Frequently Asked Questions

A: Insurance rates do not go up when you hire a person with a disability. Statistics show that workers who are blind or low vision do not have a higher accident rate than the general population. Most studies show that they have fewer accidents on the job.

A: People who are blind or low vision want to be held to the same standards as their co-workers. They do not expect special treatment and the Americans with Disabilities Act doesn’t provide for it either. If accommodations have been met and an employee with a disability is not performing up to standards, employers are within their rights to treat that employee as they would any other.

A: Most workers who are blind or low vision receive appropriate training to live, travel, and work safely and independently. There are techniques that make it possible for them to do things others use sight to accomplish. For example, they may use a white cane or have a guide dog.

A: Statistics show that employees who are blind or low vision take less time off than their co-workers who are sighted.

A: Chances are there are several jobs within a company that a person who is blind or low vision can do with minimal accommodations. A person who is blind or low vision may perform the same job as a person who is sighted; they just go about it in different ways.

A: People who are blind or low vision have received training to live, travel and work independently. During an introductory tour of the workplace, guides should provide clear, non-visually oriented directions.

A: With a few simple accommodations, an employee who is blind or low vision can accomplish the same things as their co-workers who are sighted. Additionally, they may receive training to ensure they are ready for the workplace. Employers with concerns can give an applicant who is blind or low vision an internship to experience how they work and fit in the workplace.