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The purpose of this paper is to examine human resource management (HRM) innovation programs in the early stages of employment for workers with an intellectual disability (WWID).

The first case study was carried out at a large national courier company where a film innovation programme was used to enhance the socialisation process of WWID. The second case study was at a five-star hotel situated in a large city where a buddy system innovation programme was used in the induction and training process of WWID.

The overarching “life theme” created through these innovation programs was one of enhanced and creative opportunities for social inclusion. The participants displayed more confidence and independence in their ability and exhibited aspirations to advance and succeed in their roles.

The study argues that HR professionals need to be more proactive in finding innovative ways to engage WWID in the early stages of employment.

The qualitative study is underpinned by socialisation and career construction theory which provides the framework to discuss the ways in which socialisation and socially inclusive HRM practices enable participants and other WWID achieve success on their career paths. The key message of our research is that early vocational socialisation innovation programs can make a positive difference to the work experiences of WWID.

The purpose of the article is to examine the experiences of workers with intellectual disability (WWID) and subtle discriminatory practices that hold these workers back from thriving at the workplace.

The research design employs the Shore et al. (2011) framework of inclusion supported by optimal distinctiveness theory (ODT) (Brewer, 1991). These theoretical frames are used to examine the potential for WWID to become members of a work group and experience the opportunity to develop their unique selves, negotiate and thrive through their work for purposeful career outcomes. A qualitative case study approach was adopted through interviews and focus groups with a total of 91 participants: 41 WWID, 5 human resource (HR) managers, 5 duty/department managers (DMs), 24 colleagues and 16 supervisors.

The authors found that enhancing inclusion is underpinned by the positive impact of human resource management (HRM) practices and line management support for WWID feelings of belongingness and uniqueness that enable them to thrive through their work activities. The authors demonstrate that WWID need manager support and positive social interactions to increase their learning and vitality for work to embrace opportunities for growth. However, when WWID do not have these conditions, there are fewer opportunities for them to thrive at the workplace.

There is a need for formal HRM and management support and inclusive organisational interventions to mitigate discriminatory practices and better support WWID at work. There is an opportunity for HRM to design training and development around belongingness and uniqueness for this cohort of workers to maximise WWID opportunities to thrive through their work.

This study examines a cohort of WWID who are often forgotten and subtly discriminated against more so than other minority or vulnerable cohorts in the workplace, especially in terms of their development and reaching their full potential at work, which has an impact on their ability to thrive through their work. The paper makes an innovative contribution to the HRM literature through unpacking the processes through which Shore et al.'s (2011) conceptualisation of belongingness and uniqueness contributes to thriving for a marginalised and often overlooked cohort of workers.

The purpose of this paper is to examine how HRM practices enhance and/or impede the employment, participation, and well-being of workers with intellectual disabilities in three hotels located in Australia.

The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues.

The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through the altruistic motives of managers/supervisors and reciprocal relationships.

The findings lend support for the importance of both formal and informal HR practices, such as inclusive recruitment and selection, mentoring, and training and development, as well as individualised day-to-day support provided by supervisors and colleagues, to improve the participation and well-being of workers with an intellectual disability.

Provides students, scholars, and interested parties an introductory essay and selected bibliography of recent resources on the art and material culture of the Shakers, a communitarian religious group who lived in the United States from the 18th to 21st centuries.

Introduces and annotates periodical articles, monographs, and exhibition catalogues examining Shaker art and material culture dating from 1987 to the present.

Provides information about each source, discusses the characteristics of current scholarship on Shaker art, and describes sources that contain unique scholarly contributions and quality reproductions of well and lesser known Shaker objects.

Provides a point of departure for an exploration of Shaker studies, focusing on the art and material culture of the Shakers, and highlights important sources within the growing body of literature on the Shakers.

As the only recent annotated bibliography of material on Shaker art, the article provides access to interdisciplinary resources that are widely scattered within the humanities literature and thus previously difficult to locate. The article also serves to bring resources on Shaker art and material culture to a wider audience, since the special libraries devoted to Shaker collection do not have electronic catalogs, and are largely limited to on‐site access.

The non-material benefits which people derive from ecosystems, cultural ecosystem services (CES), can be difficult to measure and quantify. This study aims to demonstrate the usefulness of social media analysis.

The widespread use of social media applications has provided a novel methodology for obtaining crowd-sourced data, which can reveal patterns in how social media users interact with urban greenspace and participate in place-making activities. This study explores how urban trees are represented in images tagged with the city of Bolzano, Italy, and uploaded over the course of a year to the image-sharing application Instagram.

A third of all the images contained some elements of green nature, with 3.1% of the images portraying urban trees as the main subject and 11% with urban trees as background features. Seasonal preferences for winter and summer scenes emerged. Accompanying text, in the form of hashtags and image descriptions, was mostly positive and showed how enthusiastically people describe urban nature. An assessment of the images in terms of CES revealed that beyond aesthetic factors and the inspiration to take photographs of nature, a wide range of CES are represented, reflecting the recognition of the benefits of urban trees by Instagrammers. The collection of images provided a unique snapshot of the city of Bolzano.

This reinforces the importance of urban trees within planning policy for providing sense of place, recreation and stress relief for residents and tourists.

The study builds on recent advances in social media research, focussing on the important field of urban CES.