When faced with vision impairment or blindness, it is easy to assume that one’s employment status is in jeopardy. Below are some steps that may be helpful when speaking to your employer about your vision loss/impairment:
- Educate yourself as much as you can about your vision loss. What is the cause? What is the prognosis? If you have some remaining vision, have you had a low vision examination? This type of examination may result in a prescription for a low vision device, such as a telescope or another type of reading system.
- If you meet with a low vision specialist, tell him/her the type of work you do, what you want to continue doing, and where and when you are experiencing visual difficulties. The more help you can get to maximize the vision you have, the better able you’ll be to continue working safely and effectively.
- Remember that the individuals you work with, including your employer, may have limited experience with, or knowledge about, vision loss and low vision. It is likely they will require your help to better understand your specific visual needs. In preparation for your meeting with your employer, try to be clear about where and when you’re experiencing problems: Do you need to re-label your materials in large print?
- If the lighting levels at your workplace are not sufficient, try experimenting with different kinds of lighting.
- If there is too much light or glare, can you reposition your desk or control the lighting?
- If you are having problems reading or writing, will a low vision device, such as a magnifier or a CCTV/video magnifier help?
- It is equally important to analyze your job to determine if there are any duties you believe you can no longer perform; for example, do you need to drive a vehicle, move equipment, or handle potentially dangerous or hazardous items? Assess the “essential functions” of your job in a step-by-step way, and consider how each problem or barrier can be resolved.
- Perhaps a co-worker can perform a task that is difficult for you, and you, in turn, can take on one of his or her responsibilities—this is called “job sharing.” Your employer would have the last say in this process, but it is helpful if you can offer suggestions and negotiate options.