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Employment can make an important contribution to individual well-being, for example, by providing people with a sense of purpose; however, autistic individuals face significant barriers to entering the workforce. This is reflected in high levels of underemployment and unemployment, with an estimated 80% of autistic people unemployed worldwide. This is higher than both other disability groups and people without disabilities. Research is needed to identify strategies that facilitate the sustained employment of autistic adults. This study aims to examine the perspectives of autistic individuals participating in a specialized employment program within the information and communication technology sector.

Three focus groups were conducted with nine adults on the autism spectrum. Data were analyzed using an inductive approach according to established guidelines, which included coding and categorizing data into themes.

Focus group analysis revealed four themes: trainees’ previous work experiences; expectations of the employment program; recruitment and selection processes; and training and transition. Several factors associated with the changes to the recruitment and selection process were found to benefit the autistic employees.

Few studies have characterized the work experiences of adults on the autism spectrum. Tailored employment processes that challenge traditional human resource management practices can increase the participation of autistic individuals in the workforce. Strategies for promoting the success of these programs are discussed.

Biased assumptions and unhelpful tendencies in human nature can lead people who are experiencing mental illness to shun help and support. Mental illness is often perceived as immutable and/or a sign of weakness. Even those seeking support may not receive the assistance they need. Advice may be unsuitable or people feel too nervous and challenged to help. The Mental Health First Aid™ courses, like general first aid, are designed to enhance community knowledge and thereby support appropriate assistance. The purpose of this paper is to evaluate the extent to which this is achieved.

An educational audit based upon a short quiz administered anonymously to 162 tertiary students from a range of disciplines, before and after delivery of the standard 12 hour Mental Health First Aid™ course. This was used to examine assumptions and proposed actions before and after training.

Analysis of the 162 responses found that the Mental Health First Aid™ courses significantly improve knowledge. This has the potential to increase understanding and support for those suffering mental illness.

This educational audit looked only at knowledge improvement. Whether this really does translate into improved outcomes requires further investigation.

Tertiary students who are enrolled in health courses and others which involve human interaction as provision of services will be empowered with skills that enable them to interact with those who they will be serving at well-informed level and equity.

Social inclusion and de-stigmatising mental health issues

Mental health first aid courses potentially enable individuals who are not otherwise involved in mental health to assist people in need.

To enhance their innovation and reputation, many organizations introduce programs that are intended to attract, retain and support diverse communities. Yet, these programs are often unsuccessful, partly because explicit references to diversity tend to evoke defensive reactions in employees from the dominant culture. To circumvent this problem, the purpose of this paper is to explore the hypothesis that individuals tend to be more receptive to diversity whenever they experience meaning in life. Furthermore, four workplace characteristics – informational justice, a manageable workload, equality in status and a compelling vision of the future – should foster this meaning in life.

To assess these possibilities, 177 employees completed a survey that assessed workplace practices, meaning in life and openness to diversity.

The results showed that informational justice, a manageable workload and a compelling vision were positively associated with openness to other cultures, constituencies and perspectives, and these relationships were partly or wholly mediated by meaning in life.

These findings imply that leaders might be able to foster an openness to diversity, but without explicit references to this diversity, circumventing the likelihood of defensive reactions. Specifically, a program that simultaneously encourages transparent communication, diminishes workload and clarifies the vision or aspirations of the future may represent an inexpensive but powerful means to foster an openness to diversity.

The purpose of this paper is to explore the possibility that several workplace initiatives could stem the biases of recruiters against people who disclose or demonstrate diagnosed mental disorders. Specifically, in many nations, the level of unemployment in people who experience mental disorders is rife. Arguably, employers exhibit various biases that disadvantage people who disclose or demonstrate mental disorders; for example, recruiters tend to orient attention to the limitations, instead of the strengths, of job candidates. Because of these various biases, employers may reject applicants who acknowledge or manifest a mental disorder, even if these candidates would have been suitable.

To substantiate these premises, the authors analyzed established taxonomies of cognitive biases to identify which of these biases are likely to deter the employment of people with mental disorders. In addition, the authors applied several theories, such as the future self-continuity hypothesis, to uncover a variety of initiatives that could redress these biases in the future.

The authors uncovered five constellations of biases in recruiters that could disadvantage individuals who disclose or demonstrate mental disorders. Fortunately, consistent with the meaning maintenance model and cognate theories, when the vision and strategy of organizations is stable and enduring, these biases diminish, and people who report mental disorders are more likely to be employed.

This paper shows that initiatives that promote equality and stability in organizations could diminish stigma against individuals who experience mental disorders.

Are organizations responding to significant changes in Australian labour force demographics by providing more family‐friendly programs? This article explores whether or not variations across companies in the implementation of work‐family programs and policies relate to demands of key constituent groups. Findings of the present evaluation indicate that certain employee demographic factors, particularly employees with dependents, women, union members, and long‐serving employees are more likely to predispose an organization to offer work‐family benefits. Employers need to be able to characterise the demographics of their workforce to plan the type of policies and programs that might be most suitable and contribute to productivity outcomes.

The paper seeks to assess the impact of brand acquisition announcement on the wealth of the acquiring company's shareholders in India. Furthermore, announcement returns have been assessed and compared across FMCG versus pharmaceutical brand acquisitions and domestic versus cross border brand buyouts.

Standard event study methodology has been applied to compute the announcement returns for the overall sample of brand acquisitions. Besides, sectoral and cross border effect has been computed to assess and compare the shareholders' wealth gains of pharmaceutical versus FMCG brand acquisitions and domestic versus cross border buyouts respectively.

The results indicate that the acquiring company shareholders have gained positive and significant returns on the announcement of a brand acquisition as it offers instant access to brand names that are vital for the companies to compete effectively in a dynamic business environment. Further, it gives an assurance of better long‐term prospects for the acquiring company by adding certainty to the future cash flows. However, value creation is not universal; rather it is sector specific and country specific thus yielding higher wealth gains for the FMCG sector brand buyouts than the pharma ones and for the domestic brand acquisition than the foreign ones.

The study tries to establish an interface between marketing and finance literature, by assessing the impact of inorganically acquired brands on shareholder wealth within the framework of event study methodology. The study would go a long way in enabling marketing managers to assess and communicate the financial value of their branding strategies to the investors at large.

The importance of the logistics function has increased dramatically at many firms as competitive priorities have shifted from cost and product quality to delivery and flexibility. At the same time, however, there have been few comprehensive studies of the implementation of TQM practices in logistics. This paper examines the application of quality management practices in the logistics function based on a field study of 165 Australian firms. Major findings include the practices implemented, the specific areas in which firms have implemented these practices, the obstacles faced in doing so and future plans for continued development.

Presents a comparison of the findings of three studies conducted in North America/Europe and Australia which investigated the adoption of quality management practices in the logistics function. Focuses on the extent to which quality practices are adopted, how quality in logistics is defined and administered, impediments to implementation, measurement of quality improvements, measuring customer expectations, measuring process improvements and the extent of satisfaction with the quality program.

Examines the use of third‐party logistics services by Australian firms over the period 1995 to 1999. It is based on a questionnaire survey that was initially conducted in 1995 and repeated in late 1999. The questionnaire addressed: the extent to which the firms use the services of contract logistics companies; the specific contract logistics services used; the benefits which have emerged for the user firms; the obstacles encountered in implementing contract logistics relationships; the impact of the use of contract logistics services on costs, customer satisfaction and employees of the user firm; and the future plans of current users of such services. Notable differences showed between the results from 1995 and those obtained in 1999. Of particular interest is the apparent centralisation of the decision making in regard to employing such services and the involvement of managers outside the logistics area. Also, more firms are utilising third‐party contract logistics companies for international purposes, and are signing longer contracts with their providers. The study identifies a number of concerns for providers that need to be addressed.