The OPENCARE project addresses these issues head-on by challenging gender stereotypes and encouraging men’s participation in formal long-term care work.

The project contributes to the goals of the EU Care Strategy and EU Gender Equality Strategy by:

• Addressing barriers to men’s access and retention in LTC
• Responding to the staffing shortage that affects care availability and quality
• Supporting the work-life balance of all carers — both men and women

OPENCARE aims to:

1. Integrate care values traditionally associated with women (empathy, interdependence, support) into male identities, through the concept of “caring masculinity.”
2. Encourage men’s interest in LTC work through targeted recruitment and retention strategies, starting from the education phase and continuing into employment.
3. Challenge stereotypes about male care workers among:
   • Managers and employers
   • Co-workers and staff
   • LTC service users and their families

Target Groups

The project will directly engage with the following audiences:

• Men interested in starting a career in LTC, enrolled in LTC education, or currently working in the sector
• Public and private care service providers
• Female co-workers, care recipients, and their families
• Stakeholders including:
  • Local and national public bodies
  • Trade unions and equality bodies
  • VET providers and universities offering LTC training
  • Professional associations in the LTC field
• The general public, to raise awareness and support societal change

The OPENCARE project consortium brings together a strategic mix of organisations across Europe, combining complementary expertise in care services, education, diversity management, and social innovation. This collaborative structure ensures the project can achieve its goals at both national and EU levels.

The consortium represents a wide range of stakeholders, including:

• Long-term care (LTC) service providers and employers
• Universities and training providers in the LTC sector
• Experts in gender equality, diversity, and inclusion
• Social innovation networks and policy influencers

Project Partners

Anziani e Non Solo Soc. Coop. Soc. (ANS) – Italy

Role: Project Coordinator | Lead of WP1
Type: Non-profit Social Cooperative (est. 2002)

ANS is a social cooperative focused on promoting the social inclusion of vulnerable groups, especially in the areas of ageing, disability, and informal caregiving. It provides:

• Training programs for domestic care workers
• Company welfare programs
• Anti-discrimination interventions in the labor market

ANS is a member of Eurocarers and the Italian Anti-Discrimination Network.
It will coordinate the project and lead all activities in Italy.

AFEJI – France

Role: Partner | National Lead for France

AFEJI is a major social service provider operating 110 services across the Hauts-de-France region, supporting over 20,000 users with:

• Health, medico-social, and educational services
• Rehabilitation, family support, and disability care
• Training for care professionals

With 3,000+ employees, AFEJI brings deep expertise from the employers' perspective and will implement all project activities in France.

APPDI – Portuguese Association for Diversity and Inclusion

Role: Partner | Lead of WP3 (Awareness)

APPDI is a non-profit association promoting diversity and inclusion in workplaces and Portuguese society. Key initiatives include:

• Managing the Portuguese Diversity Charter
• Coordinating the national “Engineers for a Day” program
• Organizing thematic working groups and training sessions

With a network of 480+ entities, APPDI will lead WP3 and implement activities in Portugal, in cooperation with Aproximar.

Aproximar (APX) – Portugal

Role: Partner | Lead of WP4 (Toolkit Development)

Aproximar is an NGO acting as a social innovation hub, working in:

1. Education and community empowerment
2. Employment and entrepreneurship
3. Criminal justice and rehabilitation
4. Active ageing and dependent care

In 2022 alone, Aproximar supported 3,259 individuals and 566 organizations. It provides CPD training to care professionals in the Lisbon region and will lead WP4 and co-implement activities in Portugal.

Cyprus University of Technology (CUT) – Cyprus

Role: Partner | Lead of WP2 (Research) and Quality Assurance

CUT is a state-funded university, with the Department of Nursing as the national reference point for Nursing and Midwifery education. It has:

• 22 faculty members and 12 teaching staff
• Around 80 BSc and 80 MSc students annually
• Over 40 PhD candidates
• Active involvement in EU and national research programs (e.g., Horizon2020, LIFE, Interreg)

CUT will oversee the project’s evaluation and quality assurance and implement activities in Cyprus.

EASI – European Association for Social Innovation – Romania

Role: Partner | Lead of WP5 (Dissemination & Visibility)

EASI is a European umbrella network with 30+ member organizations across 15 countries. It promotes:

• Social innovation in ageing, care, education, and public services
• Knowledge exchange and best practices
• EU-level advocacy and training programs

EASI will lead the dissemination strategy and implement project activities in Romania.

Stakeholders’ Network & Associated Partners

The project is supported by a wide network of stakeholders including:

1. CARER – Italian Carers Association
2. Legacoopsociali – Umbrella of Italian care providers
3. EU Diversity Charter Network (via APPDI)
4. Aveiro Senior Network (Portugal)
5. SeniorNet (Romania)
6. Cyprus Nurses and Midwifery Association

Additionally, several local and national public bodies have provided letters of support and will contribute to recruitment, dissemination, and implementation of fieldwork activities. These include:

• Commissioner for Citizenship and Gender Equality (Portugal)
• Asociatia Four Change (Romania)
• General Directorate of Social Protection – Sector 1 (Romania)
• Public Enterprise for Care Services – City of Parma (Italy)
• Cyprus Nurses and Midwifery Association

These stakeholders will also be involved in events, focus groups, and toolkit piloting activities (Tasks T2.2, T3.5, T4.3, T4.5, and T5.3).

 (T.5.3).

OPENCARE is built on an innovative and distinctive approach that addresses the gender imbalance in long-term care (LTC). At its core, the project aims to reduce stereotypes and stigma surrounding male care workers and promote a cultural shift in how care roles are perceived and practiced.

The project invests in education and awareness to support the integration of values such as empathy, interdependence, and nurturing—traditionally associated with women—into masculine professional identities within the care sector.

The methodology of OPENCARE is structured around two main strategic areas:

1. Reducing Stigma and Stereotypes Toward Male Carers

This area focuses on understanding and challenging cultural and social perceptions of care work as inherently feminine. The process includes:

• Exploratory Interviews and Focus Groups. Conducted with:
  • Male carers
  • Care providers/employers
  • Recipients of care
    These discussions help identify the barriers, biases, and institutional challenges men face in care professions, providing the evidence base for further activities (under WP2).
• Awareness Workshops (WP3). Based on findings, interactive workshops are delivered to:
  • Employers and managers in care settings
  • Care recipients and their families
    The goal is to raise awareness, foster understanding, and reduce prejudice.
• Toolkit for Institutions (WP4). Developed to help LTC institutions implement regular, in-house awareness activities. These tools support:
  • Education and training for staff and managers
  • Interactive experiences with care users
    These resources are designed for long-term use, including onboarding sessions and periodic awareness days.

2.Encouraging Equal Career Opportunities for Men and Women in Care

This pillar focuses on promoting inclusive recruitment, retention, and career development for male carers. Activities include:

• Identification of systemic barriers via research (WP2)
• Educational and professional support through awareness (WP3)
• Practical, pedagogical tools that care institutions can adopt (WP4)
• Showcasing success stories and positive outcomes during dissemination events (WP5)

Together, these actions aim to address gender inequality, strengthen the care workforce, and create more inclusive and attractive workplaces for all genders.

Why It Matters

OPENCARE’s methodology directly supports:

• Reducing staff shortages by expanding the recruitment pool
• Enhancing work-life balance for men and women
• Promoting gender equality in a sector still heavily dominated by women

It also aligns with the broader ambitions of the EU Care Strategy and EU Gender Equality Strategy, focusing on both structural change and individual empowerment.

Anziani e Non Solo (ANS – Italy)

Licia Boccaletti – Project Coordinator

• International Projects Manager at ANS
• Background in Social Education, Humanities, and Non-Profit Economics
• 20+ years of experience in EU project management, social research, and inclusion-focused training
• Expertise: Care quality, workforce upskilling, equal opportunities

Salvatore Milianta – Researcher/Trainer

• Licensed lawyer, specialized in anti-discrimination and human rights
• Certified ADR mediator
• Trainer in professional education courses for health and care workers
• Expertise: Equality law, diversity, inclusive practices

Sabrina Ligabue – Financial Officer

• Chartered accountant with a degree in Economics
• 20+ years of experience managing EU-funded project finances
• Expertise: Financial compliance, budget coordination

AFEJI (France)

Stéphanie Lecuyer – Project Manager and Researcher

• Director of Development Services
• 20+ years of experience in medico-social services
• Expertise in project management, team leadership, and services for vulnerable groups
• Involved in EU projects including REC, Erasmus+, Interreg 2 Seas

APPDI – Portuguese Association for Diversity and Inclusion

Margarida Mateus de Carvalho – Project Manager and Trainer

• Clinical Psychologist
• Leads diversity and inclusion programs (e.g., Portuguese Diversity Charter, Engineers for a Day)
• 5+ years in project coordination and training
• Expertise: Diversity, inclusion, anti-discrimination awareness

Aproximar (Portugal)

Joana Portugal – Project Manager and Trainer

• Partner at Aproximar
• Background in Gerontology and Social & Solidarity Economy
• Head of the Active Ageing Department
• Expertise: Ageing, social innovation, mentoring, care training, anti-ageism strategies

Cyprus University of Technology (CUT – Cyprus)

Theologia Tsitsi – Project Manager and Researcher

• Lecturer in Surgical Nursing
• Active in multiple EU research projects (e.g., Apps4Carers, Tender4Life, PROLEPSIS)
• Expertise: Elderly care, dementia, health tech, training development
• Involved in professional development programs in healthcare

EASI – European Association for Social Innovation (Romania)

Elena Balan – Project Manager, Head of Research and Innovation

• Holds a Master's in Social and Health Services Management
• Manages education, justice, and social inclusion projects
• Expertise: Applied research, project coordination, care innovation

Ioana Birdu – Communication Manager

• Communications and PR specialist
• Background in photography, copywriting, graphic design, and social media

Expertise: Outreach, visual communication, digital engagement

The OPENCARE project is organized into 5 Work Packages, each with specific objectives, timelines, and outputs.

WP1 – Project Management & Evaluation

Lead Partner: ANS (Italy)
Timeline: Month 1 – Month 24

Objectives:

• Ensure smooth coordination and financial management of the project
• Monitor progress, quality, and timeline of all activities
• Implement a robust evaluation protocol

Key Tasks:

• Formation of the Project Steering Committee (PSC)
• Regular partner meetings (virtual and 1 in-person)
• Development of an evaluation protocol (by CUT)
• Collection of data and ongoing internal evaluation

Main Deliverables:

• D1.1: Evaluation Protocol
• D1.2: Interim Monitoring & Evaluation Report
• D1.3: Final Monitoring & Evaluation Report
• D1.4: Reports from PSC Meetings
• D1.5: Progress Report to the European Commission

WP2 – Research: Understanding Barriers for Male Carers

Lead Partner: Cyprus University of Technology (CUT)
Timeline: Month 2 – Month 10

Objectives:

• Explore cultural, institutional, and educational barriers that discourage men from entering or staying in LTC professions
• Engage with key stakeholders (male carers, employers, care recipients)

Key Activities:

• Conducting semi-structured interviews and focus groups
• Producing a European research report and white paper

Main Deliverables:

• D2.1: Research Guidelines
• D2.2: Interviews and Focus Groups Report
• D2.3: European Report (in EN + 5 languages)
• D2.4: White Paper on stereotypes and the OPENCARE solution
• D2.5: Raw data and summaries from interviews and focus groups

WP3 – Awareness Workshops & Events

Lead Partner: APPDI (Portugal)
Timeline: Month 7 – Month 18

Objectives:

• Raise awareness among care recipients and care providers
• Address stereotypes and improve perception of male carers

Key Activities:

• Create and deliver 2 workshops per country (1 for recipients, 1 for providers)
• Develop an Awareness Guide

Main Deliverables:

• D3.1: Awareness Workshop Materials
• D3.2: 10 Workshops (2 per country)
• D3.3: Workshops Report
• D3.4: Awareness Guide for Breaking Stereotypes

WP4 – Toolkit to Reduce Stigma

Lead Partner: Aproximar (Portugal)
Timeline: Month 11 – Month 24

Objectives:

• Develop and test a Toolkit to help LTC institutions foster inclusion
• Offer resources that can be used long-term (e.g., onboarding, periodic training)

Key Activities:

• Create guidelines and content for the Toolkit
• Pilot the Toolkit in care institutions in each country
• Validate and finalize based on feedback

Main Deliverables:

• D4.1: Toolkit (EN + all national languages)
• D4.2: Toolkit Piloting (1 session per country)
• D4.3: Toolkit Pilot Report
• D4.4: Toolkit for Opening Career Opportunities for Male Carers
• D4.5: Validation Workshops (1 per country)

WP5 – Dissemination, Promotion & Mainstreaming

Lead Partner: EASI (Romania)
Timeline: Month 1 – Month 24

Objectives:

• Ensure wide visibility of project activities and results
• Engage policy makers, training institutions, and the general public

Key Activities:

• Develop communication materials (logo, posters, templates, infographics)
• Organize mid-term and final dissemination events in each country
• Manage project presence on web and social media

Main Deliverables:

• D5.1: Communication Pack & Visual Identity
• D5.2: Mid-Term Mainstreaming Events
• D5.3: Final Dissemination Events
• D5.4: Infographic + Promotional Materials
• D5.5: Final Communication & Dissemination Report

The OPENCARE project is expected to generate both short/medium-term and long-term outcomes for individuals, institutions, and the care sector at large.

Short- to Medium-Term Impacts

For Male Carers:

• Increased self-confidence and professional self-efficacy
• Greater acceptance by peers, employers, and clients

For Employers & Providers:

• More open and inclusive attitudes toward hiring and supporting male carers
• Improved team dynamics and care service delivery

For Care Recipients:

• Increased comfort and trust in male carers
• Positive shift in perceptions of gender roles in care

For Institutions:

• Better tools for staff training, client onboarding, and gender inclusion
• Reduced staff overload, absenteeism, and burnout

Long-Term Impacts

• Reduction of gender-based discrimination in LTC
• Increased representation of men in care careers
• More balanced, resilient, and sustainable care systems
• Broader cultural and policy-level change toward inclusive caregiving

All impacts will be evaluated using gender-responsive indicators with a 10% improvement target in key perception and engagement metrics.