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

Abstract

This study investigates the relationship between social responsibility and disability policies in a sample of Norwegian enterprises, within the framework of sub-goal two of the agreement on a more inclusive working life (IA agreement). Incorporating elements of corporate social responsibility theory into a Nordic context, our main argument is that the presence of certain workplace arrangements and strategies associated with a social dimension increases the likelihood that employers will have implemented measures aimed at facilitating the inclusion of disabled people in the workplace. The results of the regression analysis generally confirm our expectations: having anchored work with the IA agreement within the general health, safety and environment work and having a regular contact with the Working Life Centres appear to be important organizational resources, significantly influencing the likelihood that enterprises make efforts to include disabled individuals.

Previous sickness presence among long‐term sick‐listed in Norway and Sweden: A retrospective study of prevalence and self‐reported reasons

“…This may also be an indication of differences in the typical psychosocial workplace climates of the two countries. The emphasis in the Inclusive Working Life approach on facilitation and stimulating a closer relationship between management and employees may contribute to a more positive attitude towards the workplace (Mandal & Ose, ). Coupled with a belief that staying at work could be healthy, this approach may be what is at the root of a greater proportion of Norwegians reporting sickness presence.…”

“…However, as Ose and collaborators (2013) pointed out, it is not known to what degree part‐time sickness absence and part‐time sickness presence is more common among individuals with highest risk to leave the labour market permanently. Mandal and Ose () studied the relationship between company social responsibility and inclusion of disabled persons at work and found that the Inclusive Working Life programmes had affected the companies' efforts to include disabled individuals.…”

Employers and Active Labour Market Policies: Typologies and Evidence

“…However, in recent years there has been an upsurge in the interest on the role of employers in ALMPs among scholars, policymakers and practitioners. For instance, this is the case in the UK (Fletcher, 2004; Gore, 2005; Farnsworth, 2006; Ingold and Stuart, 2014; Ingold and Valizade, 2015), the Netherlands (Aa and Berkel, 2014), France (Salognon, 2007), Norway (Mandal and Osborg Ose, 2015) and Denmark (Bredgaard, 2014; Bredgaard and Halkjær, 2016). The demand-side approach to ALMPs is targeted at the recruitment practices and personnel policies of employers, and aims at preventing the direct and indirect discrimination of ‘disadvantaged’ jobseekers (cf.…”

Vállalati felelősségvállalás és fogyatékossággal élő személyek foglalkoztatása: külön múlt – közös jövő? 1. rész: A kapcsolódó politikák fejlődése az EU-ban és Magyarországon

“…A WHO (2011) 51 országra vonatkozó adatai alapján a munkaképes korban lévő fogyatékossággal élő férfiak 53%-a és a nők 40%-a foglalkoztatott. Egyes országokban, például Norvégiában a foglalkoztatás még ennél is magasabb (Mandal & Ose, 2015).…”