Seeking to learn more about disability inclusion? Well, you’ve come to the right place! Bearing in mind how “disability” is a broad term that encompasses numerous bodily differences which may impact an individual to various extents and in various circumstances, a core component of disability inclusion is thus disability accommodation. When leaders foster a courageous culture that accommodates and embraces disability in its many forms, they ultimately cultivate a workplace environment that allows disabled and nondisabled employees to thrive!
This blog will take a straightforward approach to describing possible disability accommodations for vision-related disabilities: a What that identifies what the accommodation is, and a How to offer insight into how an organization might begin the process of implementing this accommodation. But before we begin, note that the majority of these disability accommodation examples are sourced from the University of Washington’s Disabilities, Opportunities, Internetworking, and Technology group (unless otherwise cited), and I highly recommend checking out their site for additional details!
What, you might be wondering, does “vision-related disability” actually refer to? Well, like “disability” itself, vision-related disability is a capacious term that refers to many possible experiences. Vision-related disabilities can extend from low vision (difficulty reading small text, objects appear blurry, cannot be fully corrected with glasses, etc.) to “legal” blindness (lack of vision regularly interferes in daily life) to “total” blindness (not necessarily “seeing darkness,” but rather a complete lack of light perception). As such, vision-related accommodations will vary depending on the extent of a person’s disability. Ready to learn more?
What: Use large-print text on signage, handouts, equipment, and so forth. This accommodation is primarily directed at individuals with low vision (as opposed to total blindness), but—as a double benefit—it may also help individuals with dyslexia who might similarly struggle to read small fonts!
How: Many photocopy machines can enlarge text, and in general many printers are capable of printing larger text with fonts adjusted as necessary.
What: Provide auditory recordings of printed materials (e.g. job instructions).
How: Work within the organization to record audio files and/or work with external professionals who specialize in creating and processing such recordings.
What: Provide Braille versions of printed materials (e.g. career development journals).
How: Work within the organization to translate printed materials into Braille and/or work with external professionals who specialize in this type of translation.
What: Provide large monitors and ensure all computers are compatible with screen enlargement software (primarily beneficial for individuals with low vision).
How: Work with IT to test various accessibility softwares with the organization’s technology to ensure compatibility.
What: Provide text-to-speech technology and ensure all computers are compatible with screen readers and various other assistive technologies.
How: Again, work with IT to test various accessibility softwares with the organization’s technology to ensure compatibility.
What: During trainings and meetings, offer clear, concise narration of basic points represented in any visual aids.
How: Avoid abstract concepts, avoid colors, and be conscious of limiting one’s usage of overly specific descriptions (e.g. to say a chart looks like a tree may not be useful to someone who has been blind since birth and thus does not know what a tree looks like).
What: On an as-needed basis, provide assistive equipment specifically geared toward increasing accessibility for blind individuals, including but not limited to Braille printers, Braille screen displays, tactile models, and raised-line versions of visual printouts (e.g. that contain graphs and charts).
How: Discuss these opportunities with one’s blind employees to determine what assistive equipment will best suit their needs.
Fairly easy to begin implementing, right? I encourage organizations to waste no time and look into any and all of these seven accommodations for vision-related disabilities today! And remember: when in doubt, ask employees with disabilities what accommodations they need and make them available as efficiently as possible. Now, three cheers for accessibility!
Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization. Reach her at DimaGhawi.com and BreakingVases.com.
