The originality of the operation of our structure lies in a tight and complementary mesh around our staff in insertion on the part of the entire management team. Within the humanitarian activity of food collection and distribution, the technical manager leads a team of 14 employees and trains people to know-being and know-how (timeliness, attendance, rhythm, compliance with the rules and tools entrusted, techniques specific to posts.)The social worker takes care of the individual social problems of the employees in integration and accompanies them by means of interviews, training, evaluations towards employment targeted by each and his or her autonomy. Methodology (3 nested steps): 1. Step of reappropriation of knowledge- to be in business. 2\. Step reappropriation of technical know-how 3\. Stage of reappropriation of a workstation in insertion or market economy. At the same time a work on the appreciation of self-esteem, the acquisition of self-confidence, the development of a personal project, a producer of meaning for the future of people in integration is put in place.The objectives of the Banque Alimentaire du Bas-Rhin through its integration work and in partnership with the institutions are: \- Promote the reception and integration of employees through personalised reception and mentoring. \- To support your employees on a social and professional level, ensuring that the integration pathway runs smoothly. It takes into account each other’s respective situations and puts in place appropriate tools for personal development and individual follow-up. \- To train its employees in mutual, external or internal training according to the individual needs of each person and his/her professional project. \- To build bridges to sustainable employment through its network of partners (industrialists, major distributors, etc.) The means put in place by the association are diverse (entry diagnostics, drafting of a “project contract”, reception, timetables of actions, evaluations and counter-evaluation.) The expected results are diverse and depend on: the first step is to establish a diagnosis of the person, his initial situation and the progress of his/her integration pathway (access to employment, qualification training, validation of the acquired experience, self-confidence, construction of a feasible project...) \- Social diagnosis of entry into the structure: by the socio-professional accompaniment. It provides an overview of the social situation (housing, perceived support, peripheral difficulties in employment, family situation, health, etc.). From there, it determines the priorities and axes of work with the person. It establishes a follow-up schedule. \- A professional diagnosis made by the technical supervisor and the social accompaniment. The CV, the training, the experiences are reviewed to establish the person’s professional project. A training and follow-up schedule is in place. \- Regular evaluations (at least at mid-term and at the end of the contract) are made to measure the individual’s progress. Changes to the integration pathway or training can be made at any time. The employee receives a follow-up book. When the person is ready, an active job search is carried out with him