Your own programme can be created through the combination of different approaches. Each and every work integration model is flexible enough to allow for the inclusion of different approaches and activities, which are often complementary. For example:

  • If your focus is on training, you can implement courses, workshops, in-job training schemes, training modules, and so on.
  • If you emphasise work experience, then consider developing internships, job placements, temporary or voluntary work schemes, peer work, or occupational activities
  • If you are concerned mostly with the transition to the open labour market, then make sure participants develop relevant soft skills (learning how to write up a CV, preparing for a job interview, learning to adjust their behaviour to the work environment), that their career aspirations are catered for (for example, finding a job placement that responds to those aspirations), and that (in some cases at least) they are offered support in their employment settings.

Whatever you do, seek to develop people skills, both of those who may be able to access the labour market more quickly and those who will probably face more difficulties in that process.

One way to differentiate employability profiles and improve individuals’ confidence and sense of self-worth is to transform their life experiences (usually seen as problematic) in valuable contributions to job performance. The so-called “vulnerable individuals” are people experienced in the community, in the codes and the reality of a particular, marginalized way of life. Can their knowledge and experience be transformed into tools for the development of the Work Integration Programme (WIP)? Or is it possible to engage participants in types of peer work (such as peer mentors, peer tutors, or peer case workers)? See our Good Practice examples: Pragulic, De Stadsbrug and InPar.