Within the application process, there are various additional barriers that visually impaired individuals face, here are three things employers can do to minimise these barriers.
- Job description: When you list your job, have key specifications such as application deadline, start date, salary and seniority level clearly stated at the top and emboldened. Make sure that it is screen-readable, (if you can select the text, then a screen-reader can read it), some PDFs are not screen-readable. You can also offer a plain text version of the job description and specifications.
- Drivers’ license: for some jobs it is completely necessary to have a drivers’ license, but for others it is preferable. When you ask for a drivers’ license you exclude most people with visual impairments from applying, so where it is not a necessity, consider the impact it will have on who is in your pool of applicants.
- Eye contact: When you get to the stage of interviews, the common practice of checking a candidate is maintaining eye contact can show unconscious bias. Many with visual impairments are not able to give eye contact. Candidates may not have disclosed a visual impairment before the interview, and they may not use a cane or a guide dog. Therefore, observing whether an individual has eye contact with you could show prejudice, even if it is unintentional.
Where applying for jobs is a difficult enough process of its own accord, taking the time to consider whether you have ensured it is not made unnecessarily more difficult for certain groups is vital to increase your diversity and inclusion. For advice on how you can improve accessibility throughout this process, contact info@blindinbusiness.org.uk and we would be happy to assist.