The main objective of the project is to develop and introduce into operation by Meblostar Marek Łaski comprehensive tools allowing for flexible response to changes taking place on the labour market and maintenance of 6 Employees, including 1K and 5M by improving work ergonomics, introducing flexible forms of employment and adapting the working environment to the needs of women and people with disabilities, aimed at their activation and prolonging professional activity, in the period from 01.04.2025 to 31.10.2025. The target group is 6 Employees of the Applicant (including 1K and 5M). The project includes the following activities: *providing advisory, training and coaching support in the field of, among others, HR policy and processes, including diversity and implementation of developed solutions; *improving the ergonomics of employees; *organization of space improving working conditions, building a friendly working environment and implementation of flexible forms and working time. The planned effect will be to support the adaptability of 6 people, including 1K and 5M. For the purposes of this project, a ‘Diagnosis of current and forecast needs of Meblostar Marek Łaski and its Employees, including women and persons with disabilities, in terms of work organisation taking into account new developmental and civilizational challenges’ was carried out (the diagnosis was approved by the Owner on 30 May 2024). The applicant declares that the project will be implemented exclusively for Meblostar Marek Łaski and its Employees to the extent consistent with the diagnosed needs indicated in the above-mentioned diagnosis. Diagnosis records indicate that less than 67% of current employees (including approx. 25% K) believe that there is a good working atmosphere in the workplace. However, over 33% (including 50%) of respondents negatively assessed complementary matching. The scope of duties for less than 34% of employees (including 0%K) is not specified. Equal to 50% of respondents (including approx. 33%) feel moderately appreciated by the employer. The Employer's low use of non-financial motivation methods was indicated by less than 67% (including 0%K). Approximately 17% (including 0%K) feel discriminated against to some extent. Less than 84% (including 20%K) indicated a lack of employee integration; which for 100% of respondents (including about 17% K) is an important element of the working environment. Almost 67% of respondents indicate the impact of work on health, i.e. feeling tired at work, occupational stress (back pain (approx. 83%), headaches (approx. 17%), neck pain (approx. 67%) and tension in the arms (approx. 34%) - as much as 100% of this flu indicates the use of holidays to deal with health issues. 100% of respondents (including 17%K) indicate a lack of training in the field of extending professional activity and counteracting burnout, while approx. 34% (including 0%K) point to unclear remuneration criteria. Over 33% of current employees, including 50%K, are carers of dependents and experience problems related to reconciling work with family obligations. 100% of respondents belonging to the management staff (Owner), including 0% K indicated a lack of knowledge about diversity management issues. The Applicant lacks a diversity, equality and inclusiveness policy. The sources of the figures and the problems identified are: (1)the records of the employees; 2)Results of surveys conducted among all current employees of the Applicant supported – 6 pers., including 1K.