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Best Recruitment Practices 

As an employer, you have a unique opportunity to enhance the diversity and inclusion of your workforce by actively recruiting individuals with disabilities. People with disabilities, including individuals with blindness or visual impairments, bring unique perspectives and skills to the workplace. Additionally, by fostering an inclusive workplace environment and implementing supportive policies, you contribute to a more equitable society. 

Our guide on recruitment practices is designed to assist employers in Ireland to create an inclusive recruitment process and support the integration of individuals with disabilities, with a particular focus on those with sight loss or visual impairments. 

This guide highlights the advantages of hiring people with visual impairments, along with practical strategies for employers in Ireland to promote inclusivity and accessibility in their recruitment practices. 

Benefits of Hiring People with Visual Impairments:  

  • Diverse Skill Sets: Individuals with visual impairments are a part of the often overlooked and untapped talent pool. Like many other people with disabilities, through their life and work experiences, they develop enhanced skills in areas such as problem-solving and adaptability, contributing unique perspectives and innovative approaches to the workplace (Forbes, 2021).  
  • Increased Profitability: Studies have shown that hiring people with disabilities, including visual impairments, can positively affect the profitability of your business. This includes profits and cost-effectiveness, turnover, and retention (Journal of occupational rehabilitation, 1-22). 
  • Reduced Turnover: Different research showed that individuals with disabilities “make good, dependable employees, who have often been found to perform on par with nondisabled co-workers” and generally have better retention rates (The Competitive Advantage of Hiring Persons with Disabilities, 2016). 
  • Positive Public Image: Demonstrating commitment to diversity and inclusion enhances the reputation of your company, attracting customers and clients who value socially responsible businesses (Accenture: Getting to Equal, 2018).  

Strategies for Hiring People with Visual Impairments 

Job Descriptions and Advertisements: 

  • Use clear and concise language, avoiding jargon or visually-dependent terms. 
  • Include an equal opportunities statement to encourage diverse applicants. 
  • Specify essential job functions, focusing on skills, competencies, and qualifications rather than visual requirements. 

Application Process: 

  • Provide accessible application materials, including accessible online application forms or alternative formats such as large print, Braille or electronic formats compatible with screen readers. 
  • Offer alternative methods for submission, such as email or postal mail, for candidates who may face accessibility barriers. 
  • Allow for reasonable adjustments during the application process, such as extended deadlines or additional assistance. 

Interviews and Assessments: 

  • Inform candidates of the interview format in advance, allowing them to request any necessary accommodation. 
  • Consider alternative interview formats, such as telephone interviews or interviews conducted via video conferencing with screen reader compatibility. 
  • Focus on evaluating the candidate’s skills, qualifications, and potential, rather than making assumptions about their abilities based on sight loss or visual impairments. 

Accessibility and Reasonable Accommodations:  

  • Ensure recruitment websites and online applications are accessible, adhering to Web Content Accessibility Guidelines (WCAG 2.1) (National Disability Authority, n.d.).  
  • Offer reasonable accommodations during assessments and interviews, such as extended time or assistive technology (Irish Human Rights and Equality Commission, 2019).  
  • Physical accessibility considerations include accessible entrances, signage, and facilities. 

Partnerships with Disability Organizations:  

  • Collaborate with disability organizations! Besides supports you can receive from NCBI, there are also other organizations who are our regular collaborators, and who support both employers and employees with disabilities. They include Towards Work from the Open Doors initiative, AHEAD, and EmployAbility Services. Don’t hesitate to tap into our expertise, networks, and candidate pools.  
  • Participate in disability-focused job fairs and recruitment events (Disability Federation of Ireland, 2021).  

Training and Sensitization:  

  • Conduct disability awareness training for all employees to foster an inclusive and respectful work culture. The Disability Awareness Support Scheme is a grant available to private sector employers and it covers costs of disability training for your staff up to €20,000. You can read more about this, and other Government supports in this section of our website: Government supports for employers.docx 
  • Educate staff on common misconceptions about visual impairments and provide guidance on effective communication techniques – NCBI is more than happy to support you with this. You can review the training and other support we provide to employers in this link. 

Workplace Adaptations and Assistive Technology:  

  • Implement workplace adaptations, such as accessible technology, adaptive lighting, and ergonomic workstations, to accommodate the needs of employees with visual impairments (Equality Commission for Northern Ireland, 2015).  
  • Consider the provision of assistive technology, such as screen readers or magnification software, to support employees with visual impairments in their day-to-day tasks (American Foundation for the Blind, n.d.).  

By embracing accessibility, reasonable accommodations, and inclusive practices, employers in Ireland can unlock the talents and contributions of individuals with visual impairments, creating a workplace that values diversity, fosters innovation, and promotes equality. 

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