[dbaust] Busting the myths for employers
- From: Erika Webb <erikaweb@xxxxxxxxxxxx>
- To: Erika Webb <erikaweb@xxxxxxxxxxxx>
- Date: Fri, 23 Dec 2011 18:22:37 -0800 (PST)
Busting the myths for employers
Sent: Friday, 23 December, 2011 5:40 PM
From: "Greg Madson" <gregmad@xxxxxxxxxxxx>
Hi all
The BCA Employment working group is currently developing a document of
mythbusters that might be useful to hand over to a potential employer when
seeking employment.
We hope you might ponder this and email to list other myths that are ripe for
busting.
Some examples are below.
Greg Madson
+++
Myths about employment and people who are blind or vision impaired
Myth 1: Occupational health and safety
“Occupational health and safety laws prevent employing people who are blind or
vision impaired in some workplaces because they are more likely to be injured
or place co-workers at risk”.
- There is no evidence that people who are blind or vision impaired are more
likely to be injured at work than people without a disability. Many people who
are blind or vision impaired learn strategies to get around safely and
confidently and are more likely to take care and notice of the environment
around them. And yes, people who are blind or vision impaired can use stairs.
- Employer obligations to provide a safe workplace remain the same regardless
of whether there is an employee who is blind or vision impaired. Work
environments with good lighting, clear signage and a logical layout make it
easier for everyone.
- Government data shows that people with a disability take fewer sick days
than other employees. So hiring a person who is blind or vision impaired could
be a good long term strategy for your business.
Myth 2: Additional costs on employers
“Taking on an employee who is blind or vision impaired costs employers more
because of the need to purchase equipment and training that other people don’t
need”.
- Government schemes pay for the assistive technology and other equipment
people who are blind or vision impaired use in employment, rather than
employers.
- There are also many costs that sighted people incur that people who are blind
or vision impaired never need, such as parking and many office supplies. And
because of the higher employer retention rate of people who are blind, the cost
of filling new positions may be a lot less.
Myth 3: Mandatory drivers license requirements rule people who are blind or
vision impaired out from some jobs
“A person who is blind or vision impaired cannot apply for this job because
having a driver’s license is a mandatory requirement”.
- People who are blind or vision impaired get around just fine without the need
to drive a car. Other options include public transport, taxis, walking or using
technology for virtual meetings.
- People who are blind or vision impaired don’t waste time undertaking
unnecessary work travel for business that could be done just as well over the
phone or through other technology. This can lead to time and cost savings for
employers.
Myth 4: Lawyers, piano tuners and basket weavers
“Most people who are blind or vision impaired want to tune pianos or work in
workshops run by the blind association, but a few exceptional ones have been
trained as lawyers”.
- There are people who are blind or vision impaired working in most occupations
and professions, ranging from university professors through to social workers,
farmers, chiropractors and butchers.
- This is partly because most people who are blind lose their usable sight
later in life, well after they have completed their training and proven their
skills in the workforce.
- People who become blind or vision impaired younger in life attend mainstream
schools and share the same aspirations as their friends without a disability.
Many people who are blind or vision impaired are actually more highly educated
than their sighted peers.
- With the right mix of formal and informal supports in place, people who are
blind or vision impaired with the right skills can make a significant
contribution to any industry they choose.
Other related posts:
- » [dbaust] Busting the myths for employers - Erika Webb
