Inclusive workplaces (Q4040119)
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Project Q4040119 in Sweden
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Inclusive workplaces |
Project Q4040119 in Sweden |
Statements
200,000.0 Swedish krona
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400,000.0 Swedish krona
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1 February 2021
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31 October 2021
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Boost by FC Rosengård
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21448
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A socially sustainable labor market is characterized by high employment and low unemployment and by utilizing the inherent potential of the labor force. It is a labor market where employers' need for skills are satisfied and where each individual has the opportunity to contribute and develop. One way to contribute to a more socially sustainable labor market is through more efficient recruitment and through more including workplaces. At Boost by FC Rosengård, we work for increased social sustainability by creating the conditions needed for everyone to be able to enter the labor market. We work directly with individuals who are outside the labor market, mainly young adults and foreign-born who have been in Sweden for a short time. Every year, Boost provides support to hundreds of jobseekers so that they can enter the workforce. We collaborate across sectors with both the public and private organizations to contribute to this. Collaboration with private business is done primarily by matching participants from our business with employers who have a recruitment need. However, there are challenges with job seekers who are not ready and therefore are unable to perform in resumes, cover letters and interviews in a way that convinces employers. Unfortunately, all too often we see how participants who start employment only after a short time fall back into unemployment. The transition from unemployment to employment simply becomes too big and difficult. We hear this in our dialogue with employers who testify to the challenges of receiving and retaining people they employ from our business. It requires a longer training period and a more comprehensive supervision than what the employer often expected, or has the knowledge or capacity to offer. This may unfortunately lead employers to seek safer and more traditional routes of recruitment, which is also a loss when one loses the benefits that research shows that more diverse workplaces entail. In industries where the shortage of labor is the greatest and where employers have to seek out and reach new target groups in order to find new employees, this may even be an impossibility. However, we must also see how employers contribute to the problem. Traditional recruitment processes disadvantage individuals with fewer formal skills, and candidates’ chances are affected by their gender and name. Expectations of new employees from target groups who are new to the labor market are sometimes unreasonably high. Supervision support for new employees is lacking, which means that reception can be poor. It is often a matter of a lack of knowledge and capacity on the part of the employer to handle these issues in an efficient manner. As well as working with jobseekers, there are seemingly great benefits in working to provide support to employers in skills and capacity-building initiatives to contribute to more successful recruitments that last over time. In this project we want to investigate how we can contribute to a more socially sustainable labor market. We want to see how we motivate, support and develop capacity in businesses so that they are able to recruit with diversity in mind and provide support to employees who come from target groups with a weaker connection to the labor market. This can be done for example through developing better introduction programs. We also want to examine companies' views and knowledge of issues related to diversity and social sustainability. The project is to be done in collaboration with Swedish Chamber of Industry and Commerce, MKB Fastighets AB, Region Skåne and the Swedish Public Employment Service. Several other companies are planned to be involved during the project. The work will be conducted by gathering experience and knowledge from existing sources, from partners and from other relevant companies and organizations. The material collected in surveys, interviews and more will then be analyzed to see which issues and areas are most relevant to work with in order to create the best results. Finally, ideas for projects that can strengthen social sustainability in the labor market through mainly more effective matches and sustainable transitions will be developed. These ideas will form the basis for applications in the coming European Social Fund program. (Swedish)
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A socially sustainable labor market is characterised by high employment and low unemployment and by utilising the inherent potential of the labor force. It is a labor market where employers’ need for skills are satisfied and where each individual has the opportunity to contribute and develop. One way to contribute to a more socially sustainable labor market is through more efficient recruitment and through more including workplaces. At Boost by FC Rosengård, we work for increased social sustainability by creating the conditions needed for everyone to be able to enter the labor market. We work directly with individuals who are outside the labor market, mainly young adults and foreign-born who have been in Sweden for a short time. Every year, Boost provides support to hundreds of jobseekers so that they can enter the workforce. We collaborate across sectors with both the public and private organisation to contribute to this. Collaboration with private business is done primarily by matching participants from our business with employers who have a recruitment need. However, there are challenges with job seekers who are not ready and therefore are unable to perform in Resumes, cover letters and interviews in a way that convinces employers. Unfortunately, all too often we see how participants who start employment only after a short time fall back into unemployment. The transition from unemployment to employment simply becomes too big and difficult. We hear this in our dialogue with employers who TESTIFY to the challenges of receiving and retaining people they employ from our business. It requires a longer training period and a more comprehensive supervision than what the employer often expected, or has the knowledge or capacity to offer. This may unfortunately lead employers to seek safer and more traditional routes of recruitment, which is also a loss when one loses the benefits that research shows that more workplaces entail. In industries where the shortage of labor is the greatest and where employers have to seek out and reach new target groups in order to find new employees, this may even be an impossibility. However, we must also see how employers contribute to the problem. Traditional recruitment processes disadvantage individuals with fewer formal skills, and candidates’ chances are affected by their gender and name. Expectations of new employees from target groups who are new to the labor market are sometimes unreasonably high. Supervision support for new employees is lacking, which means that reception can be poor. It is often a matter of a lacqu of knowledge and capacity on the part of the employer to handle these issues in an efficient manner. As well as working with jobseekers, there are seemingly great benefits in working to provide support to employers in skills and capacity-building initiatives to contribute to more successful Recruitments that last over time. In this project we want to examine how we can contribute to a more socially sustainable labor market. We want to see how we motivate, support and develop capacity in businesses so that they are able to recruit with diversity in mind and provide support to employees who come from target groups with a weaker connection to the labor market. This can be done for example through developing better introduction programs. We also want to examine companies’ views and knowledge of issues related to diversity and social sustainability. The project is to be done in collaboration with Swedish Chamber of Industry and Commerce, MKB Fastighets AB, Region Skåne and the Swedish Public Employment Service. Several other companies are planned to be involved during the project. The work will be conducted by gathering experience and knowledge from existing sources, from partners and from other relevant companies and organisation. The material collected in surveys, interviews and more will then be analysed to see which issues and areas are most relevant to work with in order to create the best results. Finally, ideas for projects that can strengthen social sustainability in the labor market through mainly more effective matches and sustainable transitions will be developed. These ideas will form the basis for applications in the coming European Social Fund program. (English)
25 January 2022
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Un marché du travail socialement durable se caractérise par un taux d’emploi élevé et un faible taux de chômage et par l’utilisation du potentiel inhérent de la main-d’œuvre. Il s’agit d’un marché du travail où les besoins des employeurs en matière de compétences sont satisfaits et où chaque individu a la possibilité de contribuer et de se développer. L’un des moyens de contribuer à un marché du travail plus durable sur le plan social consiste à recruter plus efficacement et à inclure davantage les lieux de travail. Chez Boost by FC Rosengård, nous travaillons pour une durabilité sociale accrue en créant les conditions nécessaires pour que tout le monde puisse entrer sur le marché du travail. Nous travaillons directement avec des personnes qui sont en dehors du marché du travail, principalement des jeunes adultes et des étrangers nés depuis peu en Suède. Chaque année, Boost apporte un soutien à des centaines de demandeurs d’emploi afin qu’ils puissent entrer sur le marché du travail. Nous collaborons dans tous les secteurs avec l’organisation publique et privée pour y contribuer. La collaboration avec les entreprises privées se fait principalement en comparant les participants de notre entreprise avec les employeurs qui ont un besoin de recrutement. Toutefois, les demandeurs d’emploi qui ne sont pas prêts et qui ne sont donc pas en mesure d’effectuer des CV, des lettres d’accompagnement et des entretiens d’une manière qui convainc les employeurs sont confrontés à des difficultés. Malheureusement, nous voyons trop souvent comment les participants qui ne commencent à travailler qu’après un court laps de temps retombent dans le chômage. Le passage du chômage à l’emploi devient tout simplement trop important et difficile. Nous entendons cela dans notre dialogue avec les employeurs qui TESTIFIEnt les défis de recevoir et de retenir les personnes qu’ils emploient de notre entreprise. Elle nécessite une période de formation plus longue et une surveillance plus complète que ce que l’employeur attendait souvent, ou a les connaissances ou la capacité d’offrir. Cela peut malheureusement amener les employeurs à rechercher des voies de recrutement plus sûres et plus traditionnelles, ce qui est également une perte lorsque l’on perd les avantages que la recherche montre qu’un plus grand nombre de lieux de travail impliquent. Dans les industries où la pénurie de main-d’œuvre est la plus importante et où les employeurs doivent chercher et atteindre de nouveaux groupes cibles pour trouver de nouveaux employés, cela peut même être une impossibilité. Cependant, nous devons également voir comment les employeurs contribuent au problème. Les processus de recrutement traditionnels désavantagent les personnes ayant moins de compétences formelles, et les chances des candidats sont influencées par leur sexe et leur nom. Les attentes des nouveaux employés des groupes cibles qui sont nouveaux sur le marché du travail sont parfois déraisonnablement élevées. Le soutien à la supervision des nouveaux employés fait défaut, ce qui signifie que l’accueil peut être médiocre. Il s’agit souvent d’un manque de connaissances et de capacité de la part de l’employeur pour traiter ces questions de manière efficace. En plus de travailler avec des demandeurs d’emploi, il semble qu’il y ait de grands avantages à travailler pour soutenir les employeurs dans le cadre d’initiatives de renforcement des compétences et de renforcement des capacités afin de contribuer à des recrutements plus efficaces qui durent au fil du temps. Dans ce projet, nous voulons examiner comment nous pouvons contribuer à un marché du travail plus durable sur le plan social. Nous voulons voir comment nous motivons, soutenons et développons les capacités dans les entreprises afin qu’elles soient en mesure de recruter avec la diversité à l’esprit et de fournir un soutien aux employés qui viennent de groupes cibles ayant un lien plus faible avec le marché du travail. Cela peut être fait par exemple en élaborant de meilleurs programmes d’introduction. Nous voulons également examiner les points de vue et les connaissances des entreprises sur les questions liées à la diversité et à la durabilité sociale. Le projet sera réalisé en collaboration avec la Chambre suédoise de l’industrie et du commerce, MKB Fastighets AB, la région de Skåne et le service public suédois de l’emploi. Plusieurs autres entreprises sont prévues pour participer au projet. Les travaux seront menés en recueillant l’expérience et les connaissances de sources existantes, de partenaires et d’autres entreprises et organisations concernées. Les documents recueillis dans le cadre d’enquêtes, d’entretiens et d’autres éléments seront ensuite analysés afin de déterminer les questions et les domaines les plus pertinents pour travailler afin d’obtenir les meilleurs résultats. Enfin, des idées de projets susceptibles de renforcer la durabilité sociale sur le marché du travail par des allumettes plus efficaces et des tran... (French)
25 January 2022
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Identifiers
2020/00640
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