In 2015, 1 321 560 refugees claimed asylum in EU, out of which 292 540 applications were approved (Eurostat). The number of women refugees has increased rapidly, as of 15 January 2016, just over 55 per cent of those arriving are women and children, as compared to only 27 percent in June 2015 (UNHCR). At the same time, migrant female unemployment and social exclusion remain one of the main socioeconomic challenges for most European countries. Despite the fact that this group is heterogenic with a big variation in employment patterns between the member states as well as due to indicators as educational background, prior experience, social status, personal situation, immigrant women tend to run a higher risk of unemployment or underemployment (part-time and temporary employment) according to Rand Corporation report “Migrant Women in the European Labour Force”. In average, there is 24 % difference between male and female employment rate when it comes to non-EU citizens in EU-28 (Eurostat 2014). One of the main reasons for the above challenge is inadequate mapping of prior knowledge and lack of individualised support according to the analysis of the School Inspectorate in Sweden. This depends on a lack of cooperation and coordination between different organisations dealing with training, validation of prior knowledge/experience and employment of migrants/refugees. Each stakeholder (Adult Education Providers, VET providers, municipality, Public Employment Services, NGOs, etc.) develop their own methods for facilitating the participation of migrants in education/labour market. This leads to repetitive standard measures where the holistic approach and individual path development are missing. Moreover, there is no consistent strategy in the area of career counseling and in most of EU countries there is lack of professional standard and training for the professionals in this area. Finally, all Member States tend to lack gender-sensitive education and employment services, turning a blind eye to women needs, which leads to intersectional discrimination based on characteristics including gender and minority ethnicity (European Parliament, 20150000INI). Three actions to improve access of migrant/refugee women to labour market through education were identified for Igma Femina: 1) Sufficient career counselling through training of professionals; 2) Efficient gender-sensitive strategy for cooperation within local stakeholder networks, dealing with validation/training/job placement to provide services based on individual needs and barriers of every woman; 3) Active involvement of employers in the local stakeholder networks as a key to education to work transition. The partnership consisted of 7 organisations from 5 countries, a mix of adult education providers with private companies, representing employers, regional NGOs working with refugees, migrants and women and European network for inclusion. This ensured relevance of developed material to the regional needs and to the needs of migrant and refugee women. Moreover, it ensured effective dissemination and exploitation of project and its results at local/regional/national levels. The methodology of igma was adapted to include a gender-sensitive approach. Igma method had been proven effective in all partner countries for effective guidance of low-skilled immigrants into adult education/labour market through a centralised approach and coordinated integration measures on the stakeholder level. Main activities included further-development of the methodology and training curricula namely:Development of igma-Femina methodology with gender-sensitive approachesDevelopment of igma-Femina training curricula for local and regional stakeholder networks Development of EU-wide guidelines for inclusion of gender-sensitive perspective as a part of migration/integration policy based of the desk and focus group research Development of promotion material for employers and regional/local stakeholder networks Training activities in all partner countries to finalise igma-Femina methodology and training curriculaThe trainings and seminar has led to higher level of expertise (personal and career development) of staff working with counseling of migrant and refugee women through:• Improving the quality of services for immigrant and refugee women by the stakeholder networks in the support in labor market integration• Implementation of gender-sensitive approach in the consultation regarding work placement, career advising in everyday practiceThe impact of introduction of igma-Femina methodology in the regional stakeholder networks has therefore led to better opportunities for job placements of migrant and refugee women based on their needs and capacities. Moreover, the cooperated efforts of stakeholder networks have resulted in transparency and efficiency on the system level in regards to career counseling.