The aim of this article is to examine employers' perspectives of the conditions of employment of people with disabilities within a context of wage subsidies. Employers in different workplaces were interviewed, and the interviews were analysed according to qualitative content analysis (Graneheim and Lundman 2004). The results show that four factors Á attitude, matching, economic incentives and accommodations Á are important for the employment of people with disabilities within a context of wage subsidies. Positive earlier experiences of people with disabilities serve as one of the reasons employers are willing to consider people with disabilities for jobs, but for hiring to take place, there must also be a match between the right person and the right job. Wage subsidies are seen, within this context, as an incentive to hire people who have reduced work capacity; accommodations are seen as necessary for the successful implementation of such hiring decisions. This knowledge can be applied in the design of support measures for unemployed people with disabilities.

Labour market policies targeting people with disabilities primarily focus on establishing a working life based on reaching and procuring employment. Less attention is directed towards the qualitative aspects of working conditions or opportunities to retain employment. This study seeks to examine how people with disabilities who, with the help of Supported Employment (SE) methods, are establishing themselves in the labour market, experience social inclusion at their workplaces and how their working conditions influence their experiences with social inclusion. Data were collected in semi-structured interviews. Two themes were prominent in the interviewees' experiences with social inclusion: the importance of being a valued worker and the sense of social belonging. Competence is important to feeling valued, as is working in fair working conditions. Disclosure of disability often helps to create fairness. The sense of social belonging arises from natural support and mattering to others. Important conditions that increase social inclusion are job-matching and natural support. The SE method can therefore contribute to the creation of social inclusion by ensuring that the matching process is well thought out and by utilizing strategies for inclusion, such as encouragement of natural support.

Supported employment (SE) is one of the most prominent of the various methods designed to combat the exclusion of people with disabilities in the workplace. Research on SE has mainly focused on the supply-side rather than the demand-side; the employer perspective regarding the employment of people with disabilities is not as well researched. The aim of this study is to investigate what employers with experience of employing persons with disabilities see as successful support from an SE organization. Fifteen employers and five managers were interviewed. The interviews were analyzed with the help of qualitative content analysis [21]. The results show that the SE organizations played three important roles -as broker, as guide, and as troubleshooter -and that this influenced employers' willingness to collaborate. The SE organizations were able to respond to the demands and market logic that make up employers' everyday reality. The approaches employers pointed to as most successful were provision of security, responsibility for the labor supplied, and the cultivation of relationships of trust with employers.

Objective: To investigate and summarize the literature on the validation of International classification of functioning, disability and health (ICF) core sets from 2001 to 2019 and explore what research methods have been used when validating ICF core sets. Methods: The current study is a scoping review using a structured literature search. Results: In total, 66 scientific articles were included, of which 23 ICF core sets were validated. Most validation studies were conducted in Europe using a quantitative methodology and were validated from the perspective of patients. Analysis methods differed considerably between the studies, and most ICF core sets were validated only once for a single target population or from a single perspective. The comprehensive core sets were validated more often than the brief core sets, and core sets for stroke and low back pain were validated most often. Conclusion:The results of the current study show that only 66% of the existing ICF core sets are validated. Many of the validation studies are conducted in a European context and from a single perspective. More validation studies of ICF core sets from the perspective of both patients and professionals are needed. ä IMPLICATIONS FOR REHABILITATION ICF core sets aim to facilitate assessments in clinical settings and research.Validation studies indicate in general that the ICF core sets are valid and relevant for patients and professionals in the specific areas explored and thus can be used in rehabilitation settings.To improve the quality of ICF core sets, more validation studies are needed for ICF core sets not yet tested and for ICF core sets that have been validated only in one study or for one specific population or target group.