Abstract
<span>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.</span>
Highlights
High labour force participation has long been a characteristic feature of the Norwegian labour market, and compared to other Organisation for Economic Cooperation and Development (OECD) countries Norway has a high level of employment; in the second quarter of 2011, 73.9% of the population between 15Á 66 years was employed (AKU 2011)
Few attempts have previously been made to establish a theoretical link between organizational factors associated with social responsibility and the presence of disability policies and strategies at the enterprise level
Inspired by the literature on CSR, this article pursued a theoretical argument stating that certain cooperative workplace practices could be positive to the efforts made by enterprises with regard to retaining and including disabled individuals
Summary
High labour force participation has long been a characteristic feature of the Norwegian labour market, and compared to other Organisation for Economic Cooperation and Development (OECD) countries Norway has a high level of employment; in the second quarter of 2011, 73.9% of the population between 15Á 66 years was employed (AKU 2011). We argued that enterprises that (i) have anchored work in relation to the IA agreement within their general health, safety and environment (HSE) work, (ii) have signed the agreement early in the period (2001 or thereabouts), (iii) are in regular contact with local unions and (iv) are in regular contact with the Working Life Centre would be at an advantage in implementing and realizing sub-goal two Á in terms of interests, familiarity, culture and the organizational framework in which they operate What these practices have in common is that they are aimed at providing better working conditions, strengthening cooperation and increasing inclusion at the workplace. As stated in hypothesis four, was that employers that have regular contact with the Working Life Centre will be more likely to work actively to realise sub-goal two of the IA agreement
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