Toolbox

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Tool
  • To equip volunteers providing language support for adult refugees.
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 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 organise the space to welcome learners with different levels.
  • To manage individual learning paths.
Tool
  • To implement an effective follow-up of migrants.
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.
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.
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.