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Jobs Strategy for People with DisabilitiesAnnex to bill brought before Parliament, Proposition to Stortinget 1 S (2011–2012) – National Budget 2012

Jobs Strategy for People with DisabilitiesAnnex to bill brought before Parliament, Proposition to Stortinget 1 S (2011–2012) – National Budget 2012

Innhold

1. Foreword 7

2. Introduction 9

3. Summary 11

4. Whoarepeoplewithdisabilities? 13

5. TheJobsStrategy’stargetgroup 15

6. Labourmarketparticipation 16

7. Effortstodate 17

8. Evidencebasisfornewefforts 19

8.1 Findingstodate

8.2 Whatinitiativesareeffective? 20

8.3 Evidencefromothercountries 20

9. Barrierstoemployment 22

10. Strategytoboostemployment 24

11. BriefsummaryoftheJobsStrategy’spolicyinstruments 25

12. Follow-upandcooperationontheJobsStrategy 26

Appendix1 Initiativesin2012 29

Appendix2 Disabilityandimpairedworkingcapacity 44

Jobs Strategy for People with Disabilities 5

1. Foreword

Therighttoworkisfundamentalforparticipationinsociety.TheNorwegianGovernment’saimistoachieveamoreinclusivelabourmarket.Thevisionisalabourmarketaccessibletoeveryonecapableofworking.ThepurposeoftheJobsStrategyistorealisethisvision.

AkeygoalunderthetripartiteagreementbetweentheGovernmentandthesocialpartnerstowardsaMoreInclusiveWorkingLife(theIAAgreement)istoincreasetheemployabilityofpeoplewithdisabilities.Sofarthisgoalhasnotbeenreached.AccordingtoStatisticsNorway,in2011,78,000disabledpeoplewerelookingforwork.22,000ofthesewereunder30yearsofage.Theemploymentrateforthisgrouphasbeenlowevenduringeconomicupturnswithhighdemandforlabour.Accordingly,newlabourmarketinstrumentsmustbetestedandexistingeffortsmustbeintensified.

Theaimisformorepeoplewithdisabilitiestoenterthelabourmarket.Thebenefitsofachievingthiswillbemanyandvaried:itwillimprovethefinancialindependenceandlivingconditionsoftheindividual;itwillalsoenablesocietyatlargeandenterprisestomakebetteruseoftheskillsandlabourresourceswhichpeoplewithdisabilitiesrepresent;andenterprisesalsostandtobenefitfromhavingemployeeswithdiversifiedbackgroundsandexperienceinlife.

Inthisstrategy,theGovernmenthasdecidedtoconcentrateonpeoplewithdisabilitiesunder30yearsofagewhoneedsupportinordertogainemployment.Givingprioritytoyoungpeopleisinformedbytheprinciplethatagoodstartinworkinglifeisthebestfoundationforalongand

rewardingcareer.Thefocusisconsequentlyonyoungpeopleinthetransitionbetweeneducationandworkinglife.Thevariousinitiativesshouldalsoservetocounteractearlyretirementfromthelabourmarketonandisabilitypension.Proposedinitiativesfor2012aredesignedtoreducetheobstaclesandbarrierscurrentlyfacedbyjob-seekers,inordertoimprovetheirprospectsonthelabourmarket.

TheJobsStrategydemonstratestheGovernment’sintegratedapproachtoIAefforts.

Inordertoincreasetheemployabilityofyoungpeoplewithdisabilities,awidearrayofinitiativesandschemesmustbeemployed.WorkontheJobsStrategyhasbeenwidelyinformedbydiscussionswiththeNationalDisabil-ityCouncilofNorwayandbetween the ministries.Twopanelshavebeencommissionedtosubmitproposalsforinitiatives:apanelofrepresentativesoforganisationsforpeoplewithdisabilitiesandapaneloflabourmarketandbusinessandindustryrepresentatives.

TheWorkResearchInstitutehascompiledasystematicreviewonexistingknowledgeofimplementingpolicyinthisarea.TheNorwegianDirectorateofLabourandWelfarehasbeeninvolvedinformulatingthepresentJobsStrategyandwillplayanimportantroleinitsimplementa-tion.Withthisstrategy,theNorwegianGovern-mentisseekingtoincreasetheemployabilityofpeoplewithdisabilities.However,thechallengescannotbeovercomebygovernmentalinitiativesalone.Openingthedoorstoemploymentwillcallforalarge-scale,concertedeffort,inwhichemployers(notleast)willhaveakeyparttoplay.

HanneIngerBjurstrømMinister of Labour


2. Introduction

Thepoliticalplatformforthemajoritygovernment2009-2013(SoriaMoriaII)declarestheintentiontoestablishaJobsStrategyforPeoplewithDisabilities.ThesameJobsStrategyisalsolaiddowninthenewIAAgreement,whichincludestheobjectiveofboostingemploymentamongpeoplewithdisabilities.

‘Workforeveryone’isoneoftheNorwegianGovernment’sprincipalobjectives.Everyoneistohavetheopportunitytoparticipateinworkinglifebasedontheirabilitiesandresources.Intheyearsaheadwewillneedmorepeoplewithdisabilitiesasactiveparticipantsonthelabourmarket.Thepoliticalchallengeconsistsofcreatingtheframeworksthatwillallowthistobeaccomplished.Ifwesucceed,greaternumbersofpeoplewillhavebetterprospectsforlabourmarketparticipationandincreasedwelfareandwewillachieveamorediversifiedlabourmarket.

Properuseoflabourmarketresourcesisapreconditionforasustainablewelfaresocietyandforsoundlivingconditionsforindividualcitizens.Weneedtostartusingwhatiscurrentlyanunderusedworkforce.Conditionsmustbeputinplacetoachieveadiversifiedlabourmarketthataccommodateseveryone.Manystudieshavedemonstratedthat,oncompletingtheireducationortraining,youngpeoplewithdisabilities,who

oftenhavelittleornoworkexperience,generallyencountermajorbarriersinthetransitionfromeducationtoemployment.Employerswhosucceedinrecruitingfromamongabroaderbaseofjob-seekersstandtogainaccesstovaluableexperienceandskills.

TheGovernmentintendstobringabouttheconditionsnecessarytoenablepeoplewithdisabilitiestoexercisetheirrightsandobligationsasactiveparticipantsinthelabourmarket.TheGovernmentabidesbytheprinciplesofsocialequalityanduniversaldesigninitsundertakings.Universaldesignofthephysicalenvironmentimpliesequalaccessibilityforeveryoneinorderthatthemainstreamsolutionisonethatmaybeusedbyasmanypeopleaspossible.

Inthepresentdocument,theGovernmentpresentsbothanoverarchingstrategicplanforenablingmorepeoplewithdisabilitiestoparticipateinthelabourmarket,butalsoproposalsforspecificinitiativesfor2012.Thestrategyislongterm.Effortsunderthestrategywillbeevaluatedonanongoingbasis.Thestrategyhasanexplicitresults-orientedfocus.


IntheJobsStrategy,theGovernmentsetsouttheorientationofeffortswithinthepriorityareasoverthecomingyears.Inthisway,thestrategyidentifiesinitiativesandschemesthatwillbeofstrategicimportanceinreducingthebarrierstoemploymentfacedbypeoplewithdisabilities.Proposalsforinitiativesfor2012breakdownintovariousactionareasthataimtomakeiteasierforyoungpeoplewithdisabilitiestojoinandremainonthelabourmarket.

TheJobsStrategyattachesimportancetostrengtheningandsupplementingordinaryandgeneralinitiativesindifferentareasofpolicywithmoretargetedlabourmarketinstrumentstocompensatefordifferenttypesofdisabilities.Inthefieldoflabourmarketpolicy,thismightmeanimplementingdifferentformsofworkplacefacilitationinitiativesandsupervisoryschemes.Theideaisthatwhenvarioussupplementaryservicesorcompensatorysolutionsarecombinedwithgeneralinstrumentssuchastheuseoflabourmarketinitiatives,thisincreasesthechancesofmoreyoungpeoplewithdisabilitiesjoiningthelabourmarket.

Peoplewithdisabilitiesmakeupadiversegroupwithdifferentchallengesonthelabourmarket.Thereisthereforeaneedforbothindividualised,tailoredschemesandinstruments,aswellasuniversalsolutions.

Itisimportanttodevelopinstrumentsthatcanhelpbothjob-seekersandemployerstoreducetheirmutualuncertaintyandrisk.Oneexamplewouldbethelabourmarketprogrammesthat

givejob-seekerstheopportunitytotryouttheircapacityforworkandwhichgiveemployerstheopportunitytoassessjob-seekeremployabilitybasedonprovencapacity.

ResponsibilityforimplementationoftheGovernment’sJobsStrategyliesjointlywiththesocialpartners,organisationsrepresentingpeoplewithdisabilities,employers,theLabourandWelfareServiceandotherpublicserviceprovidersandwiththejob-seekersthemselves.

Certainkeyelementsofthesystemoflabourmarketinstrumentsforpeoplewithdisabilitieswillnotbeincludedintheproposalsforinitiativesfor2012.Theseinclude,forexample,theassistivetechnologiesareaandtheemployment-orientedschemewhichtheLabourandWelfareServicecurrentlyprocuresfromprovidersofshelteredemployment.Adedicatednationalcommitteehasbeenappointedandwillbesubmittingitsrecommendationregardingemployment-orientedinitiativesintheshelteredsectorbyJanuary2012.Thecommitteewillbeaddressingaspectssuchashowtodevisefacilitatedemploymentforpersonswithpermanentdisabilities.

10 Jobs Strategy for People with Disabilities

3. Summary

From2012,theGovernmentwillbeimplement-ingaJobsStrategyforPeoplewithDisabilities.Thestrategyisinformedbythevisionthateveryonewhoisabletomustbegiventheopportunitytoparticipateinworkinglife.Thisisanoverarchingobjective.WiththisJobsStrat-egy,theGovernmentisimplementingdifferentvigorousmeasurestofindjobsformorepeopleundertheageof30withdisabilities.Thefocusismainlyonyoungpeopleinthetransitionbetweeneducationandworkinglife.

Ithasproveddifficulttoincreasetherateofemploymentamongpeoplewithdisabilities.

Theemploymentrateforthisgrouphasbeenlowevenduringeconomicupturns.Thereisthereforenosimpleformulaforhowthissituationcanbereversed.

TheGovernment’sstrategywillnotresolveeverychallengeencounteredbypeoplewithdisabilitiesinworkinglife.Thestrategyishoweverbasedonthefollowingapproaches:• Fourbarriersareidentifiedaspreventing

peoplewithdisabilitiesfromgainingemployment.Instrumentscoveredbythestrategyaregearedtoreducingthesebarriers.Thebarriersaredefinedas:thediscriminationbarrier,costbarrier,productivitybarrierandinformationandattitudinalbarrier.

• Thestrategyfocusesonpreventingthepermanentexclusionorrelegationofyoungpeoplewithdisabilitiesfromworkinglife.Wehavetoactatanearlystagetopreventprolongeddependencyonwelfarebenefits.Ifwesucceedinthis,thefinancialandsocialconsequenceswillbeverypositiveforboththeindividualandforsocietyasawhole.

• Thestrategyoperateswithanintegrativeandlong-rangeperspective.Thisentailstestingoutvariousinitiativesanddrawinglessonslearnedfromattemptsmadealongtheway.Wehavetotakeonestepatatime.Theactivitiesmustbemonitoredcloselyinorderthatthecoursemaybealteredand

improved,anddifferentinitiativestestedout.

• Theinitiativesunderthestrategymustbeundertakeninclosecooperationwiththesocialpartnersandorganisationsrepresentingpeoplewithdisabilities.

• Intestingoutnewlabourmarketinstruments,wewillbeapplyingourownpreviousexperiences;experiencesfromothercountriesandthefindingsofresearchonwhatinitiativesandschemesareeffectiveinhelpingmorepeopletogainemployment.Effortsmustasfaraspossiblebeevidence-based.Muchofwhatweknowhoweveraboutwhatiseffectiveinthisareaislimitedanduncertain.Consequently,oneoftheambitionsofthestrategyistoacquirenewknowledgeofeffectivemeansandmethods.

Closeprivate-publicpartnershipswillbecrucialtothesuccessoftheJobsStrategy.Formanyyoungpeoplewithdisabilities,itisimportanttobegiventheopportunitytotryouttheircapacityforwork-ingandgainessentialworkexperience.Conse-quently,implementationofthestrategywillrequirebothlabourmarketinstrumentscapableofstimu-latingdemandforpeoplewithdisabilitiesandemployerswhoarewillingtotakeonthesocialresponsibilityofofferingplacesonwork-experi-enceprogrammesandlabourmarketprogrammesforthetargetgroup.

Inadditiontotheproposedinitiativesfor2012,arethegeneralactivitiesindifferentareasfromwhichthestrategy’stargetgroupalsostandstobenefit.

Jobbstrategi for personer med nedsatt funksjonsevne 11

4.Whoarepeoplewithdisabilities?

StatisticsNorwayconductsanannualadhocsurvey,insupplementtoitsLabourForceSurvey,ondisabilityandpeoplewithdisabilitiesonthelabourmarket.AccordingtoStatisticsNorway,thenumberofpeoplewithdisabilities1inNorwayinQ22011amountedto542,000intheage-group15-66years,or16percentofthepopulationinthesameage-group2.ThisproportionhasremainedmoreorlessunchangedsincethefirstLabourForceSurveywasconductedin2002.OECDstatisticsindicatethatNorwayhasamid-positionamongOECDcountriesintermsoftheproportionofpeoplewithdisabilitiesinthepopulation3.

Somepeoplehaveacongenitaldisability,butalargeproportionbecamedisabledinlaterlife.Whilesevenpercentof15-24year-oldshavedisabilities,thepercentageis34percentamongpersonsagedbetween60and66years.Theproportionofpeoplewithdisabilitiesisslightlyhigheramongwomenthanamongmen;18and14percentrespectivelyintheannualsurvey.

FiguresfromStatisticsNorwayindicatethatapproximatelyoneinthreepeoplewithdisabili-tiesleavethe‘disabilitygroup’annually.Thisindicatesthatdisabilityisnotnecessarilyaperma-nentconditionorbarriertoemployment,

Figure1.Distributionofpeoplewithdisabilitiesaged15-66years,bytypeofhealthproblem.2011(%)

0 5 10 15 20 25 30 35

Back or neck problem (incl. rheumatism)

Problem with legs or feet (incl. rheumatism)

Problem with hands or arms (incl. rheumatism)

Mental disorder

Other severe disease (cancer, MS, HIV)

Cardiovascular disease

Lung or breathing problem (incl. asthma and bronchitis)

Problems with vision, hearing or speech

Other long-standing health problems (including drug and/or alcohol dependency)

Reading, writing, maths problems, (dyslexia/dysgraphia/discalculia)

Diabetes

Gastric, intestinal, renal or hepatic disease

Epilepsy

Skin problem (incl. allergy)

Source:StatisticsNorway

1 StatisticsNorwaydefinesdisabilityas“long-termhealthproblemsthatmaylimiteverydaylife”.FortheNorwegianMinistryofLabourterminologydefinitions,seeAppendix2.

2 StatisticsNorway’sLabourForceSurvey.Ad hoc module on disabled people,Q22011.3Sickness,disabilityandwork:Breakingthebarriers.OECD,2010


anddemonstrateshowdifficultitistodelimitpeoplewithdisabilitiesasagroup.ThefigurespresentedbytheStatisticsNorwayLabourForceSurveyarebasedonwhethersurveyrespondentsperceivethemselvesashavingadisability(notingthatintheoriginalNorwegian-languagesurvey,ratherthanitsEnglishtranslation,respondentsareaskedtoconsiderwhethertheyhavea‘functionalimpairment’ratherthana‘disability’).

While2in3peoplewithdisabilities(orfunctionalimpairment)intheage-group16-66havecompleteduppersecondaryeducation,thisistrueof3in4ofthegeneralpopulation.Partoftheexplanationforthisdifferenceisthatpeoplewithdisabilitiesasagrouptendtobeolderthanthegeneralpopulation.

Peoplewithdisabilitiesmakeupahighlydisparategroup.Thedisabilitiesrangefromproblemsasdisparateasmusculo-skeletaldisorders,heartandlungdisease,psychologicaldevelopmentaldisorders,mentaldisorders,severesightorhearingimpairmentandlearningdisabilitiesinreadingandwriting(dyslexiaanddysgraphia).Figure1showsthedistributionofdisabilitiesamongpeopleaffected.Approximatelythreeinfourhavemusculo-skeletaldisorders,while12percentareaffectedbyamentaldisorder.Manypeoplehavetocopewithseveralconcomitanthealthproblems.

Theprospectsofgainingandretainingemploy-mentdependbothonthedegreeofdisabilityandthetypesofjobsavailableonthelabourmarket.Amongpeoplewithdisabilitieswhowereinemploymentin2011,61percentstatedthattheirdisabilitylimitsthetypesofworktaskstheycanperform,inspiteofanyassistivetechnologiesthatmaybeavailabletothem.55percentstatedthattheirdisabilityrestrictshowmuchtheyareabletowork,thatis,theirdailyorweeklyworkinghours.56percentofemployeeshadhadtheirworksituationadjustedtotheirdisabilityinrespectofworktasks,workingtimeorphysicalfacilitation.Theneedforfacilitationandtheproportionthatwouldhaveexperiencedlimitationsontheirworkingcapacityarepresumablygreateramongthosewhoarenotemployed.Thefiguresvarysomewhatfromoneyeartothenext.

Manypeoplewithdisabilitiesaredependentonshort-termorlong-termbenefits.Table1showsthat313,000peoplewithdisabilitiesin2011werereceivingoneormorebenefits,accordingtotheStatisticsNorwayLabourForceSurvey.Thepropor-tionofbenefitrecipientswassomewhatloweramongemployedpersonsthanamongunem-ployedpersons.Disabilitypensionwasthemainbenefit,followedbyworkclarificationallowance.TheJobsStrategyaimstoassistmorepeopletogainemploymentandpreventmorepeoplefromleavingpaidemploymentforalifeonadisabilitypension.

Table1.Peoplewithdisabilitiesaged15-66years,bybenefitsreceived,2011.

All EmployedPersons Percentage Persons Percentage

Total 542,000 100 230,000 100Receivenobenefits 160,000 30 128,000 56Receiveoneormorebenefits 1 313,000 58 84,000 37Disabilitypension 204,000 38 48,000 21Basicbenefitorattendancebenefit 11,000 2 6,000 3Workclarificationallowance 77,000 14 15,000 7Sicknessbenefit 14,000 3 11,000 5Other 26,000 5 7,000 3Notstated 69,000 13 18,000 8


1 Thesamepersonmayreceivemultiplebenefitsconcurrently,andthesumtotalofrecipientsoftheindividualformsofbenefitisthereforegreaterthanthetotalnumberofrecipients.


5.TheJobsStrategy’stargetgroup

Inselectingitsmaintargetgroup,theGovern-menthasdecidedtodirecteffortsatyoungpeoplewithdisabilitieswhoareinthetransitionalperiodfromeducationtoworkinglife.Thetargetgroupconsistsbothofjob-seekerswhohavecompletededucationortrainingandwhoareavailableforwork,andpeoplewithdisabilitieswhoarelong-termrecipientsoftheworkclarifica-tionallowance(transitionalbenefitpendingclarifi-cationofworkingcapacity).Enablingmorepeopleinthistargetgrouptogainemploymentandachievingfewerpeopleoncontinuedbenefitswillbenefitthenationaleconomyandbeofgreatsignificancefortheindividual’sincomeandlivingconditions.

ThemajorityofpeoplewithdisabilitieswhoareabouttoenterthelabourmarketareregisteredusersofservicesfromtheLabourandWelfareService.Thisappliestorecipientsoftheworkclarificationallowance(WCA)amongothers.InJune2011,approximately29,000WCArecipientswereundertheageof30.Ofthese,around18,600hadreceivedWCAfor12monthsorlonger.Thesearethepeoplewedefineasbeinglong-termrecipientsofWCA,andwhocomeunderthedefinitionofthestrategy’stargetgroup.Inaddi-tion,thetargetgroupincludessome3,000youngpeoplewithdisabilitiesundertheageof30whoeachyearcompleteeducationabovelower-secondary-schoollevel.Itisnotknownhowmanyoftheseindividualsapplyforandneedemploy-ment-orientedassistancefromtheLabourandWelfareServiceinordertojointhelabourmarket.

The Jobs Strategy and the focus on a new disability pension reform

Peopleundertheageof30accountforarelativelysmallproportionofalldisabilitypensioners,butthenumberofyoungpersonsawardeddisabilitybenefithasincreasedinrecentyears.Theincreasehasbeenhighnotablyamongpersonswithmentaldisorders.Themajorityofpeoplewhoacquireadisabilityatayoungagehavelittleornopreviousworkexperience.

TheGovernmentisproposingtostrengtheneffortstoincreasetheemployabilityofpeoplewhowouldotherwisebeawardedapermanentdisabilitypension.Preventionandearlyinterven-tionarethemainmeasuresforboostingparticipa-tionineducationandworkinglifeandforreduc-ingthetransitiontodisabilitybenefitinallagegroups.

Inordertoreducethenumberofnewyoungdisabilitypensioners,theGovernmentispropos-ingastrategywhich,inadditiontoMinistryofLabourpolicyinstruments,alsocomprisestheinstrumentsofotherNorwegianministries.Inordertopreventyoungpeoplefrombeingexcludedfromworkinglife,thefollowingareimperative:• Earlierandbetterpreventiveefforts• Bettercooperationandcoordination

betweensectorsandintensifiedemployment-orientedinterventions

• Improvedknowledgeconcerningyoungpeoplewithdisabilitiesandregularevaluationofprogressinimplementingthestrategy

TheintroductionofanewdisabilitybenefitwillunderpineffortsundertheJobsStrategyandwillenablemoreyoungpeoplewithdisabilitiestogainandretainemployment.


6.Labourmarketparticipation

AccordingtofiguresfromStatisticsNorway,in2011,42percentofpeoplewithdisabilitieswereinemployment.Theproportionofemployedpersonshasremainedrelativelystableovertime;seefigure2.Theproportionofemployedpersonsislowerthaninthepopulationasawhole,where74percentwereworkingin2011.Inthesameperiod,some13,000peoplewithdisabilitieswereunemployed,correspondingto2.5percentofallpeoplewithdisabilities.Theproportionofunem-ployedpersonswas2.8percentofthepopulation.

Manypeoplewithdisabilitieswhoareoutofworkarecapableofworkinggiventherightcircum-stances.AccordingtoStatisticsNorway,in2011,78,000unemployedpeoplewithdisabilitieswerelookingforwork.22,000ofthesewereunder30yearsofage.Althoughmanywhowishtoworkarenotactivelyjob-seeking,thenumbersdosuggestthatmorepeoplewithdisabilitiesareabletojointhelabourmarketthanareparticipatingatpresent.

Figure2.Absolutenumberofemployedpeoplewithdisabilities,andproportionofemployedpeoplewithdisabilities(%),aged15-66years.

150000

200000

250000

300000

20112010200920082007200620042002

Employed Proportion employed %

35%

40%

45%

50%


FiguresfromOECDindicatethattheemploymentrateamongpeoplewithdisabilitiesislowinNorwaycomparedwithDenmark,IcelandandSweden.5ManypersonsinNorwayreceiveadisabilitypension;seetable1.Denmarkhasbeenworkingactivelytoputconditionsinplacetopromoteincreasedemploymentamongpeoplewithdisabilities.InSweden,thegovernmenthaspresentedaplantoeasethetransitionto

employmentforpeoplewithdisabilities.TheDanishandSwedishpoliciesarecharacterisedbyalargerwagesubsidisationcomponentthaninNorway,intheshapeoftheDanishflexjobordningen(flexi-jobscheme)andtheSwedishlönebidraget(wagesubsidy).Personalassistanceandassistivetechnologiesareotherkeycomponentsofinitiativesinthesecountries.

5 Sickness,disabilityandwork:Breakingthebarriers.OECD,2010.


7.Effortstodate

UniversalpolicyinstrumentsandthesectoralresponsibilityprinciplearethefoundationfortheNorwegianpolicyonpeoplewithdisabilities.Mainstreamservicesinsocietyaretocompriseeveryone–includingpeoplewithdisabilities.Basedonthespecificgoalofachievingfullpartici-pationandequality,eachsectorisrequiredtosetgoalsforitsdomains,andtoachievethem.

TheGovernmenthasreliedonthetraditionalNorwegiantenetoftheprimacyofemployment,knownasthe‘workapproach’,arbeidslinje (in-formedby‘therightanddutytowork’),inestab-lishinginitiativesandpolicyinstrumentsforthenationallabourandwelfarepolicy.Themaintackinelaborationofthe‘workapproach’istosustainandrealisetheambitionembodiedbythe‘NAVreform’of2006inwhichthenationalemploymentserviceandtheNationalInsuranceServiceweremergedunderthecurrentLabourandWelfareService.Themainelementsare:• Employment-orientation.Effortsfrom

day-onetobedirectedateasingeachindividualintoemployment.

• Individualisedtreatment.Theinitiativesmustbeadaptedtotheindividual’scircumstancesandneeds.

• Rapidandearlyintervention.Theshortestpossibleperiodoftimemustbeallowedtoelapsebetweenanemployeeexperiencingproblemsorhavingtoleaveemploymentandstartingonaback-to-workscheme.

TheLabourandWelfareService’sassistancetopeoplewithdisabilitiesentailsoptionsforemployingawiderangeofinitiativestailoredtotheneedsoftheindividual.AnyonewhocontactsaNAVofficeshallbeentitledtohavehisorherassistanceneedsevaluated.Needsassessmentmayincludeassessmentoftheperson’sprospectsofgainingemployment,andwhetherthepersonneedsdifferenttypesofemployment-orientedassistance,facilitation,assistivetechnologiesetc.inordertoaccomplishthisobjective.

TheGovernment’seducationandtrainingpolicyistopromotepersonaldevelopment,reinforcedemocraticvaluesandfacilitateinnovation,productivityandeconomicgrowth.Withtheincreasingskillsrequirementsofbusinessandindustryandtheincreasedimportanceofeffortstoensuresoundlivingconditions,educationandtrainingisincreasinglyimportantasagatewaytolabourmarketparticipation.

Thenumberofjobsthatdonotrequireuppersecondaryorhighereducationisdiminishing.Educationgenerallyandhighereducationspecifi-callyaremajordeterminantsofwhetherpeoplewithdisabilitiesareabletogainemployment.Acentralobjectiveistoreducethedefection(‘drop-out’)ratefromuppersecondaryeducationandtraining;see,forexample,the‘NYGIV’projectatlocal-governmentleveltoincreaseupper-sec-ondary-levelcompletion.Inordertorealisethenewemploymentpolicy,wealsohavetosuccess-fullyimplementthenationaleducationandtrainingpolicy.

UseoftheWelfareandLabourService’semployment-orientedinstrumentsandinitiativesoftenentailstheinvolvementandconcurrentassistanceofdifferentpartsofthehealthservice.Doctorsforexampleplayanimportantroleinthesicknessabsencephase;aphysiotherapistandoccupationaltherapistwillbeinvolvedinworkplaceevaluationandfacilitationetc.“Raskere tilbake”(back-to-work)isaschemebasedontheemploymentandwelfaresector’sneedforrapidaccesstorelevantrehabilitationandhealthservices,andisasupplementaryprogrammeofindividualisedservicestohelppeoplereturntoworkfollowingextendedsickleave.“Individuell plan”(individualplan)isatoolforcoordinatingtheactivitiesofdifferentserviceproviderssuchastheLabourandWelfareServiceandthehealthserviceforpeoplerequiringlong-termandcoordinatedservices.

Healthcaremaybeanimportantelementinjoiningthelabourmarketorreturningtowork.Keyhealthservicestothatendareprevention,


diagnostics,treatment,coaching,trainingandrehabilitation.

NationalStrategicPlanforWorkandMentalHealth(2007-2012)isaimedspecificallyatfacilitatingemploymentforpeoplewithmentalhealthproblems.ThepresentJobsStrategywillintensifyeffortsundertheNationalStrategicPlanforWorkandMentalHealthbyimplementingnewemployment-orientedinitiativesandinstruments,whichwillalsobenefittheStrategicPlan’stargetgroup.

Supportforphysicalactivityandparticipationinsportsisbeneficialtohealthandaidstheabilitytocopeandparticipateinsocietygenerally.Thereareseveralgoodexamplesofinitiativeswheresportsactivitiesareofferedaslow-thresholdschemesforhealth-relatedbenefitrecipientswhoneedassistanceinordertoreturntoworkinglife.Oneexampleofsuchschemesis“Aktiv på dagtid”,inwhichlocalsportsassociationsrunadaptedphysicalactivityprogrammesduringthedaytimeforpeoplereceivinganyformofhealth-relatedbenefit.

Cooperation regarding a More Inclusive Working Life (IA Agreement)

Secondarygoal2oftheIAAgreementistoincreasetherateofemploymentamongpeoplewithdisabilitiesthroughincreasedrecruitmentofjob-seekersandbyputtinginitiativesinplacetopreventemployeeswithdisabilitiesfrombeingexcludedfromworkinglife.

EvaluationsoftheIAAgreement(2001-2009)howeverdidnotfindthattheagreementhadresultedinincreasedemploymentamongpeoplewithdisabilities. 4OnereasonforthismaybethatIAeffortssofarhaveconcentratedonreducingsicknessabsences(secondarygoal1),whilefewerIAinstrumentswereaimedatincreasingtheemployabilityofpeoplewithdisabilities.ThenewIAAgreement2010-2013remediesthissituation.Thefollowingkeyperformanceindicatorswillbeusedinmonitoringthesuccessofthisinitiative:• Reducednumberofpersonspassingfrom

employmenttobenefits.• Increasedproportionofpersonsonlong-

termsickleavewhoprogresstotheworkclarificationallowance.

• Increasedproportionofpeoplewithdisabilitieswhomakethetransitionfromnationalinsurancebenefitstopaidemployment.

4 Seee.g.theNorvoll,R.andK.Fossestøl,systematicreviewofdisabilityandemployment(2010):Funksjonshemmede og arbeid – en kunnskapsstatus.Report2010:13(Norwegianonly),WorkResearchInstitute.Ose,S.O.etal(2009):EvalueringavIA-avtalen2001-2009(EvaluationoftheIAAgreement20012009),published(inNorwegian)bytheindependentresearchinstitute,SINTEF.


8.1 Findingstodate

TheWorkResearchInstitutewascommissionedbytheMinistryofLabourtoproduceasystematicreviewoftheemployabilityofpeoplewithdisabilities.6Thefollowinglistskeyfindings:• Vocationalrehabilitationhasapositive

effectonlabourmarketparticipationforthosewhocompletetheassociatedinitiatives.Thegreatesteffectisonpeoplewhorequireextensiveassistanceinordertostartworking.Initiativesbasedonordinaryemploymentappeartohavethegreatesteffect.

• Profitabilityandefficiencyrequirementsmaymakeitdifficultforpeoplewithdisabilitiestoengageinworkinglife.Discriminationmayalsooccur.Governmentalinitiativesinthisareahavecomeundercriticism.

• Conditionsonthelabourmarketgenerallyandatworkplacesspecificallyhavegreatinfluenceontheprospectsofgaining/retainingemployment.Initiativesbasedonworkplace facilitationarealsohighlysignificant.

• Thelabourmarket’sattitudetopeoplewithdisabilitiesvaries–notleastdependingonsomeonecurrentlyhasajoborislookingforwork.Attitudestoemployeeretentionaremorepositivethantheyaretorecruitment.

• TheWorkResearchInstitutefoundscarceliteraturetoaccountfortheweakresultsinachievingsecondary-goal2oftheIAAgreementonincreasingtheemployabilityofpeoplewithdisabilities.TheInstituteindicatesthatfinancialincentivesfor

systematicIAeffortstorecruitpeoplewithdisabilitiesareeitherinadequateorlackingaltogether.

• ThemajorityofbusinessesinNorwayareSMEswithlimitedadministrativecapacity.Therearealsosubstantialdifferencesbetweendifferentsegmentsofthelabourmarketasregardstheconditionsgoverninghowworkisperformed.Thismayindicatetheneedforamorenuancedanddiversifiedinclusionpolicy.

• Alargebodyofresearchidentifieschallengesinhowthepublicassistancesystemdealswithitsusers.

• Peoplewithdisabilitiesconstituteahighlydisparategroupwithdifferingneedsforassistanceandfacilitation.Inmanycases,theirneedforassistancewillextendacrossprevailingadministrativeandprofessionaldivides.Bridgingthesedividescallsforintegrativepolicyandinterdisciplinaryefforts.

8.2 Whatinitiativesareeffective?7

Itisdifficulttodeterminewhatinitiativesaremosteffectiveinfacilitatingthetransitiontoemployment.Thisisdueinparttoitbeingfarfromarbitrarywhoisrecruitedforparticipationinalabourmarketprogramme.Oneandthesamelabourmarketprogrammemayalsohavedifferenteffectsondifferentparticipants,dependingontheindividual’scapacity,needsandthequalityoftheprogramme.Effects,positiveornegative,maybederivedfromtheprogrammebothbefore,duringandafteritisrun.Owingtothesechallengesandvariationinthedatamaterialandmethodologies,

6 Norvoll,R.andK.Fossestøl:Funksjonshemmede og arbeid – en kunnskapsstatus (systematicreviewofdisabilityandemployment).Report2010:13(Norwegianonly),WorkResearchInstitute.

7 ThissectionisbasedlargelyonNorvoll,R.&K.Fossestøl(2010):Funksjonshemmedeogarbeid–enkunnskapsstatus,Notat2010:13(seeearliermention),WorkResearchInstitute,and”Virkningavarbeidsrettedetiltakforpersonermednedsattarbeidsevne–Enlitteraturstudie”,Rapport2011-02(theeffectofemployment-orientedinitiativesforpeoplewithdisabilities.Asystematicreview),ProbaResearch.BothreportswerecommissionedbytheMinistryofLabour.

8.Evidencebasisfornewefforts


theresearchfindingsarenotconsistent.Inaddition,somecautionmustbeexercisedintransferringtheexperiencesofothercountriestoNorwaysincetheremaybedifferencesinprogrammecontentanddesignandthebackgroundoftheparticipants.

Findingsfromothercountriesindicatethatlabourmarketprogrammesbasedonnear-ordinaryemploymentaremosteffectiveinfacilitatingthetransitiontoemployment.DanishandSwedishstudiesofwelfarebenefitrecipientsandpeopleonlong-termsickleaveindicatethatworkexperienceisconducivetoemployment.Anumberofstudiesfindthateducation/trainingisaneffectiveinitiative,althoughitisnotpossibletodrawconclusionsastotheeffectofcourse-basedtrainingonthebasisofexistingstudies.Specialtrainingprogrammesmaybedetrimentalinthattheylockparticipantsinontheprogrammesothatthechancesoftransitiontoemploymentarereducedforthedurationoftheprogramme.Thisresultsinanegativeemploymentgainovertheshortterm.Thisisparticularlythecaseforpersonswhoareclosesttogainingaccesstothelabourmarket.Workexperiencecombinedwithfollow-upfromasupervisorandmedicalprofessionalswouldappeartohaveapositiveeffectonpersonswithmentaldisorders.

RecentNorwegianregister-basedresearchindicateslargelypositiveemploymentoutcomesfrominitiativesforpeoplewithdisabilities.Wagesubsidieshavealsoprovedaneffectiveinitiative.LabourmarketcoursesrunbytheLabourandWelfareAdministrationforbothordinaryjob-seekersandforthosewithreducedworkingcapacity,educationandworkexperienceinordinaryenterpriseswouldalsoappeartoincrease

theiremploymentprospects.8Wagesubsidisationschemesposeachallengeinthatsomeemployersmayapplyforwagesubsidiesforpersonswhowouldotherwisehavebeenemployedonordinaryterms.

Conditionsonthelabourmarketgenerallyandatworkplacesspecificallyhavegreatinfluenceontheprospectsofgaining/retainingemployment.Initiativesgearedtoworkplacefacilitationandpersonalsupervisionalsoappeartogreatlyinfluencetheprospectsofvocationalrehabilitationresultinginlastingemployment.

8.3 Evidencefromothercountries

ArecentlypublishedreportbyWHOandtheWorldBankestimatesthatpeoplewithdisabilitiesaccountforapproximately15percentoftheglobalpopulation.9Theincreasingageofthepopulationandanincreaseinthenumberofpersonswithchronicmedicalconditionshascausedtheriseinthispercentageoverthelastfewdecades.Thereportrevealsthatpeoplewithdisabilitiesfacemajorbarrierswhenaccessinghealthservicesorenteringthelabourmarketforexample.Peoplewithmentaldisordersespecially,facediscriminationandstigmatisation.Thereportdescribesthatinmanycountries,peoplewithdisabilitiesaretreatedassecond-classcitizens.WithintheOECDarea,therateoflabourmarketparticipationamongpeoplewithdisabilitieshasbeenmeasuredas44percent,thatis,aroundtheratewehaveinNorway,whiletheproportionintherestofthepopulationoftheOECDareais75percent.Thethreemainrecommendationsofthereportare:

8 SeeforinstanceLarsWestlie:TheLongTermImpactsofVocationalRehabilitation,RagnarFrischCentreforEconomicResearch,June2008

9 WorldReportonDisability.WHO/TheWorldBank,June2011


• Enableaccesstoallmainstreampolicies,systemsandservicesInvestinspecificprogrammesandservicesforpeoplewithdisabilitiesAdoptanationaldisabilitystrategyandplanofaction(whichembodythe2foregoingrecommendationsandarecross-sectoral)

TheNOVAresearchinstitute(undertheNorwegianMinistryofEducationandResearch)examinedmodelsinselectedcountriesforassistingpeoplewithdisabilitiestomakethetransitiontoemployment.10ThereportprovidesasummaryofpolicyinstrumentstopromoteemploymentamongpeoplewithdisabilitieswhoareexcludedfromtheordinarylabourmarketintheUSandEurope(Belgium,Denmark,Germany,theNetherlands,SwedenandtheUK).ThereportindicatesthatNorwayisnotthatdiffer-entfromotherEuropeancountriesintermsoftotalexpenditureonfinancialbenefitsandservicestothepopulationasawhole,butthattheScandina-viancountriesallocatealargerproportionoftheirtotalwelfareexpendituretofinancialprovisionsandservicesforpeoplewithdisabilities.TheScandinaviancountriesarealsodistinctinhavingahighdegreeofpublicfinancingofincomemainte-nancesystems.Assuch,thispointstoadistinctlyScandinavianmodel.

DifferencesdohoweverexistbetweentheScandi-naviancountries.NorwaydiffersinspendingalargerproportionofGDPonanincomemainte-nancesystemforpeoplewithdisabilitiesthanotherEuropeancountries.Swedenischaracterisedbyhavingahigherlevelofexpenditureifwetakeservicesandassistancetopeoplewithdisabilitiesasone,whileNorwayandDenmarkhaveasomewhat

lowertotalexpenditurelevel.InSweden,employercontributionstofinancingincomemaintenancearehigherthaninDenmarkandNorway.NOVApointstothefactthattheScandinaviancountriesandtheNetherlandshaveconsistentlyspentmoreresourcesonemployment-orientedinitiativesthanotherOECDcountries.Employ-ment-orientedinitiativescompriseprogrammestopromoteincreasedemploymentanddonotincludeexpenditureonincomemaintenance.AccordingtoNOVA,Norwayallocatedrelativelymoreresourcestoemployment-orientedinitiativesforpeoplewithdisabilitiesparticipatinginemploy-ment-qualifyingprogrammes,typicallyeducation/training,whileSwedenandDenmarktendtofavourfinancialincentivesforemployers.SwedenandDenmarkattachmoreimportancetoon-the-jobtrainingatordinaryworkplacesandwagesubsidiesforemployersthanNorwaydoes.

NOVAconcludesthattheuseofshelteredemploymentvariesextensivelyinthecountriesunderreview,butthatthemaintrendisfornationalauthoritiestoaimtomoveawayfrompermanentshelteredemploymentinfavourofactivelabourmarketinitiativestopromoteagreaterdegreeofinclusioninordinaryworkinglife.

10 Halvorsen,Rune&Hvinden,Bjørn:“ModelsforpromotinglabourmarketparticipationofpersonswithdisabilitiesinEuropeandUSA”(Englishversion)NOVA.2011.


9.Barrierstoemployment

Therearemanyfactorstoaccountfortherelativelylow(ifstable)rateoflabourmarketparticipationamongpeoplewithdisabilities.Inproposalsforinitiativesfor2012,wehavechosentodirecteffortsatfourmainbarriersreducinglabourmarketparticipation.Thesearebarriersthatappeartobeimportantfromtheperspectiveofbothemployersandjob-seekersandwhichmaybepreventingmorepeoplewithdisabilitiesfromjoiningthelabourmarket.Discrimination barrier. Peoplewithdisabilitiesmaybeexposedtodiscriminatoryattitudesandactions.Thebarriersmayconsistofsimpleprejudiceaboutpeoplewithdisabilities,orphysical,environmentalandtechnologicalsolutionsthatfailtotakeeveryoneinthepopulationintoaccount.Inspiteofthefactthatanti-discriminationrulesinNorwayarenowmorestringent,manyemployersinNorwayarestillprejudicedagainstrecruitingjob-seekerswithdisabilities.Itisdocumented,forexample,aslesslikelythathighlyqualifiedwheelchairusersandblindpersonswillbeinvitedtoajobinterviewthanothercandidates.Peoplewithdisabilitieswhoarealreadyinemploymentmayalsoexperiencediscrimination.

Thisdiscriminationbarriercanbecounteredbothbylegislativemeansandbyhelpingmorepeoplewithdisabilitiestofindemployment.Public-sectoremployershaveaspecialresponsibilityforreducingthisbarrier.Effortstoimplementuniversaldesignofthepublictransportsystemwillalsobehighlyconducivetoincreasedlabourmarketparticipationbythestrategy’stargetgroup.

Cost barrier. Inhiringpersonswithreducedcapacityforwork,manyemployersassumethattheirorganisationmayincuranumberofcostsinworkplacefacilitationandprovidingindividualsupervision.Theindividualmayrequireassistivetechnologiesinordertoperformthework,orpracticalandphysicalfacilitationoftheworksituation,trainingandadviceforcolleagues,specialtransporttoandfromworketc.

Onewayofreducingthecostbarrieristooperatepublic-sectorschemescoveringaproportionoftheemployer’sdocumentedexpenditureonfacilitationandsupervision.Productivity barrier. Evenwitheffectivefacilitationandclosesupervisionoftheindividualandtheenterprise,manyprospectiveemployersbelievethatpeoplewithdisabilitieswillhavelesscapacityforworkandlowerproductivitythanotheremployees.Theseorganisationsmaythereforefeelthattheyarerunningafinancialriskiftheyhavetobearthefullsalarycostsofrecruitingpeoplewithunstableorpermanentlyreducedcapacityforwork.

Onewayofreducingthisbarrierisbyimplementingwagesubsidiesorbyensuringthatpersonswithaweakeducationalbackgroundreceivethenecessarytrainingandvocationalexperience.


Information and attitudinal barrier. Peoplewithdisabilitiesarealltoooftenoverlookedasavaluablesourceoflabour.Negativeattitudesandalackofinformationmayconstituteabarriertojob-seekerswithdisabilities.Thesebarriersexistamongthepopulationasawhole,amongemployers,co-workersetc.Butamongpeoplewithdisabilitiesthemselves,theremayalsobeattitudesandlackofinformationthatconstituteabarriertoemployment.Eligibilityforemployment-orientedbenefitsisconditionalonthepersonbeingregisteredwiththeLabourandWelfareService.ItisthereforeimportantfortheindividualtoactuallymakecontactwiththeService.

Forboththeemployerandjob-seeker,workperformanceandproductivitywillbeanunknownfactoruntilthecandidate’scapacityforworkhasbeentriedoutinarealworksetting.Fortheenterprise,incorrectassessmentofthecandidate’scapacityforworkwillconstituteariskintermsofunforeseeablecosts,whilethecandidatehimself/herselfriskspublicfailure.Bothenterprisesandjob-seekersthemselvesconsequentlyneedlabourmarketschemesthatcanreducethismutualriskoruncertainty.

Theinformationandattitudinalbarriercanbereducedforexamplebyestablishingnewsettingsfortryingoutcapacityforwork,on-the-jobtrainingandworkparticipationforpeoplewithnopreviousworkexperience.Thisbarriercanalsobereducedthroughlabourmarketinitiativesthatpromoteproactiveopinion-formingandawareness-raisingamongdifferentstakeholdersandgroupsinsociety.


Norwayhasawell-functioninglabourmarketwithsoundandwell-regulatedworkplaceconditions,highproductivity,andlowunemployment/highrateofemployment.Nonetheless,peoplewithdisabilitiesfacebarriersthatotherjob-seekersmayneverencounter.

WithaJobsStrategyaimedspecificallyatpeoplewithdisabilities,theNorwegianGovernmentwillbelaunchingalong-termandtargeteddrivetoboostlabourmarketparticipationamongpeoplewithdisabilitiesgenerallyandamongyoungpeoplespecifically.Thestrategyislong-rangeandcross-sectoral.

ThestructureoftheJobsStrategyisasfollows:• Targetgroupidentifiedanddelimited.• Targetgroupsituationonthelabour

marketdescribed.• Policypursuedforboostinglabourmarket

participationdescribed.• Evidencefortheeffectofeffortstodatein

Norwayandabroaddiscussed.• Barriersreducingthetargetgroup’slabour

marketparticipationidentified.• Initiativestoreducebarriersandboost

labourmarketparticipationidentified.• Effortsrecorded,reportedonand

evaluated.• InitiativesintheJobsStrategyshall

underpinandsupplementothertargetedeffortssuchastheNationalStrategicPlanforWorkandMentalHealth.

• ActivitiesimplementedviatheJobsStrategyshallalsosupporttheuniversallabourmarketandwelfarepolicywithtargetedinitiativesandprogrammes.

• TheMinistryofLabourshallhaveleadresponsibilityforeffectiveimplementationofthestrategyjointlywiththeministriesparticipatingwithinitiativesunderthestrategy.

Arrangementsmustbemadetofacilitateactiveinvolvementbyorganisationsforpeoplewithdisabilities,thesocialpartnersandotherkeystakeholders.

TheJobsStrategyisfoundedonthecurrentNorwegianlabourandwelfarepolicy.Inadditiontouniversalschemescomprisingthegeneralpopulation,thereisaneedformoretargetedinterventionsforpeoplewithdisabilities.

Althoughfoundedonexistingpolicy,theJobsStrategyalsochallengestraditionalapproaches.Weproposebothadoptingnewpolicyinstrumentsandmethodswhileintensifyingtheeffortssurroundinginitiativesandschemesalreadyinexistence.AllcurrentpolicyinstrumentswillbeavailabletothetargetgroupwithintheJobsStrategy.Arrangementswillalsobemadetoputtogetherspecialpolicyinstrumentpackagesconsistingofamixofappropriateinitiativesandschemes.TheLabourandWelfareServicewillbestrengthenedtoenablethestrategytobeimplementedefficientlyandreliably.

10.Strategytoboostemployment


InAppendix1,theGovernmentpresentsvariousproposalsforinitiativesfor2012togetherwithotherproposalscurrentlyunderreview.Theseinitiativeswillbegearedtoreducingthebarriersdefinedearlier:thediscriminationbarrier,costbarrier,productivitybarrierandinformationandattitudinalbarrier.

Initiatives to reduce the discrimination barrier• Areviewoftheregulationsappertainingto

theActrelatingtocivilservantsetc.isinprogresswithregardtotherulesoninterviewprocedureandrecruitmentinthepublicsector,whichwouldpromoteincreasedrecruitmentofpeoplewithdisabilities.

Initiatives to reduce the cost barrier• TheGovernmentproposespiloting

facilitationsubsidiesforjob-seekerswithdisabilitiesasanewschemetocoverdocumentedexpensesonworkplacefacilitationforemployeeswithdisabilities.

• TheGovernmentproposesenhancingvariousformsofsupervisoryprogrammesundertheLabourandWelfareService.Thisappliestoamentoringschemeandextendedtrialsoffunctionalassistance.Theschemeforuser-controlledpersonalassistanceisespeciallyimportantinenablingpeoplewithextensiveassistancerequirementstogainandretainemployment.

• Job-seekersinthestrategy’stargetgroupwhorequiredifferentformsofemployment-orientedassistancewillbegivenafacilitationguaranteesothatboththejob-seekerandemployerarefullyinformedofwhattheyareentitledtointhewayofassistancefromtheLabourandWelfareServiceandwhenthevariousinitiativesandarrangementswillbeputinplace.

Initiatives to reduce the productivity barrier• Inordertocoveraproportionofthe

employer’ssalaryexpensesonpeoplewithdisabilities,existingwagesubsidyschemeswillbemadeakeycomponentofemployment-orientedservices.

• Intensifiedeffortswillbedirectedatensuringthatmorepeoplecompleteuppersecondaryeducationsothatthetransitionfromschooltoworkisnothinderedbyalackofqualifications.

Initiatives to reduce the information and attitudinal barrier• Increaseduseofwork-experience

programmesunderbothcentralandlocalgovernmentwillservetoreduceuncertaintyandlackofknowledgeamongemployersaboutthetargetgroupandgivemoreyoungpeoplewithdisabilitiesanopportunityforon-the-jobtrainingandessentialworkexperience.TheGovernmentproposesthat500placesonlabourmarketprogrammesbeearmarkedspecificallyforthestrategy’stargetgroup.

• AttheNAVInclusiveWorkplaceSupportCentres,theproposalistoestablishdedicatedworkplacesupportcoachestofurtheractivitiesundertheJobsStrategy.Thecoacheswillconductoutreachwork,e.g.byassistingemployerswhowishtohirepeoplefromthestrategy’stargetgrouporofferthemaplaceonalabourmarketprogramme.

• ItisproposedtocreatededicatedprojectmanagerorcoordinatorpositionswithintheLabourandWelfareServicewithresponsibilityforinformationactivitiesandprofessionaldevelopmentwithintheService.

• AcontactpersonschemewillbeintroducedwithintheLabourandWelfareServiceforpeoplewithdisabilitieswhoneedassistancetogainemployment.Thecontactpersonschemewillbeacomponentofthefacilitationguarantee.

11.BriefsummaryoftheJobsStrategy’spolicy instruments


Systematicfollow-upofthestrategyisessentialinmonitoringthatitisbeingexecutedasintendedandtheextenttowhichitcontributestoincreasedemploymentinthetargetgroup.Follow-upwillbetwo-pronged.TheDirectorateofLabourandWelfarewillbereportingonresultsachievedandanexternalevaluationwillbeconductedofstrategyexecutionandeffects.

Eachyear,inconnectionwiththebudgetbill,theGovernmentwillreportonprogressandtheresultsofthestrategy.Theaimofthisistodeterminewhatworksandwhatdoesnot.Thiswillenableustochangecourseifandwhennecessary.Theaimistodevelopnewandmoreeffectiveinstrumentsforhelpingmorepeopleintoemployment.

12.Follow-upandcooperationontheJobsStrategy


Closecooperationwiththesocialpartnersandorganisationsrepresentingpeoplewithdisabilitiesonincreasedattainmentofsecondarygoal2oftheIAAgreementandthedevelopmentandexecutionoftheJobsStrategymustbecontinued.Creatingagenuinelyinclusivelabourmarketinwhichjob-seekerswithdisabilitiesareabletorealisetheircapacityforworkwillrequireaneffortfrommorethanjusttheauthoritiesalone.Openingupthelabourmarkettothoseseekingentrywillentailactiveparticipationbyemployeesandemployers,organisationsrepresentingpeoplewithdisabilitiesandjob-seekersthemselves.Tothatend,theIAcooperationisvital.

TheLabourandWelfareServicealsoplaysakeyroleinassistingstakeholderswithitsexpertiseandfinancialinstruments.Consequently,theJobsStrategyproposesstrengtheningtheLabourandWelfareService’seffortstoextenditsin-houseprofessionalexpertiseandexternaloutreachactivities.Thiswillbedoneby,forexample,advising,informingandassistingemployersinordertofacilitatelabourmarketentryforyoungjob-seekerswithdisabilities.TheseactivitiesentailtheactiveinvolvementoforganisationsandinstitutionsforpeoplewithdisabilitiesinordertobuilduptheLabourandWelfareService’sexpertiseinthisfieldandtoprovideinputsforongoingworkonthestrategy.


Appendix 1

Initiativesin2012

1.Initiativestoreducethediscriminationbarrier

1a Employer’sdutytomakeactiveeffortsandtoreport1b Regulatoryamendmentsrelatingtointerviewprocedureetc.1c Follow-upontheIAAgreementwithincentralgovernment1d Universaldesignandincreasedaccessibility1e Healthandcarepolicyinstruments

2.Initiativestoreducethecostbarrier

2a Useoffacilitationguarantees2b Pilotsofworkplacefacilitationsubsidies2c Provisionofassistivetechnologies2d Newmentoringscheme2e User-controlledpersonalassistance2f Strengthentheschemeforfunctionalassistanceatwork2g Improveopportunitiesforpeoplewithdisabilitiestostarttheirownbusiness2h Pilotofoccupationalandeducationaltravel

3.Initiativestoreducetheproductivitybarrier

3a Coveraproportionofemployersalaryexpenses3b Initiativesineducationandtraining

4.Initiativestoreducetheinformationandattitudinalbarrier

4a Increasethenumberofplacesonwork-experienceprogrammes4b Partneringwithlocalauthorities4c Traineeprogrammeswithingovernmentalenterprises4d Placesonwork-experienceprogrammeswithingovernmentalenterprises4e DedicatedprojectmanagerorcoordinatorpositionswithintheLabourandWelfareService4f NewpositionswithintheLabourandWelfareServiceasworkplacesupportcoaches4g In-houseprofessionalcompetencedevelopmentprogrammewithintheLabourandWelfare

Service4h InformationabouttheJobsStrategy4i Actionareaswithingovernmentalemployerpolicy4j Follow-upandevaluationoftheJobsStrategy4k Jointjoblistings


Appendix 1

Inthisappendix,wereviewspecificinitiativesfor2012andotherproposalscurrentlyunderreview.Thesespananumberofministerialremitsandpolicyareasthataredeterminativefortheprospectsoflabourmarketparticipationfor

Initiativesin2012

peoplewithdisabilities.Theseinitiativeswillbegearedtoreducingthebarriersdiscussedsofar:thediscriminationbarrier,costbarrier,productivitybarrierandinformationandattitudinalbarrier.Thefollowingdescribestheinitiativesinmoredetail.

1. Initiativestoreducethediscriminationbarrier

Peoplewithdisabilitiesmaybeexposedtodiscriminatoryattitudesandactionsthatpreventtheirparticipationinworkinglife.Thebarriersmayconsistofsimpleprejudiceaboutpeoplewithdisabilities,orphysical,environmentalandtechnologicalsolutionsthatfailtotakeeveryoneinthepopulationintoaccount.Inspiteofthefactthatanti-discriminationrulesinNorwayarenowmorestringent,manyemployersinNorwayarestillprejudicedagainstrecruitingjob-seekerswithdisabilities.Itisdocumented,forexample,aslesslikelythathighlyqualifiedwheelchairusersandblindpersonswillbeinvitedtoajobinterviewthanothercandidates.Peoplewithdisabilitieswhoarealreadyinemploymentmayalsoexperiencediscrimination.

Interventionsandinitiativesin2012concerningthediscriminationbarrierwillcontributetoreducingdiscriminationagainstpeoplewithdisabilitiesonthelabourmarket.

Thediscriminationbarriercanbecounteredbylegislativemeans,butthefocusonuniversaldesignofthepublicdomaingreatlyinfluencestheprospectsforincreasedlabourmarketparticipation.

1a Employer’sdutytomakeactive effortsandtoreport

Section3oftheAnti-discriminationandAccessibilityActstatesthatemployershaveaduty‘tomakeactiveeffortsandtoreport’.Thisdutyappliestoemployersintheprivatesectorwithmorethan50employees,andtoallpublicauthorities.Theduty‘tomakeactiveefforts’meansthatemployersaretoworkactively,purposefullyandaccordingtoplanstopromoteequalopportunitiesandequalityandtopreventdiscriminationonthegroundsofdisability.

TheGovernmentwillbemakingadetailedappraisalofhoweffortsbyenterprisestorecruitandincludepeoplewithdisabilitiescanbestbeundertakeninpursuanceofSection3oftheAct.

TheGovernmentisreviewingproposalsforanewanti-discriminationactinresponsetotherecommendationoftheParliamentaryCommitteeontheAnti-DiscriminationAct.

TheGovernmentwillseek,jointlywiththesocialpartnersandtheEqualityandAnti-DiscriminationOmbud,tostimulateintensifiedeffortsonthelabourmarkettopromoteequalitybasedongender,ethnicityanddisabilitythroughcallstoapplyforprojectfunding.Theintentionisforthistocontributetoobservanceofthedutytomakeactiveeffortsandtoreport.Private-sectoremployers,public-sectoremployers(local,regionalandcentralgovernmentbodies);foundationsworkingtopromoteequal


opportunitiesonthelabourmarketandinpublicserviceprovision;andtradeunionsandprofessionalassociationshadtheopportunitytoapplyforfundingin2010and2011. Applications may be made for funding for initiatives to develop routines/tools for:• Systemsfortrainingandadvisingonequal

opportunitiesandthedutytomakeactiveeffortsandtoreport.

• Reportingonandanchoringequalopportunitiesefforts.

• Developmentofmodelsforpartneringwithdifferentstakeholders.

• Traininginandadviceonequalopportunitiesandthedutytomakeactiveeffortsandtoreport.

• Concreteequalopportunitiesinitiativesandplannedequalopportunitieswork,includingactionplans.

1b Regulatoryamendments relatingtointerviewprocedure etc.

TheGovernmentisreviewingtheregulationsappertainingtotheActrelatingtocivilservantswithaviewtoenablingtheregulationstopromoteincreasedrecruitmentofpeoplewithdisabilitiesinthecentralgovernmentsector.Thisconcernsbothrulesregardingparticipationintraineeshipsandproceduresforinterviewandpossiblyquota-basedappointments.

1c Follow-upontheIAAgreement withincentralgovernment

TheIAAgreementrequiresthattheparticipatingenterprisespreventandreducesicknessabsences,promotejobpresenceandcounteremployeerelegationanddefection.Theenterprisesaretosetactivityandperformancetargetsforreducingsicknessabsences;increasehiringofpeoplewithdisabilities;andencouragejobretentionafterage50byanadditionalsixmonths.

TheMinistryofGovernmentAdministration,ReformandChurchAffairsisresponsibleforoverarchingemployerpolicyatgovernmentallevel.TheGovernmentiscommittedtotargetedpursuanceoftheIAAgreementwithinitsowndomains.OnbehalfoftheGovernment,theMinistryofGovernmentAdministration,ReformandChurchAffairswillbecallingonallcentralgovernmentbodiestobeparticularlymindfuloftheneedtorecruitmoreyoungpeoplewithdisabilities.

ThesameMinistrywillbecontinuingitsclosecooperationwiththemainunionsandassociationstofulfiltheIAAgreementinthecentralgovernmentsector.OneimportantinitiativewillbetoencouragetheorganisationstorefertoanewguidetotheIAAgreementforthecentralgovernmentsector.TheMinistryofGovernmentAdministration,ReformandChurchAffairswillalsobeworkingtoensurethatArticle5.6oftheMainTariffAgreementunderwhichtheunionsarepermittedtoapplyforfundingtocovercompetencedevelopmentandreformprojectsisusedmoreextensivelyinpursuanceofsecondarygoal2oftheIAAgreement.

1d Universaldesignandincreased accessibility

ThevisionoftheGovernment’sActionPlanforUniversalDesignandIncreasedAccessibility2009–2013isforNorwaytobeuniversallydesignedby2025.16ministriesarecontributinginitiativestothisactionplan.

Priorityactionareasintheaboveactionplanconsistofplanningofpublicspaces,buildings,transportandICT.Increasedemploymentforpeoplewithdisabilitiesisaconsistentobjectiveintheplanandthecommitmenttothefouractionareaswillservetomakeiteasierforpeoplewithdisabilitiestogainemploymentandparticipateinthelabourmarket.Amongotherthings,theplanwillensureimprovedaccessibilitytoteaching


buildings,workplacebuildings,ICT,infrastructureandpublictransport.

Specifically concerning initiatives relating to a universally designed system of public transport

ItensuesfromtheAnti-discriminationandAccessibilityActthatuniversaldesignisdefinedinsuchawaythatinfrastructureandpublictransportcanbeusedbyeveryone,ofallagesandofdifferingabilities.

AtpresentthereisnogeneralappraisaloftheNorwegianpublictransportnetwork.Asidefromensuringthatbusstopsorrailwaystationsinthepublictransportnetworkandferryquaysareuniversallydesigned,itisimportanttoensuretheaccessibilityofthemeansoftransportinthemselves.Thiswillinvolvelong-term,targetedefforts.

Thereisaneedtoupgradeintersections,terminals,busstopsandstoppingplacesalongthetrunkroadnetworkandstationsintherailwaynetwork.Theinitiativeswillbeconcentratedonafewselectedgeographicalareas,andonthebusiestpublictransportarteriessothattheymaybecoordinatedandfacilitatetransfersbetweendifferentmeansoftransport.Inthisway,goodaccessibilitywillbeprovidedfortheneedsofdifferentgroupsandtravelpatterns.

InitiativesunderNationalTransportPlan2010-2019willbeinstrumentalinachievingtheobjectivesforauniversallydesignedtransportsystem:

• Bus fleet: Forthenewscheduledsuburbanandexpressbuses,from1January2010,therearerequirementsforaccessibilityforpeoplewithdisabilities.

• Rail fleet: NSB,thenationalrailoperator,hasaprogrammefortrainupgradescomprising,forexample,installationofwheelchairliftsonaproportionofitsrollingstock.NSBhassignedacontractforthe

supplyof50newtrainsetswhichwillmeettherequirementsforuniversaldesign.Theplanistointroducethetrainsetsgraduallyfrom2012.

1e Healthandcarepolicy instruments

Employmentisimportantforpublichealth.Aninclusiveworkinglifewhichpreventssicknessabsences,preventsexclusionandgivesallcitizensanopportunitytoparticipateonthelabourmarketisofgreatvalueforNorwayasasociety,whileitalsopromotesparticipation,personalindependenceanddignityforallgroups,includingpeoplewithdisabilities.Thewhitepaper,ReportNo.20totheStorting(2006-2007)National strategy to reduce social inequalities in health,laysdownguidelinesforapolicyinthisareaalso.Sound,universal,health-promotingschemes,combinedwithinitiativesaimedspecificallyatvulnerablegroupswillservetoassistpeoplewithdisabilitiesingainingemployment.

The“CoordinationReform”(promotingcontinuityofcareintheNorwegianhealthservice)alsocoversfactorsaffectingpeoplewithdisabilities.Healthcaremaybeanimportantelementinjoiningthelabourmarketorreturningtowork.Keyhealthservicestothatendareprevention,diagnostics,treatment,coaching,trainingandrehabilitation.ThenewMunicipalHealthServicesActisanimportantelementintheCoordinationReform.ThisActdetailstheroleofpersonalcoordinators,andlodgesresponsibilityforIndividualPlanswithacoordinatingunitwithineachmunicipality.TheHealthPersonnelActexplicitlysetsoutthedutyofhealthpersonneltoengageactivelyinIndividualPlans.

Thespecialisthealthserviceoperateswithanumberofinitiativesinhospitals,outpatientclinicsviaoutpatientservicesandlearning&copingcentres.Importantinitiativesarealsobeingimplementedwithinprivate-sectortrainingandrehabilitationinstitutionscontractedtothe


regionalhealthauthorities.Anumberoftheseinstitutionsofferprogrammesinwhichthetransitiontoworkinglifeisinfocus.

InaccordancewiththenewMunicipalHealthServicesActof1January2012,theprovisionofsocial,psychosocialandmedicalhabilitationandrehabilitationisastatutorymunicipalresponsibility.Thisisdefinedastime-delimited,plannedprocesseswithclear-cutgoalsandresourcesinwhichmultipleactorscooperateonsupplementingtheuser’sowneffortswiththenecessaryassistanceinordertoachievethebestpossiblefunctioningandcopingability,independenceandparticipationsociallyandinsocietyatlarge.Themunicipalauthoritiesarerequiredtomaintainanoverviewofindividualneedsandtoplansuchactivities.

Thecareservicewillalsobeanimportantagentformanyyoungpeoplewithdisabilitiesinfacilitatingtheirparticipationinworkinglife.Suchservicesincludehome-help,personalassistance,includingpracticalassistance,andsupportcontactanduser-controlledpersonalassistance.Themunicipalauthoritiesarerequiredtoensurethatcitizensareprovidedwithservicesthatarewellcoordinatedandadaptedtotheindividual.OnemainfeatureoftheGovernment’spolicyforthemunicipalhealthandcareservicesistheimportanceattachedtoqualityoflife,copingabilityanddependabilityineverydaylife.Themunicipalauthorityisrequiredtoensurethenecessaryprovisionofservicestoaidstimulationofownlearning,motivation,increasedfunctionalandcopingability,equalityandparticipation.Theservicesaretobeprovidedandsuppliedfromauser-centredperspective;andmustbecoordinated,interdisciplinaryandplannedeitherinorneartheuser’sfamiliarenvironmentinwhatfortheusermakesforameaningfulexistence.ThisisemphasisedinthenewMunicipalHealthServicesAct.

Againstthisbackground,itisagiventhatyoungpeoplewiththerighttoessentialcareservicescanexpecttoreceiveassistanceintimetoallowthemtogettoworkorschool.Ineachindividualinstance,thiswillensuefromtherequirementregardingproperservices,includingthattheindividualpatientoruseristoreceiveaservicethatrespectshisorherdignity;seeSection4-1oftheMunicipalHealthServicesAct.Theopportunitytotakeupemploymentmaybedecisiveinassessmentofboththescopeandtypeofserviceprovision.Peoplewhoneedsuchservicesaretobeissuedwithaformaldecisiondocumentdescribingtheservicetheyaretobeprovidedwith.Itisimportantthatthisdocumentissufficientlypreciseinorderthatthepersoncandependonthepredictabilityoftheserviceprovision.

Peoplewithneurologicalconditionsrepresentthegroupthathasundergonethehighestgrowthinmunicipalcareserviceusersinrecentyears.UnderNevroPlan 2015,theMinistryofHealthandCareServiceswillbecontributingtoupgradingthecompetenceandqualityofmunicipalserviceprovisionforthistargetgroup.


Whenemployingpeoplewithdisabilities,manyemployerswillincuranumberofcostsentailedbyworkplacefacilitationandtheneedforindividualisedsupervision.Initiativestoreducesuchcostswillbedirectedatensuringthatpeoplewithdisabilitiesareprovidedwiththenecessaryassistivetechnologiesandotherassistance.Schemestothatendmaybeaimedatcompensatingemployersforexpenditureonassistivetechnologiesandotherpracticalaidstogetherwithvariousformsofsupervision.

2a Useoffacilitationguarantees

InordertoensurethatthetargetgroupfortheJobsStrategyreceivesthebestpossiblesupervi-sionandfacilitation,awrittenserviceguaranteewillbeissuedbytheLabourandWelfareService.Thisguaranteewillcoveranyonewhoisabouttotakeupemployment,whetherintheformofanordinarypositionoraplaceonalabourmarketprogramme.Underthisguarantee,theLabourandWelfareServicepledgestoproviderapidcaseprocessing,comprisinganeedsorworking-capac-ityassessmentandindividuallyadaptedemploy-ment-orientedassistancetotheparticipantandemployer.Theassistancemustbenecessaryandappropriate.Theguaranteewillalsoensureswiftprovisionandeffectivecoordinationofnecessaryfinancialinstruments(subsidies).InordertoensureaccessibilityandsupportfromtheLabourandWelfareService,theguaranteeincludesaprovisionwherebyboththejob-seekerandemployerareassignedaregularcontactpersonattheNAVofficesforeitherpartytogetintouchwithiftheyneedadvice,guidanceorsupport.Anevaluationofthisschemetodateindi-catesthatthecurrentguaranteeschemehasbeen

verywellreceived.11 11AfacilitationguaranteeforthetargetgroupintheJobsStrategycanbetailoredtotheneedsoftheindividual.

Aserviceguaranteeisnotalegally-bindingagreementconcerningfinancing,butdoeshelptoclarifyinadvancewhattypeofsupportthepartiesareeligibleforandwhensuchsupportwillbeprovided.Thisprovidesincreasedsecurityandreducestheriskforboththejob-seekerandemployer.

Thepaneloflabourmarket,businessandindustryrepresentativesindicatedinitsrecommendationthatthefacilitationguaranteeschemeshouldbeallowedtobenefitmorepeople.ProposalsforafacilitationguaranteewerepresentedbythepartiestotheworkontheIAAgreement,andfrom2008,theschemewentnationwide.ThefacilitationguaranteemayincludeallinstrumentsandinitiativeswithintheLabourandWelfareService.

2b Pilotsofworkplacefacilitation subsidies

FacilitationsubsidiescurrentlyrepresentoneofthemostwidelyusedandpopularlabourmarketinstrumentswithintheIAarea.ThisinstrumentisalsohighlightedintherecommendationsreceivedbytheGovernmentfromuserorganisationsandenterprises.

WecurrentlyhaveadedicatedschemeforIAenterpriseslinkedtosecondarygoal1oftheIAAgreementforsubsidisationofworkplacefacilitationforemployeesonextendedsickleaveandforemployeesatriskofhavingtotakesickleave,butwhoarestillworking.AspartoftheJobsStrategy,anewnationwidepilotschemeof

2. Initiativestoreducethecostbarrier

11 RambøllManagement:Følgeevalueringavprosjektet”Tilretteleggingsgaranti”.Sluttrapport(Post-evaluationofthe“FacilitationGuarantee”project:FinalReport),August2008


workplacefacilitationsubsidieswillbeimplementedforjob-seekerswithreducedworkingcapacity.Thetargetgroupforthisnewschemewillbepeoplewithreducedworkingcapacitywhoareexcludedfromthelabourmarket.Thepilotwillbeopentoallorganisationsthatrecruitpersonswithreducedworkingcapacity.

Thepurpose,durationandsizeofthesubsidywillbeinlinewiththeexistingscheme.Thesubsidymaybeusedforexampleinsettingupinitiativesintheformofjobtry-outs,facilitationoron-the-jobtraining.Grantsmaybeawardedfortrainingintheformofcoursesandshorttrainingprogrammes.

Underthepilotscheme,subsidieswillalsobeavailableforpurchasingfixturesandwork-relatedassistivetechnologiesasisthecaseundertheexistingschemeforemployeesonextendedsickleave.Inthelongterm,adecisionwillhavetobemadeconcerningtheformatoffinancingandorganisationofwork-relatedassistivetechnolo-gies.TheexpertiseattheAssistiveTechnologyCentresmaybeabletoprovideadviceandguidanceandaccesstotechnologiestocompen-satefordisabilities.Inordertosucceedinreducingbarriersinsocietygenerallyandonthelabourmarketspecifically,itwillbeimportanttoadoptnewtechnologiesandinstruments.

Facilitationinvolvesmorethanassistivedevicesandtechnologies.AdvicefromtheAssistiveTechnologyCentresonsolutionsandprocessesinconjunctionwiththeuserandemployerinordertocreateintegratedsolutionsisoftenofgreatimportance.

Itisalsoimportanttocoordinatetheuseofinstrumentsmoreeffectively,andtoensurethatessentialfacilitationoftheworkplaceiscompletedrapidlyandefficiently.Thisiscarriedoutviaongoinginnovationanddevelopmentworkinthefieldofassistivetechnologies.Itisimportanttomakeuseofthesetechnologiesinordertoensurethatmorepeoplewithdisabilitiescangain

employment.ApilotschemeofnewfacilitationsubsidiestailoredtothetargetgroupintheJobsStrategywillcommencein2012.

Forpeoplewithdisabilities,itmayalsobeimportanttoarrangeforfacilitationandadjustmentoftheirworkinghoursinorder,forinstance,toallowthepersontoreceivetreatmentorcompleteatrainingsessionduringtheworkingday.Itisimportanttodemonstratetherangeofoptionsopentotheemployerandemployeeforarrangingeffectivesolutionstosuiteachparticularjob.TheGovernmentwishestoraiseawarenessofthepossibilitiesaffordedbythecurrentregulations.

Providedthatitcausesnosignificantinconven-iencetotheemployer,itis,forexample,permis-sibleforemployeestoworkoutsideoftheusualworkinghoursof8amto4pm.Throughthefacilitationsubsidy,theemployerwillbeeligibleforcompensationofthecostsentailedbyvariousadjustmentstotheworksituation.

2c Provisionofassistive technologies

In2011,theLabourandWelfareServicewillbeestablishinganewresourcecentreforassistivetechnologiesandfacilitation.ThemainconstituentsofthecentreincludewhatwereformerlyspecialistunitsforICT-basedassistivetechnologiesandtheNAVCentreforoccupationalrehabilitation.OneoftheprincipalobjectsofsettingupthecentreistoproviderequirementsandrespondtochallengeswithintheLabourandWelfareServiceentailedbythemoreextensiveemployment-orientationoftheinitiative.

Itwillbenecessarytointensifyeffortsintheareasofemploymentandeducationinboththeuser-orientedandsystem-orientedprogrammes.TheresourcecentrementionedabovewillbeasourceofsupportforboththeAssistiveTechnologyCentresandtheNAVoffices’professionalcompe-tencedevelopmentprogrammes.Initiativesto


stimulateextendedinterdisciplinarycooperationwithotherunitsunderNAV(NAVoffice,NAVWorkplaceSupportCentres,employmentadvisorycentresandtheAssistiveTechnologyCentres)willbecentraltotasksundertakenbytheresourcecentre.WewouldalsodrawattentiontoNorwe-gianOfficialReport2010:13on‘WorkforHealth’,whichindicatestheneedtodevelopwelfaretechnologiesinpreventingphysicalandpsycho-logicaldisordersandsicknessabsences.

Viatheresourcecentre,theLabourandWelfareServicewillbeparticipatinginaNordicinnovationnetworkonwelfaretechnology,whichtheNordicCentreforWelfareandSocialIssueshastakentheinitiativeforsettingup.Thepurposeofthisnetworkistopromotethesharingofexperienceconcerningwelfaretechnologysolutions;moreefficientcollaborationbetweenresearchersandbusinesses;andthecreationofNordicinnovationclustersinpriorityareas.

2d Newmentoringscheme

Differentformsofsupervisionandpersonalassistancemaybecrucialingettingmoreyoungpeoplewithdisabilitiestojointhelabourmarket.Manystudiesindicatetheneedforsocialsupportandcounsellinginordertogainandretainemployment,especiallyamongpersonswithmusculo-skeletaldisordersandmentaldisorders.

Tothatend,theGovernmentisproposingtostrengthenandupdatetwoofthecurrentsupervisoryschemes:thefunctionalassistancescheme(seeseparatediscussion)andthementoringscheme.Thementoringschemeisatpresentalittle-knowntypeofsupervisoryscheme.Thisisunfortunate,sinceoutcomesofthistypeofschemehavebeenpositiveformanydifferentusergroups.

Thementoringschemeisdesignedtoprovidesupervisionforpersonstakingpartinvarioustrainingschemesandprogrammesrunwithinordinarycompanies,orinthetransitionalphase

fromaschemetoordinaryemployment.Theschemeprovidesthelabourmarketprogrammeparticipantortheemployeewithessentialoccupational,socialandpracticalsupportattheworkplaceortraininglocation.Thementormaybeaco-trainee/co-participantoraco-workerwhoonanhourlybasisprovidesthesupportneededfortheparticipant/employeetosucceedinaccomplishingthetasksentailedbythejoborthetraineeship.

Asof1January2012,anewsetofregulationswillbeputinplaceforthementoringscheme,whichwillcomprisepersonswithimpairedworkingcapacityparticipatingindifferentformsoftrainingandlabourmarketprogrammesinordinarybusinesses,andalsopersonsprogressingtoordinaryemploymentstatus.

Thementoringschemehasaspectsincommonwiththepeerlearningprogrammesrunbyorganisationsforpeoplewithdisabilities.SuchorganisationsreceiveGovernmentsubsidiesforpeerlearningprogrammeslinkedtoemployment-orientedinitiatives.Thissubsidyisintendedtoencouragetheorganisationstorunpeerlearningprogrammesforpeoplewithdisabilitieswhoareparticipatinginemployment-orientedinitiatives,areleavingemploymentorwhomayrequirejobcounsellingandmotivationinordertoremaininemployment.Anevaluationofthesubsidyfororganisationsforpeoplewithdisabilitiesisinprogress.

2e User-controlledpersonal assistance

User-controlledpersonalassistanceisaserviceprovisionmadeupofthemunicipalcareservicesofpracticalassistanceandtraining.

Thisformofassistanceisintendedforpersonswithextensivedisabilities.Basically,theschemeisanarrangementwherebytheuseristhe“supervisor”ofassistantsretainedonaregularbasis,anddecides,withinthenumber


ofhoursallocated,whattaskstheassistantsaretoperformandwhen.Thelastdecadehasseensteadygrowthinthenumberofusersreceivinguser-controlledpersonalassistance,fromalmost700in2000tomorethan2,600in2010.Nearlythreeinfiveoftheusersofthisformofassistanceareundertheageof50.

Infuture,theGovernmentwillbepermittingthemunicipalauthoritiestoextendtheuser-controlledpersonalassistancescheme.Thiswillbeespeciallyimportantinenablingpeoplewithextensiveservicerequirementstoparticipateineducation/trainingandworkinglife.Forfurtherdetails,pleaserefertotheMinistryofHealthandCareServices’budgetbill.

2f Strengthentheschemefor functionalassistanceatwork

In2012,theGovernmentwillbestrengtheningtheschemeforfunctionalassistanceatwork.Thisschemecomprisespersonswithextensivephysicaldisabilities,andinvolvesapaidassistanthelpingtherecipientwithpracticaltasksattheirplaceofwork.

TheGovernment’sadvisorypanelshaveindicatedtheneedforessentialworkplacefacilitationandsupervision.TheGovernmentwillconsequentlybeextendingthepilotschemeoffunctionalassistanceatworkandregulatingthepilotinaseparatesetofregulations.

Econhasevaluatedthisscheme.12Theevaluationindicatesthatthefunctionalassistanceatworkschemehelpspersonswithseveredisabilitiestogainandretainemployment.Usersoftheschemereportsatisfactionwiththescheme,statingthatitmeantagreatdealtotheirabilitytowork.

2g Improveopportunitiesfor peoplewithdisabilitiestostart theirownbusiness

IntheministerialletterofinstructiontoInnovationNorway,theGovernment’smaininstrumentforinnovationanddevelopmentofNorwegianenterprisesandindustry,thevalue-creationpotentialofentrepreneurswithdisabilitieswillreceivespecificmention.Itisimportantthatapplicationsfrompeoplewithdisabilitiesareconsideredonanequalbasiswiththosefromotherapplicants.

2h Pilotofoccupationaland educationaltravel

Facilitatedtransportmaybeofgreatsignificanceinenablingpeoplewithdisabilitiestogainorretainemployment.Thepilotschemeofoccupationalandeducationaltravelisasupportprogrammeforpeoplewithdisabilitieswhoareunabletomakeuseofpublictransportoraprivatevehicle.Thisschemeisintendedtocoverneeds-assessedtravelexpensesinordertoattendworkoreducation.

Anevaluationofthepilotschemeforoccupationalandeducationaltravelhasbeenlaunchedinordertomapthesocioeconomicconsequencesofthescheme,andthenatureoftheneedscoveredbytheschemevis-à-visotherestablishedtransportationschemes.Theevaluationreportisduein2012.Basedonthis,theMinistrywillbedecidingonfurtheralignmentofthescheme.Thepresentpilotschemewillbecontinuedin2012.

12ECON:Medlittbistandkanflerejobbe.Evalueringavordningenmedfunksjonsassistanseiarbeid.Rapport2008-039Econ:Medlittbistandkanflerejobbe.Evalueringavordningenmedfunksjons-assistanseiarbeid.Rapport2008-039(“Withabitofhelpmorepeoplecanwork.Evaluationofthefunctionalassistanceatworkscheme.Report2008”)


Evenwitheffectivefacilitationandclosesupervisionoftheindividualandtheenterprise,manyprospectiveemployersbelievethatpeoplewithdisabilitieswillhavelesscapacityforworkandlowerproductivitythanotheremployees.Theorganisationsmaythereforefeelthattheyarerunningafinancialriskiftheyhavetobearthefullsalarycostsofrecruitingpeoplewithunstableorpermanentlyimpairedcapacityforwork.

Forboththeemployerandjob-seeker,workperformanceandproductivitywillbeanunknownfactoruntilthecandidate’scapacityforworkhasbeenputtothetestinanactualworksetting.Fortheenterprise,incorrectassessmentofthecandidate’scapacityforworkwillconstituteariskintermsofunforeseeablecosts,whilethecandidatehimself/herselfriskspublicfailure.Bothenterprisesandjob-seekersthemselvesconsequentlyneedlabourmarketschemesthatcanreducethismutualriskoruncertainty.

Onewayofreducingthisbarrierisbyusingvariouspublic-sectorwagesubsidiesorensuringthatpersonswithaweakeducationalbackgroundreceivethenecessarytrainingandvocationalexperience.

3a Coveraproportionofemployer salaryexpenses

Useofexistingwagesubsidyschemeswillservetocoverpartofemployers’salaryexpenditureonpeoplewithdisabilities.Subsidisedlabourmarketprogrammesinordinarycompaniescanbecombinedwithdifferenttypesofsupervisionandfacilitationwhennecessaryandappropriate.

Withinthefundingallocationforlabourmarketinitiativesfor2012,peoplewithdisabilitiesundertheageof30withaneedforemployment-

orientedassistancewillbegivenprioritywhenplacesonlabourmarketprogrammesareawarded.Thiswillentailanintensifiedandmoretargetedeffortasawholeforthisagegroup.Theexistingwagesubsidyschemeswillbeacorecomponentoftheemployment-orientedservicetothetargetgroup.

3b Initiativesineducationand training

TheGovernmentemphasisestheimportanceofhavingstrategiesandinitiativesinplaceforkindergartens,secondaryschooleducationandhighereducation.Initiativesandstrategiestoimprovelearningandeducationaimtoreachallgroupsofchildren,pupils,apprentices/traineesandstudents.Sound,mainstreamschemesareimportantingivingpeoplewithdisabilitiesgoodprospectsforcompletingtrainingandeducation.Specialschemesandinterventionssupplementmainstreamschemesasandwherenecessarytoprovidedifferentgroupsofpupils,apprentices/traineesandstudentswithequalopportunitiesforcompletingtrainingandeducation.

Thewhitepaper,Reportno.18totheStorting(2010-2011)Learning together,setsouttheGovernment’sstrategyforearlyinterventionsandsoundlearningsettingsforchildren,youngpeopleandadultswithspecialneeds.Thereportemphasisestheimportanceofkindergartensandschoolsimprovingtheircapacitytoidentifyandfollowuponthosewhorequirehelpandsupport.Ifkindergartensandschoolsaretosucceedincateringtoadiversityofchildren’sandyoungpeople’sneedsandabilities,morespecialisedandtargetedcompetencewillberequired.

3. Initiativestoreducetheproductivitybarrier


Thequalityofspecialneedseducationalassistanceandspecialneedsteachingmustbeimproved.Kindergartensandschoolsaretohavegoodaccesstointegrativespecialneedseducationalsupportnationwide,amongotherthings,bygivingtheNationalSupportSystemforSpecialNeedsEducation(Statped)amoremultidisciplinaryserviceprofile.Improvedinformationandcooperationforusersofthelocal,regionalandnationalservicesystemisapriorityarea.Cooperationwithparentsofchildrenwhoneedspecialhelpandassistancemustalsobeimprovedthroughinformationandcoordination.

Inresponsetothewhitepaper,Reportno.18totheStorting(2010-2011) Learning together,theMinistryofEducationandResearchwillberequestingitsDirectorateofEducationandTrainingtopreparetargetfiguresandimplementinitiativestorecruitmorepeoplewithdisabilitiestopositionswithintheNationalSupportSystemforSpecialNeedsEducation(Statped).

FortheGovernment,enablingmoreyoungpeopletocompleteuppersecondaryeducationisaprimeobjective.NYGIVisathree-yearprojectthataimstoestablishlong-termcooperationbetweencentral,regionalandlocalgovernmentauthoritiestoimprovetheprospectsofpupilsforsuccessfullycompletinguppersecondaryeducation.Theseeffortswillalsobenefitpupilswithdisabilities.

UndertheUniversitiesandCollegesAct,Norwegianhighereducationinstitutionsaregivenresponsibilityfortheirstudents’learningenvironment.Thisappliesequallytostudentswithdisabilities.UnderSection4-3oftheAct,theinstitutionsshallensurethatthelearningenvironmentisdesignedaccordingtotheprincipleofuniversaldesign.Thismeansthatitmustbelaidoutandequippedinsuchawaythat

allstudents,irrespectiveoftheirfunctionalability,areabletocompletehighereducationwithminimaluseofspecialneedssolutions.Theinstitutionsshallassignliaisonofficerstostudentswithdisabilities.Thisserviceshallprovideinformationaboutstudycentreandstudyfacilitation.Inaddition,atanumberofinstitutions,careerscentreshavebeenestablishedtoprovideadviceandcounsellingtostudentsprogressingtoemployment.Thisisaprovisionfromwhichstudentswithdisabilitiesalsostandtobenefit.

Inorderforpeoplewithdisabilitiestobeabletoparticipateinandcompletehighereducation,insomeareasitisimportantforthesurroundingstobespeciallyadaptedforthisgroup.Specialschemesinstudiesfinancinghavelongbeenavailableforstudentswithdisabilities.Inrecentyears,theGovernmenthasimprovedstudies-financingforpeoplewithdisabilities.In2009-2010,thedefinitionofeligibilityforthespecialschemeswasamended,andasof2011-2012,additionalinitiativeshavebeenintroducedtoenablemorepeoplewithdisabilitiestopursuehighereducation.

Studentswhoareunabletotakeonpaidemploymentalongsidetheirstudiesorduringthesummerholidaysareeligibleforamonthlyscholarshipandaneducationalgranttocoverthesummermonthsaswellastermtime.Studentswhoseeducationisdelayedbecauseconditionsattheirplaceofeducationhavenotbeenadaptedtothestudent’sdisabilityareentitledtoreceivetheentirestudentgrantasascholarshipiftheirstudiesaredelayedbymorethanayear.


Peoplewithdisabilitiesoftentendtobeoverlookedasasourceoflabour.Negativeattitudesandalackofinformationmayconstituteabarriertojob-seekerswithdisabilities.Thesebarriersexistamongthepopulationasawhole,amongemployers,co-workersetc.Butamongpeoplewithdisabilitiesthemselves,theremayalsobeattitudesandlackofinformationthatconstituteabarriertogainingemployment.

Eligibilityforemployment-orientedbenefitsisconditionalonthepersonbeingregisteredwiththeLabourandWelfareService.ItisthereforeimportantfortheindividualtoactuallymakecontactwiththeService.

Theinformationandattitudinalbarriercanbereduced,forexample,byestablishingnewsettingsfortryingoutcapacityforwork,foron-the-jobtrainingandworkparticipationforpeoplewithnopreviousworkexperience.Thebarriercanalsobereducedthroughlabourmarketinitiativesthatpromoteproactiveopinion-formingandawareness-raisingamongdifferentstakeholdersandgroupsinsociety.

4a Increasethenumberofplaces onwork-experience programmes

AspartoftheJobsStrategy,specialprioritywillbegiventoprovidingplacesonwork-experienceprogrammesinordinaryworkinglife.Theobjectistogiveyoungpeoplewithdisabilitieswhohavenopreviousexperienceofworkinganopportunitytotryoutanordinaryjob,ifonlyforashortperiod.Thegovernmentproposesthat500placesbeallocatedspecificallyforthestrategy’stargetgroup.Thesewillincludeplacesonwork-experienceprogrammes.

4b Partneringwithlocal authorities

Work-experienceplacesofferbothenterprisesandpeoplewithdisabilitiesusefulexperience.Localauthoritiesaremajoremployerswithmanytasksandopportunities,andevennowhaveahigherproportionofpeoplewithdisabilitiesamongtheirstaffthantheprivatesectororgovernmentalsector.AjointprojecthasbeeninitiatedwiththeNorwegianAssociationofLocalandRegionalAuthoritiesonfurthercontributionsbythemunicipalsector.Anassessmentwillbemadeofwhetherthiscanberealisedwithintheframeworksofthelabourmarketprogrammefor‘workexperienceinanordinaryenterprise’.Theobjectistogivejob-seekerswithdisabilitiesessentialworkexperienceandtraining.

4c Traineeprogrammeswithin governmentalenterprises

In2011,theGovernmentlaunchedthethirdtraineeprogrammeforpeoplewithdisabilitiesandhighereducation.Theobjectoftheprogrammeshasbeentorecruitqualifiedemployeestogovernmentalenterprisesandtoofferintensivetraininginordertoimprovetheiremploymentprospects.Anotherobjecthasbeentoincreasethecompetenceandexperienceofstateemployersasregardsrecruitmentandfacilitationforthisgroup.

Oneimportantoutcomeoftheprogrammeshasbeenthesuccessinraisingawarenessthatmanypeoplewithdisabilitiesconstituteavaluableresourceinenterprisesthatmakehighdemandsregardingprofessionalism,paceandquality.Inmanyenterprisestherewasformerlylimitedexperiencewiththisgroup,andmanymanagershavebenefitedfromgainingmoreexperienceof

4. Initiativestoreducetheinformationandattitudinalbarrier


thenecessaryworkplacefacilitation.Manymanagersfounditaneyeopenerthatdisabilitiessoonfadedintothebackgroundwheretherewasagoodmatchbetweenqualificationrequirementsandtraineecompetencies.

ExperiencesofthetraineeprogrammeshavebeenevaluatedinresearchreportsbytheFaforesearchfoundationandtheWorkResearchInstitute,andwillhopefullyserveasanencouragementtoenterprisesinothersectors.

TheGovernmentisproposingthatthetraineeprogrammebeestablishedasapermanentscheme,andthatanewprogrammeofcallstoinviteenterpriseparticipationbelaunchedin2012.

4d Placesonwork-experience programmeswithin governmentalenterprises

Inlinewiththepanels’recommendations,theMinistryofGovernmentAdministration,ReformandChurchAffairswillbeassessingthepossibilityofinvolvinggovernmentalenterprisesmoreactivelyincreatingplacesforon-the-jobtrainingandtraineeships.

4e Dedicatedprojectmanageror coordinatorpositionswithin theLabourandWelfareService

Effectiveimplementationandfollow-upoftheJobsStrategywillbeessentialinincreasingthetransitiontoemploymentamongpeoplewithdisabilities.Extensiveclarificationwillbecarriedoutbymeansofworkingcapacityassessments,andanappropriateemployment-orientedassistanceschemewillbedesignedforpersonswhooftenhavelittleornoworkexperience.This

drivewillrequirededicatedstaffresourcesanddevelopmentoftargetedexpertisewithintheLabourandWelfareService.TheGovernmentthereforeproposesappointingdedicatedprojectmanagersorcoordinatorsineachcountyandwithintheDirectorateofLabourandWelfareServicelinkedtotheJobsStrategy.

TheLabourandWelfareService’ssystematicinvestmentinmethodologydevelopmentandcompetencedevelopmentiskeytoenhancingtheService’scapability.Inordertodirectandcoordinatethiswork,staffresourceswillberequiredforsupervisionandfollow-up.Additionalstaffingwillpermitconsolidation,anchoringandfollow-upoftheJobsStrategyduringtheimplementationandexecutionphases.

AschemeinvolvingcountycoordinatorslinkedtotheNationalStrategicPlanforWorkandMentalHealthhasbeenevaluatedbytheTelemarksforskningresearchinstitute.Outcomeswerereportedaspositive.Oneofthemainconclusionsisthatthecountycoordinators’roleaschangeagentsisdecisiveintheinterestsofdisseminatinginformationaboutnewinitiativeswithintheLabourandWelfareService.13

4f Newpositionswithinthe LabourandWelfareServiceas workplacesupportcoaches

Alackofknow-howandexperienceinretainingemployeeswithdisabilitiesmaycausemanyemployerstoregarditasriskytohireyoungpeoplewithdisabilities.AtrialprojectofemployerpilotsundertheNationalStrategicPlanforWorkandMentalHealth(2007-2012)hasbeenevaluatedbytheWorkResearchInstitute.Experiencesofthistrialprojectindicatethatemployershavereceivedexcellentassistancefromthepilotsandhavebeenextremelypleasedwith

13 GeirMøller,BentAslakBrandtzæg&JoarSannes:“EvalueringavfylkesvisekoordinatorstillingeriNAVogbrukavøremerkedetiltaksmidler”.Telemarksforskning.Rapport238.2007.(EvaluationofcountycoordinatorpositionswithinNAVandtheuseofearmarkedschemefunding.)


theexpertsupportprovidedindemandingindividualcasesandatsystemlevel.Theemployerpilotschemerepresentsatypeofexpertisethatisinhighdemandbecauseitisrarelyavailableattheworkplace14

4g In-houseprofessional competencedevelopment programmewithintheLabour andWelfareService

TheGovernmentisproposingtocreateadedicatedspecialistandcompetencedevelopmentprogrammetotieinwiththeJobsStrategy.Theobjectistwo-fold:

(1)Toprovidecoursesandothertrainingforemployersandotherstakeholdersonthelabourmarket.ThismodelhasbeenusedpreviouslyundertheNationalStrategicPlanforWorkandMentalHealth(2007-2012)fortheWorkplaceSupportCentres(acoursecalled”Sees i morgen”(Seeyoutomorrow)).Experiencesfromthisprogrammehavebeenpositive.

(2)TolaunchadedicatedcompetencedevelopmentprogrammeforstaffwithintheLabourandWelfareService,whichtheServicewillberesponsiblefordevelopinginclosecooperationwithorganisationsrepresentingpeoplewithdisabilitiesandthesocialpartners.Theprojectmanager/coordinatorpositionswillalsobeinvolvedinthisactivity.

4h InformationabouttheJobs Strategy

InordertorealisetheobjectivesoftheGovernment’sJobsStrategyforpeoplewithdisabilities,itisimportanttodisseminateinformationaboutthestrategy’sgoalsandinstruments.Specialfundshaveconsequentlybeenearmarkedforthispurpose.DisseminationofinformationcanbecarriedoutthroughinformationchannelswithintheLabourandWelfareService,viathesocialpartnersororganisationsrepresentingpeoplewithdisabilities.

Disseminationofinformationisakeymeansofreachingbothpeoplewithdisabilitieswhoarelookingforworkandemployerslookingtohireorofferplacesonlabourmarketprogrammestoyoungpeoplewithdisabilities.Itisalsoimportanttokeepuserorganisationsandotheraffectedstakeholdersinformedofworkonthestrategy.

4i Actionareaswithin governmentalemployerpolicy

Withitsresponsibilityforoverallemployerpolicywithinthestate,theMinistryofGovernmentAdministration,ReformandChurchAffairsisespeciallycommittedtosupportingenterprisesintheireffortstoattainitssector-specificobjectives.Tothatend,theMinistryofAdministration,ReformandChurchAffairsiscommittedtopromotinggreaterawarenessthatdiversityinhumanresourcespolicyisconducivetogoal-attainmentwithincoretasks.

14AngelikaSchafft&ØysteinSpjelkavik:“Arbeidsgiverlos-evalueringavpilotprosjekt”.Underveisrap-port.AFInotatnr.6.2010(employerpilots-mid-termevaluationreportonthepilotproject.WorkResearchInstitutereportno.62010)


4j Follow-upandevaluationofthe JobsStrategy

Systematicfollow-upofthestrategyisessentialinmonitoringthatthestrategyisbeingexecutedasintendedandtheextenttowhichitcontributestoincreasedemploymentofthetargetgroup.Follow-upwillbetwo-pronged:theDirectorateofLabourandWelfarewillbereportingonresultsachievedandanexternalevaluationwillbelaunchedofstrategyexecutionandimpacts.

TheMinistryofChildren,EqualityandSocialInclusionhastakentheinitiativeforconductingasocioeconomicanalysisofthecostsandbenefitsofincreasingtheemploymentrateamongpeoplewithdisabilities.

4k Jointjoblistings

TheMinistryofChildren,EqualityandSocialInclusionhasjoinedforceswithanorganisationthatrepresentsyoungpeoplewithdisabilitiesinwhichalljoblistingsfromtheMinistrywillbepublishedontheorganisation’swebsite;www.jobbressurs.no.Theaimisforthejoblistingstoreachasmanyofthewebsite’sreadersaspossibleandtherebyhelptoprocureabroaderrecruitmentpoolfortheMinistry.


Appendix 2

Disabilityandimpairedworkingcapacity

Appendix 2

A disability or functional impairment denotesanindividual’sphysical,mentalorcognitiveabilitiesandfunctioning.Physicalfunctionspertaintomobility,sightorhearingfunction,orchronicconditionssuchasallergy,cardiovasculardisease,pulmonarydiseaseetc.Mentalfunctionscomprisetheabilitytocontrolthoughts,emotionsandbehaviourandtheabilitytoadapttochangesandcopewithadversity.Examplesofcognitivefunctionsincludecapacityformentalprocessessuchaslanguage,recall,problem-solving,andtheacquisitionofskillsandexperience.

Traditionally,adisabilityorfunctionalimpairmentwasregardedasanattributeoftheindividual.Itwasformerlycloselyboundupwithamedicalperspective,inwhichdisabilitywasregardedasaconsequenceofdisease,damageorinjury.Withinthelast20years,thebiomedicalperspectivehasbeenchallengedbytheprinciplethatthisperspectivefailstotakesufficientaccountofthesocietythatsurroundstheindividual.

Thedefinitionwenowapplytodisabilityorfunctionalimpairmentisrelational.Itisinformedbytherelationshipbetweentheindividual’sfunctionalabilityandtherequirementsmadebyboththephysicalandthesocialsurroundingsoftheindividualindifferentlifephases.Adisabilityorfunctionalimpairmentariseswhenagapormismatchexistsbetweentheindividual’sabilitiesandtherequirementsmadebytheenvironmentorsocietyregardingfunctionalabilityinareasthataresignificantinestablishingandmaintainingindependenceandasocialexistence.Adisabilityorfunctionalimpairmentneednotthereforeimplylimitationsonsocietalparticipation,sincethiswillbedeterminedbythedegreeoffacilita-tionanduniversaldesignpresentinsocietyandworkinglife.

People with impaired working capacity and people with disabilities

Norwegianwelfarelegislation,publicdocumentsandsurveysvariablyusetheexpressionspersonswith impaired working capacity and people with disabilities.Unlikepeoplewhomthepublic-sectorassistancesystem,throughvarioussurveys,concludeashavingimpairedworkingcapacity,peoplewith disabilitiestendasagrouptobeassociatedwithpersonalperceptionsofdisabilityandarehencedefinedbysubjectiveopinion.Inpractice,thisgrouptendstooverlapwiththegroupofpeoplewithimpairedworkingcapacity,butapersonmaywellhaveadisabilitywithoutthisaffectinghisorherworkingcapacitytoanysignificantextent.

Statistics Norway’s Labour Market Survey

Personsincludedashavingadisability(theoriginalNorwegianterminthesurveymeans‘functionalimpairment’)intheStatisticsNorwayLabourForceSurveyincludethosewhoperceivethemselvesashavingadisability,basedonthefollowingquestion:“Adisabilityistakentomeanphysicalormentalhealthproblemsofanendur-ingnaturethatmaycauselimitationsindailylife.Examplesmightincludeseveresightimpairmentorhearing,readingorwritingproblems,mobilityimpairment,heartorlungproblems,apsychologi-caldevelopmentaldisorder,amentaldisorderorotherproblemsorconditions.Inyouropinion,doyouhaveadisability?”

Assuch,StatisticsNorway’ssurveyisbasedontherespondents’subjectiveopinion.Thesurveyalsoaskswhattypeofdisability/impairmentorhealthproblemtherespondenthas.


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Publication number: A-0031 EDesign: Magnolia design as Illustration: Grafisk Form

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