Huge gaps still exist in employment of people with disabilities
Unemployment is a hot topic in the current climate, with job losses announced every week. But even during the boom years, people with disabilities were facing high unemployment rates and people with vision impairments are now facing even greater difficulties in finding employment. What are the barriers faced by blind and vision impaired people and what can be done to overcome them?
Equality legislation at national and European level promotes the employment of people with disabilities and prevents discriminatory practices amongst employers. However, a report published late last year by the National Disability Authority shows that almost half of public bodies are failing to meet the target for employing people with disabilities. In 2008 the number of public sector employees who declared a disability was 6,083, a rise of 204 on the number reported in 2007 and all 15 Government departments met the 3% target. Yet four out of five blind people are likely to be out of work so it is clear that gaps remain but where are those gaps? Are they in the education and training of people with sight loss, in encouraging employers to hire people who are blind and vision impaired by showing them what support is available or is it that the legislation is not being enforced? NCBI’s Policy Advisor Gordon Dryden tells us more.
Employment is problematic for any person with a disability but raises some specific issues in relation to vision impairment. For example, there can be a period of 6-12 months after traumatic sight loss when adjustment to daily living needs makes it difficult for a person to address employment issues. There is also evidence that after two years out of the labour market, re-entry to employment is very difficult, which leaves a very narrow period of optimum opportunity for re-introduction to the labour market.
Two out of three people with vision impairments are likely to be unemployed. This figure is even higher for people who are completely blind, rising to four out of five people. Static figures that seem to imply no change in employment patterns may simply disguise improved employment for young people, who have been well supported in education, balancing worsening employment for older people with fewer qualifications.
Disclosing a disability
Employees may find it difficult to disclose their sight loss, especially if the loss of vision is gradual. This may lead to delays in getting the necessary assistance, making employment retention even more difficult. Sometimes people do not disclose their vision problems because they attribute some degree of sight loss to their age and may not recognise that their problems are worse than other people’s. It may also be a reluctance to admit to having problems with work; a tendency that is likely to increase in the present economic climate. Timely intervention is important to support retention because once contact with the workplace is lost, regaining employment is very difficult.
It is important to recognise that there are genuine problems created by sight loss which impact on the ability to do a job. The first practical problem is mobility. Simply getting to work when transport is poor can be extremely difficult. Mobility skills, like using a long cane, may take a long time to acquire.
In a changing environment, sight loss, which makes carrying out daily tasks difficult and limits independence, inevitably tends to undermine the confidence of a vision impaired person, especially a newly vision impaired person. The self confidence of individuals is one of the major factors in determining whether or not they are able to hold down a job or even engage seriously in re-training as a basis for re-entering the labour market.
The relationship between employment and loss of benefits can be quite confusing for people who are currently in receipt of Government benefits and can act as a deterrent to seeking employment. It is important that there is more clarity about the system and that people with disabilities see the financial benefits of returning to work.
Encouraging employers
Employers and co-workers anxieties about the ability of a vision impaired person to cope and the increased demands it may place on managers and other employees can make continuing employment or re-introduction to the workplace difficult for people who are experiencing sight loss.
Most employers are unaware of the funding that is available to support the employment of people with disabilities. This lack of awareness has had a negative impact on the willingness of employers to adopt appropriate job retention measures. Similarly, most individuals in employment with a developing disability are unaware of the support available.
On a more positive note, young people who have been well supported in education are more likely to progress to employment. For this to continue, it is essential that blind and vision impaired children have equal access to mainstream education.
Disability Act
According to the 2002 Census, there are 78,000 people with disabilities in employment but the concern among disability organisations is that this figure is not made up of people with significant disabilities. A more worrying fact is that the employment of people with disabilities actually decreased during the boom years of 2002-2004. So it is clear that a lot of work needs to be done to address the supply and demand of people with disabilities who are ready to enter employment.
Last year the Department of Enterprise, Trade and Employment completed a public consultation process on the review of its Sectoral Plan, as required under the 2005 Disability Act, to which NCBI made a submission. It is good to see that Government departments and other public bodies are keen to establish links with user groups representing people with disabilities and the next steps will be to secure more progress in getting these views taken on board.
Personal experience: Roslyn Allman
Roslyn Allman, 24, from Portarlington graduated from Waterford Institute of Technology with a degree in Legal and Business Studies in 2007. Here she outlines her experiences of looking for employment.
“I spent 12 months job-hunting after college. Personally I prefer to disclose my disability in a job application but that is up to everyone to decide for themselves. I found that if I didn’t and I was called for an interview, I could sense an uncomfortable feeling in the room when the interviewers realised that I have a disability and it is difficult to continue with the interview. However, I do feel that employers are still reluctant to call people with sight loss for interview. In spite of that I would still prefer to disclose it sooner rather than later, if they don’t want me because of my vision impairment then I don’t want to work there anyway.
“I got in touch with Denis (in NCBI’s employment service) when I was finished college and did some interview skills and techniques with him. I found that very useful and it helped to put me at ease during interviews. Denis also helped me tailor my CV for different jobs.
“In October 2008 I took part in the WAM (Willing Able Mentoring) Programme with AHEAD, the Association for Higher Education Access and Disability. Through this programme, which is aimed at graduates with disabilities,
I started work experience with Microsoft for six months. It was a great way to gain experience, not only professionally but also personally. Once you start in the workplace you work in a mainstream environment but there is support there from WAM if you feel you need it and you have a mentor whom you can liaise with as often as you need.
“I am now job-hunting again and it’s even more difficult now as there are so many people in the same boat. I don’t feel that having a vision impairment restricts the number or type of jobs that I can apply for. I apply for what I am qualified to do. It is hard but you have to keep trying; employers are not going to come looking for you. My priority at the moment is to get more work experience. I think it’s really important to show employers what you have worked on and the results of that work; that is my focus when I’m looking for a job”.
You can contact AHEAD on 01 77164396 or www.ahead.ie.
NCBI’s employment services
NCBI’s employment advisor, Denis Daly, provides advice on careers, third level education, mainstream services, training opportunities, job seeking, interview skills as well as assistance with application procedures and can assist you in working towards these goals.
As well as providing advice on employment and training to service users and external service providers, the employment service liaises with the technology advisors in identifying a range of assistive technology to suit your needs. Software which can enlarge print on a computer screen or read aloud what is on the screen. Scanners that can transfer printed material onto your PC and closed circuit televisions (CCTVs) that may enable you to read memos, books and fill out forms.
NCBI also actively works with employers with on-site visits to outline the adaptations that can be made in the workplace to accommodate people with sight loss and assist in the retention of these employees.
Advice is also provided on the grants that are available and to raise awareness with these employers of the capabilities of people with sight loss, whether recently acquired or already existing in their employment.
Find out more
To find out more about the employment support service contact us on 1850 33 43 53 or talk to your local community resource worker.