By Krzysztof Jaszczuk, Sysco Polska
Poland’s labour market remains tight, competitive and structurally constrained. Although unemployment is among the lowest in the EU, employers continue to face persistent recruitment challenges. A shrinking cohort of young entrants, workforce ageing and sustained wage pressure are reshaping talent strategies. At the same time, organisations are under increasing scrutiny to demonstrate inclusive employment practices and ESG-aligned people policies.
One significant talent pool remains underutilised: individuals out of work for more than 12 months (LTU), including many neurodivergent candidates capable of delivering strong organisational value when properly supported.
In response to the EU Social Innovation Plus (SI+) call for innovative approaches to long-term unemployment, the Ro(o)tation project – submitted by Fundacja Innowacja i Wiedza in cooperation with Sysco Polska – was selected as the only Polish initiative and one of nine across Europe. It proposes a holistic, employer-engaged model for reintegrating LTU individuals into the labour market.
Moving beyond ‘find-a-job’ thinking
Traditional activation programmes focus primarily on job placement. However, European policy increasingly emphasises tailored, multidimensional support. The longer a person remains unemployed, the harder re-entry becomes – not only due to skills erosion, but also reduced confidence and weakened professional identity.
Ro(o)tation combines structured career coaching, psychotherapeutic support, financial education, job matching and employment sustainability coaching. The goal is not simply employment, but sustainable employment. Participants are prepared to enter work confidently, perform effectively and remain in their roles. This integrated approach reflects EU principles of social innovation: cross-sector collaboration, measurable impact and practical solutions.
Neurodiversity: from CSR to strategic advantage
A core element of the model is inclusion of neurodivergent individuals, including people on the autism spectrum. While often viewed through a CSR lens, neurodiversity can represent a long-term workforce strategy.
Individuals on the spectrum frequently demonstrate strong focus, attention to detail and loyalty once familiar with their environment, preference for structured processes and consistency in defined tasks. In a context where retention is as critical as recruitment, these characteristics represent a competitive asset.
Inclusion, however, requires preparation on both sides: supporting individuals while equipping employers and HR teams with practical tools for communication, onboarding and management.
The quadruple helix approach
Ro(o)tation follows the quadruple helix model, bringing together public institutions, business and employers, academia and professional experts, and civil society organisations. Labour market challenges cannot be solved by one stakeholder alone. Employers are treated not merely as job providers but as co-creators of inclusive employment models.
Through initiatives such as Diversity Celebration and Rooted Rooftop, the project convenes HR professionals, managers, employment institutions and candidates to address practical recruitment barriers, onboarding challenges and retention strategies.
What employers gain
For employers seeking sustainable workforce solutions, engagement offers access to prepared and supported candidates, reduced recruitment risk through structured assessment and coaching, onboarding advisory support, strengthened ESG and diversity positioning, and visibility within a European innovation framework.
Implemented in partnership with DIDAXE in Italy, the project presents Polish employer practices in an international forum, enhancing reputational value beyond the local market.
From cost pressure to capability strategy
As Poland transitions towards a higher-wage economy, productivity cannot rely solely on salary competition. Unlocking underutilised talent, strengthening retention and building psychologically safe workplaces are increasingly strategic priorities.
Long-term unemployment represents not only a social cost but untapped human capital. The question is no longer whether inclusion is desirable, but whether ignoring this resource is strategically viable.
Ro(o)tation demonstrates that with structured preparation and cross-sector collaboration, reintegration of LTU and neurodivergent individuals can shift from social initiative to competitive advantage.
For HR leaders navigating labour shortages and regulatory complexity, broadening the definition of talent may be one of the most pragmatic responses available.
If this topic resonates and you are an HR manager in the Masovia region interested in embracing neurodiversity, please contact: krzysztof.jaszczuk@syscopolska.pl
About the project
Ro(o)tation – sustainable integration of the long-term unemployed into the labour market through financial education and psychotherapeutically supported mental wellbeing leading to social inclusion – is a three-year (2025–2028) EU Social Innovation+ project. It was selected as the only initiative of its type in Poland and one of nine across Europe. It was submitted by Fundacja Innowacja i Wiedza in cooperation with Sysco Polska and other associated Partners. The project aims to develop and test an innovative model for sustainable reintegration of long-term unemployed individuals, including neurodivergent candidates, through psychological support, financial education and employer collaboration.
More information: www.rootation.eu
