Objective: While individuals with intellectual disabilities can make valuable contributions in community workplaces, they typically experience low rates of paid employment. The goal of this article is to explore the reasons for the limited involvement of this population in competitive employment, provide a rationale for including individuals with intellectual disabilities as employees, and propose policy, structural and attitudinal changes that would be necessary to include them more meaningfully in the workforce. Methods: The authors conducted a review of the literature relevant to the key theoretical concepts of disability, employment, organizational management and inclusion. Results: The analysis reveals a number of theoretical, philosophical, legal and business arguments for and against the inclusion of workers with intellectual disabilities as employees, and suggests %a number of system level changes needed to mitigate challenges to recruiting, hiring and retaining these workers. Conclusions: Changes to the employment situation for workers with intellectual disabilities will require major shifts in government policy, workplace practices and vocational preparation of youth with intellectual disabilities. Continued research is necessary to identify best practices.

Purpose: This paper presents the results of a scoping review of the research literature on community-based employment for individuals with intellectual disabilities from 2000 to 2010. The review examined the variables studied in each paper, and considered the degree to which elements of social inclusion were addressed. Method: The search strategy identified a total of 245 articles, the total pool of which was reduced to 42 following abstract and text review. Two researchers reviewed the final set of articles and extracted information relevant to the study goals. Independent and dependent measures used in the studies were categorized relative to a conceptual model of social inclusion. The frequency with which each aspect of inclusion was addressed in the studies was totalled, and the resulting pattern analyzed qualitatively. Results: The analysis revealed that the majority of papers identified the work role achieved (i.e. employment and pay rates, job titles) as the primary construct of interest, while fewer than 5 articles focused on central aspects of inclusion, such as sense of belonging, reciprocity, and need fulfillment. Conclusions: This study profiles the evidence base relative to inclusive employment for people with intellectual disabilities. The lack of evidence on the degree to which social inclusion is being achieved through community-based employment highlights a critical area requiring attention.

Involvement in productivity roles such as work, volunteerism, and personal projects plays a central role in the lives of most adults and is associated with enhanced physical and mental health. This study examined the meaning of productivity to adults with intellectual disabilities, their satisfaction with the roles they held, and contributors and barriers to achieving satisfying productivity outcomes. The results suggest a number of key areas to address in future research and practice, including systemic and social barriers to choice and meaningful participation.

Background: Social firms are widely used in Europe as a means of affirmatively creating employment opportunities and training for employment challenged groups. These commercial businesses produce, market and sell goods and services to the public while providing opportunities for productive engagement, increased incomes, and social integration for their employees. Methods: This article presents a case study of a Norwegian social firm that was created to improve employment and functional outcomes for workers with mental health disabilities and addictions. The case illustrates one model of social firm, and is used as the foundation for discussion of the relative contributions of social firms to employment outcomes for people who are marginalized in the labour market. Results: The social firm represented a major change in philosophy and operations for mental health service provision in the local municipality. Numbers of individuals served increased dramatically, and changes were observed in the extent and nature of participant daily involvement, and in outcomes achieved. This model brings participants into contact with the public, and has served to break down barriers and reduce stigma. Conclusions: Social firms represent a viable alternative for creating employment options and training and for enhancing social integration of people with mental health disabilities.