Defining, diagnosing, classifying, and planning supports for people with intellectual disability: an emerging consensus

Significant international work in the field of intellectual disability (ID) over the last decade has resulted in an emerging consensus regarding the definition of ID, the criteria used to diagnose a person with ID, the classification of individuals who have been diagnosed with ID, and the planning of individualized supports for people with ID. This article describes that emerging consensus

Demographic Profiles for Cross-Cultural Adjustment of Expatriates in Nigeria

This paper offers insight into the demographic profiles of expatriates for successful cross-cultural adjustments in the context of Nigeria. It considers the following demographics: age, gender, marital status, international work experience, and time spent in the host country. The study adopted cross-sectional survey research by utilizing a questionnaire to collect data from one hundred and fifty-two (152) expatriate residents in Nigeria, who relocated from 22 different countries and who have worked and lived in Nigeria for over six months. The paper discovered that marital status, international work experience, and length of stay in Nigeria rather than age and gender are the demographic profiles influencing and required for the successful cross-cultural adjustment of expatriates in the Nigerian context. It concludes that the more organizations recruit, select, and deploy expatriates whose demographic profiles reflect the higher length of stay/time in Nigeria, higher level of international work experience, and single/unmarried, the higher the successful cross-cultural adjustment of such expatriates in the Nigerian context.

LGBTIQ+ Teachers in Australia

The key themes that inform research with LGBTIQ+ teachers in Australia are heteronormativity in the workplace, policy, context, and the negotiation of private and professional worlds. There is a paucity of work that focuses solely on an Australian context; therefore, it is necessary to link the Australian themes to broader international themes from the field. Research carried out into the lives of LGBTIQ+ teachers in Australia is part of a small but growing field of international work that engages with LGBTIQ+ teacher identities, both in their personal and professional lives. LGBTIQ+ is an acronym that refers to people who identify as lesbian, gay, bisexual, transgender, intersex, and/or queer. The “+” acknowledges that there may be other categories of gender and sexual identification that are not included here, and also acknowledges that gender and sexual identities are shifting and may be subject to change during the duration of a person’s life. LGBTIQ+ has been chosen as a preferred acronym in the article because of its inclusiveness and acknowledgment of physical sex, sexuality, gender identity, and gender expression. When referring specifically to the experiences of transgender educators, “trans*” is used, a broad term for people who do not identify with the sex they were assigned at birth and which includes people identifying as transgender, genderqueer, nonbinary, and gender creative. The term “cisgender” or “cis” is used to denote people whose sex assigned at birth reflects their gender identity.

CEOs’ International Work Experience and Compensation

In this paper, we study the effect a CEO’s international work experience has on his or her compensation. By combining human capital theory with a resource dependence and a resource-based perspective, we argue that international work experience translates into higher pay. We also suggest that international work experience comprises several dimensions that affect CEO compensation: duration, timing and breadth of stays abroad. With data from Europe’s largest stock market firms, we provide evidence that the longer the international work experiences and the more numerous they are, the higher a CEO’s compensation. While, based on our theoretical arguments, we expect to find that later international work experiences pay off for CEOs, our empirical analysis shows that earlier international work experiences are particularly valuable in terms of compensation. In addition, our data support the argument that maturity allows a CEO to take advantage of the skills, knowledge and competencies obtained via international experience—and to receive a higher payoff. With our study, we improve the understanding of how different facets of a CEO’s background shape executive remuneration.

AGENDA INTERNACIONAL DE TRABALHO DECENTE: avanços no diálogo social no Brasil e no Chile

O objetivo deste estudo é verificar se houve avanços na promoção do diálogo socialem decorrência das políticas desenvolvidas a partir das Agendas de Trabalho Decente executadas no Brasil e no Chile no período de 2006 a 2016. Primeiramente, o artigo apresenta os conceitos de trabalho decente e diálogo social, elaborados pela Organização Internacional do Trabalho (OIT), assim comoa pesquisa empírica das experiências de cada país. Conclui recomendando a necessidade de institucionalização dos espaços tripartites com plano de ação e recursos próprios. DECENT INTERNATIONAL WORK AGENDA: advances in social dialogue in Brazil and ChileAbstractThe objective of this study is to verify whether there have been advances in the promotion of social dialogue as a result of the policies developed in the Decent Work Agendas carried out in Brazil and Chile in the period from 2006 to 2016. The first part explains the concepts of decent work and social dialogue, developed by the International Labor Organization (ILO), as well as empirical research on the experiences of each country. It concludes by recommending the need to institutionalize tripartite spaces with their own action plan and resources.Keywords: Social Dialogue. Public Policies. Labor Relations.