The municipality of Strömsund has difficulty recruiting staff. The municipality is large in size and sparsely populated. We have an ageing population and fewer and fewer young people who can fill up on skills needs. The municipality has relatively low unemployment and the matching between unemployed and vacant positions is becoming increasingly difficult. We see that the organization often lacks the capacity, skills and strategies to be able to hire individuals with a need for adaptation. This could include, for example, persons with disabilities, young people not in education, employment or training (NEETs), pensioners, people with a foreign background and/or other people who have been excluded from the labour market for a long period. Our main problem is that we do not have the data needed to create new implementation projects that will improve our ability to utilize the skills of existing workers and job seekers and match against tasks in our organization based on the fact that we want to recruit more broadly, use the skills right and extend working life. We believe that we have not investigated what conditions and solution options exist for us. We can assume that this affects both women and men and that it risks becoming a gender equality problem. We believe that the solution lies in increasing the accessibility of our workplaces, but we lack the knowledge and skills needed to take this to the next level – which is necessary to succeed in our major skills supply challenge. At the same time, we can also learn more about the methods available to reduce the risk of discrimination in our workplaces in particular. We apply for funding for the Preliminary Study Project Inclusive Workplaces, during which we have the main goal of working out the data needed to create new implementation projects that will improve our ability to utilize existing workers' and job seekers' skills and match against tasks in our organization based on the fact that we want to recruit more broadly, use the skills correctly and extend working life. During the pre-study, we want the project team to: - Read up on potential solutions, previous projects and research reports that have previously been tested with successful results - Work out an analysis that includes suggestions for methods and approaches to meet the specific problem - Evaluate our own prerequisites to meet the challenge through in-depth interviews, questionnaire responses and statistics through a SWOT analysis - Develop a detailed problem formulation - Conduct an inventory and evaluation of collaboration actors to be able to choose the actors that can provide the most benefit in future implementation projects - Work out a proposal for a project plan. The work shall be carried out in accordance with the Logical Framework Approach (LAF) to ensure that the minimum requirements of the ESF+ are met at least in the event that the results are to be used to apply for support from Key Actions A or D in the future. Conduct a 4R analysis that gives an overview of how a business, project or something else is managed and financed and how it should be changed to meet the needs of a particular group. In the project, the method will be used to meet the call's conditions on gender equality, accessibility and non-discrimination both during the project period, but also to ensure that the documentation produced has these principles as a basis when the documentation is written. The pre-study project including workplaces is closely anchored in the organization and people with a mandate to make decisions on the matter have read and approved the application.