The originality of the functioning of our structure lies in a tightened and complementary mesh around our staff in insertion on the part of the entire management team. Within the social and solidarity activity of collecting and distributing food, the technical supervisors lead a team of 23 employees and train people with know-how and know-how (puctuality, attendance, rhythm, respect for the rules and tools entrusted, techniques specific to the positions). The socio-professional accompanist takes care of the individual social problems of employees in integration and accompanies them through interviews, training, evaluations towards the job targeted by each and his/her autonomy. Methodology (3 nested steps): 1. Step of reappropriation of business know-how. 2. Step of reappropriation of technical know-how. 3. Stage of reappropriation of a workstation in insertion or in market economy. At the same time a work on the appreciation of self-esteem, the acquisition of self-confidence, the enhancement of a personal project, 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 project and in partnership with the institutions are: — Promote the reception and integration of employees through personalised welcome and mentoring. — To support its employees socially and professionally by ensuring the smooth progress of the integration journey. It takes into account the respective situations of each and puts in place appropriate tools for personal development and individual follow-up. — To support its employees so that they access mutualised training, external or internal according to their own needs and their projects. — To set up bridges to sustainable employment through its network of partners (industrial, large retail, etc.) The means put in place by the association are diverse (diagnostics of entries, drafting of a “project contract”, reception, calendars of actions, evaluations and counter-evaluation.) The expected results are diverse and depend on the person, his initial situation and the progress of his or her integration path (access to employment, access to qualified training, validation of acquired experience, self-confidence, construction of a feasible project). After the recruitment and integration of the employee into the structure, the first step is to establish a diagnosis: — Social diagnosis of entry into the structure: by the socio-professional accompanist. It takes stock of the social situation (housing, assistance received, 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 carried out by the technical supervisor and the socio-professional accompanist. The CV, the trainings, the experiences are reviewed to establish the person’s professional project. — Regular evaluations (at least mid-term and end of contract) are made to measure the person’s progress. At any time, changes to the integration path or training courses can be carried out. The employee receives a follow-up book. When the person is ready, an active job search is carried out with them