The project of the association is broken down into **2 actions** with close content but with different location: **action on the establishment of Tourcoing** and **action on the establishment of Raismes** **The project targets 70 people in difficulty: 15 women and 55 men** The objective of the project is to prioritise the following: **1\. an ambitious and innovative return to employment programme which is translated into a job situation** (re-employment, sales, logistics, administrative) ** aiming at exits through sustainable employment** (CDI, CDD over 6 months) **and transitional** (training, following IAE pathways). During the project period, the association will ensure that: \- facilitate the appropriation of the codes of the world of work by putting in the work situation and directly confronting concrete examples of other enterprises (field visits; visualisation of jobs, working conditions and associated constraints; testimonials and exchanges with employees on the operation of the company and its obligations, sponsorship of companies, etc.) \- build a pathway of (re)mobilisation and intensive iterative (and non-linear) insertion, multiplying the professional experience within the association and exploiting all possible feedback from situations on different positions (revalorists, disinfection agents, deliverers, logistician, sellers, administrative staff) \- to develop or rework the employee’s professional project on the basis of skills revealed by the participant along the course. This professional project is realistic (in line with the potential of the participant, the requirements of employers’ companies and the needs of the territory) and adjusted according to the experience achieved in the real working situation; \- set up individual coaching through individual interviews and group sessions (in the presence of integration counsellors and technical supervisors), aimed at empowering employees (promoting collaborative work, sharing experiences, emulation, solidarity- sponsorship and broadening horizons, opportunities for participants) and allowing reactivity and proximity between employees \- propose to future employers a policy of mediation in employment in order to avoid premature abandonment and secure recruitment and the relationship between the employee at the end of the integration process and his new employer **2\. a programme targeting occupations in tension** revalorist agents (re-use of household appliances), handler (displacement of appliances), storekeeper (spare parts management), drivers (delivery of appliances), cleaners (disinfection of appliances), sellers, administrative agent (online VAS, etc.). These trades require the acquisition of know-how and know-being, transferable in identical trades or even on trades involving similar skills. This programme is fully in line with the reality of the association’s territory, as evidenced by the BMO 2017 Hauts-de-France * of the 134 411 recruitment projects listed, an integration pathway within Envie Nord allows employees to position themselves in the following occupations: handlers (4636 offers), drivers/deliverers (1715 offers); skilled shopkeeper (1615 offers); self-service employees (2327 offers), administrative staff (1855 offers), reception and information officers (1633 offers), premises maintenance officer (6701 offers), telemarketers (2732 offers), cashiers (2315 offers), worker waste treatment (1845 offers) * the trades “telemarketers”, “drivers”, “maintenance officers” and “manutention officers” are among the 15 occupations with the largest number of recruitment projects considered difficult. * The “cahier” and “manutention” trades are respectively the 2nd and 9th most sought-after occupations in Dunkerquois * The professions “maintenance agents”, “telemarketers”, “electrical and electronic workers” are respectively the 1st, 2nd and 7th most sought-after occupations in Valenciennois * Trades “telemarketers”, “maintenance agents”, “unqualified workers packing and handling” and “reception and information agents” are the 4th, 7th, 8th and 9th most sought-after occupations in the Tourcoing employment pool **3\. a programme aimed at re-employment of women beneficiaries** In 2016, the association had 10 % of its workforce of employees on the pathway. As early as 2017, the association set up tailor-made actions and partnerships in order to promote the integration of more women in difficulty into the labour market. (objective 20 %) **_The project concerns 15 women and 55 ho