Inclusive working life and value conflict in Norway

Abstract

Purpose -This paper aims to offer an analysis of the conflicting values behind Norway's much celebrated inclusive working life (IWL) programme, which aims to reduce sickness absenteeism, to increase the average age of retirement, and to hire functionally challenged persons. This article, moreover, presents sorely needed qualitative data from a preliminary study on IWL that shows how state-owned enterprises have struggled to cope with the conflicting goals. Design/methodology/approach -This is a qualitative study based on interviews with regional managers and representatives of the unions who had to adapt to IWL, and the results suggest possible explanations behind the disappointing numbers found by other quantitative studies on IWL. Findings -Because of the decision to implement IWL, regional managers are caught in the middle of two different ideologies, namely, neo-liberalism or new public management (NPM) and the welfarestate ideology, and they find themselves making choices according to the former. This study on state enterprises at the local level has found that managers and union representatives appeared to support the intentions behind the programme, but they clearly prioritized productivity and efficiency over inclusiveness.Research limitations/implications -As the results are from a preliminary qualitative study of IWL that only included state enterprises, there is a need for further research that also includes the private enterprises.Practical implications -This study finds that IWL is ineffective because it cannot harmonize the NPM and the welfare-state ideologies. Originality/value -This article helps to remedy the lack of qualitative documentation on the progress of IWL. These results also question the prevailing optimism over the potential of IWL by pointing to the ideological tensions between welfare and efficiency.

An inclusive corporate culture: Examining the visible and invisible levels of disability inclusiveness in two large enterprises

“…In 2001, A More Inclusive Working Life Agreement (IA Agreement) was introduced as a tripartite voluntary agreement between the employers' federations, trade unions, and the Norwegian government (Norwegian Labour and Welfare Administration (NAV)) to promote the inclusion of vulnerable groups into the workforce (Mandal and Ose 2013;Olsen, Svendal, and Amundsen 2005). The IA Agreement was renewed in 2006, 2010, and 2014 and addresses three goals: (1) reducing sickness absenteeism, (2) increasing the employment of 'persons with reduced functional abilities', and (3) retaining ageing workers (Hansen, Andreassen, and Meager 2011;Olsen 2004;Solheim 2010). For the period 2014-2018, the IA Agreement targets the inclusion of young persons with disabilities (Idebanken 2014).…”

“…More than 6500 enterprises, including many large enterprises, have signed this agreement in Norway since 2001 (Jakobsen 2009). Nevertheless, enterprises prefer including own impaired workers over persons with pre-existing disabilities (Solheim 2010).…”