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Values have long guided special education services and supports for students with extensive support needs; over the past four decades, those values have been backed by research evidence demonstrating the critical nature of values related to inclusive education, self-determination, and seeking strengths and assets. In this chapter, we investigate these values and their supporting research, documenting strengths and needs in extant research. We emphasize the need to continue to embrace and maintain these values while pursuing research that addresses research gaps while centering the priorities, perspectives, and preferences of people with extensive support needs.

The purpose of this study is to examine how the search for transitional services has been characterized as a challenging experience for autistic youth and their families. Transitional services are reported to be inconsistent and do not address the range of needs that autistic individuals have.

In this study, qualitative interviews were conducted with autistic individuals (n = 31), their parents/caregivers (n = 23) and transition-based service providers (n = 10).

Findings invite capacity building across sectors, including working with both the autistic individual and their caregiver, and ensuring targeted services commensurate with individual needs related to autism and ancillary challenges. Implications and recommendations for service and system advancement are offered.

Current services were reportedly insufficient in meeting the needs of autistic individuals as they transitioned into adulthood. Service areas needing to be bolstered include daily life, community engagement and employment. Capacity building and enhanced training are required. Information and communication strategies require advancement.

A more responsive system is required, which involves support from many societal sectors (e.g. health, mental health, advanced education, social services, industry, housing and justice) over the lifespan. Policy adjustments and organizational mandates need to be reviewed to better consider the needs of transitioning autistic youth and allocate resources accordingly. Partnerships across stakeholder groups are needed.

This study provides details on a known but not well understood issue of transition to adulthood for autistic adults. This study is unique in providing first-hand data from transitioning autistic adults, with corroborating data from families and service providers.

The principles of a fair, equitable, and quality education are embodied in both federal legislation in the United States and the United Nations 2030 Agenda for Sustainable Development, Goal 4 (SDG 4). However, inclusive education has remained fairly static since passage of SDG 4 in 2015. In this chapter, we posit that the primary levers influencing the inclusion of students with disabilities in general education content and classrooms is a result of the policies governing special education, in addition to the stigmatization of disability. Furthermore, how intersectional identities serve to segregate students with disabilities from their peers is explored.

The number of students from culturally and linguistically diverse (CLD) backgrounds continue to increase in classrooms across the United States. These students have complex needs as they experience more barriers to success when compared to their peers. These barriers are further compounded when CLD students are also identified as having disabilities. To address the barriers and meet the needs of CLD students with disabilities, teaching professionals should move away from the traditional American educational values of individual freedom and self-reliance, equal opportunity and competition, and material wealth and hard work. Conversely, schools and teaching professionals should incorporate the modern values of social justice, diversity, equity, inclusion, accessibility, and belonging when working with students from CLD backgrounds who have disabilities. This chapter presents these values and provides recommendations for teaching professionals and schools.

This chapter sought to answer the following questions: (a) what does special education means for students with intellectual disability?, (b) what is being done, and (c) how do we maintain tradition? The answers, while complicated, suggest special education for students with intellectual disability historically and currently involves attention to what, how, and where, with the how being the key elements of special education for students with intellectual disability. This chapter discussed the what, how, and where for students with intellectual disability in a historical and current framework while also providing evidence-based practices for students with intellectual disability to implement to maintain the tradition of high-quality services.

When young employees enter the workforce, young employees typically require extensive task support to perform well and adjust to the workplace setting. However, this support often incorporates controlling supervisor behaviors that can be stressful for them, such as negative feedback, close monitoring and time pressure. This can negatively impact young employees' turnover and work satisfaction. This article presents an empirical investigation of how individual differences related to self-regulation at work determine whether controlling supervisor behaviors are appraised as stressful by young adults preparing to enter the workforce.

In total, 315 university students completed the Survey of Activity Styles (SAS) along with items relating to dispositional traits related to self-regulation in the workplace and appraising controlling supervisor behaviors. A hierarchical regression approach was used to test the study's hypotheses.

The findings demonstrate that perceiving controlling supervisor behaviors as stressful by young adults preparing to enter the workforce depends on a combination of dispositional traits: emotional reactivity, extraversion and the need for achievement as well as preferences in structuring and completing tasks: multitasking and a methodical approach to tasks.

The study's results suggest that depending on individual characteristics, providing effective task support to young adults entering the workforce may require adjusting how the task support is provided or guiding and training on how to approach and organize work tasks.

Previous studies focused on the organizational and personal benefits of task support provided to young adults entering the workforce; the study demonstrates how individual differences linked to perceiving controlling supervisor behaviors can undermine these benefits.

This paper aims to focus on the involvement of mental healthcare professionals in a co-design process of a digital healthcare platform. Many people with severe mental disorders need constant support and monitoring, and with long waiting lists and scarce resources in mental healthcare, there is a dire need for innovative digital solutions to counteract those issues. This paper elaborates on a co-design process of a digital platform and mobile app designed for people with mental disorders. The platform primarily considers two perspectives: i) the patients and ii) the healthcare professionals.

This paper is based on canonical action research, where the co-design involvement with 13 healthcare professionals is analyzed and their interactions with three primary scenarios are focused.

The main contribution of this paper is three co-design principles: i) clarity and information accessibility regarding the patient's side, ii) efficiency and flexibility when it comes to the healthcare professional's side and iii) a notification function in the mobile application.

The theoretical contribution is the conceptualization of the three co-design principles that others can use when designing digital platforms in healthcare in general and psychiatric care in particular. The practical contributions are firstly outlined through the co-design process itself, where scenarios to guide the work are used, and secondly, the improvements made in the digital platform derived from the results of the co-design process.

Although the topic of inclusion has become a hot and unavoidable issue for organizations, research on how this topic is being addressed in companies is still almost nonexistent. How do HR managers promote workplace inclusion? The objective of this study is to answer this research question.

The results are based on evidence that emerged during in-depth interviews conducted with 16 human resources professionals from the world of large-scale retail trade, as well as from the analysis of documents and reports produced by the companies in which the interviewed professionals work.

The findings reveal that the promotion of corporate inclusion is not only aimed at satisfying the need for belongingness and uniqueness. It is also aimed at satisfying two other types of human needs, namely, the human need to share and the human need to be impactful. In addition, the results reveal that HR professionals promote workplace inclusion through six initiatives that can be traced to two main ways in which inclusion is conceived.

Even though there is an extensive number of studies aimed at defining and measuring the construct of workplace inclusion, progress has not been made in understanding how HR professionals promote inclusion. This study covers this literature gap by bringing to light the existence of two main meanings associated by HR professionals to workplace inclusion: extensive inclusiveness and narrow inclusiveness.