The objective is identifying the procedures put in place and the tools available so that each partner can improve their identification, recruitment, training and support practices in the field of transition in order to ultimately promote the employability and their keeping their job in the ordinary companies. This will allow defining needs and requirements to define the figure coach for transition. The training of the professionals of the Support Units in each country is very varied and the preparatory conversations point out that not enough is being done and that these professionals could be trained to achieve this full inclusion and this requires a model that would be outlined on the basis of this project. This project will allow each partner to approach and know different practices of inclusive companies or companies with an inclusive human resources policy regarding the integration of people with disabilities. The idea of this project arises from a study on the opportunities and barriers of different employment models for people with disabilities in Europe and the general demand that politicians, administrative and social authorities and our own workers of the inclusion in the company ordinary.
As national and EU authorities have been demanding, the full labor inclusion of people with disabilities requires the recognition and exercise of their right to be incorporated into the regular labor market. In this sense, this project has advanced the objective of providing disabled workers in protected employment with the skills to access employment in the open labor market, trying to limit the sheltered workshop option to a temporary solution for PwD in their working life cycle, and guarantee their more fluid participation in the open labor market and in society as a whole, all within the framework of a disparity in protected employment models in EU countries. However, to actively promote the transition from the Inclusive Company to open employment, workers from the Support Units of Inclusive Companies with a wide variety of qualifications or even workers with disabilities trained from experience professional, they must expand their mission. This new activity generates a learning opportunity among support unit workers to adapt to the needs of the inclusive labor market. This is a new formula for incorporating two different elements to traditional labor insertion: the transition between protect and ordinary labor markets.