A new path to greater diversity: SIF’s partnership with Væksthuset is delivering results

The partnership has meant that people who may not fit into a traditional 9-to-5 job have had the opportunity to become part of professional communities and contribute with valuable skills – often with great success. At the same time, the organisation benefits from gaining new perspectives.

People participating in activation programmes at Væksthuset often face complex challenges that go beyond unemployment. These might include mental health issues such as anxiety, stress, or social difficulties – or physical health conditions.

A formalised partnership with real benefits

SIF’s partnership with Væksthuset is formalised. That means there are clear roles, structures, and contact persons. Gunhild Tidemann Okholm and Frederik Schou-Juul act as the link between SIF and Væksthuset. Both are employed at the institute and have an overview of where in the organisation there are tasks that could be taken on by new contributors – and they assess how candidates from Væksthuset might fit in.

– We often start by asking ourselves: Are there tasks that are currently not prioritised but would add value if we had the right hands? explains Frederik Schou-Juul, who is also an Assistant Professor at SIF.

Sometimes Væksthuset sends over a handful of CVs for potential candidates, while other times SIF proposes specific tasks, and then Væksthuset finds relevant profiles.

Depending on the candidate’s resources and skills, the placement can begin either as an unpaid internship of eight weeks or as a combination of paid hours and internship. If things go well – and they often do – it can lead to more paid hours or even formal employment.

A rewarding partnership

When working with people, it’s about much more than efficiency and economics – generally, but perhaps especially so when the focus is on diversity in recruitment.

Madeline Grau Larsen, Head of Department at Væksthuset Copenhagen, says their experience is that the partnership creates value for both SIF – through task completion and new colleagues – and for the individuals Væksthuset supports.

Becoming part of a workplace community is, in her view, crucial – both professionally and personally – and it opens new doors in the labour market.

What’s amazing, she says, is the synergy that emerges when the match is just right:
– In those situations, everyone is happy. It’s incredibly positive and we’re very pleased with the collaboration.

The Director of the National Institute of Public Health, Morten Hulvej Rod, fully agrees that the partnership is a positive one, and he sees diversity as a major asset in the workplace:
– We have some really talented employees, but many of us share similar educational backgrounds and life situations. The partnership with Væksthuset gives us access to new skill sets that don’t necessarily mirror those we already have in-house.

A cultural boost

So the collaboration is not just about getting tasks done. It’s also bringing about a deeper cultural shift.

– It reminds us why we do what we do. At the same time, it challenges us: How do we onboard someone who may not have a research background? How do we communicate clearly enough? It makes us better colleagues to one another, says Frederik Schou-Juul.

The collaboration has prompted the organisation to think more deeply about how to manage difference – both professionally and personally. It has led to reflections on deadlines, task formulation, and working rhythms.

– We’ve learned that unclear deadlines and juggling too many tasks at once quickly become a barrier. We’re taking that learning with us – also in our work with colleagues in the research group, says Gunhild Tidemann Okholm.

Why it works: structure, support and trust

One key difference between Væksthuset and a traditional job centre is that Væksthuset handles all the documentation for the municipality – an administrative burden that would otherwise fall to the workplace. This makes the process more flexible and allows everyone to focus on what matters most: relationships and the work itself.

SIF holds regular review meetings with both Væksthuset and the candidate, ensuring that all parties are thriving throughout the placement.

– We’ve had candidates who maybe didn’t engage much socially over lunch, but who were razor-sharp when it came to grasping complex material. It shows there are many ways to contribute, says Frederik Schou-Juul.

Over the past 18 months, five people have been through placements at SIF via Væksthuset. Four of these led to subsequent paid work – for varying lengths of time and under different arrangements, including part-time and flexi-jobs.