What Can You Do
In the UK there are around 84,500 registered blind and partially sighted people of working age. However, according to the RNIB, only 1 in 4 of these are in employment.
We need to ensure our recruitment and retention practices are not encouraging people with sight loss to join and remain. One the main thing that needs to happen is for the conversation to take place.
Recruitment
The recruitment process can potentially discriminate against a person with sight loss at various changes. Below are some measures that can be taken to reduce the risk of losing a potentially ideal candidate.
Think about what you are trying to achieve with a job role and consider whether you could change certain aspects of it to make it more possible for a disabled person to perform the role.
Be specific about what skills are needed are what the job involves
Consider if the tasks can be completed in different ways. Be clear about what is genuinely essential for the job.
Be prepared to provide job recruitment information in alternative formats. Appreciate that a written application may have been completed with support.
Use positive language such as we welcome disabled applicants
Show case relevant participation in schemes such as Disability Confident
Explain in detail what the recruitment process involves.
Invite applicants to ask for adjustments to the recruitment process.
Consider formats you are using to advertise jobs - can they be viewed via a screen reader
Sight loss is not immediately apparent - but interviewers can react negatively to candidates whose body language does not meet their expectations. Check your biases during the interview process.
Ensure applicants know how to arrive - include information such as nearby public transport options which door to use and where to go and who to ask for when they arrive. Ensure the receptionist knows that extra assistance may be needed when arriving.
Look at whether interviews can take place on the ground floor.
If doing a remote interview, tell applicants in advance and what platforms you will be using. This gives ample opportunity for an applicant to ask for adjustments.
Workplace Adjustments
In order to support employees with sight loss, employers may need to make adjustments to the way employees work. In the UK, employers are required under the Equality Act 2010 (or the Disability Discrimination Act 1995 in Northern Ireland) to make adjustments that are ‘reasonable’ – many other countries have similar legislation.
Most adjustments do not cost much in financial terms and are usually easy to implement.
What adjustments do employees with sight loss need?
What adjustments do employees with sight loss need?
In short, it depends. The right adjustment to make in any particular case will depend on the individual and their needs, their role and the organisation.
Many people with sight loss will know what adjustments they need – although if they are new to a role, they may need help identifying what would work best in that specific role. In general, people with sight loss are likely to be experts in their condition and must be involved in decisions about what adjustments are put in place to support them at work.
Common adjustments for employees with sight loss include
Assistive technology – this could be software (such as screen reader software) or hardware (such as an electronic magnifier)
Providing additional space for assistive hardware such as desktop magnifiers.
Allow them to take frequent screen breaks if required.
Providing secure lockers for additional equipment to be locked away when not in use.
Making changes to the working environment – for example, adjusting lighting levels or ensuring that walkways are clear of clutter.
Preparing the workplace for an employee to bring in an assistance or guide dog – for example, by arranging for them to work further away from colleagues with allergies and setting out a water bowl.
Reassigning some duties to other employees.
Redeploying the employee to another role if there are no adjustments that would allow them to remain in their current role.
Providing additional space for assistive hardware such as desktop magnifiers.
Allow them to take frequent screen breaks if required.
Providing secure lockers for additional equipment to be locked away when not in use.
Making changes to the working environment – for example, adjusting lighting levels or ensuring that walkways are clear of clutter.
Preparing the workplace for an employee to bring in an assistance or guide dog – for example, by arranging for them to work further away from colleagues with allergies and setting out a water bowl.
Reassigning some duties to other employees.
Redeploying the employee to another role if there are no adjustments that would allow them to remain in their current role.
Guide Dogs & Mobility Aids
Many people with sight loss will use a mobility aid such as a white cane. They will need somewhere beside their desk to store it.
Some may also have a guide dog which they will bring to work. The dog will need a ‘dog station’ for its food and water bowls. It will also need somewhere to rest beside the person’s desk. An area outside for dog walking and toileting purposes is also required, as well as permitting the employee appropriate breaks to take the dog for walks and toileting.
It may be necessary to consider the needs of other people. For example, there may be colleagues with severe dog allergies. A suitable outcome for everyone can usually be found through discussion with all relevant parties.