Envie Nord is an association specialised in the collection and repair of household appliances. The association recruits each year, through fixed-term employment contracts of up to 2 years (CDDI), **between 70 and 80 long-term unemployed** (**70 persons in 2019**), mainly **women and men receiving social minima, including the RSA** (71 % of employees in integration are recipients of the RSA in 2019). They encounter serious social and professional problems (housing, mobility, over-indebtedness, mastering basic knowledge, justice, health, etc.) The project of the association is broken down into **2 actions** with close content but with different location: **an action on the Tourcoing workshop** and **an action on the Raismes workshop**. To carry out its mission, the association relies on a fine knowledge of the territory. Over the years, it has developed privileged partnerships with: local authorities (employment and integration tool serving the territory), the public employment service (offices Pôle Emploi, Local Missions, Employment Houses, PLIE, etc.) which plays the role of prescribers, residents of the territory (employees and/or clients of the association), associations (partners for the resolution of social and professional problems), social donors, health professionals, training organisations and companies (clients, patrons and career paths for employees in integration). The objective of the project is to prioritise the following: **1\. an ambitious and innovative return to employment programme which is reflected in the emphasis placed on training and job placement** (re-employment, sales, logistics, administrative) **referring to exits through sustainable employment** (CDI, CDD over 6 months) **and transitional** (training, following IAE paths). During the project period, the association will ensure that: \- support employees in lifting the barriers to employment through the various actions put in place by the structure, in partnership with local associations and **Campus Vitamine T**. Through its **permanent training area**, the latter, in conjunction with the CISP, offers employees on their journey within Envie Nord to carry out an initial assessment of their mastery of basic knowledge, their level of FLE and their knowledge of digital tools. Each employee is then offered a ** training course adapted to his/her needs**. Several routes will be possible: French Foreign Language; mastery of basic knowledge; permit to learn; Business solutions, in areas of tension, of the future, where recruitment projects are the most numerous (personal services, logistics, cleaning, security); digital workshops; Workshops Employment (CV, professional codes and attitudes, interview simulations, tension jobs, etc.). **This path engineering adapted to the needs of the person thus makes it possible to strengthen the quality and efficiency of the accompanying pathways by promoting the lifting of professional barriers.** \- facilitate the appropriation of the codes of the world of work by **setting up the work situation and the immediate and direct confrontation with 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 ** intensive and iterative (re)mobilisation and integration path** (and not linear) ** multiplying the work 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 an individualised **coaching** via 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-sponsoring 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 employment