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Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.

The authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship literature to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. The authors then conduct analyses on the nationally representative sample of the Canadian Survey on Disability (CSD) by including all PWD engaged in entrepreneurial pursuit, and matching each to an organizationally employed counterpart of the same gender and race and of similar age and disability severity (n ≈ 810).

Entrepreneurial pursuit has a stronger negative association with the earnings of PWD who experience earlier disability onset ages, those who report more unmet accommodation needs, and those who are female.

First, this study applies SCCT to help bridge the literature on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend the understanding of entrepreneurial earnings among PWD by examining understudied disability attributes and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.

This research aims to apply virtue theory to the under‐employment problem of persons with disabilities (PWD). Historically, PWD have been under‐employed within society and discriminated against in the workplace. The authors review virtue theory research and illustrate how it can be used to better support the meaningful employment of PWD.

This research reviews the current literature in the areas of virtue theory and the employment challenges of PWD to create a new framework that can assist in the integration of PWD into the workplace.

Literature on the employment of PWD indicates that significant differences exist in the employment experiences between PWD and persons without disabilities (PWOD). Problems such as stigmatization impede the integration of PWD into the work environment. The review of the virtue theory literature supports the development of a new framework that provides additional ways to address this ongoing problem.

This paper suggests human resource management practices that virtuous organizations could use to address the problem of the under‐employment and stigmatization of PWD.

No research currently applies virtue theory to the under‐employment problem of persons with disabilities.

The purpose of the study is to examine if the existing legislative framework in Trinidad and Tobago supports equal opportunities and the achievement of fundamental human rights for persons with disabilities seeking to access education, employment, accommodations and goods and services.

Data were collected from 105 complaints filed with Trinidad and Tobago's Equal Opportunity Commission from 2010 to 2021 regarding disability discrimination. The steps of constant comparison were used to analyse characteristics of each case, complainants' desired outcomes and the actual outcomes of the cases (i.e. withdrawn, closed, forwarded to conciliation or the Equal Opportunity Tribunal).

Across all cases, persons with disabilities desired access to unavailable services, opportunities for employment or an apology for emotional distress. Cases that were withdrawn reflected missed opportunities to address systemic issues, closed cases reflected a bounded process for redress, and cases advancing to conciliation or the Tribunal required documentation or support.

This study provides insights into how the current policy and its implementation miss opportunities to address discrimination at organisational and systemic levels. Specifically, cases revealed dominant/subordinate dynamics in society and a lack of transparency throughout the system. Authors provide recommendations for policy and systemic change, including addressing gaps in national legislation and adopting strong equality of opportunity and equality of well-being approaches.

This study aims to review the extant literature on workplace disability inclusion in the organised sector in India and presents an integrated model based on emergent themes in indigenous studies.

The review is directed by the following foci: In what contexts was workplace disability inclusion in India empirically investigated? How was workplace disability inclusion examined (method)? What important themes emerge from the studies? Towards this, empirical scholarly studies in India, published between 2011–2019, is reviewed to identify the evolutionary trends.

Prominent themes have been identified at three levels – organization, group and individual. At an organization level, the focus is on inclusive strategy and practices. Country-specific contextual factors such as legislation, accessibility and external eco-system influence an organization’s inclusive strategy, which addresses how organizations engage with persons with disability (PwD), job mapping, accessibility and targeted recruitment. Inclusive practices span across various phases of the employee life cycle, namely, recruitment, onboarding, development and retention. At the group level, the themes highlight group boundaries, PwD-supervisor interaction, PwD-co-worker interaction and PwD-PwD interaction. At an individual level, PwD experiences are categorized as physical, job-related and psychological. Workplace treatment and experiences of PwD vary from discrimination to inclusion and along with other outcomes, are influenced by contextual factors.

This study contributes to the development of workplace disability inclusion theory, by presenting an integrated model of prominent themes, offering greater clarity and avenues for extending the literature. The paper discusses themes that can help organizations facilitate inclusion, thereby improving employment opportunities for PwD.

In a first, the study provides an integrated account of inclusion of PwD in organized sector in India.

The purpose of this paper is to investigate the level of disability awareness in the property management industry in Hong Kong.

A structured questionnaire survey was conducted on 342 local property management practitioners. The survey was conducted online in the period between 15 September 2014 and 30 November 2014 to collect various information of the respondents such as their backgrounds, different perceptions towards the disabled and disability awareness. In addition, in-depth interviews with two front-line property management personnel were undertaken to provide a more narrative account of the topic.

The respondents generally recognized the importance of inclusive built environment to persons with disabilities (PWD) and the vital role played by property management in safeguarding the interests of PWD. However, the research found that some misconceptions about disabilities still prevailed in the industry and the interests of PWD have received inadequate consideration in the routine property management tasks performed by the practitioners, reflecting a lack of disability awareness in the local property management industry.

The research findings provide a baseline reference for longitudinal tracking of the disability awareness among property management practitioners in the future.

Drawing on the research findings, this paper made several recommendations for improving disability awareness in Hong Kong’s property management industry. In addition, the research findings can be used for before-and-after analyses when the public authority strives to evaluate the effectiveness of their programmes, training workshops or campaigns of disability awareness promotion in the industry.

The importance of property management in the achievement of inclusive built environment has long been ignored in the literature. This study on disability awareness of property management practitioners is very likely the first of its kind in the world.

The purpose of this paper is to quantify the labor market outcomes of people with disabilities (PwD) in Indonesia and compares them to people without disabilities. It first studies the labor force participation of PwD before examining the large and persistent wage gaps they face. It explores whether these wage gaps are explained by differences in productivity, a distinction which has important implications for policies addressing these gaps.

The analysis is based on the Indonesian Family Life Survey Wave 5, which includes unique questions allowing for several definitions of disability. Multinomial logistic regression is used to study differences in type of employment for PwD. Wage gaps are estimated and corrected for selection using propensity score matching, supported by a Heckman selection model and Oaxaca–Blinder decomposition. Comparisons with other physically disadvantaged subgroups and the analysis of heterogeneity by job requirements and sector of work explore whether productivity gaps help explain wage gaps.

PwD generally have lower unconditional labor force participation, but disparities largely disappear when controlling for characteristics. Moreover, patterns vary depending on whether the measure of disability used depends on prior medical diagnosis. PwD that do not require prior diagnosis tend to work in more vulnerable employment. When they are employed for wages, people with these types of disabilities face lower wages, up to 22% lower. Meanwhile, (surprisingly) those with medically diagnosed conditions face no difference or a wage premium. This paper finds compelling evidence that, where a wage penalty exists, a substantial part is unexplained by observable characteristics.

Previous literature on disability has been mostly based on studies of high-income economies. This paper extends the literature to Indonesia, which differs from high-income contexts due to lack of mental healthcare resources and assistive technologies, as well as weaker rule of law. It provides unique insights based on types of disability and the salient dimensions of disability in the workplace. It also provides evidence that productivity differences do not explain the wage gap.

The paper seeks to explore sexual behaviours and reproductive health knowledge among in‐school young people with disabilities (PWD) in Ibadan, Nigeria.

In the paper a structured questionnaire was administered to 103 randomly selected PWD, aged ten to 25, from four integrated secondary schools in Ibadan. The data were collected through face‐to‐face interview. Five categories of disability included were hearing and speech, sight, speech, intellectual, and physical disabilities.

The paper finds that 57 percent of the sample were females and 43 percent were males. Of the 36 (35 percent) respondents who were sexually active, 17 did not give a definite reason for their sexual initiation, nine were influenced by peers, five were “experimenting” with sex, four were raped, while one person began sexual activity for monetary gains. A total of 17 percent of the respondents had either procured abortion or been involved in the procurement of abortion for a sexual partner. In total 28 percent of the sample reported ever being raped. In total, 43 percent had been fondled, kissed, or caressed, against their wishes. Knowledge of contraceptives was reported by 40 percent. A total of 23 percent had never used condoms, while 6 percent were consistent condom users. Half of the respondents had heard about HIV/AIDS, 9 percent had tested for HIV, while 16 percent reported previous episodes of sexually transmitted infections. In total, 70 percent did not know where they could access reproductive health services.

The paper shows that there is an urgent need to develop specific programs for young people with disabilities, especially for those in schools, to address knowledge and behaviour issues regarding reproductive health and HIV/AIDS.

The purpose of this paper is to explore the best practices for Purple Hiring, a new paradigm for workplace inclusivity that emphasizes the recruitment and retention of Persons with Disabilities (PWD).

The paper is based on a review of existing literature and interviews with experts in the field of disability inclusion.

This paper explores the best practices for Purple Hiring, including tailored interview processes, assistive technology integration, flexible work arrangements, mentorship and peer support, accessibility audits and design thinking, inclusive leadership training, diversity and inclusion committees, collaborative partnerships, recognition and awards and continuous learning and adaptation.

Purple Hiring is a new paradigm for workplace inclusivity that has the potential to transform the way the people work and live. By embracing the unique talents and capabilities of PWD, organizations can create a more diverse, equitable and productive workplace.

The purpose of the paper is to provide a comprehensive overview of the refurbishment of heritage buildings with special emphasis on sustainability and universal design. Findings of the study are the basis for further research and development of enhanced strategies for retrofitting and adaptive reuse of heritage buildings in the framework of sustainability and universal design.

The present research focusses on literature review analysis of specific elements of the refurbishment of heritage buildings with the aim to discover the characteristics/indicators of sustainability and universal design, which are usually used in refurbishment project and the gaps. In this paper, the latest state-of-art in the mentioned fields has been assessed, and the developments along with research gaps and potential future research focusses have been identified. The literature was collected mainly through Science Direct, World Wide Science and Emerald, especially focussed on publications from 2000 to 2019 written in English and the Web for regulatory and recommendation publications. Other sources, such as actual projects, might shed additional light on the specific issues of the studied topics.

This review shows that the current research related to heritage building renovation and reuse does not address sustainability and universal design issues comprehensively. Typically, in research, the topics of heritage, sustainability and inclusiveness are considered separately. In real situations, however, they are interconnected and influence each other, forming an indivisible whole. The needs of persons with disabilities (PWD) in correlation to the built heritage are not well studied. This is why it is important to consider these topics not only separately but also in an interrelated way.

The need for cross-disciplinary problem-solving method, based on a holistic approach, to form the base for implementation of universal design principles into refurbishing of heritage buildings is seen.

This paper demonstrates the need for usable procedures for various stakeholders in their everyday practice.

The combined subjects of sustainability, heritage buildings and universal design are not well covered by research. Lack of appropriate literature for this specific area is forming a significant gap that hinders the development of relevant information and methods that could be applied in actual projects. This paper, albeit in a partial way, intends to fill this gap and opts to provide a comprehensive summary of the sustainability factors affecting adaptive reuse of heritage buildings with special emphasis on users, specifically PWD.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Actual outcomes of the complaints fall into three categories. Firstly, withdrawal by the complainant – these cases demonstrate missed opportunities for the EOC to address inequalities within the system affecting the future and well-being of the individual. Secondly, closed by the EOC – these cases show a bounded process for redress. Thirdly, referral for conciliation or to the tribunal – these cases require additional documentation or support.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.