"EDGE is aimed at ideating and testing innovative approaches to foster the employability of young people with intellectual and relational disability, creating the ground for their inclusion in the labour market and in the society.There are three type of actors involved in the issue: young people with ID, the employers and the society. The question is: how we can create a win-win solution?EDGE aimed at improving the well-being and quality of life of young people with mental and relational disabilities, pursuing the following 3 main objectives: • Fostering entrepreneurial mindset, competences and possibilities (IO 1- IO 3 e IO 5): IO 1 Connection of Best practice on Mindfulness applied at people with ID; Edge Mindfulness Manual for Trainers and Edge Mindfulness Manual for Trainees in Easy to Read in 6 languages (EN, IT, GR, PT, AT; LT); n. 1 webinars for introduction of the contens; n. 3 webinars on Social competences for trainers (EN); IO 3 n. 4 unit on Soft skills on entrepreneurial competences (EN, IT, GR, PT, AT; LT); Special section How to build a business plan (EN, IT, GR, PT, AT; LT); Crowdfunding Guide, Short Crowdfunding Guide in Easy to read (EN, IT, GR, PT, AT; LT); Video on Entrepreneurial and Employment opportunity through an interviews at people with intellectual disability (in EN and with subtitle in IT, GR, PT, AT; LT); Video on Crowdfunding (in EN and subtitle in IT, GR, PT, AT; LT); IO 5 Edge Game with 5 different working contest to show the action, and to test the reaction of the people involved realized in n. 6 languages. • Creating innovative and ad hoc training methodologies for a successful job placement IO 2: Connection of Best for Job Inclusion for people with ID; Job base programme for trainers, HR and incompany trainers in 5 languages (EN, IT, GR, PT, AT; LT), Manual for trainees in Easy To Read; tools for ""tailored"" training in 6 languages (EN, IT, GR, PT, AT; LT) ; • Prompting companies to be more proactive about hiring people with mental challenges IO 4 Connection of Best Practice on Diversity Management and Job inclusion, Handbook for Inclusive companies in 6 languages (EN, IT, GR, PT, AT; LT) Short Guide For Inclusive Companies in 5 languages (EN, IT, GR, PT, AT; LT); Video for Inclusive Companies (in EN and with subtitle in IT, GR, PT, AT; LT) ; Brand for Inclus. Compan.; Guidelines for Inclusive companies in 6 languages (EN, IT, GR, PT, AT; LT); IO 6 Edge Home allows the free access to all the material developed through a platform with 6 sections in 6 languages (EN, IT, GR, PT, AT; LT). The project approach is innovative for the following main reasons: 1. A complete process has been designed in order to foster a tailored employability of the target group, including both directions: corporate and self-employment; 2. Innovative digital tools and methodologies have been used to support the participants during the training process (including mindfulness approach); 3. Companies and HR managers have been actively involved and supported through actions aimed at creating inclusive working environments. So, after the project, in term of results, we expected that: 1. EDGE special trainers are prepared in order to support the target group in the development of soft and communication skills necessaries to reinforce their behaviourals background for an easier and happier access into the labour market; 2. A complete and innovative work-based training programme has been created, ready to be used by coaches and in-company facilitators to accompany the target group in the acquisition of tailored technical skills and competences. It includes Inclusive Job Design procedures in order to allow the creation of job positions as joint expression of company needs and employees expectations; 3. The public and private companies are prepared to create and implement inclusive work environments and inclusive teams, also through the use of smart-working tools and diversity management strategies. A new brand is developed and spread among those companies that will fill all the inclusive steps becoming more proactive about hiring young people with mental challenges; 4. The target group of youth with ID are well prepared to gradually access the job place, they know how the work environment works, they are used to stay in a work place and they feel comfortable. They possess useful skills such as troubleshooting, decision-making, and problem solving; 5. A group of skilled Business Mentors are prepared to spread among the target group entrepreneurial competences and mind-set, as well as support them in developing their own business, including how to make a present the business plan, and then how to start and develop new businesses; 6. Young potential entrepreneurs, their families, the staff of cooperatives working with disability are able to access crowdfunding platforms and organize crowdfunding campaign to support the start of small businesses."

N. Ireland has high numbers of Young People (YP) who leave school with no /few qualifications; these YP often drop out of education and are described as being NEET (Not in Employment, Education or Training) They often have fewer opportunities & many have complex barriers that prevent them engaging with mainstream VET. In 2010 GEMS NI began to research & develop ideas to improve pathways to VET for NEET YP. This wasn’t about creating new VET programmes or delivery infrastructure, but creating the right conditions to make VET more attractive & accessible to YP who need additional support and a flexible menu of learning, life, leisure and work opportunities. GEMS NI developed the Co-Ment project - a flexible model which through personal mentoring assists a YP to develop their personal action plan around 4 ‘Zones’ Learning, Life, Leisure and Work with the YP banking time through activities in each Zone, supported by a personal mentor and an innovation resource to support their goals. Key to the model design is collaborative working between the range of organisations that need to share knowledge and resources to support a YP on their learning pathway with the YP’s personal Mentor helping them to navigate their learning journey. The project, delivered by GEMS NI since 2012, has been highly successful in supporting disadvantaged & marginalized YP to engage in VET; improving their personal capacity for learning & work resulting in positive destinations - return to education, engagement in mainstream VET programmes and employment. The EC-YP project aimed to develop, transfer & implement the innovative Co-Ment model in Italy, Austria & Ireland, customised to the needs of the partner country, to improve VET outcomes & lifelong learning pathways for NEET YP.The EC-YP in VET partnership combined the experience & expertise of organisations committed to working together to develop attractive & inclusive VET for disadvantaged & marginalized YP: GEMS NI,UK (Co-ordinator);TIME,UK; Antares ,Italy; Die Querdenker, Austria and Ballymun Job Centre, Ireland.The project had 2 direct target groups 1: 20 VET mentors who have a specialism and practical experience of delivering dedicated mentoring and careers advice to NEET YP 2: 62 YP who are not in education, training or employment and are recognised as amongst the hardest to reach, hardest to help In addition, 32 NEET YP and 10 VET trainers participated in the EC-YP YP Forum and EC-YP Advisory Group respectively contributing to the product design, evaluation and project dissemination. EC-YP was delivered through 8 work packages (WP), 3 core (Management, Quality /Evaluation and Dissemination/Exploitation) and 5 integrated product development WP (Needs Analysis, Product Model and Web-based platform, Training of Mentors, and Pilot Testing) Each WP had an allocated partner lead mapped to skills and experience and all partner roles and responsibilities within a defined budget & time-frame. ACTIVITIES• Project Management Structures (EC-YP Advisory Group, Quarterly Reporting, Basecamp, Dropbox, 8 transnational meetings, SKYPE meetings, & monthly partner contact)• Bi-annual Internal Monitoring reporting, bespoke evaluation methodologies mapped to project stages, YP Forum)• Dissemination Strategy & live plan, European, National, Regional and Local / 4 European Multiplier Events • Baseline Auditing and Needs Analysis • Product Development – collaborative mentoring model, & web-based platform • Training for Mentors piloted programme • 15 month Pilot Testing phase SUMMARY RESULTS & IMPACTA Quality Assured EC-YP Training for Mentors package, Collaborative Mentoring Model & web-based communications platform for use in partner countries UK, Ireland, Italy & Austria. A tried & tested approach which creates meaningful VET pathways for YP which creates meaningful VET pathways for NEET YP who experience multiple & complex barriers. POTENTIAL LONGER-TERM BENEFITS In Ireland the Police Service is interested in the model and how it could be used to work with young people on remand. Ballymun Job Centre have introduced the model into its practice portfolio and will share its learning within the Ireland-wide Employment Service membership. In Austria the project has made a strong impact with the Upper Austria Labour Department providing Die Querdenker with €50,000 to work with NEET YP. In Italy, Antares is developing a gamification tool to support teachers/VET to work with young people who are NEET including young migrants. In the UK GEMS NI and TIME have received interest and commendation from the NI Education and Training Inspectorate with GEMS NI being asked to present on how the model measures distance travelled and soft skills. The project is also being highlighted in international NEET research undertaken by Professor Sue Maguire, University of Bath and the work of Professor Robin Simmons, University of Huddersfield; both academics are recognised as experts in the NEET field

"Employment for Independent Life aims including the individuals with intellectual disability in work life.Therefore the priorities of the project are as given below: -Disability is element of social exclusion.We aim to ensure that individuals with intellectual disability participate in social and work life and integrate them with the community;and increase their basic and employability quality,and motivate them to use their potential.-Training will be provided to the personnel who will be responsible for the job placement of individuals with intellectual disability after graduation.So, we plan to improve the qualifications of staff working on education of individuals with intellectual disability.-The training program,as the project output,will be introduced to vocational counselors and teachers working with individuals with intellectual disability.They will be expected to apply this programme in employment process of individuals with intellectual disability.With the task sharing between project partners,a training program will be developed for the personnel responsible for the employment procedure of individuals with intellectual disability.Training will be provided to the target group. Piloting results of the training programme in different countrieswill be evaluated.The participants will share opinions about the process.The employment practice for individuals with intellectual disability will be discussed,and an employment model will be proposed as the project output.The model will be compatible with the EU standarts and policies.Participating organisation:Anadolu University(Turkey),Eskisehir Governorship(Turkey),Eskisehir Provincial Directorate of National Education(Turkey),Down Syndrome Association(Turkey),The Association Study Center City of Foligno(Italy),INTRAS(Spain), Die Querdenker (Austria), The organisations work on employment of the disabled and will focus on individuals with intellectual disabilities. Target group:People and organisations that will provide counseling to individuals with intellectual disability on sustainable employment matters such as job placement, job preparation,job skills,job continuity,orientation to workplace and workplace rules, adaptation to work.With the European Platform Against Poverty and Social Exclusion,an attempt of Europe 2020 Strategy;-combating social exclusion and poverty,-promoting social inclusion,-promoting social economy through a collaborative approach are aimed.The project will contribute to the 2020 strategy with collaboration of stakeholder countries and local partner organizations.With the model in the EU standards for preparing individuals with intellectual disability for employment,the inaccuracy will be minimized and a common language will be established. We plan 3 Transnational Project Meeting. The participants of partner organisations will be as given:Kick-off Meeting in Italy with 10,Spain Mobility with 12,Austria Mobility with 10.We plan 2 Multiplier Events:Opening Symposium For Situation Analysis Report with 100 participants in local+24 participants from EU states;Final Symposium For Sharing Results 100 participants in local+15 participants from EU states including Law and Policy makers,teachers working in special education of individuals with intellectual disability,Academics working in special education departments of universities,vocational counselors responsible for job placement of the disabled,representatives of the Chamber of Industry and Chamber of Commerce to represent the employers,provincial directors of public institutions,municipalities and local governments,NGO representatives and families of these individuals.Partner organizations will introduce employment practices of individuals with intellectual disability during mobilities, workshops and symposiums.A report will be prepared by analyzing the practice.This report will form the basis for the training program and help us to create other outputs of the project.During the situation analysis process, each partner country will take short videos showing their employment practices to create an ""experience film"". Training program will be developed for the personnel responsible for the employment of individuals with intellectual disability, planned to be composed of six sections, will be presented to the stakeholders with digital and printed materials and on a web page.Programme book will be written and distributed to the stakeholders.The training of the personnel responsible for the job placement of individuals with intellectual disability will become widespread.Personnel who completed the training will place three individuals with intellectual disability in the job. The personnel will implement the supported employment model in line with the training.With semi-structured interviews, we will learn their views and experiences on the job placement process and make necessary arrengements.Finally, an employment model will be developed after piloting for EU countries."