In This Section: What is blindness or vision impairment? Myths and realities of blindness / vision impairment Positive interaction Communicating with a person who is blind or vision impaired Offering assistance Approaching stairs Guiding a person to a chair Guiding a person to a car Interacting with people who use a trained dog Workplace adjustments At a job interview In the workplace Access to information Further information

What is Blindness or Vision Impairment?

'Legal' blindness is the term applied to those who are eligible to receive a disability pension (blind). The criteria to be met are that a person should have less than 6/60 vision and/or a severely reduced field of vision. 6/60 means that what a sighted person can see at 60 metres a person with vision impairment can only see at 6 metres.

Vision impairment varies from person to person and may range from blurred vision, reduced depth and distance perception, sensitivity to glare, tunnel vision to poor night vision. Vision impairment may impact on a person at birth, deteriorate over time or occur suddenly as a result of an accident, hereditary condition, diabetes, glaucoma, stroke, eye infections and congenital conditions.

It is estimated that less than 5% of people with vision impairment are totally blind. Most people have some useful vision. The amount and kind of sight they have, and how well they are able to use it, depend largely on the diagnosis and treatment or management of their particular impairment. An appropriate environment can, however, greatly increase their ability to function independently.

Myths and Realities of Blindness/Vision Impairment

	Myth Reality Blind people see nothing. The most common myth is that all blind people live in a world of total darkness. In fact, only a small percentage of people with vision impairment are classed as totally blind and the majority of these can distinguish between light and dark. People who are blind or have vision impairment have a better sense of touch, hearing, taste or smell to compensate for the loss of vision. Many people who are blind or have vision impairment have learned to listen more carefully or to make more use of their remaining sense of touch. This does not mean they have exceptional senses due to their disability. There is also no 'sixth sense' to enable people who are blind or vision impaired to perform such feats as getting on the right bus or preparing a meal without sight. It takes common sense and practice. People who are blind or have vision impairment feel other people's faces to identify them. This is a myth. In fact, 77 per cent of people with impaired vision retain enough sight to be able to recognise friends and colleagues close up. If a person who is blind or has vision impairment doesn't recognise you they will generally ask you who you are. It is true, however, that a small number of blind people with additional disabilities (e.g. Deaf Blind) may use touch as a strategy for identifying people and objects. This is only because they are unable to communicate through conversation. Touch may be the only way they have of understanding the world and expressing their feelings about it. A person who is blind or has vision impairment is less productive than other employees. No. Adaptive equipment and workplace modifications enable employees who are blind or have vision impairment to participate and achieve the same outcomes as other workers. When the workplace is accessible and good working practices are in place, everyone benefits, including co-workers and customers. An employee who is blind or has vision impairment is an occupational health and safety liability. No. When standard health and safety procedures are followed, the risks are the same as for other employees. Often, workplace adjustments made for an employee who is blind or has vision impairment enhances occupational health and safety strategies. It is too difficult and costly to provide workplace adjustments for an employee who is blind or has vision impairment. The implementation of workplace strategies does not have to be a difficult or costly process. The strategies presented are to address the effects of a person's disability and provide the opportunity to equally participate in their chosen area of employment. Making information accessible is often cheaper and easier than many employers think. When compared with how much your company or organisation spends on standard print information, the cost is probably very small. Suggested equipment, such as a video magnifier and/or screen reading software can be of assistance to some. Workplace adjustments are based on individual need and therefore associated costs can vary. For high cost equipment refer to the Workplace Modifications Scheme document.

Positive Interactions

Interacting with a person with a disability, including a person who is blind or vision impaired, should be characterised by respect for their rights to dignity, confidentiality and equity.

Communicating with people who are blind or have vision impairment should be as relaxed and natural as possible.

Facial expressions and body language are natural parts of the communication process used in all situations. Be conscious of the additional messages conveyed non-verbally and try to ensure that verbal clues are given where the person misses out. Eg when someone nods, when you respond you might say "yes I agree too."

Communicating with a Person who is Blind or Vision Impaired

• Introduce yourself by name and introduce anyone else who may be present.
• Introduce yourself by name, even though you already know the person, if they do not indicate they recognise you.
• Always face the person when speaking to them.
• Use your normal voice, neither louder nor more exaggerated.
• Say when you are leaving the room so the person is not left speaking to themselves.

Offering Assistance

• Ask if the person would like any help
• Allow them to take your arm and walk about half a pace behind you; never grab them or try and lead them.
• Ensure that if the person uses a cane it is not restricted in any way; never grab the cane or attempt to lead them by the cane.
• Give clear and concise information about what is ahead.
• Don't use gestures to indicate directions.
• Use clear indicators such as '100 metres to your right'.

Approaching Stairs

• Say whether you are going up or down and how many stairs there are.
• Say when you are reaching the top or bottom of the stairs.
• Say when there are signs like "Work in progress" or "Slippery when wet".

Guiding a Person to a Chair

• Place their hand on the back of the chair.
• Indicate which way the chair is facing and whether it swivels or has arms.

Guiding a Person to a Car

• Open the car door.
• Place their hand on the roof of the car so they can bring it down to touch the back of the car seat.

Interacting with People who use a Trained Dog

Anti-discrimination legislation makes it unlawful for guide dogs to be refused entry to any building or public transport.

A guide dog or any animal trained to assist a person with a disability will be highly disciplined. It is important not to interfere in any way in the interaction between the guide dog and its owner. Other interactions include:

• do not feed, pat or talk to the guide dog
• take into account the needs of the dog for food and water, always checking with the owner first
• ensure there is adequate access to outdoor areas for exercising and toileting.

If you are asked to take a guide dog for a walk, be sure to ask the owner or regular handler for any special instructions on how to handle the animal.

Workplace Adjustments

At a Job Interview

• Ask all applicants prior to interview whether they require adjustments for the interview process. An applicant with vision impairment may require information in enlarged print, Braille, in an electronic version or may need assistance with directions in the building or in lifts.
• The convenor of the interview panel should be responsible for explaining to the applicant the seating arrangements, any obstacles in the room, and for introducing the panel members and identifying their positions.
• Offer to guide the applicant to a seat.
• If the procedure is for panel members to individually ask questions, inform the applicant of this procedure and ensure that panel members identify themselves when they speak the first time.
• When the interview process is completed, ask if the applicant requires assistance leaving the room or the building.

In the Workplace

• A period of time may need to be allocated for staff to assist the employee with vision impairment to become accustomed to the work environment. Hazards such as hot water systems, head-height cupboards etc. should be identified to the employee.
• Be descriptive when giving directions; for example, 'the first door on the right' rather than 'over there'.
• Doors need to be fully opened or completely closed.
• In keeping with good Occupational Health and Safety practices passageways should be free of clutter such as empty boxes, excess chairs, and whiteboards.
• Clearly highlight emergency exits, building pillars and corners.
• Depending on the environment, thought may be given to using colour contrasts and/or tactile indicators (fixed, rough surface tiles) to highlight travel paths around the building. Tiles can be detected by people who use long canes and can highlight any hazard areas.
• Glare free lighting will assist a person with vision impairment.
• Implement audio alarms in the building to complement any visual alarms.

Access to Information

The use of technology has enabled many people with vision impairment to access written information more easily. In brief, electronic material, including websites, can be readily available to people who have a vision impairment. Screen reader software provides output of text via synthetic speech or electronic Braille. Text/graphics enlargement software allows both magnification of material and tailoring of colours and layout. With access to a Braille printer, hardcopy Braille can be produced. Large print can be produced from any modern printer.

Some basic adjustments will assist employees with vision impairments to operate more effectively in the workplace.

• Organise written information to be made available in advance for an employee with vision impairment to enable them to read or convert the text into an alternative format. Alternatively, a good option is to e-mail the material to the employee prior to the event to enable access via the recipient's technology.
• When using visual aids such as PowerPoint presentations, overheads and/or drawings, read the material aloud to ensure that everyone has access to this information.
• A person with vision impairment may require written information to be available in large print. Such information should be presented in a font type and size to suit the individual. The amount of space surrounding the material should also be negotiated. Sometimes the employee may request material printed on a certain colour paper.

Further Information

Vision Australia
c/o Adaptive Technology Consultants
4 Mitchell St
Enfield , NSW

Phone: 9334 3333
Phone: 1300 847 466
Fax: 02 9747 5993

Email: info@visionaustralia.org.au
Web: Vision Australia Website

Quantum Technology Pty Ltd
5 South Street (PO Box 390)
Rydalmere NSW 2116
Australia

Phone: 02 8844 9888
Fax: 02 9684 4717
Email: info@quantumtechnology.com.au
Web: Quantum Technology website

HumanWare
Suite 2, 7-11 Railway St,
(PO Box 944)
Baulkham Hills NSW 2153

Phone: 9686 2600
Fax: 9686 2855
Toll Free: 1800 800 068

Email: rhath@pulsedata.com.au
Web: HumanWare website

Optek Systems
PO Box 277
Rydalmere 0176

Phone: 9891 6600
Fax: 9891 6875

Email: terryk@mpx.com.au
Web: Optek Systems website

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