Most opportunities for young people like scholarships and fellowships often target exceptional students while neglecting all others. This innovation exists to provide neutral opportunities for training and mentorship but is not based on previous records of studies or work. This is an equal opportunity space that is driven by the needs and offers as identified by all parties interesting in learning
There are 2 main parties required for this innovation to work: individuals that are interested in learning a particular skill from a workplace and an organization that is ready to share and support prospective learners. Ideal organizations are able to take on learners/interns who will settle for little or no remunerations in exchange for learning specific skills within a given period.
Learners are at liberty to decide when to start or end the learning arrangement and make the efforts to present themselves and make the best use of the resources at their disposal. Learners are willing to give a few hours to support their host organization if the need arises.
The learning corridor is a flexible opportunity that can take place virtually or physically in an organization that may be nonprofit or for-profit. The organization designates a staff who runs the program, facilitating learning on a particular subject within a specified time.
This is a relatively new program that was developed in late 2019. So far, it is still in a pilot phase at SEVICS starting from January 2019. SEVICS has acted as the main host organization within this period and is sharing this innovation for the first time ever.
The program started with a person in January 2020. He would eventually become a staff of SEVICS months later and is currently facilitating the 2nd stream of the learning corridor at SEVICS with one learner. However, a total of 5 learners have signed up for several physical sessions of the learning corridor, while up to a hundred persons participated in a virtual session on time management in 2010. Similar virtual programs are scheduled to hold later this year.
An organization may plan a quarterly learning corridor that accommodates a given number of learners.
Staff is designated to facilitate learning within the given period, for example, 10 hours in a quarter.
Learners are accepted until the corridor is full. The organization does not reject learners.
The corridor is independent of the running of the organization. It is a way they give back to society.
