During 2 years of the project, unemployment situation in EU has improved. In Sep 19, unemployment rate in Euro Zone was 7.5%, less than at the start of the project. In partnership countries, data are 3.9% Romania (5.5% at the start), 14.2% Spain (18.4%) and 9.9% Italy (12%). Youth unemployment also declines: 15.9% in Euro Zone, 16.2% Romania, 32.8% Spain and 28.7% Italy. However, much remains to be done.CREATIVE aimed to improve employment opportunities for people, especially youngest, with more effective tools to access in better conditions to the labour market, to motivate them towards build their own businesses, from a transnational view.CREATIVE project partners followed in detail the table of activities envisaged at initial proposal. A wide range was carried out. High quality products were produced, designed to be alive, improved, updated and adapted to different contexts. CREATIVE produced new tools for job orientation professionals and for unemployed people, especially young, who do not have a clear prospect of finding a job.INNOVATIVE TOOL FOR JOB ORIENTATION. Two questionnaires, together with a Comparative Sector Guide, offer professionals a simple tool to detect and to empower entrepreneurs and creative people, to chart with them a employable path personalized and adjusted to reality.AN ONLINE TRAINIGN PLATFORM with two specific courses. Both provide in-depth information on how to undertake in the Creative Industries (CI) Sector, and how to enhance this entrepreneurship by relying on the use of new technologies. A GUIDELINES OF BEST PRACTICES with information European policies on the promotion of the CI sector and Examples of business in the CI sector in the 3 countries and in EU. It aims to be a model and inspiration both for those who interested in undertaking in the sector, and for professionals who want to know more about this Economic field. The CREATIVE staff involved organized Study Visits to representative companies of the CI Sector at local level. Accompanied by young people, all met these companies who would serve as a model for a future development of their own business ideas. A 5 DAYS TRANSNATIONAL TRAINING. Carried out in English, with the participation of youngsters from Italy, Spain and Romania, interested in start up a business in the CI sector. Participants increased information on the sector, and new perspectives to better access the labour market were opened for them.MONITORING ACTIVITIES. A big number of monitoring activities was carried out to achieve the goals proposed. 4 transnational meetings and 12 online meetings were held. A shared Google drive increased the effectiveness of teamwork. A Whatsapp group strengthened communication via email with the staff involved. Phone calls were made to address specific issues requested by partners. 2 monitoring reports were made to keep track of the status of the project. FINANCIAL CONTROL ACTIVITIES on partner´s expenditure budget were carried out, So the coordinator keeps all the documentary evidences. DISSEMINATION ACTIVITIES. A Dissemination Plan, and an editorial plan for each partner were scheduled. A brand logo, 4 newsletters, 12 articles and numerous posts have fed a FB page project. 1 final video with the results and testimonials of participants was produced in cooperation with partners. 1 brochure and 1 poster gave image to the project. 3 events were held as scheduled with a higher attendance than expected. About 1000 persons participated directly in project activities. - 77 persons in Pilot courses - 95 persons in individual entrepreneurial counseling activity- 350 Decision makers, Experts, specialists, professionals as results of the dissemination activities - 156 Entrepreneurs interviewed- 73 attendees to 12 Study Visits- 127 attendees to Final Events.- 100 persons following FB page CREATIVE contributed to the achievement of employment skills, provide greater information on the situation and a wider range of personal and job resources to get into the labour market in better conditions. The Innovative Tool is essential to evaluate job competencies and develop personalized insertion itineraries.Online courses will remain in the catalog of services of our organizations, open to all those interested. To improve employability, they complete the training offer to the target group. The Final Guide of Best Practices is a complete, inspiring and didactic element, and offers information about the keys to undertake in this sector, enriched by its transnational perspective. All these elements and tools produced in CREATIVE project will be alive and available to all interested people and organizations. The City Council of Madrid will be in charge of keeping active the FB page, sharing and showing links to access to all these high value resources. These tools were created in a spirit of permanence. If all this applies in a booming sector such as the CI in Europe, the sum of the factors predicts good results.

"Migrapreneurs is a consortium of 5 partners from the UK, France, Turkey & Spain, all committed to promoting entrepreneurship and employability skills and with a specific interest in supporting migrants in our communities and at a European level. Skills mismatch can contribute to unemployment and may reduce productivity and competitiveness. It appears in various forms such as skill shortages or gaps, but also applies to situations where the qualifications, knowledge and skills of an individual exceed the requirements of their job. ‘Vertical’ mismatch, commonly referred to as over-education, occurs when an individual is employed in a job, which requires a lower level of education. Migrant workers are more likely to experience over-qualification. With the worsening refugee and migrant crisis across Europe and linked negative media coverage, partners in Migrapreneurs came together in 2016 to begin work, which could contribute to overcoming this issue.The Migrapreneurs partnership believes that we, as an EC community, need to make sure that we make the most of migrants' skills and education and show the benefits they bring. Erasmus+ guidelines (2016) were updated to address issues around social cohesion and the integration of migrants. “Education and youth work are key to prevent violent radicalisation by promoting common European values, fostering social integration, enhancing intercultural understanding and a sense of belonging to a community.” Migrapreneurs aimed to contribute to this priority through the development of entrepreneurial and employability training and resources, which could help Europe to make the most of its highly skilled migrants and, as a result, enhance social inclusion and intercultural understanding. Migrants and people from ethnic minorities represent a considerable pool for entrepreneurship. The overall objective of Migrapreneurs was to better utilise the skills that highly skilled migrants bring into partner countries by fostering an entrepreneurial/intrapreneurial mindset within the target group. Through the project, we have provided an initial group of 152 migrants with the necessary skills and knowledge to improve their chances of finding employment that matches their skills and experiences or start a business instead. Through our other resources and sustainability work, we will continue to help that number grow. We have completed the following activities:1/ Reports (National and European) on the training needs of highly skilled migrants to develop entrepreneurial mindsets2/ Development of a Training Programme – “Entrepreneurial Journey for Highly Skilled Migrants”, including the delivery of the programme as pilots in the UK, France, Spain and Turkey with 152 participants. 3/ Development of a Training the Trainers Guide to accompany the “Entrepreneurial Journey for Highly Skilled Migrants” training programme4/ Development of a guide entitled, ""Transferring your Skills into Self-Employment: A Guide for Highly Skilled Migrants”.5/ Development of a Policy Guide entitled, “Developing Entrepreneurial and Intrapreneurial Mindsets: A Guide for Working with Highly Skilled Migrants”.6/ Development of an E-Learning Hub providing access to a wider range of resources developed by the project as well as links to wider sources of information and support. The project has been successful in working directly with the main target group of un/under-employed Highly Skilled Migrants (those with a degree level or above qualification), who have been supported through the project to develop their skills and knowledge in terms of entrepreneurship/employability. Migrapreneurs provided access to specifically tailored training for over 150 members of the target group, which has helped them to develop their skills and knowledge of entrepreneurship and employability skills through both soft and hard skills units that helped them to understand whether entrepreneurship was right for them and, if so, to develop a business plan. 91% of participants reported that they felt more confident in their entrepreneurial skills following the programme. 91% said they were either ‘very likely’ or ‘likely’ to develop their start-up because of the training. “The programme improved my negotiation, communication and problem-solving skills.” “The programme helped me be more creative and innovative.” “This program brought together an eclectic group of migrants and it was a real pleasure to see and experience the development of such diverse projects in addition to my own. Migrapreneurs taught me about business and diversity in a rich intercultural and fun way”All the materials and resources produced by the Migrapreneurs project (www.migrapreneurs.fr) are freely available online and will continue to be maintained after the project so both migrants themselves and those working to support them, can continue to access our tools and use them to help more individuals grow and develop."

Whilst Sweden and the UK remain under the European unemployment rates, disadvantaged social groups of all European countries still face barriers when trying to gain employment. For instance, migrants are more likely to be unemployed than the rest of thepopulation and migrant women (except in Sweden) are even more affected. Many social groups can be considered as disadvantaged on the labour market, they include women, older workers (aged 50+), people under 24 (especially those in care system), ethnic minorities, migrants, people with disabilities, living in remote and/or rural areas, from lower income background or long-term unemployed (12 months) for example.However, unemployment negative effects go beyond economic concerns and can drag those affected in a negative spiral affecting not only their economic situation but also their social integration and mental health. Could there be a way to break this vicious circle with the help of theatre activities and practical drama techniques with a special focus to promoting social inclusion and self-resilience increased by positive feedback?Fake It Till You Make IT” project aimed to develop soft skills for employability and social inclusion training methodology. This is based on the theatre and educational methodologies and latest research developed by Norrbottensteatern (SE) and l’Albero, associazione culturale (IT) and enhanced by Inova (UK), Materahub (IT) and Agencia Para El Empleo de Madrid (ES) who have expertise in the fields of employability, performing arts, entrepreneurship and diversity. We started by creating a common framework: Theatre and Employability Skills Assessment Framework, an initial study that gave the project a confirmation on the training needs to focus on. We continued to create the methodology together, and tested it on groups from the target group to verify its positive effects on the development of soft skills.We have now showed that theatre activity can boost numerous soft skills in all participating countries, including: 1. Social skills – impersonation, cooperative skills, teamwork, self-confidence and public performance, reading body language2. Entrepreneurial skills – problem-solving, project planning, engineering of a piece, initiative, drive, creativity 3. Analytical skills – contextual and societal analysis.4. Leadership skills – empathy, mobilising others, motivation5. Intercultural communication – the educational methods employed in drama are by nature inclusive and allowing everyone to take part regardless of individual disposition. The Fake It Till You Make It methodology was tested on more than 70 participants in pilot groups in four different countries. We could see a direct effect of increased skills for the participants, even leading to jobs! The methodology has attracted a lot of attention and even during the course of the project the methodology was already implemented with another intermediary organisation working with disadvantaged groups.If you want to learn about the methodology created, and how to use theatre activities to develop the soft skills of unemployed disadvantaged people, please read our Fake It Till You Make It Guidebook!

The ARACNE+ project aims to validate, develop and consolidate a training model of socio-labour insertion which was generated by a previous project KA2 - Strategic Partnerships for Adult Training, called ARACNE, TRAINING, EMPOWERMENT and ENTREPRENEURSHIP. The first ARACNE project was developed (2014 to 2016), has allowed to design an innovative and transformative model transformer based on the learning of skills that combines professional training, personal and group empowerment and the promotion of social entrepreneurship in real production environments. It is structured as a social-inclusion itinerary which includes three levels, basic, intermediate and advanced. However, the time, budgetary and functional limitations of this project has only allowed a partial test of the developed model, in a single setting, in one country and with a single target group. In terms of social innovation, the purpose is to go from the prototyping phase to the sustainability phase, prior to the application of the model on a large scale. To do this, we have to meet the following specific challenges: 1. Improve the learning skills proposal ensuring the correlation with formal systems of professional qualification on the Member Countries and at European level. 2. Expand and improve the proposed training activities so that they are real competencies pills, attractive and adapted to the interests of the adult population. 3. Undergo testing and evaluation prototypes of training activities in different contexts, countries and levels of learning. 4. Develop tools that facilitate the design and implementation of integrated insertion itineraries according to the reality of the students and the context in which it takes place. 5. Train a team of professionals in the application of the method that are the prescribers and multipliers in their respective countries of the ARACNE Model. 6. Involve the Public Administrations and private bodies with competencies in training, in the recognition of the efficiency and therefore pursuant to the large scale of the ARACNE Model. Taking into account all of this ARACNE+ objectives are: 1. Developing the applicability of the training ARACNE Model in different contexts, in order to determine: • The impact on the target audience. • The resources needed for its implementation. • Profiles of teams of professionals involved. • The necessary organizational structure. • The time needed to achieve significant results. 2. Design and produce the resources for the training of trainers specialized in the application of the model, including a training of trainer’s course. 3. Develop a proposal for the recognition of competencies developed through the application of the training ARACNNE Model. In order to do it, we will develop a set of indicators following the European Guidelines for the Validation of Non-Formal and Informal Learning which will permit the assessment of these competencies. 4. Implement an online learning platform. Taking into account these objectives we have selected the following PRIORITIES: HORIZONTAL: • Transparency and recognition of skills and qualifications. SPECIFIC: • Improving and extending the supply of high quality learning opportunities tailored to the needs of individual low-skilled or low-qualified adults. • Extending and developing educators' competences. The target groups for the ARCNE Training Model are as follows: • Professionals and volunteers in the field of training and socio-labour insertion. • Entities in the field of training and labour insertion. • Enterprises and social organizations. • Public administrations responsible for employment and inclusion policies. • Adults with low-skilled or low-qualified adults in special women in precarious situations. • Professionals from universities. The transnational dimension of ARACNE + is justified by the need to validate the model with different users and professional groups belonging to different organizational, social, cultural and regulatory contexts. To ensure that the model is transferable and applicable in different contexts, it is necessary to work in coordination with entities in several countries. This is true as much as for validation processes as for the development of complementary resources such as training of trainers or recognition of qualifications, since in both cases application contexts are key elements.

"<< Background >>CONTEXTThe COVID-19 is no doubt a crisis of historic proportions and should be considered as the strongest economic shock and crisis since the Second World War – following the OECD it is “the most serious economic crisis in a century”. COVID-19 pandemic is transforming and affecting the nature of work, leisure, family life and society. In effect, it is changing the way that individual careers work because the future workers are going to live in a world where going into the office, networking and attending an interview for a job position are already things from the past career guidance. The CEDEFOP skills forecast predicts that almost 7 million EU jobs will be lost or not created due to coronavirus pandemic over the period 2019-2022.Across Europe, in order to ensure a swift recovery, it is more and more necessary to guide and to support the citizens in finding their pathway to a career in an evolving economic cycle and job contexts. The traditional career guidance approach is not any more effective in terms of adaptation to changing skills needs, green and digital transitions, inclusion and economic cycles. It is necessary to develop and implement new and more relevant training and learning approaches in order to be more relevant to the current and future needs of the economy and society.NEEDSThe European Commission would like to develop the European Education Area to support European Union Member States in building resilient and forward-looking education and training systems, particularly in light of the COVID-19 pandemic where it is essential to prevent structural barriers to learning and skills development from impacting citizens’ employment prospects and participation in society. The partners believe in a brand-new approach based on the practices, knowledge and expertise coming from international contexts and that is able to bring innovation, increased capacity and professionalism in the career guidance.Effective career guidance helps individuals to reach their potential, economies to become more efficient and societies to become fairer. It provides people with personalised, impartial and timely information and support to make decisions about their lives.As suggested by CEDEFOP, in light of the growing negative impact of COVID-19 on national labour markets and people’s lives, the role of career guidance has become ever more important to individuals, families, communities, the workforce, employers and society.A quality career guidance in line with the evolution of society is more and more needed to provide integrated learning pathways and access to innovation, as well as validation of skills and job-search support. Effective career guidance will be necessary to help people understand and address their needs, by choosing effective/appropriate distance and digital learning solutions, which lead to the right skills and credentials.Career guidance should support people to understand how the job market works, what strategies and approaches are more effective and how to deal with challenges ad ongoing evolutions.As suggested by CEDEFOP in ""Career Guidance policy and practice in the pandemic"", it is important to intensify cooperation between different service providers, stakeholders and employers in rethinking and reposition in guidance in the national COVID-19 recovery strategies. The pandemic can constitute an opportunity for governments to pay further attention to and rethink career guidance provision from a systemic perspective. This might include actions to develop career guidance that moves from information delivery to more collaborative approaches, enhances using technology, integrated in the services, and underpinned by appropriate/effective strategies for career management skills development. Effective guidance will be necessary to help people understand and address their needs, by choosing effective/appropriate distance and digital learning solutions, which lead to the right skills and credentials.<< Objectives >>Across Europe, to ensure a swift recovery, it is more and more necessary to guide and to support the citizens in finding their pathway to a career in an evolving economic cycle and jobs contexts. The traditional career guidance approach is not any more effective in terms of adaptation to changing skills needs, green and digital transitions, inclusion and economic cycles. It is necessary to develop and implement new and more relevant training and learning approaches in order to be more relevant to the current and future needs of the economy and society.MAIN OBJECTVEThe project would like to build up a new generation of professional European Career Guide able to support people to improve their career journey through learning, skills, reskilling and upskilling, work and transitions - a need more and more important especially in difficult and evolving times.Thanks to an international context and to the background coming from different partners it is possible to increase partners' staff skills, prepare and equip the professional ""European Innovators in Career Guidance”.The project results will be distributed as Open Educational Resource in order to be used by educators in different context and building up a European network of professional career guides.WHAT IS AN INNOVATIVE CAREER GUIDANCE?Career guidance should support people to understand how the job market works, what strategies and approaches are more effective and how to deal with challenges ad ongoing evolutions.There is a need for individualised solutions to overcome the uncertainty created by the pandemic, the change coming from distance and blended learning, the increased difficulties in accessing to guidance services and the social inclusion that only a renovated career guidance could bring. It is a complex process and the partnership would like to innovate career guidance. Effective and innovative career guidance should support individuals to act on the basis of 4 elements:1 - REFLECT: starting from a personal point of view the individuals are invited to self-awareness, self-consciousness and IKIGAI (a Japanese concept referring to having a direction or purpose in life)2 - GROW: individuals are stimulated to a lifelong learning perspective to personal and professional growth thanks to soft skills, mindsets, antifragility, upskilling and reskilling, frequent Vocational Education and Training, networking 3 - GO OUTSIDE: to explore the possibilities and to interact with the job market thanks to personal branding, skills intelligence, networking, understanding the world and how it could affect the personal careers4 - MANAGEMENT AND EVOLUTION: management of a position, the evolution of careers, transitions, antifragility and challengesBENEFICIARIESDirect Beneficiaries- a new generation of innovative professional European Career guides composed by career guides and counsellors, coaches, VET trainers, teachers, VET providers, employment centres' staff, psychologist, Human Resources personnel, occupational consultants and at large, any educator or person supporting in the job research and career development.Indirect Beneficiaries- the population in contact with the above-mentioned category: workers, students, NEET, unemployed, recent jobless, people that would like to reskill or upskill their professional background and competencies in order to ensure their sustainability, educators from formal, non-formal or informal contexts dealing with a call for support in terms of employability.<< Implementation >>OBJECTIVES IN ACTIONThe partnership will cooperate in bringing relevant content, sharing practices and, mainly, training the staff, intensive testing of the approaches, methodologies and results.The innovation coming from the project results will be able to adapt the career guidance to labour market needs with evident benefits in terms of employability of the people to be guided and supported with their careers in difficult contexts and times. The project outcomes will be shared and exploited at the international level as Open Educational Resources thanks also to their characteristics (availability in different languages than English, practicality and tips for their effective implementation, interactive resources and readiness to be used in different contexts.ACTIVITIESThe activities are focused on 2 levels: oTrain the career guides – a new professional profile of “European Innovators in Career Guidance” to be trained during meetings, intensive training events and by collaborating in producing project resultsoEquip the trainers with materials ready to be used during the activities to deal with unemployment, upskilling and reskilling needs for the future job force with tested project results and intensive communication and dissemination plansThe approach guiding the activities are based on a triangle (knowledge – inspiration - action) with tested outcomes, strong innovation and effective implementation processability such as:•Intensive testing of the outcomes by the project partners in a series of peer-learning sessions, via workshops at local level and with the involvement of several stakeholders in an inclusive context•Research about relevant cases, policies and local features to increase the knowledge of different national contexts•Creation of a guidance system to face with success the post-COVID19 pandemic’s impact on jobs and the need to drive a transition process in order to increase the employability•Design an effective training based on a scientific approach dealing with the academic pedagogy in counselling and occupational psychology – the training will be delivered within partners and described in a training module •Building up a practical digital toolkit for the inclusion in the career guidance thanks to innovative and effective ways to implement a new approach•Creation of a database of relevant OER including reports, handbook, training module and a digital toolkit about innovation in career guidance•Availability of materials in 5 different languages (English, Italian, Finnish, Spanish and French)•Creation of a brand-new professional profile of ""European Innovators in Career Guidance” recognised under the ECVET and EUROPASS systems•Networking within professionals in the career guidance across Europe•Large communication and dissemination activities with the support of informative materials such as an interactive project website, leaflets, social networks, newsletters, blended multiplier events (webinars and seminars)•Creation of a quality system management including coordination control, management of the risks, key performance indicators, steering committee, assessment and evaluation•Blended mobility scheme including frequent online meetings (once a month minimum), 3 Transnational Project Meetings and 3 Intensive training events<< Results >>OPEN EDUCATIONAL RESULTS IN 5 DIFFERENT LANGUAGES (English, Italian, Finnish, Spanish and French) AND IN DIGITAL INTERACTIVE FORMATS:1.KNOWLEDGE – REPORT: Career Guidance in Europe: policies, system, relevant cases, evidence-gathering about local and regional needs 2.INSPIRATION – HANDBOOK: Guidance to post-COVID19 jobs and transitions: •Skills intelligence •New EUROPASS curricula and personal branding•Challenges post-covid19•VET evolution •Professional transitions over the crisis 3.ACTION – TRAINING MODULE: PEDAGOGY AND PSYCHOLOGY FOR AN INCLUSIVE CAREER COUNSELLING AND GUIDANCE: •Antifragility•Mindset building•IKIGAI•Career counselling tips•Pedagogical approaches to career guidance4.ACTION – DIGITAL TOOLKIT FOR INCLUSION IN CAREER GUIDANCE: Open Educational Resource ready to be used to innovate the career guidance practices:•LEGO bricks for career guidance•Soft Skills•VET Excellences implementation tips •Self-reflection and self-construction•Inclusive Career guidance tipsOTHER RESULTS5.Creation of a brand-new professional profile of “European Innovator in Career Guidance” recognised under ECVET and EUROPASS systems6.Website containing multimedia materials7.2 project Newsletters8.Social networks dissemination: Facebook project page, LinkedIn, Instagram, Twitter9.Traditional media dissemination: press, newspapers, radio broadcasts10.Leaflet in English and all partners’ national languages11.A large series of MULTIPLIER EVENTS to present the project results both via online webinars and seminars in each partner’s national county and also at the international level12.Creation of an international network of European professional career guides."