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The Internet and social media have fundamentally transformed the ways in which individuals find jobs. Relatively little is known about how demand-side market actors use online information and the implications for social stratification and mobility. This study provides an in-depth exploration of the online recruitment strategies pursued by human resource (HR) professionals. Qualitative interviews with 61 HR recruiters in two southern US metro areas reveal two distinct patterns in how they use Internet resources to fill jobs. For low and general skill work, they post advertisements to online job boards (e.g., Monster and CareerBuilder) with massive audiences of job seekers. By contrast, for high-skill or supervisory positions, they use LinkedIn to target passive candidates – employed individuals who are not looking for work but might be willing to change jobs. Although there are some intermediate practices, the overall picture is one of an increasingly bifurcated “winner-take-all” labor market in which recruiters focus their efforts on poaching specialized superstar talent (“purple squirrels”) from the ranks of the currently employed, while active job seekers are relegated to the hyper-competitive and impersonal “black hole” of the online job boards.

The term “Pacific” is often used to describe the diverse ethnic makeup of individuals from the Pacific Islands who have migrated to New Zealand (NZ), but this oversimplifies their multifaceted and dynamic identities. Pacific students in NZ often face a variety of challenges when attempting to access and succeed in higher education, such as financial barriers, language barriers, cultural differences, and feelings of isolation. Appreciative mentoring (AM) is an effective method of engagement that equips Pacific students with the knowledge and skills to foster personal and professional growth. Academics in education can become appreciative mentors with mentoring as a long-term, diverse approach that emphasizes relationships and personal growth to ensure that students have the assistance they need to reach their full potential.

In India, one in 500 people (Balaji, 2019) are diagnosed with ASD. Around 40 non-governmental organizations cater to Autism Spectrum Disorder (ASD) children; out of that, a few organizations focus on adults providing them vocational training to make them employable. One such exercise was initiated by SAP Labs India, a leading software company, and Enable India, an Indian NGO where they developed a focused training program for people with ASD and placed them in vital technical jobs in SAP Labs India (Karwa, 2016). First, we peek into the lifestyles of a few successful neurodiverse rock stars in India and their journey from becoming aware of their profile to establishing a career and becoming a role model to other people with ASD. Second, we present the autism landscape in India. Third, we explore the organizations that have hired people with ASD, their policies connected to neurodiversity, and the organizations that give training and support. Fourth, we present the potentials and the challenges people with ASD face. Fifth and final, we cover the role of different stakeholders to foster support and up-skill people with ASD for better community development.

Status constitutes a core research concept across the social sciences. However, its definition is still contested, and questions persist about its consequences. We begin with a flexible, provisional definition: status is a relational asset possessed by social actors insofar as they are highly regarded by highly regarded others. Using this definition as a backdrop, we develop a fourfold typology based on how status is used as an asset and from where it is derived. The typology allows us to explore the implications of considering status as either a quality signal or a good and of viewing status-conferring ties as either deference-based or dominance-based. We then consider the implications of our framework for the generation of novelty. Although status has been connected to many social and economic outcomes, because of competing predictions in the literature – the generation of novelty has been linked to all regions of the status distribution – we sketch intuitions for future research on the status–novelty linkage. We also work toward greater conceptual clarity by comparing and contrasting status with selected related concepts: quality, reputation, and legitimacy. We conclude with considerations for future research, including cautionary remarks regarding network-analytic measurement in light of the definition we propose.

In 1960, Alfred Hitchcock’s Psycho stunned both the cinema-going public and critics alike. Its tale of a young, genial, likeable and mother-fixated hotel proprietor – Norman Bates (played by Anthony Perkins) – whose psychotic tendencies and fractured personality tapped into the zeitgeist of an America changing in a post-World War II world, was very much the antithesis of rock ‘n’ roll rebels like Elvis Presley and James Dean. Norman Bates was Anthony Perkins and Anthony Perkins was Norman Bates.

In 2013, Norman resurfaced from numerous remakes in Bates Motel. With its nod to the past, and a look to the future of how Norman’s story pans out, the series’ narratives, characters and situations showed there was life for him, his mother and the motel beyond cinema.

This chapter examines how Creed’s ideas of ‘Monstrous’ can be overlaid onto Norman, his mother Norman and Bates Motel.

The purpose of this chapter is to survey and synthesis the literature on: (1) myths and misinformation about persons with disabilities that create attitudinal barriers to employment, (2) best practices in employing persons with disabilities, (3) the business case for hiring persons with disabilities and (4) corporate social responsibility and disability, in order to distill a model for changing corporate culture for successfully integrating employees with disabilities into an organizations workforce.

An extensive review of the above mentioned literature is synthesized and distilled into a model.

The review indicates a number of best practices to be implemented in order to successfully integrate employees with disabilities into the workforce. These factors have been synthesized into a model to guide employers in affecting corporate cultural change to address the integration of person with disabilities into the organization.

A systematic approach to integration of employees with disabilities, informed by the significant business logic for doing so.

The chapter provides an extensive survey of the literature on disability employment and highlights attitudinal barriers to employing persons with disabilities, the business case and social responsibility case for employing persons with disabilities, the best practices for success and synthesizes these factors into an original model to guide business in cultural change making.

Transitioning from childhood to adulthood for young people is a process that neither happens by accident nor does it happen on its own. It is a process that requires tools to manage it (Maja, 2022) and processes to ensure its success (Appadurai, 2004). In this chapter, I shall demonstrate that inborn traits (Appadurai, 2004) are an insufficient predictor of future success for young people. I will demonstrate that tools and processes, spearheaded by parents, are more powerful predictors of young people’s future success, even though both tools and processes are not equally distributed (Bok, 2010) amongst our young. Parental guidance and involvement is central in both activating these tools and processes, and managing them. I shall be using young people’s artefacts and their narratives of own aspirations – both virtual and physical – to elucidate my proposition further.

Children with disabilities are integral part of the society, but they often confront challenges due to barriers that people throw in their way. As a result, their participations in public events are often limited. Despite several treaties and conventions, children with disabilities still face discrimination that spreads into all spheres of life and not much is done to empower them to become resilient. According to the UNICEF Report (2020), children with disabilities are stigmatised and they are often isolated without having a possibility to participate in events and activities of the schools. While the government sector undoubtedly provides the basic support and facilities to them, the rest is often left in the hands of private sectors and NGOs. As a result, it is important to recognise and acknowledge NGO's effort in empowering children with disabilities and integrating them in the society. The African Network for Policy, Research and Advocacy for Sustainability (ANPRAS), an NGO affiliated with the African Union and headquartered in Mauritius never neglected this segment of the society while organising its flagship activities and annual event. Unlike Dowse, Powell, and Weed (2018) who argue that children are mostly undermined as community members, the current study seeks to demonstrate that children have a voice at ANPRAS and those with disability have a louder one. In fact, children with disabilities are gifted with talents and they may live a normal life if they are accepted by the society and if appropriate support is given. Methodologically, the chapter is built on secondary data from documents archived at ANPRAS office. The chapter closes with a concluding note on few implications related to the participation of children with disabilities in public events and ANPRAS activities.