Inclusive support of ageing people with disabilities is – by definition – a trans sectoral challenge: in an inclusive society, mainstream services support all citizens, disabled or not. When people with a disability – living independently or within a residential context with others – express their wish to live as long as possible in their own ‘home’ (cfr. the ageing in place principle) and when mainstream services for the elderly or home care services are invited to support also this group of citizens (cfr. community based support), it is clear that this ‘new’ situation reveals new challenges and requires an active transition strategy in all fields involved: mainstream services for the elderly are not ready to support 'disabled' people; services supporting people with disabilities don't know how to deal with 'newe ageing related needs of their clients.Especially on the level of the professionals involved, the desired transition from the medical towards a social inclusive model, requires new beliefs, attitudes and different (additional) competences - in all fields involved. This project started from a strong conviction that organizations and professionals active in different fields need to, but also want to work together across their own field; they are open to learn from each other. -In this inclusive context, services for the elderly, need to learn how to care for and support ageing people, also when they are disabled: staff needs to acquire new, additional skills related to the needs of the disabled persons. -At the same time, services for the disabled need to acquire skills in order to create opportunities for the disabled elderly to age at the place of their choice for as long as they wish and are able to. These services need to acquire new skills, related to 'ageing'.-Both fields need to learn to support the ageing persons towards an active and valued participation into society.The fields involved can learn from each other; by doing so they improve the level of key competences necessary for inclusive support and for guaranteeing quality of life and wellbeing. This belief was the starting point for an intensive and interesting exchange of good practices among 10 European innovative organizations. The Erasmus+ project created the conditions to share ‘inclusive’ practices and to learn about the conditions and critical factors of success (or failure) of inclusive approaches. 6 international meetings and study visits, and more than 25 practices, were the starting point for critical reflections on conditions and outcomes on different levels: 1. professionals and their skills, 2. the organizations and their HR, quality and VET policies, 3. local/national policy makers and regulations, 4. education and the curriculum.The partnership - with representatives from services for the elderly and from the disability field, but also from high schools, research and international networks - produced a set of suggestions and starting points for actions (recommendations) on four themes that – already from the very beginning – were the ‘red lines’ through the practices: 1. quality of life - as focus, 2. ageism and perceptions on ageing - as hindering factor, 3. a ‘new’ inclusive professional profile - focusing on new skills, 4. informal care - as keystone for inclusion. The comprehensive final thematic report with suggestions for actions based on these 4 themes is available on the TRIADE website (http://triadeproject.eu/wp-content/uploads/2017/10/171031-TRIADE-FINAL-THEMATIC-REPORT.pdf).The projectpartners have continuously received feedback from their Local Expert Groups, established in each country, with members from the same and different fields. These LEG's realized the main dissemination of the project regionally and (depending on the country) nationally. They were a strong link to education and to many umbrella organizations and their strategic working groups. This Erasmus+ project was continuously visible on European level, through the ENSA network (European Network of Social Authorities) and through a wide spread TRIADE Newsletter. The project was invited several times on European initiatives - the Annual Convention for Inclusive Growth 2016 as a most important one.Several good TRIADE practices are already implemented; the wide set of recommendations, based on the real experiences of participants actively involved at the work floor, may give directions to concrete initiatives for future actions. We hope…

"<< Background >>Our proposal is based on EMPUBLIC project, which was co-financed by E+ programme. In EMPUBLIC project we have found out, that counsellors, working in employment offices, vocational and training organizations, NGOs, municipalities and other organizations, dealing with working and social integration, have a lack of competencies for working integration of difficult-to-employ people (DTE). Lack of knowledge was noticed mainly in the area of methods for counselling of DTE and employers at placing of DTE in the working process. It is enhanced the importance of an individual, multi-dimensional and tailor-made job coaching, that takes care of the Person and all his aspects. Besides, it is needed additional knowledge on methods for promoting the possible working insertion of DTE in “profit enterprises”.Among DTE our partnership identified long-term unemployed – older unemployed, low-educated workers and young people without working experiences. The COVID-19 crisis also had a negative impact on the labour market situation of DTE (Commission recommendation 2021/402).Recently, the structure of competencies required by employers from job seekers has changed significantly. They emphasize the ability to cooperate, reliability, diligence and a positive attitude (https://www.mojedelo.com/karierni-nasveti/kaj-zelijo-delodajalci-3473). From young people, employers especially request:•Fast learning,•Working habits,•Enthusiasm.This, in turn, requires changes in counselling methods and additional knowledge and working methods from the above-mentioned consultants. Also, in this case, multi-dimensional and tailor-made job coaching is needed. In EMPUBLIC project we have also found out that collaboration and exchange of information among different organisations is weak: only in Italy and Spain, we have noticed, that there are some cases of good cooperation between different organisations in the area of the working integration process of DTE; but too often public and private services do not communicate sufficiently, and the network of services provided is fragmented. The beneficiaries are confused and feel lost in a world of bureaucracy. Based on these findings, we have identified also needs for:-Better exchange of knowledge among counsellors for DTE. -Coordinator, who will coordinate activities of the community for the employment of DTE.Before project preparation, the partnership found out, that in the participating countries there are NO OFFICIALLY CERTIFIED PROGRAMMES for counselling of DTE.According to the context, presented above, the target groups of the project are:-Counsellors, lecturers/trainers and mentors, working in employment offices, NGOs, VET organizations and other organizations, working with DTE. -Decision-makers, employed at the above-mentioned organizations.-Regional and national politicians, which can support different actions and measures for the employment of DTE.-Participants with fewer opportunities – difficult-to-employ persons. In the project, activities will be directly involved app 190 participants and indirectly app. 750 participants.<< Objectives >>With respect to the described needs we have set the following project objectives: 1)To empower counsellors in employment offices, vocational and training organizations, NGOs and local communities for better use of methods and approaches for working integration of DTE. 2)To promote the exchange of experiences and good practises among counsellors, coming from different organizations in the area of working and social integration of DTE. 3)To empower a “community coordinator” to coordinate community activities for social and working integration of DTE. 4)To improve collaboration and networking among different organizations in the process of working and social integration of DTE.5)To prepare a programme for the integration of prepared training programs and methodology into the curriculum of VET and other organizations operating in the area of working and social integration of DTE.6)To prepare methodologies for the identification and certification of informally acquired knowledge for new professional profile – “Counsellor for DTE”. Aim: to standardize education and training contents and methods for the “counsellor for DTE"" and to increase accessibility to standardized programmes for this profile.<< Implementation >>To address the above-described goals, in the COM-IN project, we have foreseen the development of the following projects’ results:a)Competence model for difficult-to-employ people - DTE (R1). Aim: to identify counsellors’ competences for successful working integration of DTE.b)Training programme for the counsellor for difficult-to-employ people (R2). Aim: to prepare a training programme for the empowerment of counsellors for better use of methods and approaches for working integration of DTEa)Competence model for the community coordinator for DTE (R3). Aim: to identify competences of decision-makers for coordinating community activities for better social and working integration of DTE. b)Training programme for the community coordinator for DTE (R4). Aim: to prepare a training programme for the empowerment of “community coordinator” to coordinate community activities for social and working integration of DTE.c)Programme for integration of prepared training programs into the curriculum of VET and other organizations, operating in the area of working and social integration of DTE (R5): to foresee steps for the use of prepared programmes within organizations, which are dealing with working integration of DTE.d)Certification programme proposal for ""counsellor for DTE"" (R6). Aim: to standardize the informally acquired knowledge and competences of counsellors for DTE. We will implement two “Learning /Teaching/Training short-term joint staff training events:-On the 1st event we will train counsellors, teachers and trainers, which will be included in the project. Aim: to train them for using the »Training programme for counsellor for DTE”. -On the 2nd event we will train decision-makers, which are employed in partners’ organizations. Aim: to train them for using the “Training programme for the community coordinator for DTE”. After each LTT event we will organize short trainings for EXTERNAL TRAINEES in each country: a)On the 1st short training we will train counsellors in employment offices, vocational and training organizations, NGOs and local communities. Aims:-To empower “external” counsellors and trainers, which are employed in other organizations, for using the »Training programme for counsellor for DTE”.-To actually establish the network for the transfer and exchange of knowledge among counsellors and trainers, coming from organizations in the area of working integration of DTE in each participating area and transnational network.b)On the 2nd short training we will train external decision-makers in employment offices, vocational and training organizations, NGOs and local communities. Aims:-To empower “external” decision-makers, which are employed in other organizations, for using the “Training programme for the community coordinator”.-To actually establish a territorial network for the promotion of employment of DTE in each country. In order to evaluate project methodology, we will carry out pilot training of end-users (difficult-to-employ persons), using R2 and R4 training programmes. In each project region, 5 participants will be trained.We will implement also 5 SC-PMT meetings in different countries in order to facilitate the successful implementation of the project. To promote further use and dissemination of project’ results, we will organize Multiplier Event in Brussels.We have foreseen a variety of activities for sharing, promotion and use of the project's results to different audiences inside and outside partnership: meetings with target groups, press conferences, social networks, web pages, (trans)sectorial networks, EU Dissemination Platform, EPALE…).We have foreseen also a variety of activities for strengthening the project sustainability (i.e. training of counsellors and decision-makers, trainings of end-users, networks maintenance…).<< Results >>Key results that will be prepared during the project and on its completion:a)Competence model for ""counsellor for DTE”.b)Training programme for ""counsellor for difficult-to-employ people"".c)4 networks for the transfer and exchange of knowledge in the area of working and social integration of DTE established.d)Competence model for “community coordinator for DTE”.e)Training programme for “community coordinator for difficult-to-employ people”.f)3 territorial networks for promotion of employment of DTE established.g)Programme for integration of prepared programs and methodology into curriculum of VET and other organizations.h)6 Certification programme proposal for ""counsellor for DTE"" prepared by the partnership.Expected impacts and benefits in the next 5 years after the project end:-120 empowered counsellors, mentors and trainers operating in the area of working and social integration of DTE for better working integration of DTE.-60 empowered decision-makers employed in organizations operating in the area of working and social integration of DTE for better collaboration among these organizations. -1 international network (of 150 members) and 3 national networks (each of 30 members) for transfer and exchange of knowledge among counsellors established.-3 territorial networks for promotion of employment of DTE established, each of 15 organizations.-Number of programme proposals for certification “Counsellor for DTE” accepted by authorized national points: at least 3 in all participating countries.In order to reinforce the achievement of described impacts, we have anticipated which activities each partner should carry out after the completion of the project. In long term, we want to improve process of working and social integration of DTE in order that DTE will have more efficient assistance at their disposal, which should result in better integration."

Europe is facing severe challenges. 23 million people are currently unemployed across the EU which is 10% of the active population. There are many areas and cities in Europe with persistent problems such as unemployment, segregation & poverty. It is increasingly clear that measures concerning growth and economic development should be combined with measures promoting a smart, sustainable, inclusive society envisaged in the Europe 2020 Strategy. The situation is more or less the same throughout Europe. Hammarkullen in the City District of Angered is one area, where compared to Gothenburg as a whole, unemployment is higher and education and income levels are lower. The last 25 years of development has stratified and divided the city’s residents in a way that becomes a threat to social cohesion. To be able to address these challenges, a number of organizations in Hammarkullen, Angered working with lifelong learning & culture, has initiated the SCEENE project. The overall objective of SCEENE is to strengthen adult education offerings in Hammarkullen, Angered & exchanging ideas and experiences on the following questions: 1. How could structured cooperation between different adult educations, employment offices & the surrounding community be developed?2. How could we offer more diversified training and education as well as increased quality of adult education in segregated areas? 3. What kind of basic skills within adult education is needed to match the needs of the labor market/world of work?4. How do we work better on widening participation in deprived areas?5. How do we engage the local community and associations in adult education? To be able to reach the aims of SCEENE and also contribute to aiming the goals for the EDP, input and knowledge from other European countries is sought. By giving teachers, staff and other professionals (adult learning providers) the possibility to carry out job shadowing in other countries in Europe, they will acquire new skills, tools and methods which will support them in the delivery of effective and engaging educational programmes. From the target group perspective – students, potential students, residents in Hammarkullen and Angered will acquire the basic skills and individual competences that are necessary for personal development in future education and life.7 themes of activities will be carried out, one in each partner organisation. Each activity will be organised under one specific theme that the receiving partners are especially engaged in. During these activities, each participant will gain knowledge on best practices within the field of adult education and learn to strengthen their skills and competence within that specific area. However, beside the different themes for activities, each hosting organisation will also highlight the other questions raised to reach the aims of the project. The activities will expose the participants to best practices in different European countries and build their knowledge of challenges and possibilities for practitioners in the field of adult education. The selection of participants will mostly be made after the project is approved, but some key persons have been selected in advance, due to their ability of being multipliers. When selecting the participants, it is important that the staff represents different professions - teachers, managers, librarians, etc, but they all work as adult education providers. They are both adult learning teachers and adult learning trainers. We apply for 30 persons, but it will be small groups of staff that take part in the activities in order to maximise the impact of each organisation, as well as the individual learning impact.Expected results will be that the teachers/staff participating in the job shadowing activities will acquire new insights and new ideas on how to develop their own courses, studies and ways of working with adult education. The participants will also learn a multi-stakeholder collaborative approach incorporating education and training providers, local authorities and employers, which could lead to new methods for cooperation within the national consortia. The participants will also reflect upon their own working place as an attractive and stimulating working environment.If this project is successful, the participating organisations will have gained the right tools to influence decision makers and other stakeholders at local/regional level on how to proceed their work in the field, they will get a better basis for decision making. At organizational level, the EDP:s and other strategic plans for lifelong learning can be revised for each partner organization, based on new reflections and results that have arised during the project. At a more operational level, it could also influence local/regional officers to implement best practices found or to carry out pilot projects in adult education that have been implemented in Europe, but never in Gothenburg.

Consortium members are training organizations supporting the social enterprises (in particular the cooperatives) and facilitating the development of the social entrepreneurship skills to the persons who are interested to establish new enterprises. Development of entrepreneurship competence is one of strategic objectives of the framework for European cooperation in education and training (ET2020) and thus general objective also of the ERASMUS+ program. Even if the partner organizations have a great experience in this particular field, the economic crisis and technological innovations have brought new challenges, to be overcome in order to to satisfy the educational needs of the learners.The main aim of the project is to potentiate the training and education regarding the social entrepreneurship ( social enterprises / cooperatives) by improving the quality and accessibility of training proposals , by modernizing the professional environment of the training institutions towards the mentality of innovation and continuous development with increased capacity to work at an international level .OBJECTIVES- To increase knowledge of the training organization staff members' regarding the positive training and education practices, including innovative approaches and methods in other partner countries; - To develop competences of the staff involved in the design and implementation of training activities regarding the use of ICT tools for effective management of training programs, as well as for increasing the learning outcomes of the learners; - To develop competences of the training organization staff on the design and management of international training activities in the specific field;- To develop the training organization capacity for determination of changes in terms of modernization and international openness, through importing knowledge of the good European training practices of the specific field and through initiating internal continuous process of transferability analysis, planning and implementation. - To create an European partnership in order to start a continue collaboration creating the common training activities addressing the development of social entrepreneurship competences. Participants of the project “Potent.Coop.Ed” are 22 staff members of the training organizations involved in the development and implementation of the training programs on social entrepreneurship education. Project activities: Coordination activities, Dissemination activities, Preparation of the participants and their international learning programs, Implementation of three mobility activities - Job shadowings hosted by the Escuela de Economia Social (Spain), Centre Ressources Arobase (France) and DIESIS (Belgium). Expected project results:- New knowledge of the training organization staff regarding the good training practices in other European countries in the field of social entrepreneurship;- Improved competences in use of effective ICT tools for training management and well as for sharing knowledge and increasing learning outcomes;- Modernized training activities, programs of the Consortium members, by creation, incorporation of ICT tools in their practices and elaborating courses with innovative approaches increasing learning outcomes of their learners. - Increased European spirit of the Consortium partnership and their staff members, - Reinforced partnership of training organizations ready to develop international training programs, projects in their field.

"<< Background >>According to the ILO ""COVID-19 and the World of Work: Ensuring the inclusion of persons with disabilities at all stages of the response"" PWDs, 15% of the world’s population, face marginalization in social, economic and health terms, as well as limitations by public services to reach them. This marginalization increases the threat to lives and livelihoods that the COVID-19 crisis poses. In response to the crisis, an approach that is inclusive of persons with disabilities is essential to mitigate the negative effects of the crisis and ensure a sustainable recovery. In Member States of the WHO European Region, 6 to 10 out of every 100 people live with a disability. In total, an estimated 135 million people.Persons with disabilities who faced exclusion in employment before this crisis, are now more likely to lose their job and will experience greater difficulties in returning to work. According to the UN report ""Policy Brief: A Disability-Inclusive Response to COVID-19"", the global crisis of COVID-19 is deepening pre-existing inequalities, exposing the extent of exclusion and highlighting that work on disability inclusion is imperative. People with disabilities—one billion people— are more likely to live in poverty, experience higher rates of violence, neglect and abuse, and are among the most marginalized in any crisis-affected community. COVID-19 has further compounded this situation, disproportionately impacting persons with disabilities. PWDs need a range of specialized interventions to access skills development and work, including assistive devices and access to employment services.Identified Needs of the participating organizations and of the identified target groups:- Identify smart, clear and effective measures to guarantee safety inclusion of PWDs at work - Upskill/re-skill the competences of their staff and professionals that work for labour inclusion of PWDs to the new scenario in terms of safety at work put in place by Covid- Create a networks and synergies to promote effective safety measures for PWDs at work.- Upskill/re-skill professionals involved in training design and delivery on how to train learners with disabilities on safety at work, also taking into account the new safety measures to prevent Covid- Define proper accessible and inclusive training for PWDs to make them able to work in safe conditions- Build synergies among initiatives carried out by organizations of PWDs, of certification and quality and representatives of labour market to create a safe working environment to improve social and labour inclusion of PWDs.The proposal aims at contributing to create the suitable environment to improve the safety conditions at work for PWDsIn this context, Safe4All aims at contributing to:- promote a decent quality of life and to live independently as it focuses notably on inclusion, social protection and non-discrimination at work- enhance equal participation as it aims to effectively protect persons with disabilities from any form of discrimination and violence, to ensure equal opportunities in and access to justice, education, culture, sport and tourism, and to all health services. The General Objective, (GO), of Safe4All is to contribute to create the suitable and safe environment for labour inclusion of people with disabilities, PWDs.Specific Objectives, (SO):- SO1 to enhance knowledge, competences and skills of educators/trainers that work with PWDs supporting their social and labour inclusion - SO2 to enhance awareness on SMEs regarding safety&healt of PWDs at work- SO3 to promote knowledge, competences and skills of PWDs to work in safe conditions- SO4 to foster networking and collaboration among different actors for the improving of training and support practices of workers with disabilities in work<< Objectives >>IMPACT ON DIFFERENT KIND OF PARTICIPANTS IN SAFE4ALL PROJECT:- Participating staff members of partners, will have improved competences on the project issues, on good practices in other countries, competences of collaboration and implementation in the context of the EU level projects, strengthening their professional skills and performances- Participants of the Inclusive training Pilots for workers will have developed competences to deal with risks and safety at workplace, to behave respecting the safety for all, but also higher level of functioning according to the real learning potential- Participants of the Training for trainers pilots, will have improved their professional competences – that brings to better performances, more Inclusive trainings, more workers with disabilities receiving support- Participants to Multiplier events will have raised their knowledge on project issues, allowing them to design, deliver new training activities in the field of safety at work and to raise the quality of their performance as trainers, project designers,etc- Participants/users/visitors of the Open Learning Space will have developed their knowledge on the project theme and will have support tools for their practices, improving their professional performances and/or their employabilityIMPACT ON PARTNER ORGANIZATIONS:a) Strengthened their competence in EU project implementation and collaboration with international partnership, thus able to elaborate new initiatives at transnational level b) Sustained the development of their staff competences on the project issues and will have new training tools and concepts, applicate in new or improved training activities, increasing number and quality of safety at work training practicesc) Strengthened collaboration with local stakeholders in the project theme as a good basis for further development, innovations and new initiatives in all project countries.- Organizations involved in the Pilot training will have new experiences and improved competences of their staff; being able to develop their own internal tools for the management of safety and the related trainings, improving the level of safety for all workersIMPACT FOR THE TARGET GROUPS- VET organizations in the project countries dealing with issues on S&H in workplaces improved skills on S&H, by received info from spreading activities about the project results and will have learning resources available on the Online learning space. – development of their staff competence, new training activities for employers who employ persons with disabilities, thus raising the safety at work in SMEs- Public authorities involved in safety at work with policy recommendations or by been involved in the Local working groups - developed knowledge on good practices, raised awareness on importance of appropriate inclusive trainings for workers with disabilities. Thus existing regulations will be revised and some modifications done to increase the Inclusive training practices for this target group- SMEs, will have raised awareness on importance of appropriate training for their workers with disabilities, making search for such training from safety experts. thus increased no. of inclusive trainings for workers with disabilities. The safety level at workplaces raised. Increasing of the continues learning opportunities of all workers- Professionals that train, accompany, support PWDS in working places will improve their professional competences on the project theme and their performances, creation of new job opportunities, etc- Workers with disabilities will benefit from new and more tailor-made and appropriate training opportunities according to their learning needs, thus better learning outcomes in form of professional and transversal skills. and in particular on safety at workplaceGeneral improvement in the sector can indirectly increase the employment of this target group, as SMEs would have qualitative support on how to manage safety issues.<< Implementation >>Safe4all has been divided in phases, which activities all togetehr will contribute to the achievement of the project objectives and delivery of the planned results.PHASE 1) PREPARATIONMains activities are related to the organization of the beginning of the project, its quickly start and high quelity in management and implementation.Activities- creation of a contact list of consortium staff members to facilitate internal communication; - creation of a Google drive folder, to share project info (application text, Erasmus+ guidelines, etc.), - suggestions on cooperative online platforms for project management (Trello, Basecamp, Asana, etc.) will be discussed in order to quickly create a platform to foster internal communication;- Doodle form to fix the possible dates and logistics to arrange the kick-off meeting will be discussed.PHASE 2) MANAGEMENT AND IMPLEMENTATION- set up of partnership agreements;- build platform for cooperation;- set up of the internal and external communication tools;- preparation of administrative guidelines;- preparation of the reportsPHASE 3) PRODUCTION OF THE PROJECT RESULTSR1 Handbook for the Inclusive Vocational Training on Safety & Health in workplace for workers with disabilities P6R1 A1: Methodological framework and useful learning tools to fill the skills gap of PWDs in safety at workplace. Leaded by P6 M1- M3 all partners except P4 that will support exploiting its network.C1, M2, P6 will organize the Short term staff training on Inclusive VET training, to provide staff with useful knowledge on the concept and methodologies regarding inclusive trainings for learnersR1 A2: M4-M7 Training: ""Handbook for the Inclusive Vocational Training on Safety & Health in workplace for workers with disabilities"", P6 responsible to coordinate all partnersR1 A3: M8-M10 Pilot of the training. Leaded by P6, responsible for Guidelines regarding: duration (total and per session), modality (mixed: online and face-to-face sessions), training methodology, support materials and tools.R2 Toolkit: Training For Trainers for Safety & Health in workplace of PWDs P2 R2 A1 M9-M11 Trainers need analysis P3 responsible to coordinate partners during the developmentR2 A2: M12-M14 Training for trainers (program, modules, materials) P2 responsible to coordinate partners 30 hours durationR2 A3: M14-M19 Pilot training for trainers in all project countries, P6 responsible for the coordination of the partners and to fix the formatR3 Recommendations for policy makers on how to improve Safety & Health in workplace of PWDs through training regulation P4R3 A1: M19-M20, Comparative Framework on existing policies and laws in the countries of the project and at EU level according to the new trends and requirements of the labour market. P4 responsibleR3 A2: M21-M22 Recommendations for policy makers on how to improve Safety & Health in workplace of PWDs through training regulation P4R3 A3: M22-M24 Subscription of the Recommendations for policy makers on how to improve Safety & Health in workplace of PWDs through training regulation P4PHASE 4 FOLLOW UP- Organization of 4 Multiplier Events- Contruction of the Visual identity of the project, as logo, paper, PPT- Development of the web- Creation of social media accounts- Creation of a newsletter- Signature of committment agreement for sustainability<< Results >>In order to reach the outcomes and project results, the Safe4All consortium will work according to participative methodologies as the design-thinking methodology that is a human-centered approach to innovation—anchored in understanding customer's needs, rapid prototyping, and generating creative ideas—that will transform the way you develop products, services, processes, and organizations.The project to fill the identified gap and to reach the proposed objective will achieve several outomes:Specific Objectives, (SO):- SO1 to enhance knowledge, competences and skills of educators/trainers that work with PWDs supporting their social and labour inclusion and tools to evaluate their competences- SO2 to enhance awareness on SMEs regarding safety&healt of PWDs at work- SO3 to promote knowledge, competences and skills of PWDs to work in safe conditions and tools to evaluate their competences- SO4 to foster networking and collaboration among different actors for the improving of training and support practices of workers with disabilities in work R1 Handbook for the Inclusive Vocational Training on Safety & Health in workplace for workers with disabilities P6, to respond to SO1, SO2, SO3R2 Toolkit: Training For Trainers for Safety & Health in workplace of PWDs P2, to respond to SO1, SO2R3 Recommendations for policy makers on how to improve Safety & Health in workplace of PWDs through training regulation P4, to respond to SO4, and transversally to the other objectives as consequence of the eventually improvement of the framework and rules for an inclusive safety at work for all.In addition, following results are expected:1) Creation of visual materials (logo, powerpoint presentations, project flyer, roll-ups etc.)2) Creation of channels to disseminate information about the project (website, social media profiles, newsletter)3) Publishing of Articles per partner in press/online press, specialized websites, medium of verification: links and/or screenshots of the articles 4) Presentation during minimum 1 regular events in which the consortium will participate during the lifetime of the project, 5) Organization of 5 multiplier events to disseminate the project results and outcomesMain outcomes:- enhancing opportunities for upskilling and re-skilling of educators and trainers about safety at work and on how to train PWDs for their safety inclusion at work, contributing to innovation in VET- promoting opportunities for PWDs for safety at work's training and improving skills for safety- fostering cooperation between education and training and labour market thanks to the creation of a supporting networks of organizations that work in education and training, inclusion of PWDs and labour market representatives in order to contribute to adapt VET to labour market needs in terms of identifying safety measures to enhance labour inclusion of PWDs, taking into account the new scenario put in place by Covid- fostering SMEs awareness of the importance of carrying out inclusive and accessible safety measure at work to contribute to labour inclusion of PWDs and of the workers in general."