TRANSNATIONAL CONFERENCE

1. TRANSNATIONAL CONFERENCE “Building together to mobilise change potential at sectoral and regional levels. Lessons for policies and practices.” Investment in human ressources, a key factor of Lisbon strategy: Lessons from Equal Olsztyn – Poland Idriss KATHRADA – Ile-de-France Equal Regional support structure October 2007

2. Context What are Lisbon strategy and European Employement strategy ? • At the Lisbon European Council, in march 2000, the EU set itself a strategic goal for the next decade: to become the most competitive and dynamic knowledge-based economy in the world, capable of sustainable economic growth with more and better jobs and greater social cohesion • The European Employement Strategy, launched in 1997, is a component of the Lisbon strategy, and focussed on raising the overall EU employement rate to 70% by Investing in Human Ressources Olztyn

3. Context Human ressources, Lisbon and european employement strategy and Equal ? • Today, Lisbon and European employement strategies are focussed on growth and employement, therefore Investment in human ressources is a key factor for the success • Investment in human ressources, in this context means to develop: • the spirit of entrepreneurship • a high level of education and skilled people • an inclusive society with a reduction of exclusion and discrimination • Equal program support these three objectives by reducing inequalities in the field of employement Olztyn

4. Learning from the experiences of Equal Investment in Human ressources in Equal ? • Equal pgm aim is to reduce inequalities in the field of employement by two means: • to develop education and skills, particularly for those who are excluded or discrimated • to raise awareness about discrimination in the field of labour and to reduce them for more jobs • Here are two examples of lessons of Equal in Ile-de-France that develop Human ressources and social inclusion and cohesion Olztyn

5. Learning from the experiences of Equal Investment in Human ressources: examples in area of Education and Skills (1) • The example of the sharing of practices of training in building sector and the training of employees within the context of mobility to support them to be in your TCA Rehactif: • In deph diagnosis of needs for • Constructing a training • Setting up an innovative monitoring and evaluation system of the trainees • Implementation of the training within the context of mobility Olztyn

6. Learning from the experiences of Equal Investment in Human ressources: examples in area of Education and Skills (2) • “Villes apprenantes” project leaded by Senart, in the field of lifelong learning, entrepreneuship and for +45, with a territory approach • The goal is to develop a “learning territory” at all the level (individual, company, sectors): the main aims of the project are: • to give the taste to learn at any age: a university of all the knowledge for all has been setting up in 2006, with also the develoment of the training offer • to develop entrepreneurship: a diploma of business creation and management has been developped, targeted to both young people and more than 45 years old • to support employement of people who are aged more than 45 years old: a diploma on age management and coaching services provided by public and private organisation Olztyn

7. Learning from the experiences of Equal Investment in Human ressources: examples in area of Non-Discrimination and jobs development (1) • The example of work-life balance, participation of women and the sharing of practices in Rehactif TCA • In the TCA, means and ways to improve the participation of women at work and work-life balance are studied. It gives a concret content to the the declaration about the challenge to make the number of women in the builing sector from 10 000 to 30 000 in 2009 of Mr BAFFY, president of the French Fedaration of Building in march 2004 Olztyn

8. Learning from the experiences of Equal Investment in Human ressources: examples in area of Non-Discrimination and jobs development (2) • In “Villes apprenantes” project, the main aims of the project are: • to develop entrepreneurship: a diploma of business creation and management has been developped, targeted to both young people and more than 45 years old, but with the priority given to +45 • to support employement of people who are aged more than 45 years old: a diploma on age management and coaching services provided by public and private organisation, one of the aim is to prevent from discrimination of behavior for +45, with the direct or indirect discrimination Olztyn

9. Looking forward Mainstreaming in policies and in ESF 2007-2013 for the development of Human ressources and the success of the EE and Lisbon strategies • Developping training for education and skills, social inclusion and competitiveness • Reducing discrimination for the development of jobs, social inclusion and competitiveness Olztyn

10. Looking forward Mainstreaming in policies and in ESF 2007-2013 for the development of Human ressources and the success of the EE and Lisbon strategies Full success ! Thank you for your attention ! Olztyn Idriss KATHRADA equal.atr.idf@wanadoo.fr

11. Communication 1 Quatre outils complémentaires • Une plaquette « Equal Ile-de-France » • Présentant de façon synthétique l’ensemble du programme Equal en Ile-de-France, les axes retenus et les premiers enseignements. • 4 pages A4 – tirage 1000 exemplaires • Et 4 brochures thématiques, une lettre d’information et un portail internet Proposition pour la stratégie de communication du programme Equal en Ile-de-France

12. Perspectives de la diffusion 2008 Bon courage et plein succès Atelier Equal en Ile-de-France