The world is being transformed by new technologies, which are redefining the way people live, work, do business, and function as a global society (Introducing the Digital Transformation Initiative, World Economic Forum, 2017). We are witnessing the digitalisation of our society, the digital transformation of the economy. New ways of working are affecting the types of skills needed, including innovation and entrepreneurship. Digital skills are needed for all jobs and occupations, and many sectors are undergoing rapid technological change (New Skills Agenda for Europe, European Commission, 2016). People need digital competence to be able to participate, link to and benefit from digital opportunities - but also to mitigate possible risks. This is clearly a challenge that is being addressed today (DigComp 2.0: The Digital Competence Framework for Citizens, 2016) and that become even more critical in times of pandemic.Digital transformation was a growth driver within the Europe 2020 Strategy which emphasises smart, sustainable and inclusive growth to strengthen the EU economy and prepare its structure for the challenges of the next decade. Digital transformation will be present in Europe 2030 Strategy as well. Digital technologies are key drivers of innovation, growth and job creation, and therefore digital competence is more and more linked to participation in the labour market. Digital competence is not only about being familiar with digital technologies. It is also about the way new technologies and social media are used. In terms of digital skills, considering that to function effectively in a digital society more than low level skills are needed, about 50% of the EU population can be considered as insufficiently digitally skilled (having either low or basic digital skills). In Turkey 45% of the population does not have the skills they need to function effectively in the digital world, while the share is 43% in Portugal, 47% in Italy, and over 50% in Bulgaria and Spain (Eurostat 2017). The situation is far from having become better, according to the most recent data (Eurostat 2019).The job search process and the employers’ recruitment and selection methods are being re-shaped by internet. Employers and recruiters are not only posting vacancies on the internet, but they are increasingly using the internet (including social media) to screen and select applicants. Despite the significant increase in the use of ICT & social media by low-skilled/low-qualified adults, they reveal a low level of awareness and understanding of the broader implications that their online activity can have on their social and professional life. It was - and it continue to be - thus important that low-skilled/low-qualified adults (especially over 45) develop their media and digital skills in order that they can effectively use social media in a way that can create increased opportunities for them in the social and professional sphere. More specifically, LINK-UPS project targeted: - Low-skilled/low-qualified unemployed adults, particularly over 45, in Bulgaria, Portugal, Italy, Spain and Turkey and - Employment/career counselors and/or other relevant professionals and organisations working with low-skilled/low-qualified unemployed It aimed at: - Developing the digital and media skills of low-skilled/low-qualified unemployed adults, mainly over 45, through innovative tools, so that they are motivated and able/ready to build a strong online professional identity to reinforce their access to employment, thus leading to social and economic inclusion. - Upgrading the knowledge of employment/career counselors, VET providers, recruiters and/or relevant public and private stakeholders working with low-skilled/low-qualified unemployed and providing them a new approach and tools for supporting and interacting with middle-aged unemployed persons through social media. The above-mentioned goals were achieved through the implementation of the following activities/tasks: 1. Development of a methodological framework for the building of digital skills through social media for low-skilled/low-qualified unemployed persons (assessment of online recruitment, screening and selection methodologies, practices and tools; development of skills building framework). 2. Development of a mobile and online interactive platform for building the digital competence of low-skilled/low-qualified unemployed persons (development of the interactive platform and mobile app, production of the training content); pilot implementation of digital skills building carried out with 190 participants). 3. Development of an online self-assessment tool and a usability manual for professionals supporting low-skilled/low-qualified unemployed persons (development of pre/post self-assessment tool and manual for professionals; dissemination of self-assessment tool and manual to professionals, namely by means of Info Days nationally organised for 437 participants).

"People with disabilities (PwD) are the most disadvantaged group with regards to labour market inclusion in Europe. In accordance to the 2012 last official data of the EU Commission, in Portugal PwD were 875 000 (more than 42% unemployed), in Turkey they were about 8 500 000 (more than 80% unemployed), in Bulgaria 681 000 (more than 60% of them unemployed), in Belgium 1 125 000 (more than 72% unemployed), in Slovenia they were 172 000 (more than 89% were unemployed, in Lithuania 307 000 (more than 77% unemployed). In 2017-2019, the situation became better but far of being positive. It was one of the key areas of both European Disability Strategy 2010-2020 and Europe 2020 to allow full accessibility to education and to the labour market for people with disabilities. This corresponded to the annual priority related to increase employability of the EU Commission listed in ET2020 & Official Journal of the European Union, C 72/5 . From this was evident that still in many European countries and beyond, accessibility to the labour market is not given yet due to the lack of suitable and powerful implemented support concepts and schemes. Taking into account existing career guidance services around Europe - supported employment, sheltered employment, work-based mentoring etc. is still evident that they cannot reach, as a final result, the improvement of the employment rates of people with disabilities. That's why our consortium is offering a novel holistic guidance model called ""JobCircuit"" which combines: - individual support based on person centered approach - vocational guidance towards job readiness and applying for a suitable job - on the job follow up and support- job rotation - strengthening employers’ engagementJobCircuit methodology focus on strengthening cooperation among the labour market representatives, the educational institutions and the social services providers, with the goal of enabling and creating work possibilities for people with disabilities. The main goal of this methodology is to offer to PwD a complete support programme to achieve relevant work experience and become employed. JobCircuit methodology is a combination of individual follow-up services and a job rotation concept. The target group is constituted by PwD who need relevant work experience. JobCircuit supports the target group through short periods of different job activities. PwD can try different companies or different jobs within the same company, i.e., they experience different job possibilities during the job rotation. As a key differentiating factor in relation to other working methodologies with people with disabilities, the job rotation or circulation stands out as an approach not used in most of the partner countries and which is innovative in the European area. The impact of job rotation was very important for reaching sustainable retention of the job of the employees with disabilities.Skills and competencies of PwD were improved through the work linked to vocational training and apprenticeship and follow up support.This model strengthened the knowledge, skills and competencies of career counsellors, job coaches, mentors etc. in terms of successful provision of guidance and support to their disadvantaged from the labour market clients, who from other hand improved skills and competencies via work-linked guidance and support which are relevant to the labour market needs. JobCircuit methodology was pre-implemented with success in Portugal, Turkey, Bulgaria, Slovenia, Belgium and Lithuania taking into account national and cultural differences of all involved partner countries in accordance of the current labour market needs and legal framework. Project consortium involved VET institutions, national inclusion institute, vocational rehabilitation centres, counselling bodies and governmental institutions. Piloting phase with target groups was carried out: 80 mentors/counsellors, 124 job-seekers with disabilities, 45 employers and 27 training and social services providers were effectively involved, exceeding the established goals. Feedback was very positive.JobCircuit measurement impact tool supported the evaluation process that career guidance and service providers conducted at the end of the service provision to clients with disabilities. By improving the quality of service provision and measuring the impact of the JobCircuit model implementation within the career guidance service providers, we ensured better results, benefits and best value for PwD and relevant stakeholders. The concrete intellectual outputs of the project were: IO1: Manual for policy liaison and incorporation of the JobCircuit method for career counselling of people with disabilities IO2: JobCircuit guidance model - practical manual for career guidance providers IO3: Measurement impact tool of the JobCircuit model IO4: Manual ""Training the trainers"" on JobCircuit model IO5: Interactive JobCircuit learning portal"