Thursday, October 31, 2024

REPORT SAYS SIGNIFICANT CHANGE IN ATTITUDES NEEDED TOWARD BLIND AND VISUALLY IMPAIRED PEOPLE IN THE WORKPLACE

“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 The inquiry’s findings “reveal a pattern demonstrating many years of outdated views, misconceptions and even discrimination, which has led to many blind and partially sighted people being consistently excluded from the labour market,” de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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