Solutions to Attract New Audiences

Anne de Vasconcelos, Business and Professional Federation Partnership Relations Manager for Pôle emploi, who participated in the October 5 discussions, acknowledged that the body she represents is not specialized in domestic work occupations and that her teams need to be supported to address our sector's challenges. This will enable them to acquire "sector references, to know the economic actors well, and to transfer information to the territories better: regions, departments, and agencies." This commitment is already being realized in the field, with several ongoing experiments and conventions signed by Fepem and IPERIA. These programs aim to attract people to the domestic work sector, better promote the professions, and analyze skills. On this topic, Céline Spiguelaire, Head of Regional Economic Development for Pôle emploi, indicated the need to "deconstruct preconceptions and take action with potential candidates. This involves communication kits, webinars, and actions with potential candidates as we do with migrant audiences through LabMigration, which offers individualized pathways".

Véronique Delaitre, Vice-Chair of the Joint National Employment and Training Committee (CPNEFP) of the professional branch, emphasized "the crucial role played by Pôle emploi for our sector" and repeated the importance of Collective Operational Preparation for Employment (POEC). This program allows job seekers to be trained in particularly sought-after professions in a sector. She added: "We also know how to be innovative, as proven by the flash pathways we are deploying with Pôle emploi."

Meeting and convincing (future) employees is a field operation, a daily responsibility. It's also an additional driver for attracting new audiences. This was mentioned by Marina Cosset, director of PLIE des Hauts-de-Garonne, which targets 700 to 750 people annually. The PLIEs (Local Multi-year Plans for Integration and Employment) aim to help individuals distanced from the workforce, such as young people reentering employment. Currently, there are 147 deployed in France. These coordination platforms were born from the will and support of local elected officials and represent "support towards a Permanent Contract (CDI). It also means long-term follow-up and sustainable employment integration". Marina Cosset also indicated the importance of micro-certification and experimented with IPERIA through a pathway covering the branch's five skill blocks.

Building on these discussions, Hugo Villand, Development and Partnerships Manager for the French Apprentices Association (ANAF), emphasized the sector's need to reach out to young people: "They are drawn to meaningful professions - that's a card we can play." While aware of the barriers to domestic work professions for this audience (lack of awareness, poorly perceived aspects (physical demands, working hours...)), Hugo Villand welcomed the signing of a Collective Agreement as a sign of improved working conditions and attractiveness to younger people. To attract them, he welcomed the multiplication and different levels of training that facilitate young people's entry into training, help them break the spiral of failure, and allow them to discover they are capable of achieving qualifications.

On this topic, Véronique Delaitre concluded: "We have been carrying out the work-study project applied to our sector since 2011. It's a necessary program that we have adapted through the Apprenticeship Training Center, which relies on the network of training organizations." This work-study will involve the Delegated Apprenticeship Supervisor and will launch in June 2024 with a first cohort in Ile-de-France. Development in other territories is then planned for the second semester of 2024.