CONTEXTAlmost 60% of Europe’s 74 million low-skilled citizens are over 45 years old and are the most hard to reach to participate in training, even though they need lifelong learning most. Efforts to reach out particularly to low-skilled adults over 45 years old, who need special motivation to participate in training are essential to reduce risk of social exclusion. CSOs that already work with low-skilled people living in poverty, have to play an important role in engaging them in training, and thus need methodologies and tailor-made strategies to involve the various stakeholders required. On the other side employers’ involvement in training programs for unemployed low-skilled older adults is essential to increase perception of benefits of upskilling and connection to employment.OBJECTIVES1 Establish effective local ecosystems that encourage participation of unemployed low-skilled adults over 45 years old in training opportunities.2 Increase collaboration among CSOs, employers and trainers.3 Produce recommendations for employers to increase their involvement in training initiatives for low-skilled older adults.4 Improve socio-labour inclusion of unemployed low-skilled adults over 45 years old.THE PARTNERSHIPThe Ac+45 project comprises 5 organisations from 4 EU countries representing the worlds of civil society, adult education, labour, policy and regional development. ActionAid Hellas is an affiliate of ActionAid International experienced in empowering vulnerable groups of people, provision of personalised guidance and delivering training on basic skills. The Labour Institute of Greek Confederation of Labour provides scientific justification about interventions related to labour, and training to socially vulnerable groups. Action Against Hunger is a large CSO in Spain working on the empowerment, training and employability of 10000 vulnerable people in 10 regions. RETE NGO in Italy works on social and labour inclusion of disadvantaged and delivers digital skills courses adjusted to low-skilled older adults. Stara Zagora Regional Economic Development Agency in Bulgaria works with businesses, authorities and civil society towards the regional economic development. The Confederation of Danish Employers (associated partner) represents 14 employers’ organisations and has 28,000 private companies as members.ACTIVITIES & METHODOLOGY 1 Desk research, interviews with low-skilled older adults and focus groups with employers to define the requirements for engaging unemployed low-skilled adults over 45 years old in training.2 Development of a collaboration framework among CSOs, employers and trainers in adult education, an implementation guide and experiential training material to establish effective local ecosystems/learning and employability centres.3 Collection of successful practices to produce knowledge resources for employers and encourage their involvement in training initiatives for low-skilled older adults.4 Training of the partnership on the use of Ac+45 collaboration framework and tools.5 Pilot testing and impact assessment of Ac+45 outputs through establishment of local collaboration schemes.6 Creation of a network of Ac+45 adopters to facilitate stakeholders’ collaboration and sustainability of results.7 Promotion of the Ac+45 outputs through multiplier events.RESULTS & IMPACT1 Requirements and influential factors for engaging unemployed low-skilled older adults in training to provide CSOs and trainers with greater understanding on the needs of this group, and support them in designing more attractive training and empowerment programmes (400 CSOs, 200 Training providers to be reached).2 An integrated collaboration framework and tools to empower CSOs staff to establish effective collaborations with employers and training providers, and motivate potential learners (4000 professionals, 1500 learners to be reached).3 Guidelines for employers to support their involvement in training initiatives for unemployed low-skilled older adults (500 employers to be reached).4 A network of Ac+45 adopters and repository of impact assessment results to promote adoption of project outputs, and support policy makers in the design of employability and upskilling measures for unemployed low-skilled older adults (40 adopters during project, 35 key policy makers to be reached).5 A European conference and four national infodays to reach and involve target groups (285 participants).LONG TERM BENEFITS1 Integration of the Ac+45 collaboration framework, tools and knowledge resources by CSOs, training providers, employers and chambers of commerce in EU, adjusting them in their contexts.2 Uptake and adaptation of the Ac+45 collaboration framework from policy makers in EU, with the aim to improve the impact of current policy measures.3 Participation of a growing number of unemployed low-skilled adults over 45 years old in training programmes on basic and soft skills, promoting their socio-labour inclusion.

Context/background of the projectFor several years the European Commission has stressed in each of its communiqués the importance of vocational education and training (VET) for the employability of (young) people as well as for the competitiveness and growth of the economy. In many countries strategies to foster VET focus, however, largely on initial VET. The project covers a wide range of European Life Long Learning objectives and priorities that are related to the core philosophy of Erasmus+:Contributing to Lifelong Learning:Apprenticeship is one of the key issues in Lifelong Learning and thus a flexible dual education system specialised for SME’s is going to be huge improvement. Not only from the perspective of education, but mainly from the perspective of individuals on the labour market: migrants, workers who want to improve their skills and/ or people who are looking for a (new) job.Contribute to the development of quality lifelong learning and to promote high performance, innovation and a European dimension in systems and practices in the field:The development of an innovative flexible certificated standard of apprenticeship system under European cooperation is going to set the foundations for the development of high quality apprenticeship systems. Additionally, project's results and dissemination activities will promote the development of common European and national policies related to apprenticeship and will enhance attractiveness of VET and Life Long Learning at European level.Lack of apprenticeship certification discourages young people to become apprentices. Additionally, lack of regulation framework discourages firms to benefit from apprenticeship programs. An innovative flexible certificated standard of apprenticeship system will improve the quality, accessibility and attractiveness for VET and lifelong learning opportunitiesSupport improvements in quality and innovation in vocational education and training systems, institutions and practicesThe project concerns an innovative apprenticeship system with improved quality due to its involving all interested parties .To enhance the attractiveness of vocational education and training and mobility for employers and individuals and to facilitate the mobility of working traineesAn innovative apprenticeship system integrating work-based and school-based learning promotes the mobility of employers, individuals and working trainees.Sector Skills AlliancesThe project will bring together bodies with metal construction companies' specific expertise in three complementary fields: the world of vocational education and training, the labour market, and VET policy makers with the help of a more flexible education system in order to identify skills needed by the energy sector and to integrate sectorial skills.Promoting equality between men and women and contributing to combating all forms of discrimination based on sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation

The central idea of the project is to implement and promote the framework of Social Solidarity Economy (SSE) in Vocational and Educational Training (VET), while the vision is a comprehensive training and professional development of younger generations, which integrates alternative socio-economic models in their framework of ideas and attitudes.Although a lot of work has been done on the positive social effects of SSE, less attention has been paid on the positive effect that SSE has on employability, when today, the SSE sector provides paid employment to 6.3% of the working population in the EU-28, compared to 6.5% in 2012. Furthermore, the project understands VET and especially CVET as a tool for social change: VET could prepare students for a broad occupation within loosely defined vocational streams rather than workplace tasks and roles associated with particular jobs. In this sense the project has a threefold scope and related objectives: - First, to make SSE a visible and familiar concept to the labour market with regard to social inclusion, employability and sustainability while introducing elements of competence profile of SSE VET -Trainer.- Second, to provide VET trainers with innovative teaching methods and tools by implementing alternative pedagogical experience (SSE in training). - Third, to empower trainers and therefore trainees with new approaches, skills and competencies coming from SSE in their attempt to enter the labour marketThis approach and challenges should not be addressed locally or even nationally but at a European level (and if possible, taking into account an international approach). In this framework, the different Cultural backgrounds (essential in SSE), national frameworks for Qualification (essential for VET) are brought together and work as a synergetic field.The direct target groups of the project are:- Local and national VET providers; trainers; mentors;- Career Opportunity Advisors;- Policy and decision-makers and in particular the statutory bodies responsible for the development and implementation of the European/National Qualifications FrameworkIndirect target groups:- Tertiary education Graduates as part of “Young people neither in employment nor in education and training (NEETs)”. - Young graduates of secondary vocational/general education level (age 18-30).- Local, national and European SSE organisations.Therefore, the expected results of the project and on its completion are: - A VET Trainers’ Guide on SSE (skills, competences, knowledge, learning outcomes). It will introduce the SSE occupational area in VET system and particularly manual needed to trainers. - A common package of VET training modules on SSE. The modules will offer increased knowledge and innovative methodologies for VET providers to deliver more innovative curricula; provide improved knowledge on SSE for VET trainers, as well as a multicultural experience. - Pilot Testing of the material among VET trainers in every partners’ country and in one international training activity.- Advocacy for the inclusion of VET training modules in VET curricula at European and national levels. In this sense, the partnership will: develop and mainstream concrete joint strategies for SSE organisations to advocate for VET curricula innovation.

<< Objectives >>The PowerUp project aims to: - make VET more relevant to former fossil fuel power station workers;- facilitate the development of flexible VET programs in line with the needs of the local economy and businesses;- inform the local community about the positive aspects of the energy transition in place;- provide an IT tool as an innovative and flexible solution to local job hunting; - improve collaboration between VET providers and businesses to offer job opportunities in new sectors.<< Implementation >>The PowerUp project’s methodology is based on a participatory approach, which engages directly with the target groups in all stages of its implementation. WP2 will embark on desk and field research leading to the creation of a good practice guide. WP3 will entail the development and piloting of a curriculum and training materials.WP4 will entail the development of a job-hunting platform.WP5 will comprise all the dissemination activities and elaboration of policy recommendations.<< Results >>The expected results of the PowerUp project during the project’s life are:WP1: Project Management and Coordination led by SYNCNIFYWP2: PowerUp Good Practice Guide led by NUP, AUP and UOPWP3: PowerUp E-Course led by INE/GSEE, CTBG and PfSDWP4: PowerUp Job-hunting Platform led by INE/GSEE and SYNCNIFYWP5:Dissemination and exploitation led by NUP, AUP and UOP

Ethnic diversity management and migrants’ integration in the labour force constitutes a major challenge for the EU. The increasing flow of TCNs (immigrants and refugees), which is rising due the recent refugee crisis, together with internal migration of EU citizens continues at a rapid pace. The resulting ethnic inequalities among a diverse workforce in the EU implies an immediate action. Considering that ethnic diversity is a complex issue to deal with, the role of social partners is deemed critical. Both trade unionists and employers’ organisations need to acquire specific skills and knowledge and be aware on inequalities, discrimination and inclusion process in order to meet their organizational needs and contribution towards handling ethnic diversity and promoting migrants’ integration at workplace level. Social partners need also to acquire conflict resolution skills, knowledge of the relevant legislation, and of good practices and policies. Against the above background, the principle objective of the project is to improve the skills, knowledge and competences of social partners in addressing ethnic diversity in EU SMEs. To this direction, other objectives of the project refer to the enhancement of the quality and relevance of learning, the strengthening of migrants' key competences to integrate into the labour market and society and the exchange of best practices.To achieve these goals, the project brings together a partnership network consisting of eight organisations from five EU countries: Cyprus, Denmark, France, Greece and Italy. Despite the different realities of migrants’ integration in each country and the complexity of social dialogue in regards to SMEs, a closer look reveals that the participant countries are found - if not in the same - in very similar situation to the reception of migrants. Considering the synthesis of the network, built based on their field of expertise, the project allows the interdisciplinary approach to the problem. Specifically, the partnership involves research and academic institutions (INEK-PEO, the University of Milan), migrants organisations (KISA, IRIV), social partners (INE/GSEE, IME/GSEVEE) and VET centres (ENAIP, VIFIN) that have long experience in national and community action, research activities, tripartite social dialogue and policy interventions. In the above context, the project partners have been selected by their experience and capacity but also due to their position in relation to the inflow of immigrants. Cyprus, Greece and Italy, are traditionally immigrants' reception countries currently encountered huge inflow of immigrants due to the recent refugee crisis. The capacities of the front-line countries need to be strengthened in terms of diversity and conflict management. Therefore, the knowledge of experienced countries in the field of ethnic diversity and conflict resolution is considered of great importance to the project’s objectives.The nature of the main activities of the project are research base and training activities. The ultimate purpose of the research activities was the provision of contextual framework directed to an improved understanding of ethnic diversity in SMEs of the participant countries; this framework was a source for the designing of the training and educative materials of the project. In this way, the findings of the research activities had an essential role to the formation of the core outputs the project. In relation to the training activities developed in the frame of the project, they contextually correspond to the different - and sometimes conflicting - interests and needs of the various target groups including: training for social partners, development of training material and other educational tools for both social partners and migrants. The main results/outputs emerged from the activities of MigrAID are: a) A comparative research report on migrants’ integration and ethnic diversity in SMEs in the respective countries, b) a training manual directed to migrant populations, c) a VET programme for social partners, d) a training curriculum for social partners, e) an ethnic diversity guide for SMEs, f) an Educational on-line Platform and g) a Conflict Resolution Simulator.