Inclusion Strategy for 2021-2027

I. Analysis

I. 1.  Who Are We and Where Are We Now?

Légáramlat is a youth-focused nonprofit organization founded in 2018 by three former university students who observed that nonformal educational opportunities for themselves and their peers were quite scarce. It became our mission to foster the development of key competencies among youth by engagement in impactful nonformal learning experiences. 

I.1.1. Past Assessment:

While we have not had a formalized inclusion strategy until now, we have consistently upheld non-discriminatory principles and actively implemented inclusive measures in all our activities. As Légáramlat, we are dedicated to promoting open-mindedness, self-confidence, self-education, real-life skills learning, and a healthy lifestyle among young people across Europe. When assessing our past performance, we have made significant progress in our inclusion efforts:

• Diverse Participation: We have successfully diversified the participation in our programs. Over the years, we have welcomed young individuals from various backgrounds, ethnicities, genders, and socioeconomic statuses. This diversity has not only enriched our experiences but has also facilitated a deeper understanding among our participants.

• Accessibility Initiatives: We have initiated several accessibility initiatives to ensure that all participants, regardless of their abilities or circumstances, can engage fully in our activities. These efforts include making physical and logistical adjustments to our program venues and providing accommodations as needed.

• Cultural Sensitivity: Our commitment to promoting cultural sensitivity has led to increased awareness and respect for the customs, beliefs, and practices of participants from diverse backgrounds. This has fostered an inclusive and respectful atmosphere within our programs.

• Youth Engagement: We have actively involved young people in the planning and execution of our programs. Their insights and contributions have been invaluable in making our activities more inclusive and relevant.

However, our journey has taught us that sustaining an inclusive culture demands continuous education in diversity, accessibility, and cultural sensitivity.

I. 1.2.  SWOT Analysis:

I.2. Mission and Goals

We aim to create an inclusive and accessible environment, ensuring that all young people can participate and benefit from our programs, regardless of their background or abilities.

The organizations within Légáramlat are unwavering in their dedication to diversity, equality, and inclusivity, extending their commitment to embrace all young individuals, especially those who encounter fewer opportunities. Our Légáramlat Inclusion Strategy forms the foundation upon which we build sustainable progress, ensuring our unwavering commitment to advancing inclusion and empowerment for individuals facing fewer opportunities. It underscores our dedication to promoting their well-being and providing them with diverse perspectives for personal and collective growth.

Légáramlat is committed to fostering an inclusive and diverse environment where young people can engage in intercultural learning, personal development, and global citizenship. Our goal is to ensure that every participant, regardless of their background, abilities, or circumstances, can fully participate and thrive in our programs:

• Diversity and Representation: We actively seek to include young people from diverse backgrounds, ethnicities, genders, and socioeconomic statuses in our programs. We believe that diversity enriches our experiences and fosters understanding.

• Accessibility: We ensure that our programs are accessible to all, including individuals with fewer opportunities. We will provide necessary accommodations and support to ensure that everyone can participate fully.

• Equal opportunities:  We create an equitable environment where all participants have an equal opportunity to engage, lead, and benefit from the program, regardless of their previous experiences, education, or personal circumstances.

• Cultural Sensitivity:  We encourage cultural sensitivity and awareness to respect the customs, beliefs, and practices of participants from diverse backgrounds. We challenge stereotypes and promote cultural sensitivity in all our activities.

• Inclusive Learning:  We create inclusive learning environments that encourage open dialogue, mutual respect, and the celebration of differences.

• Youth Engagement: Young people will actively participate in the design, planning, and evaluation of our programs. Their input will be sought and valued at all stages of project development.

II. Planning Phase:

Based on the outcomes of our SWOT analysis and our mission and goals, we have identified 4 main action areas the following action areas for our inclusion strategy:

II.1 Action Areas:

Based on the outcomes of our SWOT analysis and our mission and goals, we have identified 4 main action areas for our inclusion strategy:

Action Area 1: Enhancing Staff Training

• Priority: Address the weakness of limited training in terms of including youth with fewer opportunities

• Relevance: Aligns with our mission's emphasis on "Equal opportunities" and "Accessibility."

• Importance: Improving staff capabilities will directly impact our ability to provide inclusive programs.

Action Area 2: Expanding Outreach and Partnering

• Priority: Leveraging opportunities within the Erasmus+ program, partnering with organizations from different regions, and increasing our online presence.

• Relevance: Aligns with our goal of reaching a broader and more diverse audience.

• Importance: Expanding our reach will enable us to offer inclusion programs to a wider range of young people.

Action Area 3: Raising Online and Offline Reach

• Priority: Raise the online and offline reach of the activities organized.

• Relevance: Aligns with our mission's goal of providing diverse and transformative experiences to young people.

• Importance: Increased reach will allow us to impact more lives and offer a wider range of opportunities.

Action Area 4: Increasing Involvement of Youth with Fewer Opportunities

• Priority: Increase the number of youths with fewer opportunities involved in our activities.

• Relevance: Aligns with our mission's commitment to empower all young individuals, especially those facing fewer opportunities.

• Importance: Greater participation will ensure inclusivity and diverse perspectives in our programs.

II.2 Objectives & Desired Results:

Action Area 1: Enhancing Staff Training

Objective 1: Provide comprehensive training on inclusion for all staff members.

• Specific: Develop training modules covering diversity, accessibility, and cultural sensitivity.

• Measurable: Achieve a 20% increase in staff's ability to effectively include youth with fewer opportunities

• Agreed upon: All staff members commit to completing the training.

• Realistic: Allocate resources for trainers, materials, and technology.

• Timebound: Complete training program development by November 2025.

Action Area 2: Expanding Outreach and Partnering

Objective 2: Increase the visibility of Légáramlat and establish partnerships with organizations from different regions.

• Specific: Launch a targeted online marketing campaign to reach a wider audience.

• Measurable: Achieve a 30% increase in website traffic and a minimum of two new partnerships by the end of 2025.

• Agreed upon: ………………………………………………. Is responsible for campaign execution.

• Realistic: Allocate budget for online advertising and partnership development.

• Timebound: Launch the campaign and initiate partnership discussions until June 2025.

Action Area 3: Raising Online and Offline Reach

• Objective 3: Expand the reach of our activities, both online and offline.

• Specific: Develop an integrated online and offline engagement strategy, including social media campaigns and local events.

• Measurable: Increase the number of participants in our online activities with 20 % and host at least 6 local offline event in the next 12 months

• Agreed upon: …………………………………………………………………………….. responsible for execution.

• Realistic: Allocate resources for online platforms, marketing, and event logistics.

• Timebound: Execute the engagement strategy throughout the year.

Action Area 4: Increasing Involvement of Youth with Fewer Opportunities

• Objective 4: Increase the number of youths with fewer opportunities involved in our activities.

• Specific: Collaborate with local youth organizations and support systems to identify and engage young people facing fewer opportunities.

• Measurable: Increase the participation of youth with fewer opportunities in activities within the next two years.

• Agreed upon: Project coordinators are responsible for implementation.

• Realistic: Allocate resources for outreach, mentorship, and support programs.

• Timebound: Begin outreach and engagement efforts and track progress in each project.

II.3 Priorities:

Given our available resources and capacity, we will prioritize Action Area 1 (Enhancing Staff Training) for immediate implementation. This will enable us to build a stronger foundation for inclusive programs.

We also recognize the importance of Action Area 4 (Increasing Involvement of Youth with Fewer Opportunities) and initiate to reach the objective allocated to this action area next. This decision reflects our commitment to inclusivity and ensuring that young people facing fewer opportunities are at the forefront of our efforts.

III. Implementation

As we move forward into the Implementation Phase of our inclusion strategy, we are fully dedicated to translating our objectives into actionable steps that promote diversity, equality, and inclusivity. Our overarching mission remains to empower young individuals, especially those facing fewer opportunities, to thrive in our programs. To achieve this, we have outlined a comprehensive plan:

III.1 Action Plan

III. 2.  Monitoring

To ensure the success of our implementation phase, we have put in place rigorous monitoring methods and practices:

• Implement percentage evaluation, a traffic light system, observations, and monthly meetings to track progress of action plans.

• In our programs we regularly collect feedback from participants regarding their experiences, including their perceptions of inclusivity and use this to continuously improve inclusiveness and make necessary adjustments.

IV. Evaluation

We are committed to evaluating the impact of our inclusion strategy. This evaluation will involve:

• Gathering feedback from staff members, participants, and partner organizations on the effectiveness of our inclusion efforts.

• Measuring the achievement of our objectives and desired results.

• Conducting surveys, interviews, and assessments to gauge the level of inclusivity and diversity in our programs.

V. Legal framework

Our Inclusion Strategy is closely linked to the directives implemented by the European Union (EU) to promote inclusion, equality, and non-discrimination across its member states. These directives are aimed at ensuring that individuals within the EU are treated fairly and equitably, regardless of their background, and that various forms of discrimination are prohibited. Here are some key EU inclusion directives and policies:

• Racial Equality Directive (2000/43/EC): This directive aims to combat racial and ethnic discrimination by prohibiting discrimination on grounds of racial or ethnic origin in various areas of life, including employment, education, social protection, and access to goods and services. -

• Gender Equality Directive (2006/54/EC): This directive focuses on promoting gender equality in the workplace. It addresses issues such as equal pay for equal work, protection against discrimination in employment based on gender, and measures to prevent sexual harassment.

• Equal Treatment Framework Directive (2000/78/EC): This directive establishes a general framework for equal treatment in employment and occupation. It prohibits discrimination on various grounds, including age, disability, sexual orientation, and religion or belief, in employment and vocational training.

• Equality between Women and Men Directive (2010/41/EU): This directive addresses the need for improved gender balance on the boards of companies listed on stock exchanges. It encourages more women to participate in decision-making positions in the corporate world.

• Disability Rights Directive (2016/2102/EU): This directive aims to promote the rights of persons with disabilities and improve their access to goods and services. It requires member states to take measures to make public websites and mobile applications more accessible.

• Accessibility Act (Directive 2019/882/EU): This directive aims to improve the accessibility of products and services for people with disabilities. It covers a wide range of products and services, including computers, smartphones, ATMs, and e-books.

The Légáramlat Inclusion Strategy is completed by Légáramlat Selection, Nondiscrimination, and Inclusion Procedure, Action Plan for ensuring Gender Equality, Légáramlat Code of Conduct for Working with Underage Participants.

By adopting this inclusion strategy, the Légáramlat reaffirms its commitment to creating a welcoming and inclusive environment for all young people participating in our activities. Through our collective efforts, we aim to empower and inspire young individuals, regardless of their backgrounds or circumstances, to become active and engaged citizens of Europe.

Version 2023