Table 1.

Description of the measurements of the employer factors

Measurement	Data transformation	Chronbach’s alpha
Attitude
Expected negative impact (none)	Expected negative impact due to employment of vulnerable groups: 1) cost of supervision/training; 2) financial risks due to productivity loss; 3) expected organizational adjustments	No negative impact vs negative impact on at least one item	NA
Intention
Having a mission	Employing people from vulnerable labor market groups is part of the mission statement	Yes vs no	NA
Skills
General human resources skills
Employer-employee negotiations	Employees can negotiate about 1) work and breaks; 2) working conditions and absenteeism	At least one (totally) agree vs none	α= 0.75
Personalization	It is possible to personalize 1) work performance; 2) development/training; 3) task content and/or number of tasks	At least one a (very) high degree vs none;	α= 0.73
Employee autonomy	Employees can decide 1) the work method; 2) the division of labor; 3) the working hours and breaks	At least one (totally) agree vs none	α= 0.79
Human resources practices
Employability	Employees are entitled 1) to invest personal employability budget; 2) to have regular performance and/or assessment interviews; 3) to promotions and career opportunities; 4) to education and training	At least one scheme vs none	NA
Working conditions	Employees are entitled 1) to commuting arrangements; 2) to human resources practices that lighten an employee’s financial burden; 3) for human resources practices allowing time for informal care; 4) to negotiate personal terms of employment	At least one scheme vs none	NA
Organizing working hours	Employees are entitled 1) to work part-time; 2) to flexible working hours; 3) to work from home	At least one scheme vs none	NA
Health &vitality	Human resources practices to maintain health and vitality are available	Yes vs no	NA
Inclusive-related human resources skills
Hiring problems regarding vulnerable groups	1) Unfamiliar with finding and recruiting people in vulnerable labor market groups; 2) people in vulnerable labor market groups do not apply at our organization	No barriers vs at least one barrier	NA
Inclusive human resources practices	Taking (or intending to take) the following actions: 1) creating workplaces for new contracts/tenders; 2) creating new workplaces from existing jobs; 3) providing work experience places, internships, and project-based learning; 4) hiring people in vulnerable labor market groups on a temporary basis (through agencies); 5) retrieving work lost to outsourcing and/or offshoring; 6) exploring with other employers in the region how to make work and tasks suitable for people with (employment) challenges or disabilities	At least one human resources practice vs none	NA
Human resources compensation options	1) financial compensation (premium deduction?) when hiring people over 50 years of age; 2) wage compensation in case of illness of hired unemployed people over 50; 3) no-risk policy in the event of illness and incapacity (for work); 4) grants for adjusting the workplace; 5) external coach (compensation for additional counseling at work); 6) trial placement for up to 3 months without having to pay wages; 7) wage dispensation for people that were disabled before the age of 30; 8) financial compensation or exemptions when employing people with a disability; 9) municipal wage grants.	Having used at least one Dutch compensation scheme vs none	NA
Barriers
Economic factors
Financial results	The last two years. 1) productivity has been above average; 2) turnover has been above average; 3) profits/positive financial results have been above average	At least one above average vs none	α= 0.80
Economic identity	Organization has a profit or a non-profit character	Non-profit vs profit or combination	NA
Quality of production	The last two years 1) the quality of our products/services has been above average; 2) customer satisfaction has been above average	At least one above average vs none	α= 0.75
Employment opportunity	Current number of employees compared to two years ago	Increased at least 5% vs stable or decreased	NA
Outstanding vacancies	Outstanding vacancies	Yes vs no or don’t know	NA
Type of work
Satisfaction with flexibility of employees	1) Satisfaction with employability; 2) flexibility in working hours; 3) willingness to learn new things	At least one to a (very) high degree vs none	α= 0.78
Repetitive work	Repetitive work as occupational risk factor	Yes vs no	NA
Physically demanding work	Physically demanding work (lift, push and/or pull) as occupational risk factor	Yes vs no	NA
Emotionally demanding work	Emotionally demanding work as occupational risk factor	Yes vs no	NA
Operational work	Proportion of operational work	At least 70% operational staff vs less than 70%	NA
Work tasks suitable for people with (employment) challenges or a disability	Work tasks in the organization are not appropriate for people with (employment) challenges or a disability	No vs yes	NA