Survey Reveals Myths and Misconceptions Abundant among Hiring Managers about the Capabilities of People who are Visually Impaired

Abstract

Despite continued gains in employment, people who are blind remain one of the greatest untapped labor resources in the United States. In November 2012, as we approached the 75th anniversary of the National Industries for the Blind (NIB), we commissioned a study to assess the attitudes and opinions among corporate decision makers regarding the employment of individuals who are visually impaired (that is, those who are blind or have low vision, as defined by JVIB). The primary objective for the survey was to evaluate attitudes about hiring qualified visually impaired applicants. We wanted to measure perceptions among hiring managers of the quality of employees who are visually impaired and determine how likely it would be for managers to consider hiring visually impaired employees versus those with other disabilities. To read the results of the Decision-Maker Study, conducted in November 2012, by the market-and-opinion research firm Repass & Partners, visit: . PERSISTENCE OF MISCONCEPTIONS The survey results were disappointing. They indicated a majority of managers mistakenly believed there were few jobs in their organizations that visually impaired people could successfully perform. They also thought it was more expensive to hire someone with impaired vision compared to someone without a disability. The majority of managers made it a lower priority to recruit, train, and retain employees with disabilities than to recruit, train, and retain executives, senior managers, young employees, and minorities. Not surprisingly, the survey results indicated that a hiring manager who personally knew someone with visual impairment was significantly more likely to consider hiring a person with vision loss. NEED TO RAISE AWARENESS After reviewing the survey results, it became clear that we needed to increase awareness about the capabilities of individuals who are blind, the nominal cost of assistive technology, and the positive impact of creating an inclusive and diverse workplace. As a result, NIB developed an education campaign to change perceptions in the business community of the abilities of people who are visually impaired. We want to see companies open up more employment opportunities that can be filled by qualified candidates who are visually impaired. Given the findings of the survey, we believe it is important for members of the field of visual impairment, when interacting with the business community, to provide education about the value in hiring individuals who are visually impaired. This information is especially needed by smaller businesses, which are less likely to consider hiring employees who are visually impaired, as well as by companies that do not have formal educational programs to encourage the hiring of employees with disabilities. ARGUMENTS IN FAVOR OF HIRING PEOPLE WITH VISUAL IMPAIRMENTS Based on the experience of NIB and our network of associated nonprofit agencies, we know that the opinions and attitudes expressed by the hiring managers who were surveyed are misconceptions. The following arguments are some of the reasons why people who are visually impaired are as capable as their sighted counterparts and are a valuable resource for strong, competitive businesses. Many are already employed Individuals who are visually impaired are productive, skilled, and successfully employed in a wide range of positions at all levels, including production, administration, technical, professional, managerial, and senior executive roles. …