Leading the Way? State Employers’ Engagement with a Disability Employment Policy

Østerud, Kaja Larsen

doi:10.18291/njwls.122196

Cited by 4 publications

(9 citation statements)

References 39 publications

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“…Germany, France, Austria, Belgium, Italy, Spain, and Poland) (Vornholt et al, 2018). Governments in Scandinavia have tried to facilitate and incentivise recruitment and sustained employment for people from vulnerable groups by offering wage subsidies, training programs and support at the workplace (Gustafsson et al, 2013;Bredgaard and Halkjaer, 2016;Castillo, 2019;Østerud, 2020;Østerud and Vedeler, 2022). Additionally, Norway has implemented a soft quota for state employers to increase the labour market participation of people from vulnerable groups (Østerud, 2020;Østerud and Vedeler, 2022).…”

Section: Introductionmentioning

confidence: 99%

“…Governments in Scandinavia have tried to facilitate and incentivise recruitment and sustained employment for people from vulnerable groups by offering wage subsidies, training programs and support at the workplace (Gustafsson et al, 2013;Bredgaard and Halkjaer, 2016;Castillo, 2019;Østerud, 2020;Østerud and Vedeler, 2022). Additionally, Norway has implemented a soft quota for state employers to increase the labour market participation of people from vulnerable groups (Østerud, 2020;Østerud and Vedeler, 2022). The Netherlands has combined direct regulation and incentives through requirements of job creation earmarked for people with disabilities, the implementation of quota, and by offering wage subsidies (Borghouts-van de Pas and Freese, 2017; van Berkel, 2021).…”

Section: Introductionmentioning

confidence: 99%

“…Studies on the effect of demand-side policies on employment opportunities for people remote from the labour market show that the policies have had low uptake with employers (Bredgaard and Halkjaer, 2016;Bredgaard, 2018;Østerud, 2020;Østerud and Vedeler, 2022); found no association between implemented policies and probability of employment for people with disabilities (Reinders Folmer et al, 2020); or have been challenging to implement and realise in workplaces (Castillo, 2019; van Berkel, 2021). This opens a discussion about the barriers to implementation, not only in terms of policy characteristics (Gustafsson et al, 2013;Bredgaard and Halkjaer, 2016;Borghouts-van de Pas and Freese, 2017;Vornholt et al, 2018;Castillo, 2019;Østerud, 2020; van Berkel, 2021;Østerud and Vedeler, 2022) but in terms of characteristics of employers that are relevant for effective implementation. More knowledge is needed on how demand-side policies can be implemented effectively to allow for a more targeted focus for where and how the policy impact and position of workers with reduced capacity can be improved.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data

Ulstein¹

2023

Social Policy and Society

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Both literature and public policy on work inclusion has shifted towards the demand-side, which recognises that employer engagement is crucial to increase labour market participation and sustained employment for vulnerable groups. Research shows, however, that the implemented demand-side policies have been less than effective. This opens a discussion about barriers to implementation in terms of relevant employer characteristics. By use of Norwegian register data, this article estimates the impact of employer size and extent of implemented disability policies on probability of sustaining employment for workers with reduced capacity, finding that employer size negatively impacts probability of sustaining employment. Extent of implemented disability policies positively impacts probability of sustaining employment, irrespective of employer size. I argue that systematically considering these characteristics can help identify how and where to improve the position of workers with reduced capacity and discuss the implications for public policy.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data

Ulstein¹

2023

Social Policy and Society

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“…Moreover, there are strict hiring regulations for the public sector, and the Norwegian Civil Service Law states that the highest‐qualified applicant must be employed (Civil Service Law § 3). Within this context, hiring decisions are generally based on assumptions about and documentation of competence and productivity (Østerud, 2020). While the regulation originally came into place to prevent discrimination and promote equality in public sector employment, it is in place to question whether this regulation may create a barrier for hiring people with ID in the public sector in Norway.…”

Section: Discussionmentioning

confidence: 99%

Recruitment and work arrangements for employees with intellectual disability in competitive employment

Wendelborg

Garrels

Sigstad

et al. 2022

Policy Practice Intel Disabi

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Norwegian employment policy, the activation policy, states that life on social security should be the last resort after exhausting all available activation measures. Despite this, people with intellectual disability are almost entirely excluded from the competitive labour market in Norway. This article highlights the conditions that promote employment of people with intellectual disability and factors that stimulate recruitment. This study explores (1) How do companies recruit employees with intellectual disability, including (a) how do private companies differ from public companies regarding recruitment and (b) which role does The Norwegian Labour and Welfare Administration (NAV) and upper secondary education play in this; (2) Which working arrangements do employees with intellectual disability have? and (3) What types of support do companies receive? A quantitative survey mapped the experiences of employers who have hired people with intellectual disability and highlighted factors that may promote recruitment. Most companies recruited people with intellectual disability with support from NAV. For approximately, one in five recruitments of employees with intellectual disability, collaboration with upper secondary education played a role in the hiring process. Social networks were a way into employment only in the private sector, and a larger share of private companies employed people with intellectual disability in ordinary positions without subsidies. About 27% of the companies did not receive any support when hiring employees with intellectual disability. Due to more flexible hiring regulations, there may be more structural factors promoting the recruitment of people with intellectual disability in the private sector than in the public sector. Further, the employment of people with intellectual disability in competitive labour may depend on policies and how policies are adapted and enforced by NAV employees. More extensive collaboration between upper secondary education and workplaces could also be beneficial to recruiting employees with intellectual disability.

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“…Mens representative spørreundersøkelser gir et innblikk i utbredelsen av selvopplevd diskriminering, kan kvalitative intervjuer bidra til å utype forståelsen av hvordan diskriminering utspiller seg og oppleves for de som rammes. Spørreundersøkelser og kvalitative intervjuer med arbeidsgivere er også brukt for å belyse deres holdninger og deres preferanser for å ansette ulike sårbare grupper (Birkelund, Johannessen, Rasmussen & Rogstad 2020;Bjørnshagen & Ugreninov 2020;Østerud 2020). Svakheten med slike studier er at, spesielt arbeidsgivere, kan gi et politisk ønskverdig svar om en illegitim handling, og at det er subjektive opplevelser som kartlegges.…”

Section: Hvordan Kan VI Måle Diskriminering I Arbeidslivet?unclassified

Søkelys på diskriminering i arbeidslivet

Kitterød¹,

Røed²,

Ugreninov³

2021

SPA

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Leading the Way? State Employers’ Engagement with a Disability Employment Policy

Cited by 4 publications

References 39 publications

The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data

The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data

Recruitment and work arrangements for employees with intellectual disability in competitive employment

Søkelys på diskriminering i arbeidslivet

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