Contrasting Supply-side, Demand-side and Combined Approaches to Labour Market Integration

Abstract

In social policy discussions about activation or ALMP (Active Labour Market Policies), most attention is paid to supply-side approaches, directed towards jobless individuals. In these discussions, little attention is given to demand-side approaches aimed at activating employers, or combined workplace-oriented approaches that combine supply and demand-side elements. The aim of this article is to introduce demand-side and combined approaches developed within the fields of disability policy and vocational rehabilitation to scholarly discussions about activation and ALMP.By comparing these three approaches, we show that demand-side and combined approaches challenge key assumptions underlying the dominant supply-side approaches. They do so by representing different views of a) work – as a right instead of a duty; b) the problem of reduced work capacity – not as individual failure, but rather as a prejudice in attitudes among employers or as a gap between capacities and demands; c) the employers and the labour market – as transformable instead of fixed.Supply-side, demand-side and combined workplace-oriented approaches share the aim of labour market integration; however, their developments seem to have taken place largely in isolation from each other. We argue that when brought together they could form a more comprehensive base for further development of labour market integration.

From quasi‐markets to public–private networks: Employers' engagement in public employment services

“…According to Struyven (, p. 150), “Introducing quasi‐markets has formed part of the core of institutional reforms in the PES in several OECD countries since the early 1990s.” Despite the increased role of private business in quasi‐markets for PES, most PES activities remain supply‐driven, with a focus on improving jobseekers' individual capacities through training, personal guidance, and financial sanctions in cases of noncompliance (Ingold & Stuart, ; Salognon, ; Van der Aa & Van Berkel, ). The focus of ALMPs on the supply‐side left a significant gap in relation to demand‐side dynamics (Bredgaard & Larsen, ; Frøyland, Andreassen, & Innvaer, ; Ingold & Stuart, ).…”

Employer Engagement in Promoting the Labour-Market Participation of Jobseekers with Disabilities. An Employer Perspective

“…Literature discussing the rise of employer engagement in activation uses a variety of concepts: demand-oriented approach, demand-led approach, demand-side approach, matching approach, employer-oriented approach, employer orientation, combined approach Rik van Berkel (Fletcher, 2004;Gore, 2005;Spoonley, 2008;Sowa et al, 2015;Bredgaard, 2018;Frøyland et al, 2018;Orton et al, 2018;Castillo, 2019). To a certain extent these concepts reflect various types of employer engagement.…”

“…This reflects an increasing emphasis in social policies on the involvement of employers in promoting labour-market participation. This development is denoted as a shift from a supply-side towards a demand-side orientation (Fletcher, 2004;Ingold and Stuart, 2015;Bredgaard, 2018;Frøyland et al, 2018). Whereas supply-side oriented activation policies focus at making jobseekers 'job ready' for the labour market in general, the demand-side approach addresses employers more directly.…”

“…Whereas supply-side oriented activation policies focus at making jobseekers 'job ready' for the labour market in general, the demand-side approach addresses employers more directly. How employers are addressed varies: recent academic literature started distinguishing various forms of engaging employers (Van Berkel et al, 2017;Bredgaard, 2018;Frøyland et al, 2018). Some publications argue that these forms not only vary in terms of the policy instruments used to engage employers, but also in terms of the roles of employers in being engaged (Van der Aa and Van Berkel, 2014;Orton et al, 2018;Van Gestel et al, 2019).…”

“…Aksnes, 2019), the concept employer engagement should not be interpreted in a narrow sense. Instead, employer engagement refers to the involvement of organisational actors in a broad sense: including, for example, top management, human resources (HR) staff, supervisors and employees (see Frøyland et al, 2018).…”