Article i 'Tidsskrift for arbejdsliv' no. 3 2001, page 29-42.
Christina Bonde Pedersen
'Arbejdsformidlingen’ (The Labour Exchange) is a key player in Danish labor market policy. This article deals with the organizational relationships influencing actions towards ensuring the admittance of ethnical minorities into the labor market. The analysis is based on case histories and data from qualitative interviews conducted with employees from a local AF-office. Conclusions are that professional behaviour is surprisingly highly based on existing organizational relationships, and that a great deal of employees use a standard validation logic, therefore evidencing an organization-accredited conduct, which in its turn creates obstacles for integrating ethnical minorities into the labor market. This happens basically because, in practice, the agency’s behavior is uncritically accepting the wishes of companies when choosing a candidate for a job.
Organizational relationships created by office employees’ culture exert an impact on the conduct employed when dealing with ethnical minorities, a fact leading to a conclusion that, in this case, ‘Arbejdsformidlingen’s organizational obstacles may hinder the integration of ethnical minorities into the labor market.