Abstract
Labour market policies targeting people with disabilities primarily focus on establishing a working life based on reaching and procuring employment. Less attention is directed towards the qualitati ...
Highlights
The current Swedish national policies relating to issues pertaining to disability express a range of ambitions with regard to equality, full participation and each person’s equal worth (Prop. 2013/14: 1)
In order to open up the labour market for people with disabilities it is of interest to understand how people with disabilities are establishing themselves in the labour market and how social inclusion is experienced by these workers as well as how their working conditions influence their experiences with social inclusion
The method is limited to providing change in labour market status on the individual level; barriers to employment remain for Gustafsson et al: Supported Employment and Social Inclusion – Experiences of Workers with Disabilities in Wage Subsidized Employment in Sweden people with disabilities on both organizational and structural levels
Summary
The current Swedish national policies relating to issues pertaining to disability express a range of ambitions with regard to equality, full participation and each person’s equal worth (Prop. 2013/14: 1). Continual support should, when required, be provided to increase the employee’s chances of retaining employment This method has proven to be successful in obtaining jobs for people with disabilities, in Sweden (Germundsson et al 2012) and in other countries (Burns et al 2007; Bond, Drake & Becker 2008). The method is limited to providing change in labour market status on the individual level; barriers to employment remain for Gustafsson et al: Supported Employment and Social Inclusion – Experiences of Workers with Disabilities in Wage Subsidized Employment in Sweden people with disabilities on both organizational and structural levels. SE methods are based on the assumption that social inclusion can be achieved by the co-operative efforts of the job coach and the employer, creating a fertile environment for natural support to take root and grow (Nisbeth & Hagner 1988; Test & Wood 1996; Wehman et al 2007). This increase in social capital results from an expansion of the social sphere and because conditions for the creation of trust and reciprocation occur within relationships that are formed in the workplace
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