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Inclusive Redesign of Work 2.0

Inclusive Redesign of Work Model 2.0

The Inclusive Redesign of Work (Dutch: Inclusief Herontwerp van Werk, abbreviated IHW) was developed by Maastricht University’s Centre of Expertise for Inclusive Organisations (CIAO) to promote inclusive organisations: organisations that are able to bring the diversity of talent of both the current working population and those who are searching for work to its full potential in a sustainable way. IHW is a methodical, demand driven approach for redesigning work. Organisations are the central focus of this model, positioned in the labour market where supply and demand fluctuate. The model aims to reliably align supply and demand of personnel. It is a method to be used when more traditional solutions, like filling vacancies the regular way, are insufficient.

Diagram 1. IHW 2.0 model

The IHW model offers professionals who specialise in employer services a starting point for a demand driven, methodical approach for redesigning work. Organisations are the central focus of the model, positioned in the labour market where supply and demand fluctuate. The model aims to reliably align supply and demand of personnel. To achieve this, work should be organised in a way that fits the (changing) capacities and ambitions of people who have or are searching for jobs. Their possible limitations need to be taken into account as well. Put differently: the model takes into account the dynamic ‘person-job fit’. With help from the IHW 2.0 model, organisations are able to bring the diversity of talents of both working people and people searching for jobs, to its full potential and promote current employees’ sustainable employability.

The green arrow in diagram 1 indicates the so-called ‘exploration phase’. Professionals fulfil an important role when exploring the possibilities for organising work in an innovative way. These professionals can fulfil such roles as business consultant, work analyst or change manager. Business consultants explore an organisation’s needs and provide insight into the broad scale of possible approaches for dealing with issues regarding employability and/or staffing.

When more traditional solutions, like filling vacancies the regular way, prove to be insufficient, reorganising work may be a solution. A work analysis may provide the necessary insight. Everything that is done in the exploration phase is followed up by advice or a plan of action for the next step. This next step is taken only at the organisation’s management’s request and after the organisation has committed to it. If the organisation agrees with the business advice, the business consultant and organisation set up a plan of implementation. In this plan of implementation, advice is given about the steps that lead to more workplace inclusion in the preparatory, implementation and consolidation phases. The business consultant monitors these three phases and, if requested by the organisation, helps out in terms of communication about and gaining support for the plan, and offers advice regarding possible adjustments during this process.

Aims of the IHW 2.0 model:

  • Demand driven → corresponding with the employer’s needs or demands;
  • Conscious of supply → conscious of availability of the type of job searchers in the area;
  • Methodical → goal oriented, systematic and process-based;
  • Business proof → de moeite van de investering in geld, middelen en mankracht waard;
  • Specific → clear about the what, who, where, why, when and how;
  • Inclusive → not exclusively meant for people with disabilities;
  • Sustainable → aiming for sustainable inclusion of those working and those searching for jobs.

Putting IHW 2.0 into practice

 

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parallax: 

Inclusive Redesign of Work:
bringing all that talent in the labour market to its full potential!