See My Skills

Only 1 in 4 vision impaired people of working age are employed. 

This is the finding of a report funded by us and conducted by researchers from The University of Birmingham, in order to understand the factors that contribute towards positive employment. 

The aims of the research were two-fold: 

• To guide our grant's programme 
• To develop evidence-based recommendations for policymakers, businesses and sight loss charities. 

The findings

• 90% of those with the most severe sight loss are not in work 
• 23% of employers would not be willing to make adaptations to employ a blind or vision impaired person, despite Equality Act obligations
• Only 40% of employers are confident that their recruitment processes are accessible to vision impaired people 
• 90% of employers state that it would be 'difficult' or 'impossible' to employ a vision impaired person

The recommendations 

To address current gaps in provision – in particular: 

• Work experience opportunities, including internships and voluntary placements.
• Mentoring schemes including those which link blind and partially sighted job seekers with non-disabled employers, or with others with a visual impairment, with a particular focus on increased mentoring opportunities for 26 years +.
• Tailored support for individuals who wish to set up as self-employed.
• Workplace visual impairment awareness training to facilitate the inclusion of blind and partially sighted employees. 

To improve employment support services within the vision impairment sector:

• Services should be holistic and address individuals’ specific needs.
• Services should be offered as early as possible to those who have lost, or are in danger of losing, their job; particularly if their sight loss is recent. 

To promote change through campaigning and advocacy:

• Access to Work must be more accessible.
• Jobcentre Plus must be improved, including raising staff aspirations for blind and partially sighted job seekers.
• Employers and recruiters must improve the accessibility of job application processes.
• Sight loss charities should lead by example by employing more blind and partially sighted people.
• Sight loss charities should work with employers, trade and professional organisations and unions to improve their understanding of visual impairment. 

To address gaps in evidence:

• Sight loss charities should publish the outcomes of their interventions to improve knowledge within the sector.
• Further academic research is needed to improve understanding of which interventions best support blind and partially sighted people into employment.