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Introduction
The contemporary western society has contributed considerably to the creation of an inclusive and favorable environment for people with special needs. For instance, the governments of western countries aim to increase the rate of people with disabilities in the labor market (Moody et al., 2017). Although many steps have been undertaken and spaces and workplaces have become more inclusive, diverse barriers to the employment of these people persist (Steverson, 2020).
When considering these obstacles, it is important to pay specific attention to the type of the condition of this population in order to identify the exact challenges they have to address. Working places have to be accommodated in accordance with the needs of the person with a disability. It is widely accepted that up to 70% of people with visual impairment are unemployed although such statistical data is rather inaccurate (McDonnall, 2019). However, it has been proved that the majority of these people are out of work, and some of the major issues they encounter are related to transportation, space, and people’s attitudes. This paper includes a detailed description of the central barriers to employment for individuals with visual impairment.
Some of the Major Issues the Target Population Meets
The research associated with the barriers to employment for individuals with visual impairments have to face has unveiled the central areas of concern. It has been acknowledged that an insufficiently inclusive working environment is a considerable obstacle for the target population (McDonnall, 2019). Although substantial shifts have been made in this area, the majority of people with visual impairments are still unemployed (McDonnall, 2019). Moody et al. (2017) also found a working environment inadequate for the population in question, but ergonomics was regarded as a possible solution.
Researchers stressed that further research was necessary to identify the specific needs of this group and ways companies could adjust their environments to meet these needs (McDonnall, 2019; Moody et al., 2017). McDonnall (2019) emphasized that researchers had to assess the effectiveness of the existing programs developed for people with visual impairments. Many organizations adopt or create inclusive projects but do not try to acquire empirical evidence regarding the efficacy of their effort. This approach contributes to the persistence of the problem and a high rate of unemployed persons with visual impairments.
Other areas that need additional attention include transportation and stakeholders’ attitudes. Steverson (2020) noted that a substantial bulk of the research was devoted to transportation issues, as well as working environment inadequacy. However, the attitudes of different stakeholders are not properly investigated, which has a negative impact on the employment of people who are visually impaired. The gaps related to these domains undermine the process of the development of programs aimed at removing obstacles for people with visual impairments.
Transportation and Space-Related Issues
As mentioned above, transportation is one of the major barriers to the employment of individuals with visual impairments. Cmar, McDonnall, and Crudden (2018) examined the relationship between transportation self-efficacy and employment. In addition to the identification of a direct link between transportation self-efficacy and employment, Cmar et al. (2018) highlighted other predictors, such as the age of the person, the time of the impairment onset, and the severity of the impairment. It was found that young people with visual impairment were more likely to be employed as compared to older age groups.
The onset of the impairment had a substantial effect as well because people who experienced vision loss at an early age were less likely to work. Cmar et al. (2018) noted that counselors and those developing programs for people with visual impairments had to consider these findings to develop effective projects. Individuals who are visually impaired should be educated to acquire transportation efficacy skills, but transportation infrastructure should also be more accessible.
As far as the transportation accessibility is concerned, it is still limited irrespective of the growing body of technological advances. Wong (2018b) implemented a qualitative study and found that space-time constraints people with visual impairment faced correlated with their access to transportation, mobile devices, and assistive technology. However, even available technology did not suffice to satisfy the needs of persons whose vision was impaired.
It has been acknowledged that time-space constraints tend to be a considerable obstacle to these people’s employment as well as other activities, including therapy (Wong, 2018b). This terrain deserves specific attention from researchers and policymakers who can improve the accessibility of transportation through the provision of diverse opportunities for the population under consideration. It is possible to develop routes for such people that could meet the needs of individuals who are visually impaired.
It is necessary to note that considerable methodological weaknesses of space measurement contribute to the emergence and persistence of obstacles for people with visual impairment. Wong (2018a) assessed the applicability of the current activity space measurements to the needs of individuals who are visually impaired. Such aspects as network buffer, standard deviational ellipse, and potential path area were central to the research.
Wong (2018a) stressed that the utilized measurements could hardly be utilized to identify the perceived mobility of people with visual impairments. Although the sample size was rather small (only 31 participants were involved), the study unveiled the shortcoming to be addressed. Clearly, the development of sound measurements will contribute to the creation of appropriate spaces and transportation solutions for the target population.
Issues Related to Assistive Technology
As mentioned above, technological advances have not become a universal solution. The emergence of new devices and software does not translate into the removal of barriers due to several factors. Accessibility, uniformity, and usability have become the most serious challenges to be addressed. The review of the literature also shows that employers should be educated to equip their offices with assistive technology correctly and employees need training to work in such inclusive environments.
Diverse barriers to the use of assistive technology are reported by people with visual impairment. For instance, Billah, Ashok, Porter, and Ramakrishnan (2017) explored the accessibility of screen readers and their effectiveness. The researchers noted that many people still have limited or no access to such assistive technology, while those who have access to screen readers are not always able to use it to the fullest. Uniformity was one of the primary challenges individuals with visual impairment experienced (Billah et al., 2017). Different areas and spaces are equipped with screen readers, but these devices often require diverse skills.
Users are unable to utilize these screen readers due to their lack of skills. Billah et al. (2017) stated that people having visual impairment wished to have a universal screen reader that could always be available. The creation of smartphone applications to meet this need seems a viable solution to the problem.
It is noteworthy that other types of assistive technologies are characterized by similar shortcomings. Wahidin, Waycott, and Baker (2018) examined the challenges associated with assistive technologies people with visual impairments faced at their workplace. The participants reported that they found assistive technology helpful and had a set of tools that enabled them to complete the necessary tasks (Wahidin et al., 2018).
Nevertheless, some of them were unable to use those instruments in their working places. The participants needed to adjust their working environment and available technologies to be able to utilize the assistive technology of their choice (Wahidin et al., 2018). Another challenge was the necessity to educate colleagues to use certain tools as well, which was often seen as the most stressful experience. Therefore, although assistive technology is accessible for many and is positively viewed by the target population, the use of these advances is associated with considerable shortcomings that are yet to be addressed.
However, the accessibility and availability of assistive technology do not ensure the inclusion of people with visual impairments in various activities. Sivakumar et al. (2020) conducted a study involving 413 individuals with visual impairments and found that over half of the participants were unwilling to utilize low vision assistive technology (Sivakumar et al., 2020). The highest non-acceptance was among children and teenagers (younger than 15 years old).
It was also found that the central causes of nonacceptance were associated with stigma (in people younger than 40 years old) and fears of losing employment (especially for people between 41 and 60 years old) (Sivakumar et al., 2020). Sivakumar et al. (2020) stated that raising people’s awareness regarding the benefits of using assistive technology and developing awareness programs for organizations. These findings are linked to another aspect of the problem that is associated with people’s attitudes towards visual impairment or other types of disability.
Stakeholders’ Attitudes
The society has become inclusive, and many organizations try to accommodate their space to ensure that the needs of their employees with disabilities are met. However, the existing measures and efforts are still insufficient and associated with various barriers for individuals with special needs. Dong, Warner, Mamboleo, Guerette, and Zalles (2017) implemented a study to identify the most persistent challenges people with visual impairments face at the workplace. The most common themes discussed by the target population were people’s reluctance to request accommodations, employees’ fears of asking for accommodations, and the lack of awareness of certain groups’ rights ensured by the Americans with Disabilities Act (ADA) (Dong et al., 2017).
Other barriers included organizational culture, employers’ attitudes, and procedural issues. The participants mentioned that employers and colleagues were unprepared to work in an inclusive environment, which was often linked to dissatisfaction, misunderstanding, and even hostility. Dong et al. (2017) argued that the use of assistive technology is cost-effective, and such measures as flexible schedules and assistive equipment can enhance diversity in the working place. Organizations’ unpreparedness to ensure an inclusive working environment is apparent and needs to be addressed.
When considering the attitudes of stakeholders, it is important to examine the opinions of employers as well. McDonnall and Crudden (2018) found that the perspectives of employers depended on several demographic characteristics including age, gender, education, previous experience of hiring employees with disabilities, and interactions with vocational rehabilitation specialists. Females had a more positive attitude towards such possibilities and experiences, but the major predictor was still previous interactions with persons with special needs. McDonnall and Crudden (2018) also explored the primary concerns employers had regarding hiring people with visual impairments.
The most frequent theme that emerged during the discussions was uncertainty concerning task completion. These findings suggest that the lack of awareness on the matter is the central barrier to creating a truly inclusive working place. Companies may need to educate employees and train them to interact effectively with people with visual impairment (or other types of disability).
It is necessary to note that the population of people with visual impairments is not homogeneous, and certain groups within this cohort are more vulnerable compared to others. For instance, females, older persons, underprivileged groups often have to endure a larger burden. Hansen, Wilton, and Newbold (2017) explored the experiences of female immigrants with visual impairments residing in Canada. The major finding of the study is that this population has to experience “otherness” on a daily basis (Hansen et al., 2017, p. 1121). In addition to their physical issues, these people are exposed to various problems related to their social status. Female immigrants who are visually impaired have to face numerous barriers that make their employment hardly attainable.
Therefore, it is critical to understand that people with visual impairment should not be seen as a homogenous group since there are different cohorts who have similar but not identical needs. It is noteworthy that both quantitative and qualitative data have been analyzed, but qualitative analysis prevails due to the focus on exact topics and themes. The views of all stakeholders need detailed examination in order to identify the gaps in people’s knowledge on the matter, as well as their concerns, expectations, and biases.
Existing Projects and Interventions
The existing programs and intervention for people with special needs aim at addressing diverse issues this population may encounter. For instance, Crudden, Antonelli, and O’Mally (2017) developed, implemented, and assessed a program for people with visual impairment.
The project involved the assistance of a counselor who helped participants to create transportation routes, use available areas and technology, and solve other related issues. According to the researchers, the participants demonstrated improved social problem-solving skills and higher transportation self-efficacy (Crudden et al., 2017). They were also satisfied with the intervention and found it helpful. However, the project did not have any significant effects on the participants’ employment, so the effectiveness of the program is partial as the major goal of such projects is to help people with special needs to find employment.
The effort to create an inclusive environment for people with visual impairments is not confined to addressing this group’s transportation and space issues. Numerous educational projects are available to people with special needs. Antonelli, O’Mally, and Steverson (2018) analyzed the attitudes of people with visual impairment to the mentoring program aimed at helping them with employment.
The project involved the assistance of a visually impaired mentor who helped college students in locating employment and addressing various issues that could arise. Such topics as seeking employment, requesting accommodation, and interactions with colleagues were highly valued by the participants (Antonelli et al., 2018). Students also appreciated the provided support and encouragement that helped them become more confident. This knowledge and skills attained during the project can help young people to find employment and become a part of the team as they are based on the experiences mentors have had in their working places.
The effectiveness of such projects is quite high, so it is possible to create similar interventions. O’Mally and Antonelli (2016) evaluated the outcomes of a program that involved mentoring students during a year. It was reported that students displayed improved job-seeking self-efficacy, higher assertiveness when looking for jobs, considerable gains in career adaptability (O’Mally & Antonelli, 2016). However, the program did not have a significant impact on the employment rate of the participants in the controlled and experimental groups. Job satisfaction did not correlate with the participation in the program, but all the students who had a mentor expressed satisfaction with the intervention. Although the program had limited success, it raised the confidence of individuals with visual impairment, which is critical for them in their professional and personal lives.
It is possible to assume that the efficacy of such projects is related to particular psychological support while no meaningful effect on the employment rate is traced. Therefore, researchers and policymakers, as well as employees and the target population, need to collaborate effectively to create truly effective projects. Employers’ understanding of the potential benefits of employing people with visual impairments is limited, and the methods to ensure an inclusive environment remain unclear for them. New interventions should address these gaps, so educational programs have to be provided to people who are visually impaired, as well as to employers (HR specialists, employees, top management, and leaders).
Conclusion
In conclusion, it is possible to note that the major barriers to employment for individuals with a visual impairment include transportation – space issues, as well as assistive technology limitations, insufficient awareness of the problem, and different stakeholders’ attitudes. The current research is characterized by the considerable attention to these spheres, but the focus is still on space and transportation while the attitudes of employers remain the least researched. Scholars provide quantitative and qualitative data regarding the problems and the effectiveness of the existing solutions.
The most apparent strengths of the current research include the use of sound methodology and the focus on the most relevant aspects. Researchers unveil the most burning issues and point at the existing weaknesses of the created interventions aimed at assisting the target population, The weaknesses of the research on the matter include limited samples, the prevalence of convenience sampling methods, as well as the focus on the perspectives of the persons who are visually impaired. However, the attitudes of employers and colleagues play an important role in the process of the creation of an inclusive working environment.
The review of the recent literature also unveils certain gaps in the current knowledge base on the matter. Researchers should pay more attention to the experiences and perspectives of employers, as well as cultural factors affecting interactions between employers and individuals with impaired vision. It is important to gain a deeper understanding of the nature of the collaboration between people with visual impairments and their colleagues. The research should involve larger samples in order to ensure the credibility and validity of the findings. It is important to continue developing new projects aimed at removing the barriers mentioned above, as well as other challenges the target population meets. The evaluation of these interventions is necessary for the creation of local and national programs that could effectively assist people with visual impairments in becoming more socially active.
References
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Billah, S. M., Ashok, V., Porter, D. E., & Ramakrishnan, I. V. (2017). Ubiquitous accessibility for people with visual impairments. In Proceedings of the 2017 CHI Conference on Human Factors in Computing System (pp. 5862–5868). New York, NY: Association for Computing Machinery. Web.
Cmar, J., McDonnall, M., & Crudden, A. (2018). Transportation self-efficacy and employment among individuals with visual impairments. Journal of Vocational Rehabilitation, 48(2), 257-268. Web.
Crudden, A., Antonelli, K., & O’Mally, J. (2017). A customized transportation intervention for persons with visual impairments. Journal of Visual Impairment & Blindness, 111(4), 341-353. Web.
Dong, S., Warner, A., Mamboleo, G., Guerette, A., Zalles, M. Z. (2017). Barriers in accommodation process among individuals with visual impairments. Journal of Rehabilitation, 83(2), 27-35.
Hansen, S., Wilton, R. D., & Newbold, K. B. (2017). ‘There is always this feeling of otherness’: Exploring the lived experiences of visually impaired immigrant women in Canada. Disability & Society, 32(8), 1121-1141. Web.
McDonnall, M. C. (2019). The importance of research on employment issues for people with visual impairments. Journal of Visual Impairment & Blindness, 113(6), 479-480. Web.
McDonnall, M. C., & Crudden, A. (2018). Predictors of employer attitudes toward blind employees, revisited. Journal of Vocational Rehabilitation, 48(2), 221-231. Web.
Moody, L., Saunders, J., Leber, M., Wójcik-Augustyniak, M., Szajczyk, M., & Rebernik, N. (2017). An exploratory study of barriers to inclusion in the European workplace. Disability and Rehabilitation, 39(20), 2047-2054. Web.
O’Mally, J., & Antonelli, K. (2016). The effect of career mentoring on employment outcomes for college students who are legally blind. Journal of Visual Impairment & Blindness, 110(5), 295-307. Web.
Sivakumar, P., Vedachalam, R., Kannusamy, V., Odayappan, A., Venkatesh, R., Dhoble, P., … Narayana, S. (2020). Barriers in utilisation of low vision assistive products. Eye, 34(2), 344-351. Web.
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Wahidin, H., Waycott, J., & Baker, S. (2018). The challenges in adopting assistive technologies in the workplace for people with visual impairments. In Proceedings of The 30th Australian Conference on Computer-Human Interaction (pp. 432 – 442). New York, NY: Association for Computing Machinery. Web.
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