Kristiansand municipality – Contributes to inclusion and qualification in companies

– One of the measures to increase inclusion and qualification in companies is the “Business package – 5 steps to a new colleague” which we have developed in collaboration with NAV, explains project manager for the initiative Inclusion and qualification in companies, Anna Kristine Ravnaas.

She is employed by the Norwegian Confederation of Trade Unions and substitutes for project manager Helena Frustøl while the latter is on leave.

Anna Kristine Ravnaas (photo: Næringsforeningen)

When asked what is the key to engaging the business world in work with inclusion and qualification, Ravnaas replies that most businesses already have a strong commitment to inclusion and diversity. She adds that she feels that companies are more aware now than before, and that they see the value of inclusion for growth and a sustainable working environment.

Time crunch

– Lack of time and capacity can prevent a business from taking the final step of recruiting in non-traditional ways, states Ravnås.

Ravnaas has great faith in the “Business package – 5 steps to a new colleague” concept.

– The aim is to lower the threshold for non-traditional recruitment, increase awareness and competence, and facilitate easier and more predictable recruitment and of young people who are outside. I think that helps to reassure employers and make it easier for them to open the doors to new employees!

The film 5 rose to a new colleague

Unique

Ravnaas states that there is already a lot of goodwill in the companies and that many work every day to help young people find their place.

– I think it is impressive to see how the More people in work program has managed to systematize this work, collaborate and find solutions across public actors and business. In that way, I see the program as completely unique!

Early effort

Ravnås believes that it pays off with early efforts, that inclusion will increasingly become part of the strategy for many businesses, and that it will actually function as a competitive force.

– The gap between needs and competence is constantly increasing, so it is necessary that we dare to give people a chance, look for potential and qualify in business. We cannot afford to let valuable resources slip away.

A concrete example of how useful and nice it is for both parties to give people a chance is Ung start, a pilot project at the company ELKEM which was established under the auspices of Flere i ærbe.

Film about the Young Start pilot project at Elkem under the auspices of Flere i erbe

Engaged

Ravnås emphasizes that she has a strong commitment to inclusion and feels privileged to be able to help get more young people into work.

– Work should be health-promoting, and therefore it is important to focus on getting healthier from being at work, rather than on having to be healthy to have a job, she says, and adds that she is looking forward to working as substitute for Helena Frustøl.

– I have looked up to Helena for a long time, and therefore I am humbled and proud to be given this opportunity! It will be a steep learning curve, but luckily I am surrounded by talented colleagues and supportive people from whom I am very much looking forward to learning more. The good thing is that we all share a common goal: We want to help more young people get into work!

The picture shows a model. Several people in work work according to: 1) Create a good learning environment, 2) Provide close follow-up 3) Cooperate with working life.