In today’s world, where diversity and inclusion are more than just buzzwords, blind and partially sighted individuals still face significant challenges in accessing and thriving in employment.
From outdated misconceptions about their capabilities to inaccessible recruitment processes and workplace environments, these barriers not only limit opportunities for talented individuals but also prevent businesses from benefiting from a diverse and dedicated workforce.
There are an estimated 11,000 blind and partially sighted people currently looking for work and the government funded Access to Work scheme - which helps people get or stay in work if they have a disability – is currently facing delays in processing claimants.
We caught up with Marie Clarkson, Employment Manager (Visibly Better Employer) at the Royal National Institute of Blind People (RNIB), to explore the common obstacles faced by blind and partially sighted people in the workplace and give practical guidance to employers to foster inclusivity.
From understanding legal obligations to leveraging assistive technology and creating accessible recruitment practices, we uncover actionable steps to ensure that every employee, regardless of their visual ability, can contribute their best.
Q: What are the most common barriers that blind and partially sighted people face when trying to access employment today?
A: There are several significant hurdles that persist. One of the largest is overcoming employer misconceptions about the capabilities of people with sight loss. These assumptions can unfortunately colour the entire recruitment process despite blind and partially sighted employees fulfilling a wide range of roles across different sectors.
Another major barrier is inaccessible recruitment practices. Many career webpages, online application forms, and initial assessment tools are not designed with accessibility in mind, effectively shutting out qualified people before they even have a chance to apply.
Finally, we see many people leaving work unnecessarily. This can happen when someone experiences sight loss during their career and their employer doesn’t yet have the knowledge or resources to put the right support in place, despite the existence of government schemes like Access to Work which can cover some of the costs of equipment or support. It can also affect people with long‑term or existing sight loss who haven’t received the consistent adjustments or understanding they need to thrive. With the proper framework, awareness, and guidance, these valuable employees could be better supported and retained.
Q: How do misconceptions or biases about sight loss impact job opportunities?
A: It’s understandable that misconceptions about sight loss can lead to questions or uncertainty when it comes to recruitment. However, blind and partially sighted people work successfully across a wide range of sectors, bringing valuable skills and experience. For employers who want to build confidence, the Visibly Better Employer standard is a great place to start. Research shows that colleagues with disabilities are often highly dedicated and stay with organisations longer, and creating an inclusive environment that enables people to thrive is usually more straightforward than many expect.
RNB is urging employers to adopt its Visibly Better Employer (VBE) quality standard which the charity can help companies to achieve. The VBE quality standard helps employers retain employees who are experiencing sight loss in work by making reasonable adjustments and by adopting policies that help retain their skills and experience.
Q: What guidance can employers follow to determine whether a role is suitable for a blind or partially sighted person, and how can they ensure the decision is based on individual ability rather than assumptions?
A: While most roles can be adapted with the right tools and adjustments, there are a small number of jobs where specific visual abilities are genuinely essential to performing the role safely or legally. For example, positions that require driving, operating certain machinery, or completing regulated visual inspections must meet strict statutory vision requirements. In these cases, employers can determine suitability not by making assumptions about sight loss, but by analysing the essential functions of the role, conducting a risk assessment, and exploring reasonable adjustments first. Only when the core duties genuinely cannot be completed safely or effectively, even with support, technology, or workflow changes, can an employer conclude that a visual impairment would prevent an individual from carrying out that specific job.
When it comes to understanding someone’s abilities, the most important step is simple: just ask. They are the best person to describe how their sight loss affects them and what, if any, support they might need to perform a role effectively. You should be able to tap into that knowledge. One of the most common myths about blind and partially sighted people is that they live in a world of total darkness. In fact, only about four per cent of visually impaired people are totally blind. The reality is that sight loss comes in many varied forms from total blindness to partial sightedness such as central vision loss, tunnel vision, loss of contrast or blurred vision. Asking the individual is always the best way to gather relevant information. You should never make assumptions.
To further ensure a fair assessment, you could consider practical, hands-on approaches. A work trial or a structured work placement can be an excellent way for both the employer and the employee to understand how the role can be performed. This allows you to base your decision on demonstrated ability and practical solutions rather than theoretical concerns.
Q: What steps can employers take to make their recruitment processes fully accessible from start to finish?
A: A truly accessible recruitment process requires a holistic approach. Every touchpoint with a potential new hire must be considered. This starts with your online presence; your main careers webpage and any job portals must be compatible with screen readers and other assistive technologies. The application and recruitment processes themselves, including any online tests or forms, must also be fully accessible.
The interview stage needs careful thought. This could involve providing documents in alternative formats or ensuring the physical location is easy to navigate. Finally, the onboarding process is critical for setting a new employee up for success. Every stage needs to be inclusive. The Visibly Better Employer standard is the solution that can support you every step of the way, providing a clear framework for auditing and improving your processes.
It is also imperative that employers advertise job roles in an accessible way to make sure job they can reach everyone who might be qualified to apply regardless of their disability.
Q: Are there any legal requirements or guidelines that employers should be aware of when hiring and supporting blind and partially sighted employees?
A: The Equality Act 2010 sets out your responsibilities as an employer and clarifies what you must do to ensure your workplace and services are fair and legally compliant. Under the act, you have a duty to make reasonable adjustments that remove or reduce any disadvantage a disabled employee may face in the workplace.
Disability is a protected characteristic, and most blind and partially sighted people will fall under the definition of ‘disabled’ for the purposes of the act. The legislation applies to employers of any size, and covers temporary, part-time and permanent employees, and contract workers. It also covers applicants and potential applicants for employment.
Q: What role does workplace culture play in supporting visually impaired employees?
A: Having the right workplace culture enables all employees to thrive, not just those with sight loss. A positive step is to upskill current staff around sight loss and how it affects people in the workplace. RNIB’s eLearning is designed to support organisations with the recruitment of people with sight loss as well as improve existing employees’ knowledge of how to support a colleague who has sight loss. The eLearning can be accessed at no cost through RNIB website here.
Furthermore, actively engaging with and opening a dialogue with internal disability groups and staff networks is essential. These groups can provide invaluable feedback and help drive cultural change from within. Embracing, promoting, and celebrating awareness events such as National Eye Health Week, World Sight Day, and Purple Tuesday also sends a powerful message that your organisation is committed to inclusivity.
Q: What types of assistive technology are commonly used in the workplace by people with sight loss, and how can employers ensure their systems and software are fully compatible with these tools?
A: There is a wide range of technology available. For individuals with low vision, solutions include electronic magnifiers for physical documents, large-print keyboards, and using the in-built accessibility options on a PC or laptop to increase font size or adjust colour and contrast.
For those with no vision, common solutions include screen reader software which verbalises on-screen content, refreshable braille displays that provide a tactile output, and braille notetakers for writing and reading. There are also many helpful assistive Apps, such as Navilens, which can aid navigation.
Technology allows people with sight loss to overcome many of the barriers to work that they faced in the past, and government support like Access to Work can help employers meet many of the costs.
Q: How can employers ensure that their physical workspaces are accessible and safe for individuals with visual impairments?
A: A professional access audit of your building can establish a clear baseline and help you develop an access strategy to increase accessibility over time. A large proportion of actions that are highlighted by an access audit are very low cost and a comprehensive report will always provide interim recommendations for ensuring accessibility while you plan for larger improvements as part of scheduled maintenance or when capital funds become available. RNIB has an Inclusive Design Consultancy service which can support organisations to do so.
Q: How does creating a more accessible workplace contribute to wider inclusion and talent retention?
A: We are living in the 21st century, an age where equality is not just an aspiration but an expectation. Employers have a responsibility to ensure that all employees, regardless of their abilities, have equal opportunities to succeed. Creating an inclusive environment goes beyond fulfilling legal obligations - it’s about fostering a culture of respect, dignity, and belonging for all.
The world is evolving, and the companies that thrive are those that embrace inclusivity as a core value. By prioritising accessibility, you are investing in the future - one where every employee can contribute their best, and your organisation can achieve its fullest potential.
Q: Do you offer employers advice and guidance on supporting blind or partially sighted people in the workplace? If not, where could they get support on the topic?
A: Yes, we provide direct support to employers. Our Visibly Better Employer standard is a comprehensive programme designed to help organisations become inclusive and accessible. You can get in touch with the team via email at VisiblyBetterEmployer@rnib.org.uk.
For more general enquiries, the RNIB Helpline is an excellent resource. You can call our Helpline on 0303 123 9999. We're open Monday to Friday, 9am – 6pm. You can also email us at helpline@rnib.org.uk.
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