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This study reports the results of a multi-site, parallel block randomized clinical trial to expand the previous findings regarding the implementation of Project SEARCH plus ASD Supports (PS + ASD) on employment outcomes upon graduation from high school. Participants were 156 individuals with significant impact from ASD between the ages of 18–21. There was a significant difference between treatment and control groups with 73.4% of the treatment group acquiring competitive employment at or above minimum wage by 1-year after graduation compared to 17% of the control group for whom data was provided. At 1-year, employed treatment group participants worked an average of 21.2 h per week (SD = 9) for a mean hourly wage of$9.61 per hour (SD = $ 1.55).Clinical Trial Registration: clinicaltrials.gov Identifier: NCT03560453.

In the United States, employment outcomes for young adults with an autism spectrum disorder (ASD) are poor, with many unemployed, underemployed, or otherwise unable to achieve their potential regardless of cognitive ability. To explore employment expectations and experiences, qualitative interviews were conducted with 12 young adults with ASD and 28 parents. Transcripts were analyzed using the constant comparative method associated with a grounded theory approach. Three major themes emerged: Employment Aspirations and Potential , Challenges of Job Finding and Keeping , and Differing Parent and Young Adult Work-Related Roles and Views . Issues discussed include the need to foster meaningful pre-employment opportunities, acknowledge the role of families in employment issues, provide ASD-focused workplace support, and effectively coordinate intersecting systems (e.g., schools, agencies, employers).

Relatively little is yet known about employment readiness and elements that promote access to, and the retention of, employment for adults with autism spectrum disorder (ASD). This paper posits elements within the ecosystem of employment and ASD. The ecosystem approach locates employment among persons with ASD as inextricably linked with broader community resources, family support, workplace capacity building (e.g., employer, co-workers) and policy. Application of the approach is offered through process evaluation data yielded from an ecosystem-informed job readiness program entitled, ‘EmploymentWorks Canada’. Findings illustrate job readiness in the context of the broader ecosystem that envelopes salient components in the aim of community engagement and quality of life. Recommendations are offered for community-based applications and for program and research development.

This research examined in-depth the employment experiences of autistic performing arts professionals and the attitudes and adjustments of performing arts employers. We interviewed 18 autistic performing arts professionals and 19 performing arts employers. Autistic performing arts professionals described facing challenges in the workplace. Some autistic professionals had access to support, but the majority felt that there was not enough available and highlighted many ways in which they could be better supported. Performing arts employers varied in their experiences of working with autistic people, many had limited knowledge about autism-specific support or relied on other professionals to provide it. These findings shed light on current unmet support needs of autistic performing arts professionals, and provide key recommendations for research and practice.

Purpose: Higher education institutions play an important role in the economic growth of any country, through skills and productivity of their graduates. Employers have some expectations about the skills the graduates possess when they graduate out of universities. The purpose of this paper is to examine the skills employers look for in graduates before they hire them. Design/methodology/approach: Using a structured survey instrument, this paper gathered data from 50 organizations employing over 50 people. The data consisted of 21 skills the employers rate as important. These skills were categorized into four dimensions: analytical skills, career professional and readiness skills, communications skills, and personality, leadership skills and team/group work. After checking the reliability of the scale, ?2 test and rank correlation were used to analyze the importance of these skills. Findings: The findings from a study of employers in the northeastern part of USA suggest that the top six skills and competencies rated with highest importance by employers were: interpersonal skills/works well with others; critical thinking/problem-solving skills; listening skills; oral/speech communication skills; professionalism; and personal motivation. Of all 21 skills, the highly ranked skills needed were interpersonal skills followed by critical thinking and problem solving and listening. Research limitations/implications: The present research is based on self-report measures and, hence, the limitations of social desirability bias and common method bias are inherent. However, adequate care is taken to minimize these limitations. The research has implications for the higher educational institutions and researches in the field of education. Practical implications: In addition to the employers, this study contributes to higher educational institutions. The study suggests that employers look for interpersonal skills and problem-solving skills before making hiring decisions. Educational institutions need to focus on enhancing these skills in classrooms by emphasizing the teamwork. The implications for both academicians and practitioners are discussed in the paper. Social implications: The findings from the study help in creating a fruitful social environment in organizations. Originality/value: This study provides new insights about the changing pattern of skills students need to secure before seeking employment.

This mixed-methods study examined longitudinal data, assessing Israeli autistic adults' employment-related changes, resulting from the COVID-19 pandemic. In the quantitative phase, 23 participants answered a survey before and during COVID-19, assessing work-status, mental health, and work-related psychological need satisfaction. The qualitative phase included interviews with ten employed participants. Results indicate a significant decrease in mental health of participants who lost their jobs during COVID-19, while participants who continued to physically attend work, maintained pre-COVID-19 levels on all assessed variables. Participants who transitioned to remote-work from home, showed a marginally significant deterioration in mental health and a significant decrease in satisfaction of work-related psychological needs for competence and autonomy. Qualitative accounts supplement these findings and portray advantages and disadvantages of remote-work.

U.S. policy interventions encourage earlier provision of Vocational Rehabilitation (VR) services to support students and youth with disabilities such as autism spectrum disorder (ASD) during the transition from school to work. We analyzed Rehabilitation Services Administration (RSA-911) data using multivariable logistic regression to determine the association of VR services receipt with employment outcomes for students ages 16–21, same-age non-student youth and young adults with ASD. Students with autism received job-related services (job search, job placement, and on-the-job supports) at rates significantly below comparison groups, even though odds of successful employment at VR exit were significantly higher if they received these services. Findings suggest that rates of employment among students with autism might be improved with intentional delivery of job-related services.

Objective The authors investigate the potential early career consequences of parental coresidence for young men and whether they vary by duration of coresidence. Background Young adult coresidence with parents is becoming more common, particularly since the Great Recession and the recent pandemic. Although many studies have investigated the factors that predict coresidence, few examine the consequences. Some prior research suggests that coresidence may directly reduce career opportunities and indirectly shape employment through its effects on mental health and family formation. Yet, the consequences may be milder if coresidence is short‐term. Method Using data from the National Longitudinal Survey of Youth 1997, the authors examine the associations between parental coresidence after the age of 24 and employment status (n = 3915) and occupational standing (n = 3613) for young men in their early 30s in the United States. They explore how this association varies by the duration of coresidence, testing several model specifications and controlling for factors that select young men into parental coresidence. Results Short‐term coresidence of about 1 year is marginally associated with an improved likelihood of full‐time employment, but longer‐term parental coresidence of 4 to 6 years is negatively associated with occupational standing. Conclusion Parental coresidence may be beneficial for young men in their peak ages of career growth if it is only for a few years. However, just as long‐term unemployment can have a scarring effect on employment outcomes, long‐term parental coresidence might negatively impact career growth.

Objective: This article looks at couples' migration decision making processes and their gender-specific employment consequences after migration to Germany. Background: International migration has evolved into a common experience for couples around the globe. Previous research has focused on the internal migration of couples and families. This article is the first to consider couples' international migration decisions drawing on the theoretical concepts of Mincer's tied migration theory and gender role beliefs. Method: Using data from the German Socio-Economic Panel Survey, this study explores the labor market integration of tied, lead, and equal immigrants. Labor market integration is measured in terms of the probability to be employed and the time to first employment in Germany. The author investigates these outcomes via differences-in-differences and survival analysis regression techniques. Results: Male tied, relative to lead and equal immigrants, are significantly less likely to be employed shortly after migration as well as in the long run. By contrast, no significant differences in the employment probability showed between female tied migrants and their reference groups after migration. Yet, lead migrants of both genders enter the German labor market earlier than tied as well as equal movers. Conclusion: This study provides the first evidence on the significance of circumstances in couples' migration decisions making for (gender-specific) returns to migration and in that highlights key aspects of international couple migration.

Purpose Few studies have explored the work challenges and career barriers faced by women in the Kingdom of Saudi Arabia (KSA). Drawing on Institutional Theory, the purpose of this paper is to explore the experiences of employed Saudi women through in-depth interviews. Design/methodology/approach The paper employs a phenomenological qualitative approach drawing on 12 in-depth semi-structured interviews with Saudi women. Findings The findings reveal a significant number of prominent societal and organizational structural and attitudinal barriers to the advancement of Saudi women in paid employment. Among others, these barriers include a lack of mobility; the salience of gender stereotypes; gender discrimination in the workplace; limited opportunities for growth, development, and career advancement; excessive workload caused by a lack of family-work balance; and gender-based challenges related to dealing with pregnancy. Research limitations/implications Despite the contributions of this study, it also has limitations, particularly the convenience sampling approach and the focus on the KSA. The small sample size means that the findings cannot be generalized to all women employed in Saudi Arabia and should be generalized within Saudi Arabia and other Arab societies only with caution. Originality/value The paper contributes to the understanding of work challenges and barriers of Saudi women in the workforce. It provides fresh insights to the issues surrounding women in Saudi Arabia and the need to address them in order to provide support for their career advancement.