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Background: Attitudes towards intellectual disability play an important role in the social inclusion and well‐being of persons with intellectual disability. Few studies have examined attitudes of staff working in the specialised service industry, which may have an even greater impact. This study aimed to better understand these attitudes. Methods: A sample of 157 direct support professionals and 38 managers working with persons with intellectual disability completed the Attitudes Toward Intellectual Disability Questionnaire (ATTID; Morin, Rivard, et al. (2013). Journal of Intellectual Disability Research, 57, 279–292). Attitudes were assessed along affective, cognitive, and behavioural dimensions. Results: Results revealed generally positive attitudes in both groups, but more paternalistic attitudes among managers and less positive attitudes in the general population. Positive attitudes were associated with level of education, frequency and quality of contact, and knowledge about intellectual disabilities. Conclusion: Workplace training programs addressing the aetiology of intellectual disability and interventions promoting self‐determination may help enhance staff attitudes towards intellectual disability. [ABSTRACT FROM AUTHOR]

Transportation is integral to the employment accessibility and sustainability of people with disabilities. This study aims to identify barriers, facilitators, and solutions to commuting for people with disabilities, drawing from their perspectives as well as those of employers and transportation providers. Through semi-structured individual interviews, insights were gathered from sixteen individuals with disabilities, seven employers, two job integration agents, and four transporters. Qualitative analysis of the interview transcripts revealed factors influencing commuting, including personal attributes and environmental factors. This study underscores the significant impact of environmental factors, particularly the role of social networks and transport infrastructure in either supporting or hindering public transportation use for people with disabilities who commute to work. For example, employers' limited awareness of their employees' commuting challenges contrasts with their recognition of their potential role in supporting it. Training and disability awareness initiatives emerge as pivotal solutions to empower individuals within the social network, including transport personnel, fellow passengers, and employers, to facilitate public transportation use by people with disabilities for work commutes. [ABSTRACT FROM AUTHOR]

Although many barriers remain to the employment of people with disabilities, public transportation can play a key role for integration and retention of people with disabilities in employment. However, research is needed to better understand how public transportation influences access to work for people with disabilities. This study aims to identify public transportation-related barriers and facilitators to the employment of people living with disabilities. A scoping review approach was adopted, with a keyword search through six databases. Studies' characteristics, transportation barriers, and facilitators to employment of people with disabilities were extracted from the selected articles. The results were presented descriptively and narratively. In total, 74 studies were included. Barriers and facilitators were grouped under four themes: (1) public transportation, (2) employment, (3) personal factors, and (4) social network. This review highlights the key role of public transportation in accessing and maintaining employment for people with disabilities. It also reveals gaps in the literature and a need to investigate the issue through the lens of employers, public transportation services, and social environmental facilitators. [ABSTRACT FROM AUTHOR]