Selection and Non-Discriminatory Procedure
Cloud Five is steadfast in its commitment to fostering inclusivity, equality, and diversity in all aspects of its work.This policy outlines the principles and steps through which we ensure that our Youth Exchanges (YEs) and Training Courses (TCs) provide an open, accessible, and supportive environment for individuals from all backgrounds and walks of life.
I. Guiding Principles
Non-Discrimination
We uphold the principle of non-discrimination, ensuring that all applicants and participants are treated with fairness and respect, without bias based on age, gender, ethnicity, religion, disability, sexual orientation, nationality, or socio-economic background.
Equality
We commit to equal opportunity for all individuals to access and benefit from our programs, regardless of their personal characteristics or circumstances.
Accessibility
We strive to make our programs, application procedures, and communications accessible to all.Reasonable accommodations are made to ensure that participants with disabilities or other specific needs can fully engage in our activities.
Inclusivity
We actively promote the inclusion of individuals from diverse cultural, linguistic, and social backgrounds.Our aim is to create an environment that celebrates diversity, mutual respect, and cross-cultural learning.
Equity
We acknowledge that some individuals face systemic or situational barriers that hinder participation.Cloud Five is dedicated to identifying and addressing these barriers to ensure equitable access for all.
Transparency
We maintain full transparency in our selection procedures, communicating clearly about the criteria, evaluation process, and expectations to all applicants.
II. Ensuring the Implementation of Our Principles
Cloud Five ensures that its selection procedures and practices are aligned with the guiding principles stated above for both Youth Exchanges and Training Courses.
II.1. Outreach, Promotion, and Programme Announcement
• Information about all programs is widely disseminated through multiple channels (website, partner networks, social media, newsletters) to reach diverse audiences.
• Inclusive and gender-neutral language and diverse imagery are used in all promotional materials.
• The design of each project encourages interaction and cooperation between individuals of different backgrounds and cultures.
• All communication materials are written in clear, accessible language and, where possible, comply with web accessibility standards (WCAG).
• We collaborate with partner organisations across Europe, including those working with young people facing fewer opportunities, to ensure equitable outreach.
II.2. Application Process
Our application process is designed to be clear, fair, and user-friendly, allowing everyone a genuine opportunity to participate.
Selection Criteria
• Selection is based on motivation, interest, and commitment to engage in all project phases — from preparation and implementation to follow-up and dissemination.
• Criteria focus on the qualities and potential of applicants, not on their prior experience or status.
• No personal characteristic (e.g., gender, religion, nationality, education level, or social background) is used as an exclusion factor.
• When choosing between equally motivated applicants, priority may be given to candidates facing fewer opportunities or when necessary to ensure gender balance.
Skills Assessment
• For Training Courses, applicants (youth workers, educators, trainers) are evaluated on their relevant professional skills and experience, ensuring they can contribute meaningfully to the learning process.
• For Youth Exchanges, no prior skills are required. The focus lies on participants’ motivation and willingness to learn, as these activities are designed to support personal development.
Motivation Evaluation
• Applicants are invited to express their motivation for the topic, their expectations, and how they plan to share what they learn after the project.
• Motivation and enthusiasm are key selection factors.
• When appropriate, priority is given to applicants facing socio-economic, geographical, or educational barriers, provided this aligns with Erasmus+ inclusion objectives.
Potential Recognition
• We value candidates with growth potential and a willingness to actively participate and collaborate.
• Our approach emphasises learning and development rather than competition.
II.3. Communication of Selection Results
• All applicants are notified of their selection status via email in a timely and respectful manner.
• Feedback may be provided upon request to help applicants understand their strengths and areas for improvement.
• Communication is done with empathy and professionalism, maintaining the dignity of every applicant.
II.4. Monitoring and Evaluation
• Cloud Five team members and partner organisations receive ongoing training on inclusivity, bias awareness, and equitable assessment.
• We continuously monitor participant demographics (in an anonymised manner) to ensure diversity and inclusion targets are met.
• Feedback is collected from participants after each activity to identify areas for improvement and measure the inclusivity of our projects.
• Regular evaluation ensures our processes remain responsive and adaptive to participants’ needs.
III. Special Measures for Participants with Fewer Opportunities
III.1. Definition
“Individuals with fewer opportunities” are those facing obstacles that hinder their access to education, mobility, or international learning experiences.These obstacles may include:
• Disabilities – physical, mental, sensory, or cognitive impairments;
• Health issues – chronic illnesses or other medical conditions;
• Educational barriers – early school leaving, low qualifications, or limited learning opportunities;
• Cultural differences – migrant background, linguistic challenges, or ethnic minority status;
• Social barriers – marginalisation, discrimination, or limited social networks;
• Economic barriers – low income, unemployment, or financial hardship;
• Geographical barriers – living in remote or rural areas with limited access to services and opportunities.
III.2. Measures to Ensure Inclusivity
To remove participation barriers and foster inclusion, Cloud Five implements the following measures:
• Reasonable accommodations (physical access, translation, mentoring) are provided when needed to ensure full participation.
• Group leaders and trainers are trained to conduct one-to-one support sessions and adapt to participants’ individual needs.
• Application assistance is available for candidates who may need help filling in forms or understanding requirements.
• All communication clearly explains that participation is open to all, and that projects are learning opportunities, not academic competitions.
• Privacy and confidentiality are strictly maintained. Personal data shared in the application (including information about special needs) is protected and handled with sensitivity.
• Partners and staff receive regular training in inclusion, anti-discrimination, and intercultural competence.
• Participants with fewer opportunities are encouraged to share their experiences and perspectives, enriching the group and promoting mutual understanding.
IV. Reporting and Accountability
Cloud Five ensures that its inclusivity and non-discrimination principles are actively implemented, monitored, and improved.
• We regularly report on our progress in fostering equality, accessibility, and inclusion.
• Any complaint or concern related to discrimination, harassment, or exclusion is handled promptly and confidentially.
• A clear internal mechanism is in place for participants to report issues safely and anonymously if needed.
• Information on participants with limited opportunities is processed anonymously and confidentially, respecting their dignity and privacy.
• Corrective measures are taken immediately if non-compliance is detected.
V. Periodic Review and Adaptation
This procedure is reviewed annually to ensure it remains effective, relevant, and aligned with the evolving needs of participants, Erasmus+ inclusion priorities, and EU legal standards.
VI. Legal and Policy Framework
Our procedure is rooted in the European Union legal framework for equality and non-discrimination, including but not limited to:
• Racial Equality Directive (2000/43/EC) – prohibiting discrimination on grounds of racial or ethnic origin.
• Gender Equality Directive (2006/54/EC) – ensuring equal treatment between men and women.
• Equality Framework Directive (2000/78/EC) – addressing discrimination based on religion, belief, disability, age, or sexual orientation.
• Gender Goods and Services Directive (2014/113/EU) – extending gender equality to goods and services.
• European Accessibility Act (2019/882/EU) – ensuring accessibility for persons with disabilities.
• General Data Protection Regulation (GDPR, 2016/679) – protecting personal data and preventing discriminatory data processing.
Cloud Five adheres to these directives in spirit and practice, ensuring that all participants enjoy equal access to the learning and intercultural opportunities we provide.