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Chan, Elizabeth S. M. & Joshua M. Langberg (2026): Predicting Occupational Outcomes for Individuals with ADHD: The Role of Hyperactivity/Impulsivity and Executive Functioning. In: Journal of Occupational Rehabilitation, Jg. 36, H. 1, S. 223-233. DOI:10.1007/s10926-024-10259-y

Abstract

"Purpose: The present study adds to the literature by evaluating the differential risk of ADHD symptom dimensions and executive functioning (EF; time management, organization, motivation) to key occupational outcomes. Methods: Participants were adults (N = 100; 51% male) with ADHD working full-time between the ages of 19–30 (M = 26.61, SD = 2.28). Participants reported on their ADHD symptoms and EF as well as on five areas of occupational functioning (income, written warnings, boredom at work, satisfaction with coworkers and supervisors). Results: Over and above medication status, sex, and age, path analyses revealed hyperactivity/impulsivity and time management were the most consistent predictors of outcomes. Higher levels of each predictor were associated with lower income, more written warnings, greater boredom at work, as well as lower satisfaction with coworkers and supervisors. Executive function difficulties with organization and motivation were risk factors for all evaluated outcomes, except written warnings. Higher levels of inattention symptoms were associated with more written warnings and lower satisfaction with coworkers. Conclusion: The present study is one of the first to document the differential risks of ADHD symptoms and EF to a comprehensive set of occupational functioning outcomes. Future research is needed to replicate the present findings and expand this line of work to identify factors that may protect against these ADHD-related risks on workplace success." (Author's abstract, IAB-Doku) ((en))

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Grant, Christine, Maria Charalampous, Carlo Tramontano & Emma Russell (2026): Remote4All: Voicing the Lived Experiences of Disabled and/or Neurodivergent Remote Workers. In: New Technology, Work and Employment. DOI:10.1111/ntwe.70027

Abstract

"Disabled and/or neurodivergent people form 20% of the UK working population but their experience of remote working has been overlooked in research and practice. This research gave a voice to this community of workers to express their lived experience about how remote working can help to support their specific needs. Employing a qualitative design, we interviewed 24 disabled and/or neurodivergent remote workers across various UK organizations and sectors. Using Conservation of Resources theory, we identified (through thematic analysis) eight themes associated with conditional resources that, when configured in different combinations (referred to as resource ‘caravans’) can support the development and sustenance of personal resources to fulfil three key resource needs. These key resource needs involve being able to Control the Sensory Environment, Manage Conditions and Present Authentic Self-expressions. These needs emerged as specifically important for this group of workers and were likely to be fulfilled through remote and hybrid working arrangements. We encourage organizations to invest in these caravans of conditional resources, to enable flourishing in relation to the key needs of disabled and/or neurodivergent workers, and to promote sustainable, inclusive and fair remote working for all." (Author's abstract, IAB-Doku) ((en))

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Helmold, Marc & Malte Martensen (2026): Neurodiversität am Arbeitsplatz. Effektive Strategien für Leadership und Management. Wiesbaden: Springer Fachmedien Wiesbaden, XXIII, 190 S.

Abstract

"Dieses Buch beschreibt die verschiedenen Formen von Neurodiversität und unterstützt Mitarbeitende und Führungskräfte dabei, erfolgreich mit dem Thema im Arbeitsalltag umzugehen. Es bietet Handlungsempfehlungen, wie ein optimales Zusammenarbeiten funktioniert und wie neurodivergente und inklusive Führung zu einem Performance-Booster werden kann. Neurodiversität bedeutet neurologische Vielfalt und hat Ausprägungen wie beispielsweise den Autismus, die Aufmerksamkeitsdefizit- und Hyperaktivitäts-Störung (ADHS) und die Dyslexie (vormals Lese-Rechtschreibschwäche). Neurodiverse Teams fordern klassische Führungsmodelle heraus – und eröffnen gleichzeitig enorme Chancen für Innovation, Produktivität und Mitarbeiterbindung. Wer als Führungskraft versteht, wie man neurodivergente Talente erkennt, integriert und fördert, schafft nicht nur ein inklusives Arbeitsumfeld, sondern steigert auch die Teamleistung messbar." (Verlagsangaben, IAB-Doku)

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Ali, Muhammad (2025): Managing workplace neurodiversity for positive outcomes: a mapping review and research agenda. In: Employee relations, Jg. 47, H. 9, S. 320-354. DOI:10.1108/er-05-2025-0378

Abstract

"Purpose: Neurodiversity is gaining exponential attention from scholars, leading to fragmented insights and evidence. This mapping review aims to ascertain the amount and focus of peer-reviewed research on workplace neurodiversity to identify knowledge gaps that demand further research. Design/methodology/approach: For their relevance to business and organizational studies, Business Source Elite and ABI/INFORM databases were searched in December 2024. Based on the inclusion criteria of neurodiversity or any form of neurodiversity and work context, 834 results were screened in the following order: titles and abstracts, and full text. These resulted in 105 publications (45 non-empirical and 60 empirical) from 1996 to 2024, with most published from 2019 onwards. The sample publications were mapped against the elements of a workplace neurodiversity management framework, adapted from Khan et al. (2023), comprising creating, converting and capitalizing stages. Findings: The findings indicate the following: the focus has been on converting and capitalizing stages except the inclusion element of converting; commonly studied forms are general neurodiversity, autism and attention-deficit/hyperactivity disorder; mixed-method studies are rare; frequently used methods are survey and interviews and data on various important elements of the framework were not collected from neurominority employees. Future research areas are highlighted. Originality/value: This unprecedented mapping of workplace neurodiversity literature collates and catalogs the available evidence pertaining to managing neurodiversity for positive outcomes. The identified knowledge gaps and provided research direction may help foster scholarship." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Frøyland, Kjetil, Helen Bull, Lisebet Skeie Skarpaas, Gerd Berget, Øystein Spjelkavik & June Ullevoldsæter Lystad (2025): Work inclusion of marginalized groups in a troubled city district - How can active labor market policies improve? In: Social Policy and Administration, Jg. 59, H. 3, S. 588-601. DOI:10.1111/spol.13058

Abstract

"Active labor market policies (ALMP) have faced challenges in integrating marginalised groups into the workforce. This study explores perceptions among managers and frontline workers on enhancing work inclusion for neurodiverse citizens, marginalized youth, and individuals suffering from mental health or substance use disorders in a troubled city district. An examination of dialogue conferences and group interviews uncovers problems with current practises, attitudes, and service organisation. The proposed local solutions primarily include improved coordination of support and services, as well as enhanced competence within these services. Our results indicate that co-creation at the system, organization, and individual levels, coupled with expanded knowledge translation, can mobilise local actors to create new or adopt existing knowledge-based strategies. Therefore, local co-creation presents a potential for developing local inclusion strategies." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Hennekam, Sophie, Mukta Kulkarni & Joy E. Beatty (2025): Neurodivergence and the Persistence of Neurotypical Norms and Inequalities in Educational and Occupational Settings. In: Work, Employment and Society, Jg. 39, H. 2, S. 449-469. DOI:10.1177/09500170241255050

Abstract

"This article points to the mechanism that reinforces neurotypical norms and inequalities through the internalization of stigma associated with neurodiversity and social class within educational and occupational settings. We draw upon the literatures of neurodiversity, neurotypical norms and the internalization of stigma. We report on two studies conducted in France – one survey-based (324 neurodivergent students) and another interview-based (25 neurodivergent working adults) – and find a common awareness of andperceived pressure among neurodivergent students and working adults to conform to neurotypical norms. Internalizing the stigma associated with their condition, both students and working adults employ individual coping strategies to present themselves as neurotypical. We also find that social class exacerbates inequalities as individuals from lower social classes are less likely to get diagnosed and have access to accommodations and support. This has implications for educational institutions and organizations alike on how these spaces can be made more inclusive for neurodivergent individuals." (Author's abstract, IAB-Doku) ((en))

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Hennekam, Sophie, Susan M. Hayward & Bettina Lynda Bastian (2025): Neurodiversity, Gender, and Work. In: Gender, work & organization, Jg. 32, H. 5, S. 1715-1721. DOI:10.1111/gwao.13218

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Santomauro, Damian F., Holly E. Erskine & Joseph Sakshaug (2025): The global epidemiology and health burden of the autism spectrum: findings from the Global Burden of Disease Study 2021. In: The Lancet Psychiatry, Jg. 12, H. 2, S. 111-121., 2024-11-01. DOI:10.1016/s2215-0366(24)00363-8

Abstract

"Background High-quality estimates of the epidemiology of the autism spectrum and the health needs of autistic people are necessary for service planners and resource allocators. Here we present the global prevalence and health burden of autism spectrum disorder from the Global Burden of Diseases, Injuries, and Risk Factors Study (GBD) 2021 following improvements to the epidemiological data and burden estimation methods. Methods For GBD 2021, a systematic literature review involving searches in PubMed, Embase, PsycINFO, the Global Health Data Exchange, and consultation with experts identified data on the epidemiology of autism spectrum disorder. Eligible data were used to estimate prevalence via a Bayesian meta-regression tool (DisMod-MR 2.1). Modelled prevalence and disability weights were used to estimate health burden in years lived with disability (YLDs) as the measure of non-fatal health burden and disability-adjusted life-years (DALYs) as the measure of overall health burden. Data by ethnicity were not available. People with lived experience of autism were involved in the design, preparation, interpretation, and writing of this Article. Findings An estimated 61·8 million (95% uncertainty interval 52·1–72·7) individuals (one in every 127 people) were on the autism spectrum globally in 2021. The global age-standardised prevalence was 788·3 (663·8–927·2) per 100 000 people, equivalent to 1064·7 (898·5–1245·7) autistic males per 100 000 males and 508·1 (424·6–604·3) autistic females per 100 000 females. Autism spectrum disorder accounted for 11·5 million (7·8–16·3) DALYs, equivalent to 147·6 (100·2–208·2) DALYs per 100 000 people (age-standardised) globally. At the super-region level, age-standardised DALY rates ranged from 126·5 (86·0–178·0) per 100 000 people in southeast Asia, east Asia, and Oceania to 204·1 (140·7–284·7) per 100 000 people in the high-income super-region. DALYs were evident across the lifespan, emerging for children younger than age 5 years (169·2 [115·0–237·4] DALYs per 100 000 people) and decreasing with age (163·4 [110·6–229·8] DALYs per 100 000 people younger than 20 years and 137·7 [93·9–194·5] DALYs per 100 000 people aged 20 years and older). Autism spectrum disorder was ranked within the top-ten causes of non-fatal health burden for people younger than 20 years. Interpretation The high prevalence and high rank for non-fatal health burden of autism spectrum disorder in people younger than 20 years underscore the importance of early detection and support to autistic young people and their caregivers globally. Work to improve the precision and global representation of our findings is required, starting with better global coverage of epidemiological data so that geographical variations can be better ascertained. The work presented here can guide future research efforts, and importantly, decisions concerning allocation of health services that better address the needs of all autistic individuals." (Author's abstract, IAB-Doku, © Elsevier) ((en))

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Witry, Max, Ekaterina Kuskova, Marie-Christin Atzor & Alexandra Philipsen (2025): ADHS in der beruflichen Rehabilitation: Einordnung und Handlungsfelder. In: Die Berufliche Rehabilitation, Jg. 39, H. 4, S. 1-13.

Abstract

"ADHS wird immer mehr zum Thema – in Diagnostik, Bildung und vor allem im Berufsalltag. Eine klare Struktur, transparente Aufgaben und regelmäßiges Feedback helfen Betroffenen, ihre Stärken gezielt einzubringen. Denn mit passenden Rahmenbedingungen können Menschen mit ADHS ihr Potenzial im Arbeitsleben hervorragend entfalten. „Ausgeliefert sein“ – dieses Gefühl kennen Menschen mit ADHS (Aufmerksamkeitsdefizit-/Hyperaktivitätsstörung) nur allzu gut. Ausgeliefert den unzähligen Reizen aus ihrer Umgebung, die gleichzeitig über verschiedene Sinneskanäle auf sie einströmen. Und ebenso ausgeliefert den eigenen Impulsen, die oft plötzlich, ungeplant und mit großer Dringlichkeit in den Vordergrund treten. Gerade in der Schulzeit, während des Erwachsenwerdens und in der Phase der beruflichen Orientierung kann ADHS zu einem erheblichen Hindernis werden – in einem Lebensabschnitt also, in dem Struktur, Konzentration und Selbstregulation besonders wichtig wären. Vorhandene Potentiale können auf Grund der Störung nicht entwickelt und auf ihre Wirksamkeit überprüft werden. Ein hoher Prozentsatz der jungen Teilnehmer*innen in der beruflichen Rehabilitation leidet an ADHS und den damit verbundenen Herausforderungen." (Textauszug, IAB-Doku, © Lambertus-Verlag)

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Bohnet, Vanessa (2024): Neurodiversität in der Arbeitswelt: Hilfe, ich habe eine Autistin im Team! In: V. Bohnet, L. Gier, F. Kraus, M. Kugler, T. Kuschel, C. Riesch, A. Tschullik, L. Uhl & A. Vogel (Hrsg.) (2024): Roadtrip Leadership: Navigation durch die neue Arbeitswelt, S. 84-106.

Abstract

"Menschen mit Autismus, ADHS, Legasthenie oder Tourette sind mitten unter uns. Von Mitleid bis hin zum Vorwurf der „Modediagnose“ haben neurodivergente Menschen, die mit dem Thema offen umgehen, auf ihrem Lebensweg wohl schon alles gehört. Doch was ist Neurodiversität? Was bedeutet es, im Autismus-Spektrum zu sein? Und wie kann am Arbeitsplatz trotz – oder gerade wegen – großer Unterschiede eine Win-Win-Situation geschaffen werden?" (Autorenreferat, IAB-Doku)

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Gottardello, Debora & Belinda Steffan (2024): Fundamental intersectionality of menopause and neurodivergence experiences at work. In: Maturitas, Jg. 189. DOI:10.1016/j.maturitas.2024.108107

Abstract

"This investigation explores the complex interplay between menopause and neurodivergence in the workplace, employing thematic analysis of qualitative data from 43 participants across the United Kingdom and the United States. Findings reveal that menopause transitions intensify symptoms of neurodivergence, and can interrupt how women engage with paid work. By shining a light on these under-reported experiences at work, we demonstrate how employers can better support their neurodivergent employees during menopause. Applying the Demand-Control model, this research underscores the necessity for workplaces to adopt more inclusive practices and supportive adaptations that go beyond flexible work and that are focused on pressures faced by neurodivergent women during menopause. Participants were more likely to report a decrease in workplace experiences than work performance in response to the disruptive effects of menopause on neurodiversity. This is an important insight for people managers as experiences of work might be less closely monitored than performance. This study advocates for a unified approach of organisational support for the intersectional effects of menopause and neurodiversity." (Author's abstract, IAB-Doku, © 2024 The Authors. Published by Elsevier B.V.) ((en))

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Keil, Mareike Victoria & Dominic Ketzer (2024): Neurodivergent Employees: AI's Role in New Work Challenges. Exploring Neurodiverse Team Dynamics in the Era of New Work: Leveraging AI for Inclusive Environments. Mannheim, 20 S.

Abstract

"Disruptive change has driven the digitalization and transformation of work structures in the wake of the Covid-19 pandemic, with new types of work models increasingly finding their way into familiar work structures with lasting impact. This has triggered a rapid development as part of the New Work megatrend, which, alongside challenges such as teleworking, has created great opportunities such as better integration of individuals and certain groups of people, e.g. people with disabilities, into the primary labor market. Neurodiverse teams face particular challenges due to the changing workplace, especially in terms of communication, self-organization and working practices. This paper addresses these challenges and proposes solutions based on artificial intelligence (AI) to ensure the competitiveness of companies in the implementation of New Work methods and models and to counteract the shortage of skilled workers." (Author's abstract, IAB-Doku) ((en))

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Nash, Louise (2024): There and Back Again: Neuro-Diverse Employees, Liminality and Negative Capability. In: Work, Employment and Society, Jg. 38, H. 1, S. 262-278. DOI:10.1177/09500170221117420

Abstract

"In many countries, unions, with conflicting political identities, compete for works council positions. However, inter-union solidaristic forms of cooperation can occur within these same institutions. This article advances the concept of strategic group identity to explain the makeup, success, failure and longevity of inter-union cooperation in this context. Based on case studies of inter-union conflict and cooperation on works councils in the French automotive industry, the article highlights the importance of inter-union identity congruence in examining responses to shared threats. Several implications for understanding inter-union solidarity are developed." (Author's abstract, IAB-Doku) ((en))" (Author's abstract, IAB-Doku) ((en))

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Rollnik-Sadowska, Ewa & Violetta Grabińska (2024): Managing Neurodiversity in Workplaces: A Review and Future Research Agenda for Sustainable Human Resource Management. In: Sustainability, Jg. 16, H. 15. DOI:10.3390/su16156594

Abstract

"This review article explores the scientific literature on managing neurodiversity in workplaces, aiming to identify emerging research directions, gaps, and methods used. A systematic literature review in the hybrid form was implemented, combining bibliometric analysis and structured review. A review of selected social sciences publications from the SCOPUS database was conducted. The literature review reveals a lack of research linking neurodiversity with human capital management. Key findings indicate that neurodivergent individuals contribute unique talents contingent on appropriate management strategies. The research identified in the reviewed literature in the scope of managing neurodiversity in workplaces primarily focuses on four areas: the well-being of individuals with autism, inclusion strategies, employment challenges, and recruitment transformations. The review identified 22 articles addressing the following areas: mental health and quality of life, inclusive workplace designs, psychological perspectives, and human resource practice adaptations. Additional studies cover family relationships, emotional intelligence, and the need for new research approaches, predominantly using qualitative methods. The study concludes that more theories, methods, and contexts are needed to support neurodivergent employees. Future research should develop integrated solutions to enhance employment rates and reduce turnover, using theories like Self-Determination Theory and Universally Designed Synergistic Supervision. Integrating neurodiversity into sustainable human resource management practices can enhance innovation, employee satisfaction, and organizational reputation. Continuous policy improvement is crucial for long-term success and inclusivity." (Author's abstract, IAB-Doku) ((en))

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Stockreiter, D., F. Reuss, F. Holzgreve, U. Germann, G. Oremek, D. Ohlendorf & E. M. Wanke (2024): Die Aufmerksamkeitsdefizit‑/Hyperaktivitätsstörung (ADHS) am Arbeitsplatz. In: Zentralblatt für Arbeitsmedizin, Arbeitsschutz und Ergonomie, Jg. 74, H. 5, S. 234-240. DOI:10.1007/s40664-024-00534-3

Abstract

"Die Aufmerksamkeitsdefizit-/Hyperaktivitätsstörung (ADHS) betrifft etwa 3,4  % der erwachsenen Bevölkerung. Es handelt sich hierbei um eine psychische Erkrankung, die durch die Kernsymptome Unaufmerksamkeit, Hyperaktivität und Impulsivität gekennzeichnet ist. Die Beeinträchtigung wirkt sich auf mehrere Lebensbereiche aus und spielt insofern auch bei der Bewältigung des Arbeitsalltags eine wichtige Rolle. Darüber hinaus sind psychische Erkrankungen in der Gesellschaft mit verschiedenen Stigmata verbunden. So erleben auch Menschen mit einer ADHS-Erkrankung eine Stigmatisierung, die sich beispielsweise am Arbeitsplatz bemerkbar macht. Um den Arbeitsalltag positiv zu gestalten, gibt es Handlungsempfehlungen für Betroffene und Vorgesetzte. Der Beitrag gibt einen Überblick über die Erkrankung, die damit verbundenen Herausforderungen sowie Lösungsansätze für den Umgang am Arbeitsplatz." (Autorenreferat, IAB-Doku)

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Zhou, Kathy, Bushra Alam, Ali Bani-Fatemi, Aaron Howe, Vijay Kumar Chattu & Behdin Nowrouzi-Kia (2024): Autism spectrum disorder in the workplace: a position paper to support an inclusive and neurodivergent approach to work participation and engagement. In: Discover Psychology, Jg. 4. DOI:10.1007/s44202-024-00150-5

Abstract

"Autistic individuals often experience a wide range of barriers and challenges with employment across their lifetime. Despite their strengths and abilities to contribute to the workforce, many individuals experience unemployment, underemployment and malemployment. However, current supports and services are often inadequate to meet their needs. To allow autistic people to achieve vocational success, we explore four contributors to employment and expand upon the issues and potential solutions to each. These positions include the importance of family support and its consideration in the application of vocational support interventions, addressing transitional needs for autistic youth, building employer capacity, and conducting research that advises the development of meaningful programs and policies. By advocating for these positions, we aim to foster greater inclusivity and support for individuals with ASD in the workplace." (Author's abstract, IAB-Doku) ((en))

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Liebel, Grischa, Noah Langlois & Kiev Gama (2023): Challenges, Strengths, and Strategies of Software Engineers with ADHD: A Case Study. (arXiv papers), 12 S. DOI:10.48550/arXiv.2312.05029

Abstract

"Neurodiversity describes brain function variation in individuals, including Attention deficit hyperactivity disorder (ADHD) and Autism spectrum disorder. Neurodivergent individuals both experience challenges and exhibit strengths in the workplace. As an important disorder included under the neurodiversity term, an estimated 5.0% to 7.1% of the world population have ADHD. However, existing studies involving ADHD in the workplace are of general nature and do not focus on software engineering (SE) activities. To address this gap, we performed an exploratory qualitative case study on the experiences of people with ADHD working in SE. We find that people with ADHD struggle with several important SE-related activities, e.g., task organisation and estimation, attention to work, relation to others. Furthermore, they experience issues with physical and mental health. In terms of strengths, they exhibit, e.g., increased creative skills, perform well when solving puzzles, and have the capability to think ahead. Our findings align well with existing clinical ADHD research, and have important implications to SE practice." (Author's abstract, IAB-Doku) ((en))

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Reich, Katrin & Matthias Dalferth (2023): Vom Vermittlungsparadigma hin zur nachhaltigen Unterstützung von Unternehmen bei der Eingliederung von Menschen mit hochfunktionalen Autismus – Ergebnisse einer Arbeitgeberbefragung. In: Die Rehabilitation, Jg. 62, H. 5, S. 289-298. DOI:10.1055/a-1998-6630

Abstract

"Im Rahmen des Projektes AUT-1A wurden 123 Arbeitgeber*innen mittels Fragebogen zu ihren Erfahrungen mit der Beschäftigung von autistischen Mitarbeiter*innen befragt. Ziel war es, die beschäftigungsfördernden und -hindernden Faktoren herauszuarbeiten. Die Studie deutet darauf hin, dass sich die berufliche Qualifizierung in den Berufsbildungswerken positiv auf die nachhaltige Beschäftigung von Menschen mit Autismus-Spektrum-Diagnose (ASD) auswirkt, die Unterstützungsleistungen für Betriebe aber noch nicht hinreichend sind. Auch konnte eine mangelnde Aufklärung in Bezug auf eine autismusfreundliche Umgebungsgestaltung sowie eine mangelnde Aufklärung über die Diagnose Autismus der direkten Kolleg*innen herausgearbeitet werden." (Autorenreferat, IAB-Doku)

Abstract

"This comprehensive compilation includes good corporate practices from 30 multinational enterprises, all members of the ILO Global Business and Disability Network, who share the goal of creating a work culture that is welcoming and inclusive of persons with disabilities. Each company presented here has shared their single best practice regarding disability inclusion, with the aim to inspire and encourage other companies to learn from these practices and to improve the inclusion of persons with disabilities in their specific corporate setting. This is even more important as more and more companies are starting their disability inclusion journey, while others are working to continue improving what already exists in their enterprises." (Author's abstract, IAB-Doku) ((en))

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Dalferth, Matthias (2022): Frauen mit Autismus im Beruf. In: Die Berufliche Rehabilitation, Jg. 36, H. 1, S. 48-60.

Abstract

"Zur Beschäftigungssituation hochfunktionaler autistischer Frauen in Deutschland liegen bislang kaum Erkenntnisse vor, da in den vorliegenden Studien zwischen männlichen und weiblichen Berufstätigen selten differenziert wird. Der vorliegende Beitrag nimmt Bezug auf die internationalen Forschungsergebnisse zur beruflichen Situation autistischer Frauen. Es wird dargelegt, dass die Anzahl der erwerbsfähigen Frauen wesentlich größer ist, als bislang angenommen, und dass sie mit erheblichen Lebenserschwernissen im Erwachsenenalter zu kämpfen haben. Den spezifischen Problemstellungen in der weiblichen Erwerbsbiographie wird nachgegangen, um die Hintergründe dieser Belastungen zu erschließen. Vorschläge zu Unterstützung autistischer Frauen und zum Forschungsbedarf werden formuliert." (Autorenreferat, IAB-Doku, © Lambertus-Verlag)