Do the Rules Change...

D E PA RT M E N T O F A S S I S T I V E A N D R E H A B I L I TAT I V E S E RV I C E S D i v i s i o n f o r B l i n d S e r v i c e s

...when you hire a person who is blind or visually impaired?

Do the Rules Change...

written by Karen Wolffe, Ph.D.

All the information you need to know...

Copyright 1997 by Karen Wolffe, Ph.D. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior Published by DARS, Division for Blind Services

01750 - Programs - 1/06

For more information contact DARS Inquiries

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www.dars.state.tx.us

Table of Contents

Introduction 1

Bringing On-board an Employee with a Visual Impairment 3 Definitions of visual impairment 3 How to help a person with a visual

impairment feel comfortable in the

work environment 4

Mobility 5

Orientation 6

Introductions 7

Participation 7

Space and Duties 8

Transportation 9

Communication 9

Summary 13

Appendix A 15

Tools of the Trade: Aids and appliances for people with visual impairments

Appendix B 19

People available to help with employment needs of individuals who are blind or visually impaired

Appendix C 21

Common visual impairments

Appendix D 22

Do the rules change when you hire a person

who is blind or visually impaired?

Introduction

This booklet was written by Karen Wolffe, Ph.D., and published by the Department of Assistive and Rehabilitative Services, Division for Blind Services to provide employers knowledge and assistance when hiring a blind or visually impaired person.

In response to the question, “Do the rules change when you hire a person who is blind or visually impaired?” The answer is, “No.” You can expect as much work from your worker who is blind or visually impaired as you do from your other workers. You can expect your employee with a visual impairment to be as diligent, attentive to detail, punctual, honest, loyal, or anything else you expect other employees to be.

When an individual who is blind or visually impaired joins your firm, becomes a part of the team at work, you may not know what to expect. You may have some serious reservations about whether or not this new person will be able to contribute adequately. On the other hand, you may be looking forward to hearing firsthand how someone who is blind or visually impaired gets along in a world made up of predominantly sighted people. You may be curious about how a person with a visual impairment reads and writes, or gets to and from places, or cooks, or washes clothes, or any

number of other things which most people rely on their vision to do. This pamphlet has been developed to assist you in knowing what to expect and how best to work with your new employee.

vis

ion

There are many definitions of blindness and visual impairment.

Bringing On-board an Employee

with a Visual Impairment

First things first: There are numerous definitions of blindness and visual impairment. Individuals with visual impairment are not necessarily blind, although they may be. Best estimates are that 10% of the people labeled legally blind are totally blind. The other 90% of those labeled legally blind have some usable vision. Therefore, it is important to understand the difference between the two terms, legal blindness and total blindness.

Legal blindness is defined in the 1935 Social Security Act and has two criteria: 1) visual acuity of 20/200 or less in the better eye with best correction or 2) a restriction in the field of vision such that the widest diameter of the visual field subtends an arc no greater than 20 degrees.

So, what do all the numbers mean? To see what someone with 20/20 (normal) vision can see at 200 feet, a person with a visual acuity of 20/200 must be at 20 feet. If a person is considered legally blind due to a field restriction (the second definition) that a person typically can see well directly in front but not above, below, or on the side. It is as if the person is looking through a telescope. In fact, you may hear such a vision loss described as “tunnel” vision. More detailed descriptions of common visual impairments are included in the appendices of this booklet.

How to help a person with a visual impairment feel comfortable in the work environment

If a person with a visual impairment joining your firm does have some vision, it will be important to ask what your employee can see. Many people who are considered legally blind can use their vision to walk around unassisted, read printed materials, and use visual landmarks in the environment. It will also be important to determine under what lighting conditions the worker will be able to see best. For instance, will this employee need natural lighting, direct or indirect lighting, incandescent or fluorescent bulbs? There may be other lighting considerations of importance to an individual with limited vision as well. Is there glare at the work station that will interfere with the worker’s ability to see materials? Also, is there adequate contrast to discern print from non-print? For example, it is easier to see black ink on white paper than it is to see blue ink on colored paper. Considerations such as these can make a significant difference in your employee’s ability to perform well and efficiently on the job.

If your prospective worker is totally blind it means that she will not be able to use vision to read print or see to walk around objects in the environment. Such an individual will likely use braille to read and write. She may also use audiotapes to store information which sighted individuals might write out. The worker will walk about and find her way with the assistance of a long cane or a dog guide. Only a few people who are totally blind (approximately 3%) use dog guides. Therefore, it is more likely that your worker will use a long cane.

Mobility

The long cane enables a person who is blind or visually impaired to discern objects in the environment, such as curbs, stairs, or furniture. The long cane user will be able to negotiate through the environment unassisted once oriented. In order to learn the work environment layout, an individual who is blind will either work with an Orientation and Mobility (O&M) Specialist (a professionally trained individual who helps people who are blind or visually impaired learn their way in new environments) or simply ask questions about where things are located. It is inappropriate to grab the person or his cane as he is traveling – verbal cues are much more helpful. Once familiar with an area, a cane user will not necessarily use the cane every time he moves through space. He may instead simply move about using protective techniques (one hand at mid-body and one hand at face) or trailing technique. Using a trailing technique, the person with a visual impairment uses a hand to trail along a wall or other permanent structure to find his way.

If your worker is a dog guide user, it will be important for you and the other workers to understand that a dog guide is a working dog and not a pet. Dog guides are not to be petted or played with while they are in their harnesses. Nor is it allowable to feed a dog guide. Your worker may allow you to pet her dog when the dog is at rest, but it is best to ask permission before touching a dog guide. Calling or talking to a working dog may distract the dog and should be avoided. Likewise, grabbing the dog’s harness could place both dog and owner in danger.

Another mobility skill you may see your worker using is sighted guide technique. Using this technique, the person with the visual impairment holds just above the elbow of a sighted person and allows himself to be led through an area. The sighted person should not take the blind person’s elbow and push the blind person

through space. Nor should the sighted person grab an arm or hand and drag the blind person. If you are acting as someone’s sighted guide, it is important that you point out upcoming obstacles like low-lying branches. If you come to a flight of stairs, pause and then proceed up or down no more than one step in front of the person you are leading. It is also good practice to indicate the location of the staircase railing. A final word about sighted guide technique: As you prepare to enter or exit a building or room, it will be helpful to verbally alert your traveling companion as to which side the door is hinged on and whether the door swings in or out.

Orientation

One of the first and most critical tasks for your worker with a visual impairment will be orientation to the workplace. Basically, orienta-tion involves learning one’s way in a new environment: locating restrooms, offices, lounges or breakrooms, fire exits, and so forth. Although your employee will likely make arrangements with an Orientation and Mobility (O&M) Specialist, it will be your respon-sibility to show your employee and the trainer where important areas are within the office environment. Where will your worker’s desk or workstation be located? Where are the restrooms? Where is the breakroom? Where is the cafeteria, lunchroom, snack area or equivalent? Where are other important rooms: the boss’ office, coworkers’ offices, clerical offices, personnel, accounting, payroll, and the like? Where are the fire exits? Are there areas with restricted access? Are there areas which pose potential health hazards? Don’t feel as if you must figure out all of the critical areas for orientation. Specially trained staff will work with you and the person with a visual impairment to determine what routes need to be taught and in what order. However, it will be greatly appreciated if you’ve given some thought to your workplace’s physical layout and where the most important areas are located.

Introductions

There is another component of orientation, which does not involve an O&M Specialist or any other professional from the blindness field. This other component is introducing your employee to other people within the workplace. The ritual of introductions is important for all new workers and it shouldn’t be overlooked with a new employee who is visually impaired. A strange occurrence sometimes happens when people who’ve never met a person who is blind before are first introduced: they talk to the person introducing them, rather than directly to the person with a visual impairment. Not only is this unnecessary, it is demeaning to the visually impaired person. You can help by redirecting questions to the employee with the visual impairment or simply asking him or her, “What do you think?” Introduce all players in the work environment to your new employee. However, do not expect a person who is blind or visually impaired to be able to immediately recognize everyone, including you, by voice. Eventually, your worker will recognize many people’s voices at the worksite without them having to state who they are. However, it is important to identify who you are when you approach someone who is blind or visually impaired, until she tells you to do otherwise. Another important point: don’t walk away from a conversation or out of an office of a person who is visually impaired without saying that you are doing so. It is most disconcerting to discover that one is conversing with air!

Participation

Actively encourage your new employee to participate in company activities, both professionally and socially. Don’t worry about whether or not it’s safe for a person who is blind or visually impaired to join the company picnic or go rafting with the office workers or fly to Detroit for a business meeting. Your best strategy is always to invite the person with a visual impairment. If he is not

comfortable with the situation, he will tell you. You may discover a delightful traveling companion or rafting buddy!

Space and Duties

The new worker may need slightly more space for adaptive equipment than is typically made available to company workers. Some pieces of adaptive equipment, like a closed circuit monitor for enlarging print, require about the same amount of space as an average television set. If your new worker has particular space needs, she will be able to describe them to you and will likely be pleased to show you the equipment she will use. It’s important to a person who is visually impaired to know where her space will be. Likewise, it will be helpful for equipment as well as materials not to be moved repeatedly or without warning.

Occasionally, a task may be impossible for an individual without vision to perform independently. For example, handwritten mail is impossible to read with current technology. Reading machines can read typewritten materials and most printed materials. However, handwriting has so many variations it is unlikely that a machine will ever be able to master them all. Therefore, it may not be possible or efficient to assign an individual with minimal or no vision to the task of mail sorting. In a job where mail sorting is an assigned duty, it would be preferable to trade that responsibility to another

employee and let the blind person be responsible for some other job task. For example, the blind worker might be assigned to assist a coworker with typing from dictation.

People who are visually impaired want and need respect, like all people. However, like others they must earn respect from their peers. You can help by focusing on the employee’s assets rather than what you think may be missing. If you have particular concerns

about how your employee will handle certain situations or materials, ask the employee to explain how he does things. Transportation

Transportation is frequently a concern for an employer hiring a job applicant with a severe visual impairment. How can the worker be expected to get to and from work in an efficient, timely manner without being able to drive? Most workers who are blind or visually impaired have dealt with the transportation issue well in advance of applying for work. If your community has adequate public transpor-tation, either buses or trains, it is likely the worker will use it. Some communities also have paratransit services. Paratransit services are typically vans, which have been modified for use by people in wheelchairs or cars. These vehicles typically provide door-to-door transportation to individuals with any type of mobility impairment, including blindness. Communities without public transportation or paratransit services pose more difficult challenges. Some workers with visual impairments will advertise to join a carpool and contribute gas money rather than drive. Others hire drivers to take them to and from work and other places they need to go. Other individuals use taxi services. Preferred methods of transportation vary from person to person. Getting to and from work is the respon-sibility of the worker. However, do let other employees know when a new employee with a visual impairment would like to carpool.

Communication

Just a few years ago, communication barriers involving access to printed information were the primary barriers faced by individuals without usable vision. The advent of the computer age has changed all of that and certainly facilitates communication for many individuals who are blind or severely, visually impaired. In order to help your new employee stay in touch, please consider sending electronic

mail rather than hardcopy mail. If your worker is not an avid computer user, you might want to consider passing messages verbally, in person, or by telephone. In short, make efforts not to communicate exclusively by writing. Handwritten notes typically must be read to a worker with a severe visual impairment. Finding a reader is not always something that can be accomplished on the spur of the moment. Many people who are blind or visually impaired hire or solicit readers routinely, but the readers do not typically stay with them throughout the day. Readers are usually scheduled on an as-needed basis. Therefore, handwritten notes might have to wait hours or days until there is a reader available. Information of interest to the majority of people in the office (job postings, notices of upcoming events, or special offers, for example) will be of interest to workers without vision as well. If postings are only found on an office bulletin board, they will be inaccessible to someone who is blind or visually impaired. Once again this problem can be eliminated by using electronic bulletin boards. Another strategy often used by employers is to tape-record

information about job openings and make it available by telephone to non-sighted and sighted individuals alike. Likewise, voicemail can be used to communicate information posted in print to non-print readers.

When giving instructions to a worker who is visually impaired, it is important to explain concepts clearly. For example, to tell

someone who is blind or visually impaired that the box of materials

she is looking for is “over there” is not sufficient. It is crucial that

you specify where “there” is. Is there a known landmark, like a water fountain or a set of office mailboxes, which you can use as a reference point? If so, you could say “the box of materials is just to the left of the mailboxes or just to the right of the water fountain.” In addition, it will be helpful to establish how your building is

oriented: which side of the building is west, which side is east, does the front of the building face north or south or east or west, and so forth. It is much easier and more reliable to give directions using compass points rather than to use left or right, particularly when you cannot be certain of the direction from which the person is coming.

If your building has an elevator, you may need to offer verbal assistance to an individual with impaired vision. Although many elevators in newer offices have brailled demarcations beside the print buttons, many do not or the labels have peeled off. Some elevators even have audio cues as to which floor you are on and at which floors the elevator stops. Without such cues, it will be important for sighted individuals to assist by letting the person who is blind or visually impaired know at what floor the elevator has stopped. If a person with impaired vision enters an elevator car you are in, it is polite to let the person know of your presence. Likewise, if you exit first, courtesy demands that you make your exit known.

sense

Just ask!

Summary

Common sense is the most critical component in relating to someone who is blind or visually impaired. If there is something you need to know about an employee to help him do his job– ask. Treat him as

you would wish to be treated. The key points to remember are: — You can expect as much of your worker with a visual impairment as you do of your other workers.

— People with visual impairments use different methods to travel: long canes, dog guides, sighted guides, or move about without assistance or tools using their residual vision.

— To get to and from work, your worker may use public transportation, hire drivers, walk, cycle, or ride with others. In a few instances, the worker may be able to drive with bioptic aids (special high-powered spectacles).

— Printed information may be accessed with tools like computers, reading machines, low vision aids (CCTVs, magnifiers, and telescopes), tape-recordings, or human readers.

— It is important to focus on your worker’s abilities, not disabilities.

sense

Just ask!

appe

ndix

All tools of the trade:

aids and appliances;

people;

education;

resources

Appendix A

Tools of the Trade: Aids and appliances for people with visual impairments

Computers are being used more and more by individuals who are blind or visually impaired. In fact, many companies have worked extensively with people with visual impairments to accommodate their special needs at school, work, and home. There are hardware and software devices available which can provide enlarged print displays, speech output, or braille output. As indicated by the worker’s preferred medium (print, speech, or braille), computerized equipment is available both for receiving and sending information.

Closed-circuit televisions (CCTVs) enlarge printed materials for individuals unable to read regular print. Many workers with impaired vision are able to read materials available only in regular print by placing the printed materials beneath the unit’s camera and reading the magnified material from the CCTV screen. CCTVs enable the viewer to read black print on a white background or white print on a black background, depending upon which is easier for them to discern. In recent years, CCTVs have become available with color monitors as well. A CCTV can be setup over a typewriter, enabling a clerical worker to proof work produced in regular print.

Aids and appliances - There are many tools (or aids and

appliances) available to facilitate the inclusion of people with visual impairments in the workforce. Some commonly used aids and appliances are:

— talking calculators (hand-held or desktop calculators with speech output)

— light probes(light-sensitive pointers which enable the user to identify blinking phone lines)

— variable speed tape-recorders (cassette tape-recorders which play and record using four-sided tapes and can be listened to at a fast rate of speed for expediency)

— brailled measuring devices (rulers, measuring tapes, yardsticks, measuring cups with raised line markings)

— brailled or talking timepieces (clocks or watches with brailled numbers or speech output)

— bill identifiers (speech-output machines which can identify U.S. currency)

— braille labeler (embosses braille on vinyl or magnetic tape)

— postal scale (has raised dots at each ounce interval)

— talking scale (measures grams, ounces, ounces-troy, and pennyweights)

— adapted hand tools (saw guide to make 15 to 90 degree cuts, drill guide, Stanley combination square, framing square, micrometers, Stanley caliper rule)

— battery tester (audible battery checker)

— reading stand (enables reader to read with free hands as well as adjust height and angle for visual comfort)

— bold-line paper (paper with darkened lines to make for easier viewing)

Optical devices - Many individuals with limited vision can make good use of their eyesight by using optical devices. Items commonly used include: eyeglasses with prescriptive lenses for people who are nearsighted or farsighted, glasses with tinted lenses for

individuals who are light sensitive, contact lenses, magnifiers (these may be hand-held, standing, or mounted in eyeglasses), and small telescopes (these may be hand-held or mounted in eyeglasses).

Scanners are hand-held or flatbed cameras which read print into a computer that utilizes specialized software to reproduce the material into text that can be imported into word processing and other programs to be managed and manipulated. Adapted scanner technology is also referred to as OCRs – Optical Character Readers. Scanners can be portable, stand-alone, or PC-based.

Adaptive hardware and software - Hardware and software designed specifically for individuals with visual impairments is known as adaptive hardware or software. Some examples are:

— speech synthesizer - A speech synthesizer is an internal or external device that provides auditory output from the computer to allow people with visual disabilities spoken access to the computer screen.

— screen reader - A screen reader is a sophisticated software program that works in conjunction with a speech synthesizer to give blind computer users access to operating systems, word processing programs, telecommunications packages, databases, and spreadsheet programs.

— braille display - A braille display is a device that attaches to a computer to give a blind computer user access to the screen via braille output. Braille displays are available in portable and

desktop models and display twenty to eighty characters per line of text. Many computer users who are blind use a braille display in combination with speech output.

— braille embosser - A braille embosser produces hardcopy braille from word processing files on a computer. Although it produces braille, it operates like a standard printer.

— screen enlargement software - Several programs on the market allow people with low vision to access information on a computer screen with the assistance of a screen enlargement program. Such programs provide low vision workers with larger print on a standard computer screen. Screen enlargement programs can be used in combination with speech.

Sources for acquiring aids and appliances for people with visual impairments are included in Appendix D of this pamphlet.

Appendix B

People available to help with employment needs of individuals who are blind or visually impaired

Rehabilitation counselor - Professional who facilitates life/ career planning with any individual who is visually impaired. This person typically works for a state vocational rehabilitation agency. However, the counselor may be employed by a nonprofit rehabili-tation center (like a Lighthouse for the Blind) or a private for-profit center. A rehabilitation counselor will likely be able to analyze a prospective job and help determine whether or not it is suitable for a job candidate without vision. Frequently, the rehabilitation counselor can also help with adaptive equipment for person-job matching. Sometimes, a rehabilitation counselor will be able to assist with job coaching services.

Job coach - Trainer who helps an individual with a visual impairment learn a new job. The job coach may work beside the visually impaired worker in the initial stages of the job experience, helping the person learn the job while on the job. In a sense, a job coach is a trouble-shooter. The job coach assists with capturing information most other workers would assimilate visually. Ideally, a job coach fades out of the work environment as the visually

impaired person is able to assume more and more responsibility.

Rehabilitation teacher - Professional who works with a reha-bilitation counselor to provide services to any individual with visual impairments. The rehabilitation teacher typically provides training in activities of daily living and personal social skills. However, it is possible that a rehabilitation teacher could be working with an individual with a visual impairment in preparation for a specific job. The rehabilitation teacher might teach the person how to

perform a specific job task or how to get along with others on the job. In addition, the rehabilitation teacher may have assisted the person in securing the job by helping with the application form or other logistical considerations.

Orientation and Mobility (O&M) Specialist - Professional who trains any individual with visual impairments to travel

independently, primarily through the use of a long cane. The O&M Specialist works to familiarize a person with any new environment. An O&M Specialist will likely assist an individual with learning the most expedient route to and from a new job site or new routes within an old job site. An O&M Specialist can help with any specialized travel needs being experienced by the worker with a visual impairment.

Appendix C

Common visual impairments

Cataract - A clouding or opaque covering on the lens of the eye

Diabetic retinopathy - Disorder of the retina due to hemorrhaging caused by diabetes

Glaucoma - Disease characterized by increased pressure within the eye and damage resulting in loss of vision

Hyperopia - Farsightedness

Macular degeneration - Age-related deterioration of the retina, characterized by loss of central vision

Myopia - Nearsightedness

Retinal detachment - A separation of portions of the retina from the interior supporting structure of the eye

Retinitis pigmentosa - A degenerative pigmentary condition usually characterized by slow, progressive loss of field vision and is commonly referred to as tunnel vision

Appendix D

National resources

American Council of the Blind (ACB)

1155 15TH _{Street NW, Suite 720} Washington, DC 20005 800.424.8666 (2 pm to 5 pm EDT) 202.467.5081 202.467.5085 Fax www.acb.org

The American Council of the Blind is a national consumer group. This group encourages participation of people with visual

impairments in all aspects of society.

American Foundation for the Blind (AFB)

11 Penn Plaza, Suite 300 New York, NY 10001 800.232.5463 212.502.7600

888.824.2184 (CareerConnect®)

www.afb.org

The American Foundation for the Blind produces the Directory of Services for the Blind and Visually Impaired Persons in the United States. This directory has listings for each state under the following headings: educational services, information services, and reha-bilitation services. In addition, the directory lists federal agencies, national organizations, consumer and professional membership organizations, and braille, tape, and large print resources. AFB also maintains CareerConnect®, which provides information about

careers who are willing to mentor and share how they perform on the job. This site also has information for employers, professionals, and family members.

The Lighthouse International

111 East 59th _Street New York, NY 10022-1202 800.829.0500 212.821.9713 TTY 212.821.9707 Fax www.lighthouse.org

The Lighthouse provides a full line of adaptive products for people who are blind or visually impaired. They also sell publications related to blindness.

Job Accommodation Network (JAN)

PO Box 6080

West Virginia University Morgantown, WV 26506 800.526.7234

800.ADA.WORK 304.293.5407 Fax www.jan.wvu.edu

The Job Accommodation Network (JAN) was established by the President’s Committee on Employment of People with Disabilities to provide a resource for employers and individuals who need information about accommodations in the workplace. JAN can provide contacts and information regarding accommodations from its extensive database.

National Federation of the Blind (NFB) 1800 Johnson Street Baltimore, MD 21230 410.659.9314 410.685.5653 Fax www.nfb.org

The National Federation of the Blind is a national consumer group. This group encourages participation of people with visual

impairments in all aspects of society.

National Library Service for the Blind and Physically Handicapped

Library of Congress 1291 Taylor Street NW Washington, DC 20542 202.287.5100 800.424.9100 www.loc.gov/nls/

This national program provides braille, large print and recorded books and periodicals to individuals in the United States who are blind or visually impaired. Registered borrowers request materials from their regional libraries free of charge. Reference circulars on a variety of topics are also available.

Recording for the Blind and Dyslexic (RFB&D) 20 Roszel Road Princeton, NJ 08540 800.221.4792 609.452.0606 (reference library) 866.732.3585 www.nfbd.org

RFB&D maintains an extensive collection of titles on audiocassette and computer disk for students and professionals who are blind. Catalogs are available and a bibliography on a specific subject can be requested from the reference librarian. RFB&D will record material upon request.

Rehabilitation and Research Center on Blindness and Low Vision

Mississippi State University PO Drawer 6189 Mississippi State, MS 39762 662.325.2001 662.325.8693 TTY 662.325.8989 Fax www.blind.msstate.edu

The RRTC performs research and produces information on employment of people with visual impairments, access to technology, and related topics. Their publications and training conferences provide timely information on these topics.

National Industries for the Blind (NIB) 1901 N Beauregard St, Suite 200 Alexandria, VA 22311-1727 703.998.0770 703.998.8268 Fax www.nib.org

NIB provides facility-based employment opportunities for people with visual impairments. They have extensive experience in providing accommodations for workers who are blind or visually impaired.

Rehabilitation Research & Training Center (RRTC) Workplace Supports and Job Retention

1314 West Main Street P.O. Box 842011 Richmond, VA 23284-2011 804.828.1851 804.828.2494 TTY 804.828.2193 Fax www.worksupport.com

The purpose of RRTC on Workplace Supports and Job Retention is to identify factors that enhance or inhibit businesses from

tapping into a pool of potential employees. Let us be your gateway to information, resources, and services regarding the employment of people with disabilities.