The project of the association is broken down into **2 actions** with close content but with different location: **an action on the establishment of Raismes** and one on the establishment of **Tourcoing.** **The project targets 80 people in difficulty: 24 women and 56 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 and iterative (and not linear) integration, multiplying the professional experience within the association and exploiting all possible feedback from situations in different positions (revalorists, disinfection agents, deliverers, logistician, sellers, administrative agent) \- to develop or rework the employee’s professional project on the basis of skills revealed by the participant over 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 individualised 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 path and his new employer **2\. a programme targeting jobs 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 2018 Hauts-de-France: * Of the 172 264 recruitment projects listed, an integration pathway within Envie Nord allows employees to position themselves in the following occupations: premises Maintenance Officer (9,122 offers); self-service employees (6,841 offers); handlers (5 928 offers); drivers/deliverers (4,531 offers); cashiers (2 331 offers); skilled shopkeeper (2,176 offers); administrative staff (2 152 offers); waste treatment worker (1 491 offers); reception and information officers (1 366 offers); telemarketers (1 811 offers). * Telemarketers, road drivers and handlers are among the 20 occupations with the largest number of recruitment projects considered difficult. * The trades “premises maintenance agents”, “drivers”, “self-service employees” and “handlers” are respectively the 2nd, 6th, 7th and 8th most sought-after occupations on Dunkerquois. * The trades “maintenance agents”, “telemarketers”, “self-service employees”, “handlers” and “drivers” are respectively the 3 rd, 4th, 5th, 9th and 10th most sought-after occupations in Valenciennois. * The occupations “manutentionaires”, “self-service employees”, “maintenance agents” and “telemarketers” are respectively the 2nd, 3 rd, 7th and 8th most sought-after occupations in the employment pool of Tourcoing. **3\. a programme aimed at relinquishing the employment of women beneficiaries** In 2018, the association had 10 % of its workforce of employees on the path of integration. In 2019, the association will continue to implement tailor-made actions and partnerships in order to promote professional integration.