TREK leads a multinational consortium towards an EU DG Employment initiative targeting towards Building a First-class Workforce in the Public Sector: Mature-age female Employees as Mentors, Coaches and Team-Leaders" (Acronym: EMPOWER).
TREK leads a multinational consortium towards an EU DG Employment initiative targeting towards Building a First-class Workforce in the Public Sector: Mature-age female Employees as Mentors, Coaches and Team-Leaders" (Acronym: EMPOWER). The 1.8 M euro project is funded by the ESF, Article 6 initiative.
The overall objective of the project is to provide mature-age women, working in the participating local authorities of Greece, Italy, Spain, Germany, Slovenia and Slovakia with the necessary mentoring, coaching and team-leadership competences, so as to give them the incentives to remain at their work, enrich their role and tasks, and diffuse their know-how and experience to younger and less experienced employees within the authorities.
To achieve this goal, through this project female employees (55-64 years old; medium to high-skilled) receive capacity building programs, in order to: a) further develop their skills in mentoring, coaching and leading teams within their organizations, and b) enhance their ICT literacy so that they will perform the aforementioned roles with the support of an online network to be developed especially for this purpose.
Aims and objectives
The objectives of the project are:
o The re-qualification of mature-age women from the participating Local Authorities with useful skills that will upgrade their employability.
o The development of tools and actions which will enable mature-age women to remain actively at work instead of early retiring.
o The examination and adoption of similar good practices at local/regional, national and international level.
o The diffusion of proper age management practices in the public sector, which will alter discrimination attitudes towards the target group.
o The creation of an online network, through which mature-age women will coach younger employees and will communicate with similar female employees in other authorities exchanging ideas, know-how and experiences.
o Increase in the employment rate of mature age women (which leads in the long-run to sustaining economic growth, tax revenues and social protection systems).
o Upgrade of skills of the target groups.
o Increase of mature age women productivity and effectiveness at work.
o Altering of negative perceptions and discrimination towards the target groups.
o Formulation of solid mechanisms for the diffusion and implementation of proper age management.
o Improvement of productivity, effectiveness and efficiency of the local authorities.
o Diffusion of valuable know-how and experience to younger employees.