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The purpose of this paper is to investigate whether sheltered employment centers (CEEs) which have a higher rate of professionalization of their managers have better economic returns than those that have a lower one.

A questionnaire has been drawn up for their managers. After collecting the answers, an index of professionalization classifies the CEEs with managers of high, medium and low levels of professionalism. This index is then correlated with the main financial ratios of companies.

The results show that companies with the highest level of managers’ professionalization, on average, have higher economic returns than companies with medium and low rates, although the difference is not very high. This study is an important contribution to academic literature, as it is the first to examine the professionalization of CEE managers.

Finally, this paper is not short of limitations. The number of responses is small but there are similar studies with similar response rates. Additionally, the scarcity of responses may suggest that there is a lack of interest about the utility of professionalization by some CEEs managers because, perhaps, they do not have the necessary competences to understand its importance in management.

This study has some main implications for stakeholders: first, CEEs must pay more attention to the professionalization of their management team, because professionalization can lead to meeting its goals and guaranteeing the firm’s growth. Second, training programs in skills and attitudes should be designed to strengthen these competencies. Moreover, managers of social firms should know that the establishment of strategic plans will be useful to identify new opportunities in the market.

Given the important role of these social firms for the employment of people with disabilities, training programs should be promoted by government in order to ensure the professionalization of these companies.

This research is an important contribution to the literature on this subject because there are no studies about the level of professionalization of CEEs, companies that represent an important value for the economy of a country.

The purpose of this commentary is to reflect on some of the themes presented in the associated article “Vocational training for livelihood and rehabilitation of persons with intellectual disabilities” and provide considerations for future close-to-practice research in the area of vocational training models and rehabilitation provisions.

This commentary considers the literature in relation to rehabilitation provisions centred around vocation, highlights the need for a person-centred focus and reiterates the potential of vocation as a route to social inclusion and wider social networks.

The focus on adapting supports and vocational training programmes to fit within the context of low-income areas and country-specific legislation should be afforded particular consideration, alongside ways to achieve high-quality research rigour, which still puts the person supported at the centre of any outcome measures.

This commentary is aimed in part at practitioners working in the field of learning disabilities and employment/vocation, who are keen to conduct close-to-practice research.

The United Nations Convention on the Rights of Persons with Disabilities (2006) recognizes the right of disabled people to access work. Against this legislative backdrop, this study explores the strengths and weaknesses of the Italian system of targeted placement for disabled people, based on Law 68/1999, which delegates to regional authorities the management of the labor market. The examination centers on the perspective of companies, the primary stakeholders in the inclusion of persons with disabilities within organizational structures.

The article discusses the results of focus groups conducted with 28 managers of large, medium and small enterprises in Lombardy (Italy). Qualitative analysis was employed, and the results were structured using a simplified strengths, weaknesses, opportunities and threats (SWOT) analysis, incorporating practical recommendations.

The analysis leads to practical suggestions to improve the entire targeted placement process at the regional level, from selection and accompaniment to evaluation, such as improving the networking of local stakeholders who deal with the inclusion of disabled people, homogeneity of the procedures in different regions, making all employees aware of diversity management, etc. The territorial network and the welfare environment are particularly important in achieving a successful targeted placement and to promote an inclusive corporate culture.

This study is not representative of Italy as a whole, as it remains a qualitative investigation focused on a single region.

This contribution accomplishes an in-depth study of the law of labor inclusion of people with disabilities observed from the point of view of companies, which are still usually reluctant to integrate people with disabilities into their organizations or encounter difficulties in doing so.

This article focuses on the development and current situation of services for people with learning disabilities in England. Deinstitutionalisation started in the 1960s, when a series of scandals in hospitals were brought to public attention. In response, the 1971 government White Paper Better Services for the Mentally Handicapped was published, and the first community‐based services were introduced. Further policy papers attempted to modernise social services in the following period. The 2001 White paper Valuing People is the most recent policy framework specific to people with intellectual disabilities. It identifies rights, independence, choice and inclusion as the four leading principles for services and support, and will be of primary importance for future development. However, at present implementation is in the very early stages. Not least, the intense implementation of market mechanisms by the Thatcher Government in the 1980s and 1990s has led to a situation that is hard to grasp, the organisation of care and support varying from authority to authority.

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The high and persistent unemployment rates of people with intellectual disabilities (PwID) reveal the wide gap that still remains to be bridged. Entrepreneurship combinedly with a high enterprising tendency could improve PwID's life satisfaction.

A mixed-method approach was used, based on questionnaires and structured face-to-face interviews on 37 PwID who had recently become entrepreneurs. Data were firstly quantitatively analyzed using partial least squares-structural equation modelling (PLS-SEM), and qualitative data were used to enable robust findings.

The entrepreneurial tendency of PwID who had recently become entrepreneurs was found to be a positive to their life quality (LQ), job satisfaction and life satisfaction.

This study revealed that entrepreneurship among PwID who had high enterprising tendency enhances their LQ, job satisfaction and life satisfaction. However, further research could evaluate whether becoming an entrepreneur is in itself enough to change PwID's life to better, such that a comparison could be done between PwID who become entrepreneurs and PwID who have a salaried job.

New aspects in the design of public social policies to improve PwID's life satisfaction are suggested. These include the facilitation of both entrepreneurship and enterprising tendency for PwID to enhance their life satisfaction.

There are very few occasions in which PwID set up businesses. This is one of the first studies to analyze the benefit of entrepreneurship and enterprising tendency on the LQ, the satisfaction at work and the life satisfaction of PwID.

People with intellectual disability have a low rate of employment in Australia and internationally. Their low employment rate is set within a context of limited employment choices. Further, the most common types of work currently undertaken by people with intellectual disability – open and sheltered employment – have limitations and may not be suitable for everyone. Expanding the employment choices available represents an important way forward, but evidence is needed to guide the expansion. This paper aims to contribute to the evidence required by comparing people with intellectual disability’s experience and outcomes in open and sheltered employment to their experience and outcomes working in social enterprises, which is becoming an important alternative employment option for this group.

The paper uses the qualitative accounts of 51 people with intellectual disability to compare experiences and outcomes in open, sheltered and social enterprise employment in Australia.

The paper finds that social enterprises combine some of the benefits of open and sheltered employment and thus expand employment choice. However, the level of business/market development and opportunities for employment in social enterprises are currently limited and require further development and scale to enable social enterprises to be an option for more people with intellectual disability. Policy implications are drawn out for expanding employment choice, in particular through social enterprise employment, for people with intellectual disability.

The paper offers the first three-way comparison of open, sheltered and social enterprise employment for people with intellectual disability, contributing to both the disability employment and social enterprise literature.

This chapter explores how hybrid organizations navigate the challenges (and opportunities) associated with advancing unconventional logic combinations. It draws from a study of the 180-year history of sheltered workshops in the United States. Sheltered workshops are hybrids that combine social and commercial logics to provide gainful employment to individuals with disabilities. This chapter theorizes a connection between the governance system – that is, country-based social norms and regulatory settlements – framing hybrids and the agency that allows them the discretion required to advance unconventional combinations. It introduces the term hybrid agency to describe this connection and identifies four types: upstream, midstream, downstream, and crosscurrent. Upstream agency draws from the entrepreneurial vision of charismatic founders. It allows hybrids the discretion to advance unconventional logic combinations in unsupportive times, but it also requires them to observe certain dominant cultural norms. Midstream agency draws from hybrids’ adaptation and advocacy skills and resources in periods of historical change. It allows access to resources and legitimacy for unconventional combinations. Downstream agency draws from organizational slack possible in supportive times. Slack eases tensions and tradeoffs between conflicting logics but may also fuel mission drift. Finally, crosscurrent agency also draws from hybrids’ adaptation and advocacy skills and resources. It provides hybrids with the opportunity to grapple with challenges in periods of contestation.

Examines the role of “sheltered employment” within the macro‐economic labour market. Assesses the extent to which sheltered employment is an end in itself forming a “road block” for people with disabilities. Goes on to suggest ways in which the system of sheltered employment might be modified to form a set of agencies with the key objective of facilitating the successful “transition” of people with disabilities from “sheltered” into “open” employment.

The present study aims to determine and benchmark the performance of socially responsible companies (SRCs) in India based on the financial, value-added and combined performance indicators by addressing the climate change problems at the grass-root level.

The present study has used the traditional financial, value-added and combined performance indicators to evaluate and rank the performance of 14 SRCs under the Bombay stock exchange (BSE)-Greenex sustainability index. The technique for order performance by similarity to ideal solution (TOPSIS) and fuzzy analytic hierarchy process (FAHP) algorithms calculate performance scores and assign weights to the indicators from 2015 to 2019. Further, the Altman Z-score methodology has been applied to understand the SRCs propensity toward bankruptcy behavior. The parametric t-test is also performed on the outcomes of TOPSIS scores under different categories of indicators to check the statistical significance.

The performance scores of the TOPSIS algorithm indicate that the financial indicators of SRCs govern the firm performance significantly over the value-added indicators (VAIs). Further, parametric t-test results validate the outcomes of the performance scores by exhibiting that there is no significant difference between the traditional financial and VAIs at a 5% significance level. However, a few SRCs overall performance rankings have improved significantly after including VAIs. Moreover, the Altman Z-score results also reveal that most of the SRCs evaluated in the study are stable, showcasing consistent performance and absent from bankruptcy behavior.

The study has practical implications as follows: (1) to facilitate a clear understanding of investors and portfolio managers in selecting appropriate companies under socially responsible investing (SRI); (2) to provide portfolio diversification insights for domestic and international investors besides advocating the necessity of investing in better performing sustainable companies to safeguard their investments against the future uncertainty and (3) the study results would benefit the regulatory bodies to frame appropriate sustainability policy interventions at the organization level.

In the context of ambiguous inferences on the performance of SRI, no prior study has been conducted to assess the performance of SRCs in the Indian version of sustainability index BSE-Greenex.