In the framework of the project, we deal with European issues that are relevant for trainers. The following excerpt of our discussions held regarding youth unemployment mirrors the German perspective on the issue.

Compared to the south of Europe, youth unemployment does not represent a major problem in Germany. In 2016 for example, 6.7% of young people aged between 15 and 24 were unemployed (i.e. not in employment, training or education) in Germany, compared to 46.1% in Greece or 44.4% in Spain. In this year, Germany was in fact the country with the lower youth unemployment rate in the EU. In comparison, the EU average was 18.8%. However, it should be noted that in spite of the low rate compared to other EU states, in Germany, young people under 25 have a greater share of unemployment than any other age cohort. This is something that we have to bear in mind before we conclude: Youth unemployment isn’t a problem in Germany. In spite of decreasing unemployment rates in Germany, we have to bear in mind that this trend was bought at a price: A greater share of atypical employment (temporary employment, part-time employment, employees in full-time employment that depend on additional social service transfers because they can’t sustain themselves on their salary alone).

However, looking across the border to other countries of Europe puts such problems in relation. An issue that has received much attention in the context of European youth unemployment in Germany has been that of migrant apprentices, young people who come to Germany in order to complete an apprenticeship here, for example under the MobiPro programme. The experiences made by and with young people who moved to Germany in order to complete training were intensively discussed at our multiplier event in Valencia in March 2016. Ida Spirek of Arbeit und Leben which acts as a so-called hosting organisation, “receiving” young people in Germany and supporting them in the initial period of their training, reported on experiences made in Germany. Two Spanish apprentices who went to Germany to do an apprenticeship also told us about their stories. The experiences made with such programmes are two-fold, spanning success stories as well as tears and disaster. Taking these experiences into account in order to improve such programmes is of utmost importance!

One of the major issues reported by apprentices, companies and sending and hosting organisations alike is the issue of language. It is important to prepare and support young people in this regard already before they begin their journey. This applies not only to language training but also to preparation in terms of social and personal competences, for example intercultural competences. The quality of the preparation provided by the sending organisations differs starkly. When the apprentices arrive, support is also of the utmost importance. Apprentices should be supported in their language training and given time to devote to it by the training company as well as the vocational school. Personal support is considered just as important by all parties involved. This concerns practical arrangements such as accommodation, travel, etc. but also general framework conditions to ensure that the young people living abroad feel welcome and well-integrated. These are important responsibilities that should be taken into account by the in-company trainers. The framework conditions created for the apprentices from abroad are crucial to success and failure of the programme. The training company plays a big role here and should be aware of its responsibilities in this respect. The experiences made in the framework of such apprenticeship schemes are also transferrable to the integration of refugees in the company, particularly if it involves young refugees.

We take these experiences on board in our Workplace Tutor training programme by considering issues of intercultural competence, learning in and with culturally heterogeneous groups and responding to learners with special needs, also of cultural and social nature.