“Step change” needed in attitudes towards blind and partially sighted
people at work, report says
A government-led disability employment strategy is amongst the
recommendations set out in the Changing attitudes; changing lives report
Lucy Miller
An overhaul of employer responsibilities and attitudes is required in
order to allow blind and partially sighted people to achieve their full
potential, a new report from All Party Parliamentary Group (APPG) on Eye
Health and Visual Impairment has said.
“There is an obvious failure to comply with legal obligations under the
Equality Act 2010” by some employers, the report noted, as well as a
lack of willingness to “to understand and implement reasonable adjustments.”
In her foreword to the report, the APPG’s chair, Marsha de Cordova MP,
noted that only one in four blind people in the UK are in work.
“Employers need to wake up to the talent they are missing out on by
breaking down barriers and changing their attitudes,” de Cordova emphasised.
The Changing attitudes; changing lives report is the culmination of
polling, commissioned by the APPG in autumn 2023 and carried out by
YouGov. The work was funded by the Royal National Institute of Blind
People and the Thomas Pocklington Trust.
The research found that 25% of employers would not be willing to make
workplace adaptations or adjustments in order to employ a blind or
partially sighted person.
Almost half (48%) do not have accessible recruitment processes, while
47% reported not knowing where to find funding to help cover the costs
of practical support for employees who are blind or partially sighted.
Following the polling, the APPG used the first half of 2024 to hold an
inquiry that sought to further understand employer attitudes towards
blind and partially sighted people.
The inquiry explored misconceptions that still exist, and aimed to bring
attention to practical barriers where legislation should be enforced.
Many employers who provided written evidence to the inquiry chose to do
so anonymously but spoke “proudly” about their equality, diversity and
inclusion (EDI) policies and how they are committed to achieving a
diverse and inclusive workforce, the report revealed.
The inquiry’s findings “reveal a pattern demonstrating many years of
outdated views, misconceptions and even discrimination, which has led to
many blind and partially sighted people being consistently excluded from
the labour market,” de Cordova said.
She added that “the impact on their financial aspirations, mental
health, confidence, and overall quality of life is profound.”
The report was launched at a parliamentary event on Monday 14 October,
where the employment minister, Alison McGovern MP, voiced her commitment
to increasing the number of people with disabilities in work.
It sets out 23 recommendations, and calls on both the UK government and
employers to take action in order to break down barriers to blind and
partially sighted people finding and retaining work.
Recommendations are centred around barriers to employment, employer
attitudes, support and adaptations, personal experiences, and best
practice for inclusive cultures.
The report should be a “watershed moment” that leads to lasting change,
de Cordova said.
“It is time to shift the narrative and start to focus on what blind and
partially sighted people can do, instead of what people presume we
can’t,” de Cordova, who has lived with nystagmus since birth, added.
Here, OT picks out some of the report’s key recommendations.
1A government-led disability employment strategy
The overarching recommendation presented in the report is that the
government sets out a disability employment strategy.
This would set out measures to improve employer attitudes and increase
the number of blind and partially sighted people finding and retaining
work, the report suggested.
It also emphasised that the government must “partner with sight loss
organisations to develop best practice on recruiting and supporting
blind and partially sighted people to enter the labour market.”
A ‘national conversation,’ led by the government alongside blind and
partially sighted people and employers, would “enable a step change in
the negative attitudes and assumptions held about employing blind and
partially sighted people,” the report added.
2Employer responsibilities
Employers must begin to take active steps to ensure that their
workplaces are inclusive, including incorporating text to speech
software as standard, making sure all their documents are provided in
accessible formats, and ensuring that those carrying out recruitment
processes have “a good understanding of sight loss and how it affects
people in the workplace,” the report said.
It also emphasised that training and development platforms should be
fully accessible, and that EDI policies should be regularly reviewed and
updated as technology progresses.
The government must legislate minimum accessibility standards, informed
by the Web Content Accessibility Guidelines, to ensure that these
measures are enforced, the report said.
3A step change in employer attitudes
Significant changes are needed to employer attitudes in order for the
full potential of blind and partially sighted people to be realised, the
report advised.
This should be fostered through engagement with internships such as the
Thomas Pocklington Trust’s Get Set Progress programme, which pairs blind
and partially sighted people with organisations for paid work placements.
The report also advised that employers sign up to the RNIB’s Visibly
Better Employer quality standard.
It added that internal disability groups and forums should be
established within organisations, and that all existing employees should
carry out training around sight loss.
The report also noted that all employees with sight loss should be
offered a holistic workplace assessment at the start of their
employment, and then at regular intervals throughout their time with the
organisation.
It added that employers should ensure that EDI policies within the
workplace are treated with the same level of importance as health and
safety policies.
4A focus on the Equality Act 2010
The Equality Act 2010 should be reviewed in order to ensure that it is
“fit for purpose in the 21st century” and is sufficient to support blind
and partially sighted people, the report said.
It added that the government must also work to ensure that employers are
following their obligations under the act.
5Improvements to Access to Work
Specific sight loss training for Access to Work and Job Centre staff
should be developed by the Department of Work and Pensions, and current
“structural failures” within Access to Work should be addressed, the
report said.
A priority within this is tackling the current backlog within the
service, the report emphasised.
It also recommended that formal volunteering placements, which could
help blind and partially sighted people who are out of work back into
employment, should be incorporated into Access to Work.
Information about the service should also be provided to UK employers in
all correspondence that they receive from HMRC, the report suggested.
6Consideration of blind and partially sighted people within specific schemes
The Disability Confident scheme, which is administered by the Department
of Work and Pensions and provides guidance for employers on hiring those
with disabilities, should be overhauled, the report said.
It also advised that the National Careers Service maintain specific
provision for blind and partially sighted young people, to ensure that
they “receive the early support they need.”
Visual impairment-specific data should also be recorded, where possible,
as part of mandatory disability pay gap reporting, the report said.
Mandatory disability pay gap reporting was proposed in the King’s
Speech, and if enacted would require companies with more than 250
employees to report pay disparities for disability in the same way that
they currently do for gender.
In addition to this, the report noted that the government must consult
with blind and partially sighted people during the development of its
Draft Equality (Race and Disability) Bill, which was briefly mentioned
in the King’s Speech in July this year but has not yet been introduced
in Parliament.
APPG research into the attitudes of employers towards blind and
partially sighted people found that:
75%
of employers said that they would want to employ a blind or partially
sighted person, but would not know how to do so
26%
of employers believed that a blind or partially sighted employee would
not be able to operate a computer or laptop
15%
of senior leaders said they do not know how having an inclusive and
diverse workforce could benefit their organisation.
Changing attitudes, changing lives: an inquiry into employer attitudes
and the employment of blind and partially sighted people, 2024
So, what now?
The report acknowledges that best practice is being seen by employers in
some areas – including an example where a recruitment process was
adapted so that the layout of the room was described to the candidate,
and panel members introduced themselves verbally.
Ergonomic workstations and screen readers, as well as flexible working
hours to accommodate hospital appointments, were also cited as examples
of good practices shared by employers during the inquiry.
One employer who responded to the survey noted that “It’s not just about
providing the tools; it’s about creating a supportive environment where
blind and partially sighted employees can thrive.”
The report emphasises the importance of looking at the issue
holistically, while the Thomas Pocklington Trust noted that ongoing
support and training for staff is vital and “significantly improved the
effectiveness of adaptations and the overall workplace environment.”
Nystagmus Network noted the importance of personalised support plans for
blind and partially sighted staff members, and the importance of
avoiding a ‘one size fits all’ approach.
“Involving blind and partially sighted employees in the planning and
implementation of their adaptations ensures that their preferences and
feedback are considered,” the report said.
The effectiveness of policies and education around sight loss was also
noted, as was the fact that many of these adaptations are not costly to
implement.
“There is a spectrum of attitudes among employers, ranging from
supportive to hesitant,” the report said, adding: “Some employers
demonstrate a willingness to adapt and provide necessary adaptations,
while others remain reluctant due to misconceptions around productivity
and the perceived cost of making reasonable adjustments in order to
employ someone.”
The report emphasised that employers must take the lead in ensuring that
their workplaces have “a culture of inclusivity” and that “adaptations
are seen as a standard practice rather than an exception.”
“Employers that have integrated inclusive practices into their core
operations experience high employee satisfaction and retention rates,”
the report added, noting that “workplaces benefit from diverse
perspectives and enhanced problem-solving capabilities.”
It also emphasised that the government must ensure that legal frameworks
exist to protect the rights of blind and partially sighted people,
through updating existing laws and introducing new legislation where needed.
The importance of public awareness campaigns and education was also
highlighted.
Noting that a roadmap for change has been set out in the recommendations
provided, the report concludes that it is “imperative that stakeholders
take these recommendations seriously and work collaboratively to break
down the barriers faced by blind and partially sighted people.”
It added: “By embracing inclusivity and implementing the recommended
actions, we can create a future where blind and partially sighted people
are valued, supported and empowered to achieve their full potential in
the workplace.”
The Changing attitudes; changing lives report can be read in full here.
https://www.aop.org.uk/ot/industry/charity/2024/10/29/step-change-needed-in-attitudes-towards-blind-and-partially-sighted-people-at-work
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