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Employment outcomes for individuals with autism spectrum disorder (ASD) are poor and there is limited understanding on how best to support individuals with ASD in the workplace. Stakeholders involved in the employment of adults with ASD, including employers and employment service providers have unique insights into the factors influencing employment for this population. Organisational and individual factors facilitating successful employment for adults with ASD across Australia and Sweden were explored, including the supports and strategies underpinning employment success from an employers’ perspective. Three themes including Knowledge and Understanding of ASD, Work Environment and Job Match emerged, suggesting that a holistic approach was key to supporting success, with employer knowledge and understanding of ASD underpinning their ability to facilitate employment.

A small but growing body of research has been conducted on vocational outcomes for adults with Autism Spectrum Disorder (ASD); however, limited resources have been directed towards understanding outcomes for competitive employers. While ASD does present with a range of social communication and adaptive behavior deficits, adults on the spectrum may be extremely efficient, trustworthy, reliable, and cost-effective employees. Nevertheless, fewer than half of young adults with ASD maintain a job. Many businesses are unwilling to hire these capable candidates, concerned among other things about an increase in supervision costs and a decrease in productivity. This is a bias based on misperceptions; the financial and social benefits of hiring adults with ASD, for businesses and the individual, often outweigh the costs.

The view that small businesses create the most jobs remains appealing to policymakers and small business advocates. Using data from the Census Bureau's Business Dynamics Statistics and Longitudinal Business Database, we explore the many issues at the core of this ongoing debate. We find that the relationship between firm size and employment growth is sensitive to these issues. However, our main finding is that once we control for firm age, there is no systematic relationship between firm size and growth. Our findings highlight the important role of business start-ups and young businesses in U.S. job creation.

Black, Indigenous, and Persons of Color (BIPOC) autistic transition-aged youth (TAY) report lower rates of competitive employment compared to White autistic TAY and even greater deficits with social skills associated with positive job interviewing. A virtual job interviewing program was adapted to support and improve the job interviewing skills of autistic TAY. The current study evaluates the effectiveness of an efficacious virtual interview training program on the job interview skills, interview anxiety, and likeliness to be hired, for a subsample of 32 BIPOC autistic TAY, ages 17–26 years old from a previous randomized control trial of the program. Bivariate analyses were used to evaluate between-group differences at pre-test related to background characteristics, and whether Virtual Interview Training for Transition-Age Youth (VIT-TAY) was associated with changes between pre-test and post-test measures of job interview skills. Additionally, a Firth logistic regression was conducted to examine the relationship between VIT-TAY and competitive integrative employment at 6 months, covarying for fluid cognition, having ever had a job interview, and baseline employment status. Participants receiving pre-employment services (Pre-ETS) and virtual interview training had better job interview skills (F = 12.7, ρ < .01; η ρ 2  = .32), lower job interview anxiety (F = .3.96, ρ < .05; η ρ 2  = .12), and a higher likeliness of receiving employment (F = 4.34, ρ < .05; η ρ 2  = .13 at the 6-month follow up compared to participants that only had Pre-ETS. Findings from this study suggest that virtual interview training for TAY is effective for BIPOC autistic TAY in improving their interview skills to gain competitive employment and lower their job interview anxiety.

To enhance employability and improve the career prospects of graduating students, this study explores the influence of practical experience on graduate employment outcomes in an Australian setting. To develop our understanding of the relative benefit of different forms of practical experience, the study evaluates the influence of both Work-Integrated Learning (WIL) and paid work in the final year of study on graduate employment and underemployment. Two samples are used, N?=?628 and N?=?237, to evaluate institutional data on practical experience combined with national data on graduate employment outcomes. Findings indicate that participating in WIL does not produce an increase in full-time employment rates. There is some evidence to suggest that it could lead to higher quality, relevant employment in both the short and long term. Paid employment during the final year of undergraduate study produced higher full-time employment rates, but had little effect on underemployment. Findings will help to inform stakeholders of the relative benefit of curricular and extra-curricular work experience and contribute to the dearth of empirical evidence on the value of activities designed to improve graduate employment prospects. This is particularly important given growth in the supply of graduates, concerns for credentialism, soft graduate labour markets and global economic weakening. (HRK / Abstract übernommen).

This article presents culture as a vehicle of labor market sorting. Providing a case study of hiring in elite professional service firms, I investigate the often suggested but heretofore empirically unexamined hypothesis that cultural similarities between employers and job candidates matter for employers' hiring decisions. Drawing from 120 interviews with employers as well as participant observation of a hiring committee, I argue that hiring is more than just a process of skills sorting; it is also a process of cultural matching between candidates, evaluators, and firms. Employers sought candidates who were not only competent but also culturally similar to themselves in terms of leisure pursuits, experiences, and self-presentation styles. Concerns about shared culture were highly salient to employers and often outweighed concerns about absolute productivity. I unpack the interpersonal processes through which cultural similarities affected candidate evaluation in elite firms and provide the first empirical demonstration that shared culture—particularly in the form of lifestyle markers—matters for employer hiring. I conclude by discussing the implications for scholarship on culture, inequality, and labor markets.

There is limited large-scale empirical research into the working lives of adults who have an autism spectrum disorder with no co-occurring intellectual disability. Drawing on data from a national survey, this report describes the employment activities and experiences of 130 adults with Asperger’s Disorder (AD) and high functioning autism (HFA) in Australia. Outcome measures include current occupation; occupational skill level and alignment with educational attainment; type of job contract; hours of work; support received to find work; support received in the workplace; and positive and negative experiences of employment. The findings confirm and expand upon existing evidence that adults with AD and HFA, despite their capacity and willingness to work, face significant disadvantages in the labour market and a lack of understanding and support in employment settings.

Objective This study examines the effect of exposure to different economic narratives of the future on fertility intentions of Norwegian couples. Background Fertility patterns should not only be interpreted in relation to economic uncertainty conceptualized as objective constraints. One should also consider that subjective narratives of economic uncertainty may have a significant role in fertility decision‐making. Method Data were collected from a controlled laboratory experiment of both partners in heterosexual couples in fall 2019 in Oslo, Norway (N = 838). The participants were randomly assigned to read either a negative or a positive future economic scenario, while a control group was not assigned to any scenario. Results The economic scenarios influenced couples' fertility intentions, with the negative scenario causing a clear decrease in fertility intentions and the positive scenario causing an increase in fertility intentions. Men and women responded in similar ways to the scenarios. The effect of exposure to the scenarios is not moderated by objective measures such as couple employment status and income, except in one case. Conclusion Our experimental setting demonstrates that people's fertility intentions are shaped by their subjective view of the future economic situation.

The negative impact of unemployment on individuals and its spillover to spouses is widely documented. However, we have a gap in our knowledge when it comes to the similar consequences of temporary employment. This is problematic, because although temporary jobs are often considered better alternatives to unemployment for endowing individuals with income and opportunities to connect to employers, they are also associated with stressors such as high levels of job insecurity and poor quality work, the effects of which might spill over to spouses. Using matched data from the British Household Panel Study, I show that temporary work is at least as detrimental as unemployment for spouses’ subjective well-being, although there are differences. When experienced by husbands, temporary work, like unemployment, has a negative effect on wives’ psychological well-being and life satisfaction. Yet, as opposed to unemployment, wives’ temporary employment also spills over and negatively affects husbands’ psychological well-being. Furthermore, coupled individuals’ well-being is most affected when men are either unemployed or temporarily employed and their wives have permanent jobs, suggesting that the effect is related to gender deviation. The effects are robust after controlling for fixed individual characteristics that can influence both employment status and well-being outcomes.

PurposeThe field of careers studies is complex and fragmented. The aim of this paper is to detail why it is important to study careers, what we study and how we study key issues in this evolving field.Design/methodology/approachKey theories, concepts and models are briefly reviewed to lay the groundwork for offering an agenda for future research.FindingsThe authors recommend ten key directions for future research and offer specific questions for further study.Research limitations/implicationsThis paper contributes to the development of the theoretical underpinning of career studies.Practical implicationsThe authors hope that the proposed agenda for future research will help advance the field and encourage more research on understudied, but important, topics.Originality/valueThis paper presents a comprehensive view of research on contemporary careers.