No / Background/Aims This article investigates the representation of black, Asian and minority ethnic staff in NHS disciplinary proceedings. Methods The study involved an in-depth knowledge review and analysis of literature on the representation of black, Asian and minority ethnic staff in NHS disciplinary proceedings from 2008 to 2017, as well as semi-structured interviews with 15 key stakeholders. Participants were stakeholders from both primary and secondary care and included equality and diversity leads, human resource professionals, NHS service managers, representatives of trade unions and health professional regulatory council representatives. Findings The knowledge review indicates that to date, black, Asian and minority ethnic staff are disproportionately represented in NHS disciplinary proceedings. Evidence gathered demonstrates the continuation of inappropriate individual disciplinary action and failure to address organisational shortcomings against black, Asian and minority ethnic members of staff. Conclusions Overall, six factors were identified as underpinning the disproportionate representation of black minority ethnic staff in disciplinaries: closed culture and climate; subjective attitudes and behaviour; inconclusive disciplinary data; unfair decision making; poor disciplinary support; and disciplinary policy misapplication.

Avhandlingens formål var en kompetansekartlegging av helsefremmende tilnærming i kontakten med brukere og bedrifter for ansatte i trygdeetaten i Norge. Etaten er en regelstyrt offentlig organisasjon i endring. Ved innføringen av ”Intensjonsavtalen om et mer inkluderende arbeidsliv”(IA-avtalen), fikk trygdeetaten tildelt ansvaret for å bistå virksomheter i privat og offentlig sektor med implementering av målsettingen om et inkluderende arbeidsliv. Arbeidslivssentre ble etablert og rådgivere ansatt. I studien inngikk en spørreundersøkelse besvart av 25 rådgivere. Kommentarer i åpnespørsmål ble analysert med kvalitativ metodikk. Oppgaven belyserutfordringen med åimplementere helsefremmende holdninger og metoder blant ansatte i en regelstyrt offentlig etat som trygdeetaten. Kartlegging og tolkning avdekker rådgivernes manglende kunnskaper om folkehelsearbeid. De har liten oversikt over sammenhenger mellom disse teorier/metoderog bistanden til bedrifter/brukere for å oppnå et mer inkluderende arbeidsliv. En spesiell utfordring ser ut til å være trygdefunksjonærenes holdninger til helse og sykdom. Begrensninger, årsaker og diagnoser har tradisjonelt et sterkt fokus. Det synes å væremindre bevissthet på helse som ressurs og betydningen av medvirkning/empowerment. Det ser også ut til å være etstort behov for mer kunnskaper om salutogenesis, dvs. betydning av opplevelse av sammenheng, mestring og trivsel på tross av sykdom og begrensninger / The aim of this study was to evaluate the employees of the Norwegian National Insurance Service, NIS, in their knowledge and experience on health promotion. NIS is a strictly traditional Public Organization ongoing managing change with the newly introduced reform “Tripartite agreement on a more inclusive workplace”. On behalf of the Government, theNIS has got the responsibility of assisting and supervising the Private and Public Organizations to improve and reach the aimsset in the agreement. The National Insurance Services Workplace Centres were established and advisers were employed. This study includes questionnaires answered by 25 advisers. Data, specific from comments in open ended-questions were analyzed by qualitative methods. The study shows thechallenge of implementing attitudes and methods on Health Promotion in a strictly traditional Public Organization like NIS. Analyzing the data showes a lack of knowledge in the advisers competence on Public Health theories and methods. They do not use elements of Health Promotion towards leaders and clients in private and public Enterprises in their supervising on “Inclusive Workplace”. Aspecial challenge seemed to be the advisers own attitude towards health and disease As a result of the analyses, recommendations for the employees/advisers of NIS are the needof more knowledge on Health Promotion, Empowerment and Salutogenesis. / <p>ISBN 91-7997-107-5</p>

Working climate is an important subject in management research. The purpose of this research is to study the characteristics of an LGBT-friendly working climate. This research is based on Queer theory and Taste-based Discrimination theory, and follows the qualitative analysis method of interpretivism. The results of the descriptive survey and interviews show that employees’ understanding of LGBTQ policies and identities is very important for building an inclusive working climate. Organizations can use these findings to better protect employees’ welfare and establish an equal workplace environment.

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