Existing active labor market policy (ALMP) measures have been unsuccessful in establishing long- term employment for vulnerable groups.This paper contributes to further development of the role of the employer engagement perspective in ALMP. We introduce the term workplace inclusion competence and explore its association to two distinct work-organizational categories: participa tion- and control-oriented management. We operationalize workplace inclusion competence as inclusion opportunity and inclusion capability. We argue that such competence is dynamic and processual, and find that organizational management-orientation, as well as work pace, employees’ developmental opportunities, financial situation and OSH, have an impact on workplace inclusion competence. Survey data among a sample of managers is analyzed regarding workplaces’ capabilities and opportunities in work inclusion processes. We present two sets of indexes to measure organizational management-orientation and inclusion skills competence. As such, we contribute to the research field by providing new and more specific concepts with adherent question indexes, and by connecting them to a work-organizational perspective.

中文翻译：

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工作场所包容能力和雇主参与

现有的积极劳动力市场政策 (ALMP) 措施未能成功地为弱势群体建立长期就业。本文有助于进一步发展雇主参与视角在 ALMP 中的作用。我们引入了工作场所包容能力这一术语，并探讨了它与两个不同的工作组织类别的关联：以参与和控制为导向的管理。我们将工作场所的包容能力作为包容机会和包容能力来运作。我们认为这种能力是动态的和过程的，并且发现组织管理导向以及工作节奏、员工的发展机会、财务状况和职业安全与卫生对工作场所包容能力有影响。对经理样本中的调查数据进行了分析，以了解工作场所在工作包容过程中的能力和机会。我们提出了两组指标来衡量组织管理导向和包容技能能力。因此，我们通过提供新的、更具体的概念和相关的问题索引，并将它们与工作组织的视角联系起来，为研究领域做出贡献。