Problem / need / context
VET institutions were often unadapted to the specific needs of migrant women, who face intersectional barriers including cultural differences, linguistic hurdles, and gender-specific discrimination. Standard European VET policies often employed a “one-size-fits-all” approach that failed to recognize the professional potential of this cohort. This relates to the 10 skills by highlighting deficiencies in Diversity Awareness (institutional adaptation), Critical Thinking (addressing systemic barriers), and Soft Skills (lack of professional self-awareness among marginalized learners).
Intervention
The project upskilled VET staff to use the Theory of Change (TOC) methodology, a participatory approach to structural inclusion. Key actors included coordinator Deinde Sp. z o.o. (Poland) and partners such as CESIE (Italy), Learning Hub Friesland (Netherlands), and Hip – Hub For Innovation Policy S.r.l. (Italy) . The intervention included mapping current practices, developing an inclusion curriculum, and providing leadership and self-development training specifically for migrant women.
Outcomes
The project empowered migrant women by enhancing their Leadership, Soft Skills, and Self-Awareness, allowing them to act as role models within their communities. VET organizations transitioned toward more participatory inclusion strategies, moving away from rigid models. The primary improved transversal skill among VET staff was Intercultural Inclusivity, grounded in a deeper understanding of gender and migration inequality.