"<< Objectives >>Justice requires environmental protection, and environmental protection must be socially just. However, young people from low-income backgrounds and those with intellectual disabilities do not play an active role in shaping the European discourse on equitable climate policy. Grow!"" addresses this deficit. The condition for taking an active and creative role in the social issue of environmental and climate protection is environmental education and the identification of ways to get involved.<< Implementation >>As a project network of 4 educational institutions with many years of experience in working with socially excluded groups, we will pick up the young people in their living spaces. In the logic of a ""one-stop shop"", we will train their youth workers as multipliers of environmental justice and turn them into experts of green social practice. In European green camps accompanied by the media, the young people will then work out how to represent their green deal locally and at European level.<< Results >>- Qualification and webinar for youth workers on the topic of practical socially just environmental protection and nature conservation with excluded young people.- 2 green camps with the young people as workshops for their contribution to the green deal and the campaign ""Grow!"" with videos, podcasts etc. to make themselves heard in networks across Europe- 10 practical projects in the living spaces of the young people, in which real social, environmentally relevant changes become visible"

"<< Background >>""You always have a hand on your ass"" (stern.de 16.05.2021, by a waitress who works in a restaurant)A stable and existential income, social recognition, personal integrity – these are the indicators of successful integration via labour markets, according to Heitmeyer. According to this definition, women in precarious jobs – in catering, cleaning, security services, as low-skilled production workers – are usually disintegrated at all three levels. The European Union gives women rights, demands that it is not allowed to discriminate women on the basis of their gender, that they are entitled to equal pay, that they must be treated with dignity and that (sexual) harassement is prohibited, that they are able to confide in their employer, that the employer must prevent discrimination and that, under certain circumstances, they are entitled to compensation. But the more precarious the job, the more dependent they are on it, the greater their educational or economic obstacles, the less likely it is that the law will apply. They are advised to simply ignore and smile at the harresment – especially in a sector where custumers continiouosly write online reviews. According to Habermas, the liberal state is characterized by the possibility of saying yes or no. According to Michael Walzer, such a state is characterised by the freedom to leave relationships. The project ""Work at all costs?"" adresses this gap between rights and legal reality by identifying and establishing European standards for gender-equitable education for employees, which are implemented in local learning environments. It is crucial for the success of the project to take women in their diversity into account – in particular their social and economic conditions as well as possible multiple discrimination. Because it is this diverse gender perspective that is needed to reach this target group. The male worker is still far to often taken as the benchmark for education. We will change that to make not only adult education more inclusive.<< Objectives >>The EZA education network, the European Centre for Workers' Questions, is involved with 69 member organisations in 29 European countries. Via EZA's own thematic platform IPEO (International Platform for Equal Opportunities) we will take up the situation of the target group described with the aim of improving the social and legal situation of these women through educational work as well as implementing a gender-equitable perspective in all educational work in employee education (gender perspective). As a project network, we will analyse experiences, good practice, framework conditions and problems in the reality of these women's lives as well as in the development of work in order to find out which topics are country-specific and which can be generalised across the EU. This is how we create European standards for gender-equitable employee education for local learning environments. We will set this down in a binding charter for the members of EZA. Our goal is to increase the quality and relevance of our work and to better fulfill our genuine mission: supporting women employees through education. The interdisciplinary composition of the project network as well as the many years of experience with all target groups and interests (precariously employed women, employee and employer representatives) ensure quality development. The large network of all partners ensures the goal of giving the topic the necessary reach and clout. All of these prerequisites result in the goal of becoming a European think tank for gender equality issues in the world of work and providing answers for employees and the bodies representing their interests in order to realize equal rights at local, regional, national and transnational level.<< Implementation >>On 5 transnational project meetings, the project partners will carry out a strategic detailed planning for the project products (see next text field). This includes the definition of evaluation needs, the exchange of evaluation results and, as a result, the development of local, regional and national specifics as well as EU-wide generalizable problem situations and solutions. The development of a sales strategy, dissemination and sustainability assurance is also the task of the project partner meetings. The project meetings will be based on the necessary expertise as well as decision makers.5 learning / teaching activities train multipliers for the ""end user groups"" women and employers as well as for employee advocacy groups that can support women asserting their rights in the company. The activities form the basis for the train-the-trainer or multiplier curriculum to create and check the usability of the educational modules. In order to achieve the goal of empowering laws, knowledge from the disciplines of law, social and organizational psychology or organizational sociology is imparted. In addition, practical knowledge of the experience and interests of the respective target group as well as the supporting offers in the respective countries are equally present.1 learning / teaching activity is a user training for the online training, which we provide as a product for women. The complete curriculum and the training of the multipliers consists of three parts according to the three target groups. With the online training, only the module for the target group of the precariously employed woman is transferred and methodically adapted to the conditions of online trainings. In the user training we check the usability and will then make corrections or additions if necessary.A multiplier event is a conference entitled ""Rise above & beyond! Education that makes it possible to participate"" The aim is to question the participation and empowerment of the target group of precariously employed women in adult education, with particular attention to possible multiple discriminations. The women themselves are invited as experts as well as experts in the field, trainers and functionaries of the interest groups and trade unions involved.Another multiplier event is the closing conference with all those involved in the project and especially representatives of the target group of the precariously employed women. There will also be representatives from the board of directors of EZA and IPEO, representatives from member organizations, representatives from politics, science and the press. The project results will be presented and the charter will be signed. All activities will be evaluated. The evaluations will be used to make strategic adjustments and practical corrections if necessary.<< Results >>In order to strengthen the position of women, we will offer several offers for this target group under the title (and the demand) ""You deserve more!"". The same applies to key players who can support our concern for women (works councils, etc.). National rights, based on EU Directive 2006/54/EC, provide operational key players with an effective tool to prevent or demand an end to discrimination. In addition to this empowerment of rights through legal knowledge, it is also important to provide answers to the question of the best possible ""how?"" for implementation in companies: How can the prevention of discrimination be implemented organisationally and culturally? This part is therefore also aimed at the target group that has to implement and guarantee protection against discrimination: the employers' side. Last but not least, it is important to ensure that women are also reached who cannot hope for support from employers or works councils.The projects mentioned lead to the following products:A) interdisciplinary training of multipliers who can support all target groups of the project (women, employee advocacy groups, employers), b) three-part curriculum in the respective national languages and the English language according to the target groups and based on the experience of the national training courses. The curriculum also includes the national support offers (psychosocial-legal) for women as well as the support offers for the implementation of discrimination protection for companies and works councils. At the same time, our support services offer coverage to target groups themselves (e.g. distribution of project results via victim protection organisations, employee organisations, employers' organisations). C) An online training for the women described enables cost-neutral participation for women in remote regions as well as for those who cannot expect anything from their employers or works councils. D) A marketing campaign for online training ensures that women will also become aware of online training. We will place the campaign in places where these women are online. Therefore, we will evaluate in advance what the digital behaviour patterns are in the respective countries. E) A campaign film for all target groups is intended to raise awareness of the topic, to be teasers for our products and solutions and to make the situation of women visible. The personal use of her work (""She cleans your room, packs your ordered package, brings your food to your front door..."") and the working conditions behind it for the spectator should be brought to the fore. F) The project culminates in a charter for the members of EZA and defines the characteristics of gender-equitable female employee education in a binding manner."

One of the most dramatic contemporary problems of the European social model is the pressure in industrial relations, which increasingly push aside the integration of social, civic and personal needs of „small“ participant in the general framework of interests. Conventional forms of education and civic action are proving increasingly inadequate to implement protective and auspices function. In this context, the creation, implementation and promotion of innovative technological tools for solving the above problems is of strategic importance for addressing one of the key challenges facing European civilizational model. Specific objective of the project is to create specific IT-tools for informal distance learning for adults, validating their knowledge and skills, and creating conditions for cooperation and provision of civic pressure to defend social, civil and personal rights - with a focus on groups with special needs (socially excluded and discriminated; remote, temporary and home workers; freelancers, etc.). Specific objective of the project is to support the target groups in their efforts to defend their rights through active civic involvement, organizing to pressure groups and rendering influences in society to combat discrimination, social and civic exclusion, poverty. In this way - through the introduction of innovative technological solutions - the project team hopes to support the efforts for social peace, solidarity and mutual assistance, not only in partner countries but also in the EU as a whole. At the project has been attracted a team of experts with very strong expertise in the field of adult education and lifelong learning, problems of the economy, industrial relations, social dialogue, working with disadvantaged groups and those with special needs. Applicant (Confederation of Labor „Podkrepa“, occurring as a nationally representative trade union in Bulgaria)q partnered Institute for Economic Research at the Bulgarian Academy of Sciences, the National Organization „Little Bulgarian People“ (uniting Bulgarian citizens with extremely rare health status, determining their small size and presumably their social and civic exclusion), the British Academy of Strategic Knowledge (specialized in dealing with specific target groups through the application of innovative methods of communication and creativity) and Portuguese Conversas Associação Internacional (specialized in interpretation, psychological assistance and learning through art for people in need and risk). Activities scheduled for implementation in the project include the construction and launch of innovative intellectual product - specialized web-platform with IT-tools for informal distance learning for adults, validation of knowledges and skills, cooperation and provision of civic pressure to defend rights . The target groups will be supported within the framework of transnational training, where they will be tested in practice with the technological tools developed, and know-how generated. Successful completed participants will be certified in accordance with the approved European standards for the validation and documentation of their competences. All the time - as a personal contribution of partner organizations outside the planned financing of the project budget - will be maintained accounts with constantly-updating information on the progress of the project in Facebook, Youtube and Blogger - which will increase the multiplication of the project results to be delivered to a wider audience. In all activities will be followed strict methodology for quality assurance of the activities and early detection of deviations - to be taken to bring the activities under the original requirements and indicators as early as possible. Specifically are involved experts with financial and legal expertise to ensure adequate compliance with the requirements and implementation of project activities and adherence to strict budgetary discipline and accountability. All events will be subject of quality monitoring and each beneficiary will have a direct access to the management team - for signals, opinions, recommendations. All organizations involved in the project have a sustainable and long-term interests in fighting poverty, exclusion and discrimination, and have extensive experience in dealing with specific and vulnerable groups, adult learning and lifelong learning. Surely this project will not be the end of their work - which is a prerequisite for ensuring the sustainability of results and upcoming further upgrades of everything achieved.

The valueable commodity of the right of free movement of workers and the freedom to provide services in the EU has created a wide variety of modern working nomands:On the one hand, the highly qualified cosmopolitan expatriates, who are courted by companies – the performance leaders. They know that they are sought after and expensive and they are the ones that determine the framework conditions of their work themselves. On the other hand, there are the modern wage slaves. They come mainly from Bulgaria, Romania, Poland, Moldova or Ukraine. They work in slaughterhouses, as geriatric nurses -so-called Live Ins - in private households, on the fields, as a driver, in the building trade or as prostitutes. They do not have the power to negotiate the framework conditions of their work. The minimum standards of decent work usually is not determined by national or European laws either. Subcontractors place them via sercice contract as bogus self-employed – beyond European or national law – in german or other european companies.In this way, minimum wages are bypassed and earned money is withdrawn elsewhere: by extorted overtime, claiming placement fees, costs for transports and accommodation, etc.The project:-as a first step will identify existing networks and advisory initiatives for migrant workers in order to facilitate close and cross-border cooperation. In addition, best practice models are presented on a digital platform for mutual exchange-analyzes the lack of consultation structures for migrant workers and their families in the countries of origin and, at the same time, looks for partner organisations in order to be able to fill these gaps in the future. Along with, the necessary consulting services will be defined (rights and remedies, ducational work, etc.)-will strengthening lobbying against precarious and degrading working conditions in the immigration countries and will connect the initiatives of the immigration countries with those of the countries of origin.-creates an European network structure of initiatives and organisations that advise and support migrant workers in the countries of origin and immigration. The joint cooperation is guaranteed by a European employee representative such as EZA or ETUC, which can powerfully bundle lobbying and manage campaigns, educational work, best practice models, legal bases, etc., both efficiently and effectively. The materials are available on a website to named organisations and to the public.We expect an impact in terms of increasing the level of information for the participating networks and advisory institutions in the participating countries with regard to European cooperation. Institutions get to know each other, exchange information about their offers and working methods, support each other in future in their political lobbying not only on a country-specific basis and set up and thus use more effective protection instruments for migrant workers threatened by wage slavery and social exclusion than before. Institutions recognise good practice and are then able to transfer best practices to their country and industry, use the digital space of the platform to form political and enlightenment campaigns. Grassroot experience will gradually lead to a bundling of work at the European level.

BACKGROUND The Covid-19 virus outbreak in late 2019 - early 2020 led to a surge of remote working, where the majority of EU workforce was compelled to work in an out-of-office setting; this comes to a sharp contrast compared to past years, where just 5-10% of EU employees have been working remotely, according to Eurostat. Nevertheless, such a rise in remote working has not been unprecedented; there has been a steady, yet minimal, increase through the years in the numbers of remote workers (esp. in the ICT sector), with a similar spike during the 2002-2003 SARS outbreak and other similar cases of business interruptions. The difference this time is that the increase in remote working due to the Covid-19 virus outbreak has been fuelled by more flexible and decentralised management practices, as well as more widely available technologies. One of the most pressing challenges that emerged has been the possibility of a lasting workplace change, where a greater part of the workforce works out of premises.NEEDS & CHALLENGESThe prospect of a remote work transition creates uncertainty and distress to workers all over Europe, as normal work patterns, modes of communication, and team dynamics will be disrupted; it is only a small share of the workforce that is already familiar with this mode of work. For most, there is an emerging substantial need to improve relevant soft and hard skills and competences, ranging from digital, social & communicating skills to setting up and running a home office and work routines, and maintaining a work-life balance and healthy lifestyle. This is even more significant for a) low-skilled individuals who lack the necessary digital and organisational skills, and b) those over the age of 55, who increasingly remain in the workforce.OBJECTIVESThe project aims to extend the supply of high quality learning opportunities that support and reinforce key competences for adults employed or looking for employment in an emerging remote working era. To that end, REMSKA objectives are to:-Design an evidence-based course curriculum on remote working skills for adults.-Develop flexible training delivery methods (e-book, MOOC) and innovative open access resources to support individuals in acquiring and developing remote working skills. - Support self-assessment of key competences for the remote work era. -Create and provide access to tools and guidelines addressing technological and organizational aspects of remote work.PROJECT PARTNERSHIPThe REMSKA partnership comprises 6 organisations from 6 European countries (DE, EL, SI, IT, BG, BE) with complementary skills from the worlds of higher (HAW) and adult education (AZM, IAL), workforce representation (PODKREPA), research (PROMEA) and consulting (INNOVELA). The partnership will be further strengthened through the involvement of tow key actors in the field of adult education, namely BIBB (DE) and ZLUS (SI), as associated partners.RESULTS The REMSKA project is expected to have the following results:-A set of evidence-based learning outcomes on remote working skills for adults. -A curriculum structure (syllabus) as well as a pool of pedagogical resources including educational instructions, learning and assessment materials, as well as a trainer handbook and a learner e-book.- A Massive Open Online Course comprising the project learning units and contextualised training and assessment materials of the REMSKA course, in their online form, suitable for self-directed and blended training. - A framework and set of tools for the facilitation of remote work including: a) a self-assessment tool on (prospective) workers’ skills, readiness and attitudes towards working remotely, b) a best practice guide covering both technological and organizational aspects of remote work and a Statement of Support for the validation and endorsement of the REMSKA resources, and c) protocols, guidelines and checklists facilitating remote work practices and processes. POST-PROJECT SUSTAINABILITY-European adult education providers are anticipated to uptake the REMSKA learning units and material to update the content of their training offerings, in order to address existing occupational needs regarding skills and competences pertaining to remote work. -Learners will access the REMSKA MOOC and e-book for non-formal self-directed learning, motivated by adult education providers, employers and other stakeholders, such as career counselling bodies, employment centers, employee’s associations, and activities, to support continuing education.-The best practice guide covering technological and organisational aspects of remote work will provide all interested parties with insights on how to improve their remote work practices and address the emerging occupational skill needs.