Emerging trends affecting future employment opportunities for people with intellectual disability: The case of a large retail organisation

Barriers to employment for people with intellectual disabilities in low‐ and middle‐income countries: Self‐advocate and family perspectives

“…The metrics used to measure successful inclusive employment rarely measure genuine inclusion, with few studies attempting to understand belonging, reciprocity or fulfilment in the workplace as reported by employees with intellectual disabilities (Lysaght et al, 2012). Where case studies exist, they tend to focus on strategies that will maximise efficiency for people with intellectual disabilities in the workplace (Moore et al, 2017) but are less likely to address ideas of belonging and inclusion at work. The lack of focus on inclusion as a value and the lack of grounding in the CRPD creates a risk that methodologies may be promoted which are not contributing to genuinely inclusive workplaces and communities.…”

Self-Perceived Employability of Workers With Disability: A Case Study in an Educational Farm

“…Second, human resource practitioners could receive training inspired by the principles of disability management, meant as a proactive strategy oriented to remove those elements that make the job involvement for persons with disability hard ( Geisen and Harder, 2011 ). However, literature highlighted some emerging trends that could hinder the employment of persons with intellectual disability as follows ( Moore et al, 2017 ): the online recruitment process does not allow face-to-face interaction, where the recruiter could better investigate the individuals’ abilities. Furthermore, automation is often replacing roles suitable for persons with intellectual disability, such as routine tasks, thus limiting the opportunity for future employment ( Moore et al, 2017 ).…”

“…However, literature highlighted some emerging trends that could hinder the employment of persons with intellectual disability as follows ( Moore et al, 2017 ): the online recruitment process does not allow face-to-face interaction, where the recruiter could better investigate the individuals’ abilities. Furthermore, automation is often replacing roles suitable for persons with intellectual disability, such as routine tasks, thus limiting the opportunity for future employment ( Moore et al, 2017 ).…”

Soft Words for Strident Times

“…Yet am I the only clinician struggling to accept the amazingly positive ratings of life‐satisfaction cited by these authors, presumably from studies of high‐functioning people with Down syndrome? It does not include the frustrated young people whose job applications are repeatedly rejected: encouragement to hope for employment rarely mentions that only 5% of the ID population have paid jobs, and that the number in employment is falling rather than rising (Moore, McDonald, & Bartlett, ). Nor does it include the 97% of over‐35s with Down syndrome who develop dementia in the next 20 years (McCarron et al, ), not least those unable to digest news of their mother's death who become distraught each time they (re)discover her absence.…”