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The Fourth Industrial Revolution has revealed some emerging concepts and technologies. In the framework of Industry 4.0, the Internet of things (IoT) is one of the key concepts as well as an evolving paradigm that creates opportunities of integration between the things and the physical world which has an unprecedented influence in our lives, particularly in the lives of those with disabilities. It is a groundbreaking way of providing independent living opportunities to individuals with disabilities, such as academic and learning aids (e.g. computer-based software, portable word processors), communication aids (e.g. captioning devices, smart glasses, augmentative communication devices), mobility aids (e.g. smart canes, smart wheelchairs), and smart systems (e.g. smart home, smart city, smart workplace), which increase the amount of their participation in the society, thus, empowering individuals with disabilities. This chapter aims to present the IoT technologies for individuals with disabilities and consists of five sections. The first section presents background information about the IoT and how it relates to individuals with disabilities. The second section introduces key technologies and applications that drive the IoT concept of Industry 4.0 in terms of the subject of disability in five domains which are mobility, smart environments, monitoring, communication, and education. The third section illustrates the importance of the IoT technologies and its relevance to the universal approach. The fourth section presents the implications of global business and implications of COVID-19 for IoT technologies. Finally, the chapter concludes with suggestions.

The Vocational Rehabilitation (VR) Service System was created in 1973 in the United States as a way to help people with disabilities access necessary supports and services to return to work and live independently. The program receives federal funds and operates in all 50 states and territories. The program is designed to allow consumers to develop a rehabilitation plan in collaboration with a VR counselor and receive necessary services and supports in order to meet their rehabilitation goals. Unfortunately, there are serious issues with access to services and rehabilitation success for minority individuals in the program, particularly African Americans. The chapter will first provide a brief overview of the Rehabilitation Act and its purpose, then we will introduce some of the research that has been conducted to evaluate the program over the years, with particular emphasis on the outcomes for African Americans, and then will focus on a series of studies that have been conducted by the authors in the state of Illinois. The chapter will conclude with some suggestions about ways in which the system could be improved and ways to empower African Americans in pursue of their rehabilitation and independent living goals, including peer-support and supported employment.

The purpose of this study was to investigate how library staff understand disability and attitudinal barriers and how they use their knowledge of attitudinal barriers when planning programs and services for individuals with disabilities.

This study took a generic qualitative approach to examining how library staff understand disability and attitudinal barriers. Participants were recruited through emails to professional library associations throughout the United States of America. Emails directed participants to a screening questionnaire, and 15 respondents were selected to participate in semi-structured interviews.

The results of the study showed that participants were aware of attitudinal barriers, but attitudinal barriers were not often considered during the planning and implementation of library programs and services.

This study is one of a limited body of work examining library staff's understanding of attitudinal barriers to library services for individuals with disabilities.

Based on the principle of equality, individuals with disabilities have the right to equal job opportunities and career advancements and to actively participate in the economy like other members of society. This study aims to provide an integrated description of discriminatory occupational practices and behaviours that individuals with disabilities face. This study followed the descriptive analytical approach to achieve the objectives. A questionnaire was used for data collection purposes.

The target population for this study was male and female employees with disabilities working in the Jordanian Government sector for the years 2019–2022 in all governorates of Jordan. The sample method used was purposive-convenient random sampling, and the size of the sample valid for statistical analysis was n = 1,043. Using the Statistical Package for Social Sciences (v26), a number of statistical tests were conducted to infer the features of the researched phenomenon.

This study found an overall moderate level (mean = 2.76) of practices and behaviours of job discrimination against individuals with disabilities in the Jordanian public sector. All proposed practices and behaviours were at moderate levels of agreement, with the highest discriminatory behaviours being in the areas of training and learning opportunities (2.88), followed by job performance evaluation (2.84), work leave and vacation (2.75), integration and social participation (2.74), career advancement and promotion (2.73) and, last, the distribution of tasks and responsibilities (2.61). Furthermore, it was found that there are significant differences in the levels of discriminatory practices and behaviours towards people with physical disabilities, individuals with visual impairments and psychological disabilities, new employees at work and those with a low level of education. In addition, employees at higher administrative levels (manager, deputy/assistant manager and head of department/division) and workers in the southern and central governorates are exposed to the highest levels of discrimination.

Lack of data: There is often a lack of reliable and comprehensive data on employees with disabilities, making it difficult for researchers to accurately study and understand the experiences of this population. Stigma and discrimination: People with disabilities often face stigma and discrimination, which can make it challenging for researchers to engage with them and collect accurate information.

Moreover, it was found that the main agencies to which cases of discriminatory practices towards individuals with disabilities working in the Jordanian public sector are reported are the direct managers/supervisors (n = 381), the ministry to which the institution/department belongs (n = 278) and the Higher Council for the Rights of Persons with Disabilities (n = 261).

Supporting social inclusion: Employment can provide a sense of purpose, identity and social inclusion for people with disabilities, which can have a positive impact on their disabilities and overall quality of life. Improving diversity and inclusion: The inclusion of employees with disabilities can contribute to a more diverse and inclusive workplace, where all employees feel valued and respected.

This study found that discriminatory practices against employees with disabilities in the Jordanian public sector were largely because of a lack of awareness of reporting mechanisms and negative attitudes towards individuals with disabilities. This study proposes solutions such as raising awareness among non-disabled employees, implementing penalties for discriminatory behaviour and updating legislation for the rights of individuals with disabilities.

It has been suggested that over the last decade interest in and delivery of psychological therapy for people with learning disabilities have increased (Beail et al, 2005). While the literature continues to highlight the need for further evidence of its effectiveness (Willner, 2005) there is a general ‘swell of opinion’ that psychological therapy for individuals with learning disabilities is helpful (Mason, 2007). A component of psychological therapy that is generally considered to be universally important is the quality of the relationship between therapist and client (Clarkson, 2003). However, in the relatively new field of psychological therapies for people with learning disabilities, there remains a poor empirical and theoretical understanding of the role and potential complexities of the therapeutic relationship. The paper explores some of the existing literature in this field. It highlights the limited empirical evidence before exploring some of the common themes outlined so far in the clinical literature. The paper concludes with some suggestions for future research in this area.

This study aims to examine the usability of three popular electronic reading devices (e-readers) to determine which device provides the best functionality for individuals with print disabilities. Adaptability and flexibility for use with assistive technology are also evaluated.

This study reports the results of a usability test of e-readers and their potential for use by individuals with print disabilities. Students enrolled in a School of Library and Information Science evaluated and compared the devices through a series of tasks designed to measure functionality. Participants completed a series of questionnaires and engaged in small group discussion about the efficacy of the devices. Likert scales and open-ended evaluation were employed in the evaluation and analysis.

Two of the three devices examined offered no accessibility features for individuals with low or no vision who require assistive technologies to use information and communication technologies. The third device, while offering greater universal access functionality for individuals with mild-to-moderate print disabilities, also had weaknesses for individuals with severe print disabilities.

With the rapid deployment of e-readers, little research has been completed measuring the accessibility and functionality for individuals with print disabilities in library or educational environments. The paper provides data on the usability of e-readers for users with print disabilities and recommendations for adopting e-reader use in libraries and educational environments. It will inform and guide information professionals seeking to provide greater access to resources for patrons with specialized access needs.

Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their workplaces, it is incumbent upon the management field to offer insights that address obstacles to work. Although barriers to employment have been addressed in various fields such as psychology and economics, management scholars have addressed this issue in a piecemeal fashion. As such, our review will offer a comprehensive, integrative model of barriers to employment that addresses both individual and organizational perspectives. We will also address societal-level concerns involving these barriers. An integrative perspective is necessary for research to progress in this area because many individuals with barriers to employment face multiple challenges that prevent them from obtaining and maintaining full employment. While the additive, or possibly multiplicative, effect of employment barriers have been acknowledged in related fields like rehabilitation counseling and vocational psychology, the Human Resource Management (HRM) literature has virtually ignored this issue. We discuss suggestions for the reduction or elimination of barriers to employment. We also provide an integrative model of employment barriers that addresses the mutable (amenable to change) nature of some barriers, while acknowledging the less mutable nature of others.

Disasters do not discriminate. Socio-political systems create the circumstances by which hazards disproportionately impact some individuals more than others. It is also these systems that either provide policies, procedures, and processes to help every person recover in an effective and positive manner, or create further inequalities and inequities leading to additional harm and delivering insufficient opportunities for substantial recovery. This chapter seeks to explore the unique disaster response considerations that must be taken into account for individuals with access and functional needs, and the subsequent challenges in recovery that may be experienced by this population. This exploration will be through the lens of justice, including the roles of equality, equity, and human rights. More specifically, this chapter will examine Jerolleman’s principles for Just Recovery and the applicability of this concept to individuals with access and functional needs.

There is growing evidence for the efficacy of anger treatment programmes, which aim to reduce inappropriate aggression in people with learning disabilities. To date they have been provided in both group and individual formats, but the differential efficacy of these approaches is yet to be assessed. Individuals with a learning disability and inappropriately expressed anger were assigned to either group or individual treatment or a waiting list control, depending on the availability of treatment options. In this way, 23 participants completed group treatment, 18 individual treatment and 21 were included in a waiting list control. Participants were assessed both before and after treatment using an anger provocation inventory. Improvements were found in the scores obtained on the anger inventory for both the group and individual treatments compared to the control using a 2 by 3 split plot ANOVA. There was no difference between group and individual treatments. These results replicate previous findings that suggest that both group and individual cognitive behavioural interventions are effective treatment options for people with learning disabilities, but do not support either method of delivery as the preferred option. Limitations of the data are discussed.

The purpose of this paper is to analyse recruitment to sheltered employment for the disabled, with particular attention to cream skimming, i.e. whether the most able candidates are picked by programme organisers.

In this paper recruitment practices and incentive structures at the state‐owned Samhall company, Sweden's main provider of sheltered employment, are discussed. An econometric analysis is performed on a random sample of 10,000 unemployed individuals, exploring the quality of the data on disability and the determinants of recruitment to the company. The findings regarding recruitment are related to Samhall's objectives.

The findings in this paper regarding cream skimming is mixed; the prioritised groups, i.e. individuals with intellectual or psychic disabilities, are more likely to be hired than some, but not all, disability groups. Individuals without disabilities tend to be recruited by the company, which suggests creaming and is contrary to the guidelines.

The paper sees that the fact that disability tends to be difficult to define should be taken into account when recruitment practices to employment programmes for the disabled are analysed.

The paper found that objectives and screening procedures in employment programmes for the disabled should be assessed carefully in order to avoid excessive cream skimming.

The paper shows that most studies on cream skimming do not consider programmes for the disabled, although the potential for harmful cream skimming may be larger than in mainstream programmes. Unlike previous studies the role of disability characteristics for recruitment is explicitly taken into account and these are related to programme objectives.