1. Education Schemes as an Integration Tool A European Comparison Transnational Meeting in Geel/Belgium from 02/03/2015 – 06/03/2015

2. Policy Advices Adressed to the organisational level of policy making U.J.Schulte

3. A. Problem : Companies with a migration background are still significantly less involved in professional training than “german" companies. The reasons for this are manifold. But one obstacle can be, however, in all years continuously and significantly determined: The barriers to get in contact to "relevant bodies", the relevant institutions, are high, partially insurmountable.

4. Items: The barriers consist almost exclusively for companies with immigrant background. This is independent of whether the Relevant Bodies are formal indispensable for the application of a vocational training opportunity, or whether they are merely advisory. Also placement services (matching) are not used.

5. There is almost no awareness among the competent authorities and relevant bodies at the operational Relevant are particularly the ‘employer service agencies’ and the chambers. Structurally, in the sense of the Rules of Procedure, there is usually nothing that could be described as discrimination against our target group. We see the personal characteristics and attitudes of the employees as one of the reasons for the difficulties. As a result only 14 % of the companies with migration background offer professional trainings.

6. B. Approach a)Chairmen and women (in sense of umpire) for MMH companies in the competent bodies as an obligation b) Standardized seminars on culturally sensitive counseling for all employees of the competent authorities. Regularly.

7. a.Chairmen/-women All Chambers and Jobcenters / Employment Agencies should be required to use Chairmen and -women, that handle and solve culturally sensitive irritation fields They shell not handle parent tasks such as integration, welcoming culture, gender, etc. This shell ensure at the organizations offer at this level a barrier free access for all cultures

8. b.Binding Cultural Sensitive Seminars Not each employee can be competent in all cultural facets. A "Please understand that I do not know much about your culture, please tell me if I behave badly incorrect", could be the first to approach a big step. Requires openness to other cultures, the sensitivity to the situation, self-reflection and self-confidence. All this should be given by impulse seminars, which are binding for all employees who work in the competent authorities. The seminars should be structured in modular each on each other. The first two modules are to be mandatory, all other voluntary.

9. National Level Problem: Young people who are going through a variety of measures, which are not related.

10. National Level Effects:  Frustration  Dependence  “Maßnahmenkarrieren” (“Measures careers”)

11. National Level Good Practice: Initiative “Bildungsketten” (“Education Chains”) Central: Personal Contact for the transition from school to work („Bildungseinstiegsbegleitung“)

12. National Level More informations: http://www.bildungsketten.de/de/235.php English: http://ec.europa.eu/education/events/2012/d ocuments/esl-peschner_en.pdf

13. Thank you!