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Inclusive corporate culture and employment Inclusive corporate culture and employment of persons with disabilities: of persons with disabilities:

analysis of CSR strategies of multinational analysis of CSR strategies of multinational enterprises in Norway and the UKenterprises in Norway and the UK

Inclusive corporate culture and employment Inclusive corporate culture and employment of persons with disabilities: of persons with disabilities:

analysis of CSR strategies of multinational analysis of CSR strategies of multinational enterprises in Norway and the UKenterprises in Norway and the UK

Yuliya Kuznetsova

PhD student/ Marie Curie DREAM Research FellowDisability Rights Expanding Accessible Markets (DREAM) Project

NOVA – Norwegian Social Research Instituteyuliya.kuznetsova@nova.no / www.nova.no

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How do large companies comply with new social How do large companies comply with new social responsibility norms towards employing PwDs and how do responsibility norms towards employing PwDs and how do

they incorporate these CSR strategies into corporate culture?they incorporate these CSR strategies into corporate culture?

Paper objective

Conduct overview how MNEs embed their CSR strategies into ‘inclusive corporate culture’ to address persons with disabilities (PwD) among their workforce and in communities where they operate

Research methodology

1.Meetings with employers’ organizations in Norway and the UK2.Selection of the MNEs represented both in Norway and the UK actively implementing social responsibility and inclusive corporate policies towards persons with disabilities3.Analysis of information presented on these companies websites and in CSR reports

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Traditionally, CSR has been defined as the Traditionally, CSR has been defined as the corporation’s responsibility to comply with the laws corporation’s responsibility to comply with the laws and responsibilities to its shareholdersand responsibilities to its shareholders

Interconnectedness and interdependence Interconnectedness and interdependence of business and societyof business and society

CSR

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Problems/Background

1.‘Medical model’ and segregated forms of employment of PwD2.Discrimination and negative attitudes and prejudices3.Low employment rates of PwDs in the mainstream labour market4.Changes from redistributive to regulatory anti-discrimination policies

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Factors influencing the company CSR to address and promote Factors influencing the company CSR to address and promote inclusion of PwDs into the workforceinclusion of PwDs into the workforce

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Embedding CSR into company corporate cultureEmbedding CSR into company corporate culture

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Sector Number of companies

Head office Countries of operation

IT 2 USA NO/UK 1 Norway NO/UK

Telecommunication 2 USA NO/UK

Business services (consulting)

1 Norway NO/UK 1 USA NO/UK

R&D 1 Norway NO Financial services 3 UK UK Pharmaceutical 1 USA NO/UK

Companies selection:Companies selection:•Employers’ organizations•Qualitative content analysis of the CSR annual reports and information represented on the selected companies website:1)organization norms, values, beliefs; 2) HR policies, such as hiring, selection, accommodation and retention; 3) working environment in relation to providing support, accessibility, flexible work arrangements, and positive attitude.

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ConclusionConclusion

1. Mainly all the selected MNEs address disability in organizational norms and values as presented in their CSR strategies

2. Incorporating disability in the recruitment process seems to be a challenge

3. Inclusive working environment: high level of integration, support, involvement and development for employees with disabilities and high sensitive to the needs of such employees

CSR dimension/ coverage High coverage

(all or almost all aspects

are important)

Low coverage (only several aspects are important)

Very low coverage (only one aspect is

important)

Organizational norms and values 9 3 0 HR policies 5 5 2 Work environment 4 4 4

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The common features for those MNEs that have the highest rate as including disability in their CSR strategies:

1)embracing disability as a part of their overall organizations norms and involving senior leadership and management;

2) articulating clearly disability issue in recruitment, workplace accommodation as well as caring about advancement opportunities of such employees and retention of those who becomes disabled at the workplace;

3) providing inclusive, accessible and supportive work environment for persons with disabilities through equal treatment, flexibility, personalized management style, sensitivity to the employees’ needs, focus on workers’ performance and abilities, employees awareness trainings as well as addressing disabled customers.

Including disability into CSR strategies and embedding Including disability into CSR strategies and embedding into corporate culture:into corporate culture:

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Thank you!Thank you!