Toolbox

Filter the results using the buttons below ↓

Tool
  • To equip volunteers providing language support for adult refugees.
Tool
  • To help the refugee to identify and valorise skills and competences.
Tool
  • To support the advisor in the analysis of the experience of the refugee.
  • To organise the presentation of skills and expectations.
Tool
  • To evaluate how the refugee, newcomer is adapting to the company.
Tool
  • To prepare the mentoring relationship.
Tool
  • To help the mentor preparing the first meeting with the refugee.
Tool

To formalise the mentoring relationship.

Knowledge
  • To make managers aware of the importance of intercultural communication.
  • To provide examples of intercultural communication activities.

 

Method
  • To show how it is possible to organise group training sessions focused on language and communication at the workplace.
  • To give an example of process that can be adapted to other companies.
Tool
  • To prepare tutors in the company to support effectively the refugee.
  • To prepare them to provide adequate language support.

 

Tool
  • To describe the various responsibilities for a proper integration
  • To provide a checklist for welcoming a refugee

 

Tool
  • To assess if the adaptation to the workplace is going well.
Tool
  • To prepare to talk about one's working life during a job interview.
Tool
  • To prepare the company for the assessment of refugees job applications.
  • To develop awareness of the main risks encountered when assessing a refugee's application.
  • To propose actions to limit these risks.

 

Method
  • To provide companies with tools to measure the impact of refugees and newcomers.
Knowledge
  • To present the added value of refugees in a company
  • To explain difficulties and barriers with recommendations to overcome them

 

Method
  • To prepare companies to welcome staff of foreign origin
  • To inform companies about the diversity of migrants (according to their status, level, origin...)
Tool
  • To show that it can be valuable to employ a worker with a poor command of the host country language.
  • To give arguments that can be used to encourage companies to employ a worker who still needs to develop language skills.
Method
  • To facilitate the act of learning.
  • To develop the key competence "Learning to learn".
Method
  • To involve local mentors with work experience to advise refugees.
Tool
  • To facilitating the self-presentation of refugees.
  • To take into account the experience of refugees
Tool
  • To understand what is possible for the future.
  • To define the further steps to fill the gap in order to achieve the general goal.
Tool
  • To encourage refugees and newcomers to tell their story.
Tool
  • To help migrants to identify basics to keep in mind during a job interview.
Tool
  • To learn the vocabulary that is needed for a specific occupation.
Tool
  • To help refugees to express their expectations regarding future employment.
Tool
  • To prepare the newcomer to job interviews.
Tool
  • To explore thinking with migrants in search of job.
  • To widen the choice of potential jobs.
Method
  • To learn the language of the host country through outdoor activities.
  • To get to know about the local area and the services offered while learning the language.
Method
  • To provide quantifiable qualification requirements through the creation of a point system reflecting company’s professional standards.
  • To implemente a measurement tool that visualizes the distance of the participant to the labor market.
  • To gamify the path to employment.
Method
  • To organise the space to welcome learners with different levels.
  • To manage individual learning paths.
Method
  • To explain the added value of video CV.
  • To provide guidelines to produce an effective video CV.
Tool
  • To implement an effective follow-up of migrants.
Tool
  • To identify key employability skills.
  • To evaluate the distance towards their mastering.
  • To plan the actions to implement.
Tool
  • To provide refugees and newcomers with a navigation tool for future learning.
  • To transfer learning output into applicable praxis.
Tool
  • To prepare professionals to support migrants facing psychological, cognitive and behavioural difficulties.
Tool
  • To prepare a roadmap towards employment.
Method
  • To adapt career guidance services to refugees and newcomers.
Knowledge
  • To describe the competence needed to work in a human environment composed of different cultures.
  • To provide tips to improve this competence in action.
Method
  • To explain the meaning of empowerment.
  • To empower refugees and newcomers.
Tool
  • To show how it is possible to take into account pre-migratory experience and the migration path.
  • To explain how to run a storytelling session.
Method
  • To take into account expectations and priorities of  refugees and newcomers towards employment.
Method
  • To guide professionals and volunteers to take into account the background of refugees and newcomers.

 

Method
  • To preparing an effective learning environment.
  • To prepare to manage the diversity of levels.
Method
  • To raise awareness on what needs to be taken into account to prepare the welcome of refugees and newcomers.
  • To give practical tips at organisational level.
Method
  • To engaging migrants in self-directed learning.
  • To support self-directed learning.
Tool
  • To empower the migrant regarding the learning to learn competence.
Method
  • To take into account the pre-migratory experience and the migration path.
  • To lead a story telling session.
Knowledge
  • To prepare people working with migrants to take into account their psychological situation.
Knowledge
  • To explain the evolution of the methods used for teaching languages.
  • Focus on the action-oriented and competence-based approaches.
Knowledge
  • To inform managers of the added value of diversity management.
  • To give the basics on how to implement diversity management in a company.
Knowledge
  • To define the integration and social inclusion concepts.
  • To analyse their consequences.
Knowledge
  • To explain social coaching and the challenges.
  • To define the position of the social coacher.
Knowledge
  • The concept of competences and its evolution.
  • Relations between training and competences.
  • The various ways to define and classify competences.
Knowledge
  • To develop awareness about the origin and characteristics of refugees.