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  • Diversity is a fact, inclusion is a choice

    In the current context of global mobility, we live in a very diverse society. It is therefore necessary today to ensure that our society is sufficiently inclusive so that everyone can find their place and actively contribute to it in order to benefit collectively from the benefits of this diversity.

    Our vision

    DUO for a JOB was born from a double observation:

    • there is a proven inequality of access to the labour market for young people with a migrant background in Belgium.
    • people over 50 years of age in Belgium have one of the lowest employment rates in Europe and face a lack of appreciation of their skills.

    By bringing these two audiences together, DUO for a JOB aims to help eliminate inequalities in access to the labour market for young people with a migrant background, to promote the knowledge of our elders, and to combat discrimination by recreating social cohesion, understanding and local solidarity.

    Our mission

    DUO for a JOB organizes intergenerational and intercultural mentoring to facilitate the employment of the youngest jobseekers while enhancing the experience of seniors.

    In concrete terms, it is a relationship through which an experienced person, “the mentor”, shares his knowledge and experience with a young person, “the mentee”, in order to promote the development of his skills and autonomy, and to enable him to identify and achieve his professional objectives. This relationship (“duo”) is based on exchange, learning and permanent and reciprocal trust.

    Once put in pairs, the young person and his or her mentor meet for two hours a week for six months.

    “With DUO and my mentor, I managed to believe in myself and started doing things instead of thinking how difficult it is. My mentor’s professional advice has worked wonders.”

    Anton, mentee at DUO

    Our methodology

    The key to the success of DUO for a JOB's mentoring program lies in the implementation of a methodology and qualitative and effective support based on eight main steps.

    1. The information sessions, often collective, are an opportunity to present the project, clarify everyone's roles and answer any possible question.

    2. If participants expressed their interest to go on with the mentoring program, an interview is held with each candidate (mentor and mentee) to get to know them better.

    3. An initial 4-days training is mandatory for all future mentors. Its goal is to provide the “basic tools” of accompaniment.

    4. On the basis of different criteria (business sector, spoken languages, personality, availability, etc.), DUO's coordinators thus put in contact a trained mentor with a young mentee, taking into account respective needs and skills.

    5. This first meeting is the opportunity for the mentor and mentee to get to know each other and decide whether or not to pursue the match.

    6. If the two members of the duo wish to continue together, a second meeting is organised in order to sign the agreement and the ethical charter of the company.

    7. The accompaniment period, during which duos will meet on weekly basis, lasts 6 months.

    8. At the conclusion of the 6 month period, participants are invited to assess whether the program met their expectations and whether the goals they had set were reached.

    “Mentoring is a win-win relationship, in which the mentor also learns a lot. Mentoring within DUO adds the dimension of an introduction to the issue of young migrants and the specificity of the difficult access to employment for these young people.”

    Yves, mentor at DUO