A project under ESF Instrument 13 “PEB – Innovative Model Projects” will be funded. The purpose is the model testing of new approaches to action in the districts. This project deals with the challenges posed by the above-mentioned problems and needs of the target group of refugees. The aim is to improve the conditions of refugees for integration into working life in Germany and to prepare for further projects that bring successful placement into work (e.g. job center offers for qualification, further projects such as Arrivo, etc.). In order to achieve this goal, the networking between the actors involved in the field of refugee work is to be deepened and expanded, thereby creating synergy effects. This is achieved in the following ways: Existing offers are coordinated, ideas for the development of further offers are coordinated. According to the building block principle, the individually required support offers are compiled and exchanges between the actors in these offers are promoted. The network to be formed also identifies defects and needs for change and stimulates the necessary changes in cooperation with the respective decision-makers. In a “meeting café” of Die Wille, refugees and residents of the neighbourhood are brought together in order to exchange information on topics related to the labour market._x000D_ The project objectives with regard to the concrete work with the participants are achieved in the following ways: Work in small groups (a half-day meeting takes place each week in a small group). In the group meetings, intensive training on working life takes place in Germany. A positive side effect is that language skills are expanded and deepened, and active language use is encouraged in a group that is smaller than most groups in language courses. Many new vocabulary, phrases and phrases related to professional life are learned and trained. Since the participants usually come from different countries of origin/cultural circles, the group meetings are also to be understood as an intercultural training._x000D_ In addition to the group meetings, company visits in different companies/social institutions take place at regular intervals (once every two months). Participation should be perceived by all participants in order to get a wider range of professions. The company visits are used to enable refugees to gain insights into the concrete daily work of certain activities and companies, while at the same time establishing personal contact with potential employers. Therefore, the visits are preferred in companies that have an interest in the employment of refugees on their own._x000D_ Individual coaching of the participants: Individual meetings with the participants usually take one hour. The concrete number of individual meetings per participant depends very much on the respective support needs and on the personal starting position. We assume a single meeting per week, but there may be more participants who take part in the project. An upper limit is not set in advance, but results in practice on the basis of the number/care intensity/stay duration of the participants in the project in relation to the time capacities of the employees. Part of the individual support takes place in the form of telephone conversations and e-mails._x000D_ The formation of a network in the social room is by-product of the project. The project connects with other projects in Kietz, which work on different focal points with the participants. The main objective of this project is to inform those affected about the labour market. Other projects are working specifically on imparting refugees in internships or work. This allows the transition from one project to another. In the sense of the immigrant people, a positive result should be achieved for them, which is most likely to arise when different actors work together at an early stage and the refugees do not have to seek the support in different places, of which they may not even know, but get them bundled._x000D_ The goals and targeted success indicators with the respective project modules are:_x000D_ * 20 people per year acquire knowledge about employment relationships (legal and content)_x000* Get knowledge in employment-related trainings and trainings per year The need for retraining or training is likely to be clear. Through these, the competences of the customers are considerably expanded. In the groups, situations are presented in which participants experience a strengthening of self-esteem, learn the expansion of key competences such as communication skills, team skills, conflict skills, etc. In view of the concrete transition to a new job, application documents are revised or interviews are practiced. In the same way, situations in which the conversation with the already existing employer is sought. After the project, participants who have not already developed cultural, professional and labour law skills during the project have developed their own skills and are