Discussing Sight Loss with Employers

This article is based on information from a recent webinar by Blind in Business.

Blind in Business offer support to students and recent graduates who are blind or have sight loss.

Recruitment support (including assistance with practical aspects of completing application forms and practice interviews with major employers)

Employability skills and confidence-building events including insight days with employers (inc. EY, FT, Barclays)

Social events and networking opportunities with other blind and partially sighted students and employers

Information and advice on talking about sight loss with employers.

Blind in Business advise a solution-based positive approach when talking to employers about disability. Try to think about how your strengths and skills (often gained through having a disability) may be useful in the workplace. For example, problem solving and resilience. e.g. if you have developed proficiency in using software like JAWS (screen reader) this may make you highly efficient in online tasks or you may have become adept at finding creative solutions to problems. Focus on demonstrating how you have the skills an employer is seeking which may be transferable from life skills.

Adjustments for sight loss

UK employers must make “reasonable adjustments” to ensure that a disabled employee is not treated less favourably than their non-disabled counterpart” (Equalities Act 2010). Other countries may have similar policies so if you’re aiming to work internationally research these in advance.

Adjustments are changes that are made to help disabled people attain work and then be successful in the workplace.

Think about any adjustments you have had at University as many will be transferrable to a work environment. Adjustments can and should, be made at any stage where not to have them would put you at a disadvantage – during application, interview, assessment and in the workplace.

Adjustments in the recruitment process

Alternative methods of application – if an application form is very complex with small boxes it can be difficult to navigate. An adjustment could be to have the same questions provided in a linear format, or by cover letter and CV instead.

Alternative methods of assessment during recruitment as some online tests may not be compatible with screen readers

Materials provided in advance – to allow you to use familiar technology to read and absorb before the interview day

Human support, e.g. support at assessment to read/clarify instructions

Technological adjustments: It may not be possible for an employer to invest in technology for an in-person assessment. It may be possible for you to bring your own technology to use that you are already familiar with.

Extra time – for tests.

Establish whether online tests are part of recruitment early in the process. Ask to try a practice test to see if these pose difficulties (screen reader incompatibility, need for extra time etc). Ask for adjustments well in advance. Once you start a test its often too late to ask for adjustments. Some online tests have moving parts or have a time limit that isn’t adjustable. If adjustments to the test aren’t possible then ask for an alternative assessment method or to by-pass it.

It isn’t always obvious who to talk to about adjustments. If there isn’t a designated HR/recruitment contact the Careers Service who may have a contact at the organisation. Alternatively, Blind in Business offer support in approaching the employer to facilitate a conversation and find potential solutions.

Adjustments in the workplace

Adjustments in the workplace include:

Materials provided in advance of meetings– to allow you to use familiar technology to read and absorb before the interview day

All meetings recorded and circulated – much as most lectures are at University

Technological adjustments: large keyboard, light up keys, large monitor, printing or scanning software, screen reading (Jaws), ergonomic chair

Human support, e.g. a note taker for meetings

Mobility support, e.g. funding for taxi transport to/from work

Adjustable lighting at your desk

Dedicated desk in the workplace. Hot desking is now the norm in many workspaces. Having a dedicated desk to work from, set up with your required technology.

An important adjustment is making sure there is understanding within your team about preferred methods of communications. For example, if your screen reader doesn’t work with tables or graphic illustrations, colleagues need to avoid sending you materials with that formatting. Understanding also removes potential for resentment for other adjustments you may need – flexible working, dedicated desk etc.

If you would like to discuss your individual adjustment needs make a Disability Appointment with the Careers Service via CareerConnect.

If you have difficulty with booking an appointment, please contact hello@careers.ox.ac.uk. Alternatively, Blind in Business can also help you think these through.

Access to Work

Smaller organisations often don’t have the funds to pay for technology or travel adjustments themselves. Access to Work (ATW) is a government fund which supports individuals and provides funding to smaller organisations to put adjustments into place. Due to high demand, it can take some time for an application to be processed but it is very helpful. Applications are made by you as the individual needing support (Blind in Business can help with this). Access to Work funds support anyone doing paid work (whether full-time/part-time, permanent or temporary) but unfortunately can’t help with volunteering/unpaid work.

For a support worker, apply for the funding and you would then need to source the support worker separately (from somewhere like ATW Solutions, or you might already know someone). ATW Solutions also support with applying for Access to Work (and helping you appeal against an unfavourable funding decision).

Access to Work funding is job specific. A new job requires a new Access to Work application.