A/HRC/43/41/Add.6 Comments from the Norwegian Ministry of Labour and Social Affairs: Comment to paragraph 34: 30. The rapporteur is concerned that the provision of sign language interpretation, relay services and captioning by NAV remains very limited, including when needed to access basic services. 31. Approximately 90% of the all requests for these services are provided by NAV. When receiving a request for an interpreter, NAV considers the assignment according to the following priority: 1. acute danger to life and health 2. important events in life 3. work and education 4. daily activities 32. From 1 March 2018 until 28 February 2019, NAV received 104 714 requests, which amounted to 445 773 hours of sign language interpretation, relay services and captioning. NAV failed to provide an interpreter for 9% of the assignments during this period. Comment to paragraph 50: 33. Comment to: "the National Inclusion initiative lacks concrete measures, does not address discrimination and is mainly based on the goodwill of employers." 34. The National Inclusion Initiative contains a number of measures linked to the three focus areas. The initiative will contribute to: • Lowering the step into the labour market and make it easier for employers to employ people from the target groups. The threshold into the labour market should be lowered for the target group through formal agreements with enterprises and through measures such as wage subsidies, mentor scheme and functional assistance in working life. • Further develop and strengthen the services for unemployed people with mental problems and/or drug-related problems to increase their possibilities to take part in working life while in medical treatment. For persons with mental problems, medical treatment and labour market services will be combined through the method called Individual Placement and Support. • Strengthen the opportunities for adapted education and training to make more people qualify for work for job seekers who have not completed secondary education we have improved the opportunities to complete training that result in formally approved competencies. 35. Anti-discrimination rules in Norway are quite stringent. Still, people with disabilities may experience discrimination in the labour market. The overall picture from research shows that employers have positive attitudes towards people with disabilities as a labour resource. Still, many do not actually employ people with disabilities when they have the chance, but may prefer candidates who do not have a disability. 36. To improve the situation, we work on the employers attitudes by shedding light on the resources that people with disabilities possess. It is also important that the employers are familiar with the services and measures available from the employment office, in order to help facilitate the workplace. 7