As World Braille Day approaches on January 4, 2024, it serves as a poignant reminder for businesses worldwide to reevaluate their commitment to accessibility and independence for employees who are blind or visually impaired. Beyond acknowledging this day, it’s crucial for employers and colleagues to actively support individuals with visual impairments in the workplace, while also understanding the legal requisites that mandate such support.

In Malta, the rights and support for blind or visually impaired employees align with broader international conventions and national legislation that prioritize inclusivity and accessibility in the workplace. Despite the capabilities of blind and visually impaired individuals to excel in various professional settings, there remains a notable gap between the employment rate of these individuals and the general working population. Statistics show that one in four registered blind and partially-sighted individuals of working age are employed, whereas this number stands at approximately three in four for the general working population.

Recognizing the diverse challenges faced by blind or visually impaired employees is essential. These challenges can encompass difficulties with transportation to and from work, drafting and reading documents, navigating unfamiliar office spaces, recognizing colleagues or clients, using electronic devices, and often coping with psychological impacts associated with their condition.

The Equality Act 2010

Under the Equality Act 2010, employers are legally bound to make ‘reasonable adjustments’ ensuring that individuals classified as disabled under the Act aren’t substantially disadvantaged compared to their peers.

Visual impairment, ranging from certified blindness to partially sighted conditions, automatically qualifies as a disability under this Act. Consequently, employers have a legal obligation to identify and implement reasonable adjustments both in the workplace and throughout the recruitment process. These adjustments might include:

• Structuring meetings for verbal communication to convey vital information, minimizing reliance on visual aids.
• Provision of specialist software such as screen magnification, screen reading, and dictation tools.
• Access to specialized equipment like larger screens or high-visibility keyboards.
• Braille devices and appropriate training in their use.
• Flexibility regarding working hours to accommodate travel needs for blind or visually impaired employees.
• Allowing time off for medical appointments.

Understanding the individualized nature of visual impairment is crucial

Conditions like glaucoma narrow the field of vision, causing random visual blanks, whereas age-related macular degeneration results in gradual central vision loss. Therefore, the required support and adjustments would differ significantly between employees with distinct conditions.

Failure to implement reasonable adjustments could result in discrimination claims under the Act, potentially leading to compensation and awards for injury to the feelings of the affected employee.

In addition to legal compliance, fostering an inclusive environment demands diversity, equity, and inclusion (DEI) training. Educating employees on proper conduct, such as identifying themselves when interacting with blind or visually impaired colleagues, is paramount. Rather than assuming needs, employers must engage in dialogue with each employee to grasp their specific requirements based on their condition.

Ultimately, employers hold the responsibility to create a safe, inclusive, and supportive workspace for blind or visually impaired employees. Effective communication and personalized consideration of individual needs form the cornerstone of achieving this goal. Taking the time to engage with visually impaired employees ensures that the reasonable adjustments made align with each employee’s specific condition and requirements, fostering an environment where everyone can thrive irrespective of their visual abilities.

Broadwing Recruitment

Enhancing our online system is a continuous endeavour aimed at optimizing the candidate experience we provide. Broadwing Recruitment is committed to creating an inclusive website that accommodates blind or visually impaired users and involves adhering to certain best practices for accessibility.

Here are some facts and policies pertinent to blind or visually impaired employees in Malta: