Barriers to work-based learning experiences: A mixed methods study of perceptions from the field

BACKGROUND: Work-based learning experiences (WBLEs) are significantly associated with improved postschool employment outcomes for students with disabilities; however, little is known about the specific barriers affecting implementation of WBLEs. OBJECTIVE: The purpose of this study was to identify community-and school-related barriers to implementing WBLEs. METHODS: This study used a mixed methods approach to analyze survey data from 170 secondary transition staff providing WBLEs to students with disabilities in three states. RESULTS: Findings provided a broader understanding of critical barriers as perceived by transition staff implementing WBLEs, including limited availability of resources, transportation, and lack of willing employers. CONCLUSIONS: Collaborative partnerships between vocational agencies and school districts have the potential to address some of these barriers and improve the delivery of employment supports and WBLEs in an effort to help students achieve their postschool employment goals.

Employment of Young Adult Cancer Caregivers, Other Disease Caregivers, and Non-Caregiving Adults

Young adults are increasingly taking on caregiving roles in the United States, and cancer caregivers often experience a greater burden than other caregivers. An unexpected caregiving role may disrupt caregiver employment, leading to lost earning potential and workforce re-entry challenges. We examined caregiving employment among young adult caregivers (i.e., family or friends) using the 2015 Behavioral Risk Factor Surveillance System (BRFSS), which included caregiving, employment, and sociodemographic variables. Respondents’ ages varied between 18 and 39, and they were categorized as non-caregivers (n = 16,009), other caregivers (n = 3512), and cancer caregivers (n = 325). Current employment was compared using Poisson regressions to estimate adjusted incidence rate ratios (aIRR) and 95% confidence intervals (95% CI), including gender-stratified models. We estimated employment by cancer caregiving intensity (low, moderate, high). Cancer caregivers at all other income levels were more likely to be employed than those earning below USD 20,000 (aIRR ranged: 1.88–2.10, all p< 0.015). Female cancer caregivers who were 25–29 (aIRR = 0.71, 95% CI = 0.51–1.00) and single (aIRR = 0.70, 95% CI = 0.52–0.95) were less likely to be employed than their counterparts. College-educated males were 19% less likely to be employed than high school-educated caregivers (95% CI = 0.68–0.98). Evaluating caregiver employment goals and personal financial situations may help identify those at risk for employment detriments, especially among females, those with lower educational attainment, and those earning below USD 20,000 annually.

Comparison of counseling methods to promote employment for HIV+ ADULTS

BACKGROUND: Despite improved health and during a strong job market (pre-COVID-19), a substantial proportion of HIV+ adults remained unemployed. This study sought to provide time-limited counseling to promote employment goals. OBJECTIVE: To determine whether behavioral activation (BA) or supportive counseling (SC), would be more effective in promoting vocational goals (full or part-time, paid or volunteer). METHODS: The study included two groups: those with clinically significant fatigue, who were first treated with armodafinil. Once their fatigue diminished, they were enrolled in the counseling program. Those without fatigue were enrolled directly. Both BA and SC interventions were manualized, consisting of eight individual sessions plus a follow-up. RESULTS: 116 participants entered counseling, including 87 assigned to BA and 29 to SC. Of these, 79 completed counseling or found a job by session eight. By follow-up, 51%of BA versus 41%of SC participants had found jobs, a non-significant difference either clinically or statistically. CONCLUSIONS: Multiple issues contributed to difficulty in employment, including gaps in resumes, loss of contact with former colleagues, and uncertainty about career direction. Ongoing barriers included substance use, housing instability, ambivalence about forfeiting government benefits, as well as inadequately treated depression. Success in employment for about half of participants is, in this context, a reasonable outcome.

Occupational and Educational Expectations of Rural youth in Croatia

The present study is as an attempt to understand how socio-demographic characteristics (i.e., gender, family socioeconomic status) and school level supports (i.e., school climate, professional guidance at school) influence occupational and educational expectations among rural youth (i.e., aspirations for a meaningful career, future family values, and future employment goals). The findings showed a relationship among the demographic characteristics, school level supports, career aspirations and future family and employment expectations of rural youth. The results of regression analysis indicate that school climate does influence aspirations towards a meaningful career, future family orientation and future employment goals. In addition, aspirations towards a meaningful career are also influenced by gender and professional guidance at school.

‘…having people that will help you, that know the ropes and have walked that road before you’: How does first in family status impact graduates in the employment field?

Increasing competitiveness in the graduate employment field combined with growing numbers of degree bearing applicants means that gaining employment after completing university studies can be a lengthy and complex undertaking. This is even more the case for students who do not have ready access to the social or family capital often required for successful employment, such as those who are first in their family to attend university. This article reveals hidden tensions within the post-graduation employment market when this is negotiated without the benefit of necessary capitals required to do so successfully. Drawing on interview and survey data from recent first in family graduates and alumni in Australia, the ways in which they negotiated employment was explored. This exposed an alternative perspective on graduate employment that highlights the somewhat ‘hidden’ inequities and unfair expectations within a hyper competitive job market. Participants’ written and spoken reflections reveal the ways in which the graduate landscape is far from being an ‘even playing field’. The perspectives presented contribute to broader understanding about the difficulties of moving towards desired employment goals or social mobility particularly when intangible relational and personal capitals are needed. Such insights are needed to inform both policy and practice globally, particularly as nation states come to terms with the repercussions of the current health crisis.

Formation of an innovative type of employment in oil and gas companies

Subject/topic. At the present stage of both global and national economic development, there are a significant number of factors that have a significant impact on key areas of human activity, particularly, the development of globalization, increasing the standard and pace of life, intensive digitalization of the economies of the world, which lead to a change in labor relations and workforce management processes. In this connection, the active development of innovative technologies has led to the formation of a completely new type of activity - innovative employment. Goals/objectives. The aim of the study is to determine the features of the formation of an innovative type of employment in oil and gas companies. The object of the research is the theoretical concepts of employment. The subject of this research is the formation of an innovative type of employment in oil and gas companies. Results. The authors summarize the outcomes formed as a result of the analysis of the level of qualification of personnel of oil and gas companies, and suggest the active implementation of professional development programs.

The difference model of disability: A change in direction for vocational rehabilitation practice

Vocational rehabilitation provides guidance and support to individuals with disabilities entering the workforce. Employment plans include considerations of goals, the job market, and pre-existing or trainable skills on the part of job seekers. This process also includes an understanding of the social forces that affect employment goals. Current models of disability include the medical, social, and embodiment models. Each is cognitively based and assumes an element of responsibility or blame, that is, respectively, focused on the individual with a disability, the community, or a combination of these two factors. The difference model of disability offers an alternative understanding of disability by providing an affect-based framework that eliminates the premise of blame. This conceptualization of disability provides a new approach to vocational rehabilitation.

The significance of grit from social support and health determinants

Non-cognitive skills are known to be influenced by the environment, especially regarding health and social support. One emerging non-cognitive skill is grit that can be defined as a success measure among low-income adults. It has been studied mostly among school-age children as it relates to academic success however little attention has paid to grit in workforce development. This is important to recognize as two identifiers for workforce success are social support and health. This paper aims to investigate the effects of health and social support on grit. Regression analysis was completed on 520 low-income, job seeking adults. A series of multiple regression results indicate that social support and health—physical, emotional, and general—have statistically significant independently and combined effects on grit. This finding is important for workforce development practitioners to understand when working with job seeking clients who are having difficulty in demonstrating the necessary tenacity to continue the path to achieve employment goals.