1. By Grete Wangen, Senior Advisor, AFI/HIOA
The Role of Interdisciplinary Professions in Work Inclusion/Supported Employment, or: Do we need Professions in Work Inclusion?
By Grete Wangen, Senior Advisor,
AFI/HIOA

2. In my brief search for sources…
Could not find literature specifically on the role of the professions in Work Inclusion
Extensive literature on the role of occupational therapists in Return to Work
Articles on interdisciplinary collaboration in child care, mental health, old age etc., not on work specifically
Work Inclusion/Supported Employment: Literature focus on skills, knowledge, abilities, competencies, and other characteristics rather than on the role of the professions as such
Grete Wangen, March 2017

3. Some will argue that…
The best employment specialists are the «half studied robbers», not the trained professionals
Those without the predispositions formed through the education system
Those with the best abilities to engage and establish relationships with employers and job seekers
Those with knowlegde about working life
Grete Wangen, March 2017

4. From the literature
Harvey et al., (2013): «Understanding the Competencies needed to Customize Jobs. A Competency Model for Customized Employment»
Positive and open approach to life were rated as the most important KSAO (Knowledge, Skills, Abilities and Other characteristics), closely followed by:
Customized job development
CE components process
Respecting and relating to others
Grete Wangen, March 2017

5. More from the literature
Tilson and Simonsen (2013): «The Personnel Factor»
Four distinct attributes for professionals working with youth in transition from school to work
1. Principled optimism
Genuine belief in the capabilities of the job seekers and a responsibility to empower them
2. Strong cultural competence
The values, norms and traditions that affect how individuals of a particular group perceive, think, interact, behave, and make judgments about their world
Having awareness of the context in which the youth lives and acts
The selection was 20 employment specialists working with transition for youth. 11 had a BSc, 6 a Msc degree. They looked into what competencies that have been identified in various institutions, ie Ass for persons in SE (APSE) and Training Resource Network (TRN). They summarised these as the «mechanics» of the work, and wanted to see if there are other attributes beyond the mechanics that are important to get successful employment specialists and ultimately more people in jobs.
Grete Wangen, March 2017

6. The Personnel Factor, contd.
3. Business oriented professionalism
Understanding what motivates businesses and having a commitment to high personal standards for professional behaviour that mirrors effective business practices
Knowing employers’ needs and how to offer solid customer service
4. Networking savvy
The ability to connect with people and resources to create and access opportunities
Grete Wangen, March 2017

7. Knowledge and skills in Work Inclusion/Supported Employment
The work place is the main arena for learning and development
Support people to quickly access work
Facilitate for mastery in a work context
Recognising that motivation is influenced by contextual factors, and is not an individual trait
Knowledge about what influence and inspire employers to recruit
Knowledge on how to support both the employer, co- workers and the employee – a working relationship
Knowledge and skills on how to facilitate natural supports in the work place
Grete Wangen, March 2017

8. Why interdisciplinary professions in work inclusion?
People do not belong to a «sector», they are «whole» persons
We meet different professions in different areas of life
The transitions from one life area to the next could be more seamless if the disciplines have knowledge about work inclusion
Work takes up the biggest part of adult life – should therefore be on the agenda from early on in life
Grete Wangen, March 2017

9. Training for professionals
Better to learn than to unlearn
Work Inclusion early in crossdisciplinary Bachelor programs
Compulsory, not optional
A strong focus on how to work with employers
Attributes can be learned, are not trait characteristics
Learning by doing
Reflection in action
Grete Wangen, March 2017

10. Do we need Interdisciplinary Professions in Work Inclusion/Supported Employment?
If yes;
How do we develop an educational system that provides for a knowledge base early in the BSc programs?
What should be generic knowledge, what should be specialised skills development?
How do we ensure that research on Supported Employment/Place then Train is fed into education?
How do we facilitate for the best skills training in academic institutions?
Grete Wangen, March 2017