The cause of Inclusive Education has been promoted for some time, recently through the UN’s Sustainable Development Goal 4: to ‘ensure inclusive and equitable quality education and promote lifelong learning opportunities for all’. Artificial intelligence and related technologies have become important components of the digital economy and affect core areas of our increasingly technologically networked lives. In addition, the EU JRC for Science Policy Report (2019)’ The Impact of Artificial Intelligence on Learning, Teaching, and Education’ “suggests that in the next years AI will change learning, teaching, and education.”The INCAI project aims to examine the ways specific AI technology can support diverse learners and how AI is used in particular in the context of Adult Education to provide a more inclusive and flexible learning environment. Educators from partner organisations will link with ICT/AI specialist organisations in their country and work with a specific target groups of disadvantaged learners and co – produce a wireframe plan for a piece of AI technology which would meet specific needs of that target group. In doing this it will improve the skills and competencies of the adult educators and provide them with innovative learning methodologies to make their services more inclusive as well as the competencies knowledge and insight of disadvantaged learners and knowledge and skills of AI professionals and social partners. The meetings will be used for a mixture of general management and administration and sharing of learning and exchange of current good practice and a visit to the local AI specialist along with representatives of the target group. Each meeting will address a different theme of AI and Inclusion. Introduction to AI in EducationIntroduction to AI wireframesNew innovations in AIAI and social inclusionFuture developments in AIThere will be two Learning events which will produce the main outputs of guidelines on developing AI wireframes and sustainability plans for AI wireframes produced at local level on each partner country. Both GRALE 2015 (Global Report on Adult Learning and Education) and the European Agenda highlights the importance of addressing certain target groups. These are precisely the target groups which are represented by the partners in this project: migrants; seniors, people with disabilities and mental health, low skilled people, non-native speakers, LGBTQ and BME communities and ex-offenders. members of deprived communities experiencing poverty and social exclusion.The overall aim of the project is to produce a more effective educational experience for adult learners in the contexts mentioned through effective strategies focused on improving the inclusion of adults from marginal, vulnerable and disadvantaged groups. objectives are: -To compare, share and identify and promote good practice that can enhance the inclusion of adults from disadvantaged groups in education and learning. -To enhance the provision of good quality learning opportunities to adult’s learners in particular those from excluded groups-To contribute to social inclusion in education across the EU using AI-To develop and broaden the competences of adult education providers and organisations working with adult learners from excluded groups-To demonstrate the significant role AI technology can play in improving inclusion in learning in current practices across EU-To present identified best practices and develop guidelines on how to prepare AI wireframes. -To drive social change and contribute to future development of inclusive AI in education by producing sustainability plans for inclusive AI tools co-produced in partner countries across the EU and by providing local, regional, national and EU level dissemination activities This will lead to :-increased inclusion of adult learners-increased ICT skills and competences for adult learners-increased competences and skills for educators in partner organisations-increased capacity of partner organisations to serve adult learners from disadvantaged groups.There will be 6 transnational Partnership Meetings and 2 Learning events and 1 transnational meeting with 146 participants from 8 partners. in addition to local participants and stakeholders who attend these events and who participate in local activities.The transnational dimension is imperative in this project, contributions from different EU partners across Europe will enable learning, sharing of good practices and a wide dissemination. It will also build innovative and productive partnerships for future collaboration and contribute to the future agenda of inclusive AI in Adult Education.

The main aim of the Project is to create international network of companies operating in the area of Diversity and Inclusion as well as individuals - managers for whom diversity management becomes one of the key competencies. Their goal will be to promote the idea of Diversity&Inclusion in the workplace, create the tools and solutions to support the implementation of the idea in business environment, delivering and sharing the knowledge skills and best practices on diversity and inclusion and diversity management. The expected outcome is to create national equivalents of this kind of network in countries participating in this Project. The primal model is the Polish foundation Diversity Hub. It works as a think thank which main goal is to create a public discussion forum about the idea of Diversity in management. Diversty Hub has already organized 6 conferences and few more minor events on specific topics on diversity area (like interculturalism, age, gender etc.) with the participation of representatives of various environments: scientists and practitioners – business representatives, public institutions, non-governmental organisations and media. The other fields of activity are: organizing workshops, consulting, sharing good practices, conducting researches in various topics of Diversity. The project is based on the mobility, it assumes the organization of international meetings / training with companies which belong to the network. Their taks will be development of rules of the network, excjange the knowledge and experience and learning from each other, collecting material concerning diversity and inclusion in the workplace and icluding more bodies to the network The meetings would have two variants: • training session with experts in the field of diversity management and human rights in the context of business. Training would aim at increasing the knowledge of the participants in creating a friendly diverse environment, how to overcome difficulties resulting from working and living in such an environment and how to extract the largest amount of advantages carries by diversity. It is the basic knowledge, fundamental to start a work with creating a national think thanks. • Exchange the ideas about starting the possibilities of starting the diversity think thank network at every country. The involvement of organizations with big experience in organizing events will be also crucial to Exchange the „know-how” about how to organize an succesfull event in the topic of D&I. Diverse character of involved organizations will be seen at various levels - both international and national. The international character of the network gives it additional value - the exchange of experiences from different backgrounds. Intersectoral character of companies will provide the clash of different perspectives - through a holistic look at the situation. The network can also be a basis for start the new projects and initiatives organized to promote the idea of diversity and inclusion. Project will be realized by diverse partnership of 7 organizations from 6 countries, all of them have huge experience in different dimensions of diversity and inclusion and will give the best possible input. Project will last 24 months. Specific Objectives: • to create the international network of companies and institutions focused on exchange the knowledge, ideas and best practices on the topic of Diversity and Inclusion. Not only institutions will benefit from the network, but also managers developing their competencies in diversity and inclusion. • to launch instruments of providing and sharing the knowledge and best practice on diversity in the workplace: knowledge platform and newsletter. • Increase the knowledge of participating organizations on the topic of Diversity&Inclusion, exchange of experience, learning from each other; • Increase the knowledge of participating organization related to how to start a think tank/network focused on D&I issues and promotion of this topic;

Context & backgroundSoft skills are closely connected with employability and it is also seen that EU countries have different methodologies and approaches to assessment (Cinque, 2016) of soft skills competences and furthermore in the train of teachers. Skills development is one of the four main areas of the European Union. The labor market is constantly evolving and therefore competences and qualifications that educators need change over time. These interpersonal skills are seen as a one of the key competencies in EU policy. The Cedefop (2014) defines competence as the ability to apply learning outcomes adequately in education, work, personal or professional development; these outcomes include knowledge; skills; and personal, social, and/or methodological abilities. European Commission has published new recommendations (2018) for Key Competences for Lifelong Learning, which was adopted in 2006. An agile competence development is seen as a key factor when developing European education. Competence needs are not static; they change throughout life and across eras.Easily accessible learning outcomes promote adult educators development, indirectly students in adult education benefit from the results. Objectives, activities & resultsThe objectives of the project were: a) to recognize needs of soft skills competencies through 2 Delphi rounds, b) to identify and describe 15 key soft skills competencies , c) to develop a self-reflective online test, and d) to co-create an open badge-driven learning process to improve missing soft skills.The project team consisted of six European partners from five countries; Häme University of Applied Sciences (HAMK) Finland, Formacion Para El Desarrollo E Insercion, Sociedad Limitada (Defoin) Spain, Universidad De Cordoba (UCO) Spain, Fondazione Hallgarten-Franchetti Centro Studi Villa Montesca (FVM) Italy, Orange Hill Sp. Z o.o. (OH) Poland and Centrul Pentru Promovarea Invatarii Permanente Timisoara Asociatia (CPIP) Romania. The common definition for soft skills was reached by the first survey (398 responses) and the second survey (216 responses) by which the most important soft skills for adult educators and HR people in their daily work were identified. In total 15 key soft skills were identified. Translations of the badge names and descriptions into national languages were conducted. The landing page (online) was created and badge icons were composed. The landing page was updated by self-directed learning materials (such as new created podcasts, learning materials, videos) in partners’ languages (Finnish, Polish, Romanian, Italian, Spanish) and in English. The links for the badge application with detailed competence criteria as well as instructions for skills demonstration was shared via the landing page. The self-reflective online test was created and implemented in the landing page. The purpose of the online test was to assess persons’ skills related to chosen soft skills (15). In all, 274 badges were issued to the participants in all languages (Finnish 48, Polish 30, Romanian 27, Spanish 40, Italian 28, and English 101). The project team arranged three short-term staff learning, teaching and training activities during the project, twelve multiplier events and was able to achieve all set objectives. Participants, impacts & sustainabilitySOSTRA project succeeded in supporting adult educators, training companies, school-based training centers, training consultants and HRs teachers in achieving a better understanding of the soft skills competencies, as well as adapting learning process more transparently and consistently into practice, seeking an innovative way to intertwine digital and competence-based education into soft skills development in the field of European adult education and to further model competence-based adult education approaches in open digital badge-driven learning approaches.During the project, approximately 38 000 people were reached through dissemination activities. The feedback gathered from piloting the open badge-driven learning process suggested that the learning and teaching situations were conducted well, the process was straightforward and all participants used soft skills daily, finding them to be important skills for educators. The Participants found the project innovative, appreciated the involvement of many countries and that it could be linked to EQF levels. There were some concerns regarding the official recognition of the badges and the evaluation process. The partners found the project results useful for their own self development and will use this type of learning process in the future. Sostra has inspired several new European projects to include digital badges or soft skills development.All materials including self-reflection tests and 15 podcasts in six languages produced during the project are available on Sostra.eu webpage.

The project has been prepared to make a meaningful contribution to inter-cultural dialogue and addressing loneliness, both of which are identified by the European Commission, Member Governments and agencies engaged in local / regional strategic planning as important social issues to be addressed. The application has evolved from the current Erasmus+ project entitled EDIN (Equality Diversity Inclusion Network) where a network of organisations have come together to ensure these principles are embedded in the delivery of Lifelong Learning. This ethos is embedded in the Cultural Ambassadors Target Loneliness through Intercultural Dialogue (CATLID) project where we will enact the following steps:- Develop a training course to provide migrants / refugees with the skills to become Community Educators and share their cultural background- Pilot the training course with eight migrants / refugees and run a series of Inter-cultural Dialogue workshops for them to engage and share with businesses, public sector, NGOs- In addition run Inter-Cultural Dialogue workshops (Knowledge Parties) for migrants / refugees to share with individuals facing loneliness and to facilitate on-going engagement to provide for all the opportunity to extend their support network / contact- Follow-up from the Knowledge Parties to create buddying links between course participants and individuals facing loneliness to reduce their respective sense of isolation - Produce a series of audio - video good practice case studies to promote the project methodology contribution to inter-cultural dialogue- Produce and publish a Handbook on Techniques to Creatively Tackle Loneliness through Intercultural Dialogue, which can be used as a resource to develop new ideas and approaches to creative engagementThe six partners will each train and up-skill eight migrants to become Community Educators who will be a resource for inter-cultural dialogue which will during the project and through sustainability beyond the impact will be to provide learners with presentation skills, enhanced cultural awareness, employability skills, increased confidence and communication skills. In addition the impact will assist businesses to embrace diversity / understand better their customers, assist public sector / NGOs better understand the background / plan for the needs of local citizens and to be active citizens and resource for community cohesion initiatives. Community Educators will also be a resource to buddy with people facing loneliness and enable situations of mutual support and benefit.With active partner contribution from Austria France, Poland, Spain, Sweden and UK the longer-term project benefits will be to bring a trans-national perspective and innovative creative trans-national solutions to combining the project themes of inter-cultural dialogue and loneliness. This will result in the production of materials and tools which can be mainstreamed within the partner organisation and be available through active dissemination to other learning providers / community development / community cohesion focussed organisations throughout Europe.

Culture is a driver and enabler of human development. It reflects business relations and professional life, being a source of many crucial competences. Art and culture are brilliant educational instrument. Moreover both play strong role in opening ones’ horizons and building positive attitudes toward others.This is crucial in development of managers, who need to develop competences and skills currently most expected by employers, such as: creativity, openness, flexibility, problem solving, out-of-the-box thinking, equality, tolerance and respect. At the same time absolutely basic in conditions of complexity of management processes are: sensibility, mindfulness and cognitive processes, acting through experience, analysing, creation and reflection – humanistic approach, which broaden one’s horizon and bring a better balance. All can be reached through art and culture.CULTURE PRO is aimed to enrich the educational offer by elaboration, tests and dissemination of innovative, comprehensive programme of development the competences of managers through art and culture. Further objectives:• to develop competences and skills of managers;• to enhance a humanistic approach in management (sensibility, mindfulness and cognitive processes, ability of acting through experience, creation and reflection)• to enhance diversity and equal treatment in a workplace;• to raise the awareness of positive influence of art and culture on management.Project lasted 34 months and was undertaken by 3 partners from 3 countries:•Orange Hill form Poland which is the company experienced in lifelong learning, adults’ competence development and supporting companies in human resources management;•KulturAXE from Austria which is cultural association experienced in the fields of fine arts, design, new media, performing arts and architecture they use to foster intercultural communication and exchange.•Delle Association from Hungary that operates as a platform for the production of exhibitions, study, research, focusing on both art and science and supports programs that promote cultural awareness and social change. Partners combined their expertise and experience to elaborate educational programmes developing the most required managerial skills through the arts and culture. We used Design Thinking method to set up the model, emphatise the users, create prototypes and then finally test each workshop programme on the group of experienced managers. At the final stage of the process programmes were redesigned in accordance to their feedback. Parallelly partners (in collaboration with final users) worked on designing online edu-platform. Important part of partnership’s work was elaboration the scenarios and creation the video promoting personal development through the arts and culture and the meaning of art in our lives. Partners closed the project cycle with the publication summarising the achievements of the project and giving the inspiration on arts in the process of acquiring skills in our professional life. Projects resulted with complex learning through art and culture educational programme assisted with supporting tools such as on-line educational, video and publication.The program was based on new approach of learning through art and culture. Training proposal consists of 2 different types:Workshops basing on learning through art and culture approach, with following topics foreseen: a. Art and Revolution (collage / video creation)b. Big Picture (collage / photography)c. Jam (music)d. Mask Play (masks)e. Moving Images of Happiness (painting / visual arts)f. Stage and the Lines (theatre)g. The Word (literature) 2-day strongly interactive workshops of Eat Art - based deeply in local culinary culture and strengthening the capacity of going back to the roots, finding your own pace and developing the sensitivity to beauty and simplicity. Trainings were complemented by: EDU- TOOL. Virtual space providing knowledge and developing skills. VIDEO – “Art and culture in development of human” - interactive film with the possibility to choose the scenario by the user, promoting learning through art and culture advantages and inclusive role of art and culture.PUBLICATION to: show experience gained during the project, project success, to promote positive attitude towards art and culture and its use in managers’ workplace.All materials used together provide tangible support for institution interested in realizing the programme or implementing it into their offer. Project is addressed to managers. It may be used by: companies -HR departments, public and private institutions of culture, public and private educational institutions operating in lifelong learning, NGO’s, business environment institutions, local authorities, institutions of labour market or culture etc. and individual professionals (advisors, experts, trainers) operating on a market, as well as advisory and/or training companies.