Projects of the Charter

As coordinator of the Diversity Charter Lëtzebuerg, IMS Luxembourg is carrying out the projects: (Handi)'Cap Emploi and Migration vers l'emploi.

 

puce_diversity_Day_Awards  (HANDI)'CAP EMPLOI

 

The project, which benefits from a European Social Fund (FSE) co-funding, aims at raising awareness on disabilities at a national level in order to contribute to the current and future modernisation of the company organisation and the civil society in general.

In close collaboration with the ADEM, the Ministry of Labor, Employment and Social and Solidary Economy, the Ministry of Family and Integration and through stakeholder consultation, the project aims at:

  • Informing Luxembourg employers and disseminating good practices on the inclusion of people with disabilities on the labor market through the creation of a practical guide. > Download our guide here.

  • Organising Job Cafes to enable job-seekers with disabilities to get in touch with companies which have jobs to fill and want to employ people with disabilities.

In 2016, IMS organised two training sessions and two Job Cafes, with 57 candidates and 16 companies participating. These two Job Cafes had a success rate of 30%, enabling motivated candidates to re-enter the ordinary labor market.

 

           

 

puce_diversity_Day_Awards  MIGRATION VERS L'EMPLOI

 

The project Migration vers l’emploi aims at encouraging the employment and integration of third country nationals on the Luxembourgish job market. This project is financed by the European “Asylum, Migration and Integration” Fund (AMIF) and aims at:

  • Informing all employers interested by the employment process of third country nationals;
  • Raising awareness among employers on advantages and limits of the employment of third country nationals;
  • Showing good practices in terms of employment and integration of third country nationals.

The practical guide "Migration vers l'emploi", for employers, is available onlineThis guide will give you a quick overview of the terminology related to the notion of “third country national”, but also on the recruitment process. Each obstacle has its solution(s) and good practices will help you implement some actions within your organisation.

 

 

 

                                                        With the financial support of   

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