaluated an Independent Living (IL) program targeting foster youths in Florida. The IL group composed of 49 young adults, and the comparison group of 18 young adults was utilized. Data were collected via a mailed survey and case record reviews. Results suggest that IL program participation is associated with better educational, employment, income, housing, early parenting-prevention, transportation, anger control, criminal-prevention, and self-evaluation outcomes. However, IL participation is not associated with better social support, perceived parenting competence, substance abuse-prevention, sexual risk-prevention outcomes, increased knowledge in money management skills, job seeking and job maintenance skills, interpersonal skills, or lower depression. Implications are discussed for program design and future research. Savas Georgiades is an Assistant Professor at the St. Ambrose University, Davenport, IA.     

Legitimation dynamics: How SROI could mobilize resources for new constituencies

The following critical essay on the social return on investment (SROI) methodology is broken into two parts. In the first section, focusing on the categorization dynamics of the SROI, I review a set of methodological and ethical tensions surrounding the SROI, using examples from my own work and other published works using SROI. These tensions include the fact that the project requires standardization to achieve comparability while concurrently offering a flexibility in constructing a narrative of impact that is attractive to users. In the second section, focusing on the legitimation dynamics, I define a narrow scope for where, despite the aforementioned pitfalls, that the SROI can be quite effective in building a rhetorical argument for directing material resources. The essay argues that despite ongoing methodological challenges, the investor lens and market logic undergirding the metric provide a powerful frame for persuasion that can be used to construct worthiness and value creation for constituents not already constructed as such.     

The Assisted Living Residence: A Vision for the Future by Stephen M. Golant and Joan Hyde (Eds.)

Abstract

The employment prospects of older workers in Germany are widely endangered because of age discrimination. The main indicator concerning recruitment is that from the age of 45 on the difficulties in finding a new job rise extraordinarily and, accordingly, the duration of unemployment rises. Concerning further training, there is a lack of participation by older workers in vocational training and, additionally, they face numerous risks in the deterioration of their skills. Given the long-term implications of the aging labor force, employers must adapt their approaches to recruiting and training older workers to prevent a further loss of skills and knowhow. A comprehensive strategy for integrating older workers and overcoming age barriers in employment is required. To promote recruitment, job-placement programs should be linked more closely to companies and public programs should be targeted to older unemployed workers. To promote further training of older workers, the workplace needs to create a learning environment, introduce a greater variety of tasks, and develop training schemes.     

A‐Way Express Courier

This article examines the social return on investment (SROI) of A‐Way Express Courier for the major stakeholder group of the organization, its employees. Specifically, it explores the mental health, employment, and standard of living outcomes that A‐Way provides for the employees who are consumer/survivors of the mental health system. Overall, the impacts of the organization contributed significantly to improvements in the health and quality of life of the employees. They also translate into economic benefits for the employees and the community. Because of A‐Way's roots in the consumer/survivor movement of the 1970s, the article suggests that positive psychology could be a valuable framework with which to explain A‐Way's impact.     

An opportunity for the social and employment activation of social assistance clients: an example of the effectiveness of a project implemented in Poland

Social and employment activation of individuals at risk of social exclusion gains in significance if it results in their more active attitudes. An increasing number of systemic projects currently implemented by social assistance centres (SACs) in Poland provide a great number of people with an opportunity to take steps to improve their circumstances. The research objective was to assess the results of the project called ‘Use Your Opportunity’, implemented by the SAC in Andrychów, in order to draw conclusions concerning the forms of assistance offered as a part of social and employment activation scheme. The research encompassed 79 individuals before and after their participation in the project in 2010 and 2011. It has been found that the participation in the project and contact with the specialists definitely contributed to the SAC clients' greater knowledge about the way in which they function in the society, their abilities and limitations and also their life skills and employment opportunities. There is no doubt that systemic projects implemented by the SACs in Poland significantly increase the opportunity for their clients to receive support that is not only limited to financial help, which has been common practice so far, but also grants access to the otherwise inaccessible training and specialist counselling services.     

Challenges and boundaries in implementing social return on investment: An inquiry into its situational appropriateness

Nonprofit organizations (NPOs) and social enterprises are increasingly under pressure to justify their use of resources and report their impact on society. Frameworks that monetize social value such as social return on investment (SROI) have emerged as a response. The existing literature highlights many benefits and technical challenges of SROI, but largely ignores strategic and organizational learning aspects. This paper explores the use of SROI in an NPO conducting cultural heritage preservation. By analyzing the challenges managers face in agreeing on a reliable (“correct”) computation of SROI and in assessing the validity and relevance (“appropriateness”) of SROI, we seek to understand the challenges and boundaries of SROI. Challenges with a reliable computation of SROI are identifying stakeholders, the choice of proxies, the time horizons, and deadweight factors. Challenges with an appropriate SROI calculation are comparability, subjectivity, legitimacy, and resource utility. We argue that SROI calculations might not be reliable or appropriate in organizations with fuzzy purposes, broad value creation goals, broad target groups, very individual or subjective proxies, strongly lagged outcomes, complex or unobservable causality, and with lack of legitimacy among stakeholders. Organizations should not trustingly adopt SROI without being aware of these limitations.     

LONG‐RUN EFFECTS OF YOUTH TRAINING PROGRAMS: EXPERIMENTAL EVIDENCE FROM ARGENTINA

We study the effect of a job training program for low‐income youth in Cordoba, Argentina. The program included life‐skills and vocational training, as well as internships with private sector employers. Participants were allocated by means of a public lottery. We rely on administrative data on formal employment, employment spells, and earnings, to establish the effects of the program in the short term (18 months), but also—exceptionally for programs of this type in Latin America and in developing countries in general—in the medium term (33 months) and in the long term (48 months). The results indicate sizable gains of about 8 percentage points in formal employment in the short term (about 32% higher than the control group), although these effects dissipate in the medium and in the long term. Contrary to previous results for similar programs in the region, the effects are substantially larger for men, although they also seem to fade in the long run. Program participants also exhibit earnings about 40% higher than those in the control group, and an analysis of bounds indicates that these gains result from both higher employment levels and higher wages. The detailed administrative records also allow us to shed some light on the possible mechanisms underlying these effects. A dynamic analysis of employment transitions indicates that the program operated through an increase in the persistence of employment rather than from more frequent entries into employment. The earnings effect and the higher persistence of employment suggest that the program was successful in increasing the human capital of participants, although the transient nature of these results may also reflect better matches from a program‐induced increase in informal contacts or formal intermediation. (JEL J08, J24, J68, O15)     

Job Interview Social Skills Training for Asian-American Immigrants

Abstract

A social skills training program was designed to teach former Asian refugees the values and practices of Western culture, and to utilize this knowledge in seeking higher level employment. In a repeated measures multiple baseline design, comparison of pre-and post-performance measures of social interview skills found improvement in participants' performance. Social validity measures indicated self-improvement in several dimensions including understanding of Western social customs, personal confidence, and securing better employment. The implications of using these types of educational and social skills programs are discussed.     

Graduate Education for Social Change

ABSTRACT

Is it possible to conduct an effective, progressive, and politicized program for graduate students in our contemporary conservative context? This article evaluates the outcomes over seven years of a pioneering program in Political Social Work. Based on survey data of Political Social Work alumni, it addresses four outcome measures: enrollment, satisfaction with curriculum and field opportunities, job and career development, and persistence of political ideology and practice. While being “political” during the past decade is clearly different than it was in the 1960s, the evidence proposes that political content and practice can have a significant place in both social work education and the field. More specifically, the study demonstrates that politicized social workers in the 1990s were able after graduation to secure employment, sustain progressive values, and practice political social work.     

Asian Women,Job Training and the Social Organization of Immigrant Labor Markets

This paper examines the entry of Asian immigrant women into a gendered labor market via government-funded job training programs. The focus is on the intake processing of clients into an employment training program operated by a community based organization. The study reveals that women's family responsibilities and the cultural capital they bring function to screen them into or out of training programs and ultimately shape their location in the workforce. The study thus draws attention to how race, class, and gender enter into the organization of Asian immigrant women into the labor market. This investigation is based in institutional ethnography (Smith 1987), a research strategy which displays how activities in a particular setting are coordinated with more extended forms of social organization. The study shows that the overriding concern with successful placement in a job as mandated by government regulations is a critical factor in selecting the women for these programs.