Employment is a crucial part of adult life and is associated with improved health outcomes. However, despite the several advantages of hiring individuals with intellectual and development disabilities (IDD), the employment rate for this population is still low. An employment conference was organised to inform participants of successful employment initiatives, and to increase our understanding of local employer challenges regarding the recruitment, hire, and retention of employees with IDD. Descriptive statistics were used to assess common methods of recruitment, potential helpful hiring strategies, and recruitment, hire, and retention challenges, and an ordinal logistic regression was conducted to examine whether responses differed based on demographic variables. The conference was evaluated by gathering data on several facets of participant satisfaction. Findings brought to light several key challenges that can be used to create more targeted interventions and supports. Responses to several questions differed by demographics (such as company size and industry type), which represent important areas for future research to examine. Participants reported being satisfied with the conference, and many indicated that their attitudes had changed towards disability and that they were more likely to employ individuals with IDD in the future. Systematically addressing barriers to employment is essential in order to reduce the employment gap and improve outcomes for individuals with IDD. Ultimately, conferences that aim to educate participants about successful programs and strategies represent a promising practice that can increase employment opportunities for individuals with IDD.

Individuals with additional needs, such as learning disabilities, face a crisis of unemployment in the United Kingdom (UK). Many of these individuals encounter few adult services that are in place to address their support needs. Supported work internship programs are one attempt to address this crisis. One such program for young people with learning disabilities is the Project SEARCH model. Though a number of research studies have explored the efficacy of the Project SEARCH model, the reported markers of success (e.g., subsequent employment rates) have not taken into account first-hand participant experiences. The current study aimed to establish whether participant views were consistent with the previously reported, positive, quantitative measures. We explored the views of seven interns, aged 17 to 24 years, with various learning difficulties, and three job coaches who were involved in the program from September 2017 to June 2018. Semistructured interviews were conducted and analysed using thematic analysis. Participants revealed meaningful experiences for those involved, positive self-development, and renewed aspirations for the future. The value of a strong and consistent support network involving family members, job coaches, coworkers, and supervisors was highlighted. The study also found ongoing challenges associated with the scheme. These centred on concerns that interns’ abilities were being underestimated, the impact of a reduction/withdrawal of support at the conclusion of the program, and the barriers to finding subsequent competitive employment for interns. The research highlights the value of eliciting participant voice within research, and discusses how the findings can be used to further develop supported work internship programs.

Although companies increasingly focus on the social dimension in corporate sustainability, there seems to be a lack of understanding how and to what extent disability and accessibility frameworks and activities are integrated in corporate sustainability reports. In this article, we aim to close this gap by (a) analysing the disability and accessibility (D&A) activities from the largest 50 companies in Europe based on their corporate sustainability reports, and (b) advancing a simplified conceptual framework for D&A that can be used in corporate reporting. In particular, we provide an overview about corporate D&A reporting and associated activities according to three identified areas: (a) workforce, (b) workplace, and (c) products and services. Our findings are twofold: First, the majority of the companies address D&A in their corporate sustainability reports mainly under the diversity umbrella, but lack a detailed debate about the three identified areas. Second, we found that existing frameworks for D&A are hardly used because either they are not focused on corporate reporting or seem too difficult or complicated to complete. Thus, our framework not only represents a first opportunity to foster the implementation of a D&A framework within the social dimension of corporate sustainability reports, but also presents a holistic yet flexible management tool that takes into account the most critical elements while shaping implementation, directing evaluation and encouraging future planning of D&A initiatives. As such, this study contributes to and extends the limited amount of research of D&A activities in the social dimension in corporate sustainability reporting.

Research on the employment experiences of persons with disabilities on a global level indicates that this group is faced with the challenge of inclusion in the workplace. While South Africa has a well-defined legislative framework that has been determined in consultation with disabled people’s organisations, compliance with legislation appears to have failed to ensure that employment targets are met. As a response to these challenges, this study explored the early inclusion experiences of persons with disabilities in the workplace via a qualitative, explorative, case study. Semi-structured interviews were conducted with 12 people with a range of different disabilities and working for different organisations, in order to provide insight into the initial experiences of inclusion for persons with disabilities in the workplace. Findings showed challenges in induction and orientation practices, struggles with disclosure of disability to coworkers, a desire to strive for ‘normality’, and frustration and vulnerability in the workplace. Taken together, the findings point to the importance of early experiences of inclusion in the workplace – that is, inclusionary practices during the employee induction phase. This study offers insights to organisations and management practitioners for the promotion of better employment experiences. Recommendations include the appointment of a disability champion to account for disability equity within the organisation, the development of more inclusive recruitment and orientation practices, drawing on coworkers for support, and the active involvement of persons with disabilities in shaping onboarding processes. Embarking on these steps may ultimately result in a more diverse workforce within South Africa.