More inclusive workplaces: Fact or fiction? The case of Norway

Abstract

Over the past years focus on different workfare programmes in Norway has increased in order to meet a number of identified problems in the labour market. The Tripartite Agreement on a More Inclusive Workplace of October 2001 is one of the measures introduced to create a more inclusive workplace, reduce the utilization of disability benefits and sick leave, and retain senior employees longer. Recommended methodology is improved employee-employer dialogue and increased focus on what the employee can do (workability). This paper is a critical review of why the Agreement has, so far, not lived up to the expectations. We also question whether the logic of the Tripartite Agreement is the solution to the problem.

Employment Probability Trajectories Up To 10 Years After Moderate-To-Severe Traumatic Brain Injury

“…Different workfare programs have been introduced in Norway over the last decade to meet problems in the labor market. One of the programs is the Inclusive Working Life (IW) Agreement introduced by the Norwegian Labor and Welfare Service to create a more inclusive workplace through adaptation and improvement of the work environment, reducing the utilization of sick leave and disability benefits, and retaining senior employees longer (32). The IW Agreement covers approximately 60% of the country's employees (33).…”

Social responsibility at company level and inclusion of disabled persons: the case of Norway

“…However, with the introduction of the IA agreement in 2001, the role of social responsibility increasingly came into focus in Norway. The combined focus on increasing the supply of labour and the inclusion of groups experiencing difficulties in entering the labour market led Olsen, Svendal, and Amundsen (2005) to define the IA agreement as a programme being placed within 'the workfare philosophy'. Since the IA agreement was first signed in 2001, demands on the employers' contribution in terms of adjustment and supervision for their employees have increased.…”

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

“…The WEA also includes provisions or adjustments for employees with reduced working. 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).…”

“…In the Nordic countries, public authorities have taken an active role in facilitating the employment of persons with disabilities and in achieving high labour market participation rates (Halvorsen and Hvinden 2014). Regarding persons with disabilities, the Norwegian government prioritizes active labour market policy measures, such as rehabilitation, vocational training, and job placement at regular workplaces (Halvorsen and Hvinden 2014;Olsen, Svendal, and Amundsen 2005;Vedeler and Mossige 2010). This prioritization reflects a relational model of disability, recognizing disability as a mismatch between personal capabilities and the functional demands of the social environment (Hansen, Andreassen, and Meager 2011;Tøssebro 2004).…”