Et arbeidsgiverperspektiv på ansettelse av personer med nedsatt funksjonsevne - En Q-metodologisk studie som utforsker sammenhengen mellom arbeidsgiveres holdninger til personer med nedsatt funksjonsevne og ansettelse
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The purpose of the study is to explore the connection between employers' attitudes towards people with disabilities and employment, through the following the research question; What attitudes do employers have towards hiring people with disabilities? To answer the research question, the study applied Q-method to collect the data. 21 employers from different sectors participated in the study. Furthermore, 36 statements were formed, which were sorted in a matrix from -5 (mostly disagree) to +5 (most agree). These statements were formulated using Fisher's balanced block design, with a special focus on attitudes, opportunities and barriers. The data was analyzed using the computer program PQmethod and resulted in four factor arrays. These are named the following; 1. “A strong commitment to inclusion", 2. “Work in focus", 3. “Lack of experience leads to uncertainty", and 4. “Result and goal management". F1 shows a desire for social value creation through a willingness to include people with disabilities. F2 primarily prioritizes the work that is to be carried out and takes into account the consequences that a functional impairment may entail. F3 experiences that lack of experience, can create a doubt as to what employment of persons with disabilities will entail. F4 reflects an attitude that achievement is important in achieving one’s goals, that people with disabilities are equally well-suited in the workplace, but that they may have a lower working capacity and therefore can impair performance. Each factor arrays present different perspectives on employers' attitudes towards employing people with disabilities, while all of them seems to be concerned with an open and acceptable attitude. Nevertheless, it seems that employers’ behavior does not correspond with these positive attitudes. Counselling science embraces a wide range of learning, development and change (Kvalsund & Fikse, 2015). It can, therefore, be said that employers are in the field of tension between the market economy and the individual responsibility of each job seeker. This forms the basis for a more comprehensive understanding, as attitudes among employers do not necessarily manifest in individuals. The perspective is therefore discussed in a social and cultural context. Critical perspectives on public governance documents and their formulation are therefore highlighted.