Fury as quarter of businesses defy laws to adapt so they can employ blind people
A quarter of businesses say they would not be willing to adapt their workplaces to employ a blind or partially sighted person, research has found.
One in five companies said adjustments to make their firm more accessible would be too costly, with nearly half not knowing how to access extra funding to support visually impaired people, the poll of 2,000 businesses showed.
Currently just one in four blind and partially sighted people of working age are in employment. People are facing barriers at the first hurdle with nearly half of companies not offering accessible recruitment processes, according to the polling.
Labour MP Marsha de Cordova, who is registered blind, called on employers and the Government to take action. “It’s shocking that still today there are so many outdated perceptions and myths about what a blind or partially sighted person can do and so clearly having legislation like the Equalities Act isn’t doing its job sufficiently in many ways," she said.
Labour MP Marsha de Cordova, who is registered blind, called on employers and the Government to take action (Ian Vogler / Daily Mirror)“I think the Government has really failed in their duties and responsibilities in actually trying to shape employer attitudes. That’s evident when you look at the disability employment gap that has pretty much stayed the same for more than a decade.”
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Ms de Cordova, who is chair of the All Party Parliamentary Group (APPG) on Eye Health and Visual Impairment, told employers not to "be afraid" about making their workplaces accessible. She said that many IT products now have in-built accessibility features and adjustments can be made to work environments such as providing additional lighting.
The APPG, which organised the YouGov Poll, is today opening an inquiry on employer attitudes. It will provide recommendations for the Government and employers to help stop blind and partially sighted people being excluded from paid work.
As a minimum, Ms de Cordova, a former Shadow Disabilities’ Minister, is urging ministers to make employers aware of the Access to Work scheme, a government initiative which provides grants to help disabled people get to or stay in work. She called the scheme the “best kept secret” and accused the Government of failing to publicise or promote it. “The government must act urgently to tackle the disability employment crisis and support the APPG’s Inquiry launched today on employer attitudes,” Ms de Cordova added.
Matt Stringer, CEO of the Royal National Institute of Blind People, said: “Blind and partially sighted people are being held back by low levels of understanding among employers, and every day at RNIB we are seeing the impact of this on people’s quality of life.
“Not being in work doesn’t only mean a lack of financial independence, but also leads to lower confidence, more isolation and inequality. At the same time businesses are missing out on the vast amount of talent and expertise which blind and partially sighted employees can bring.”
Charles Colquhoun, chief executive of Thomas Pocklington Trust, a charity supporting people with sight loss, said: “Employers have a responsibility to take steps to prevent discrimination against blind and partially sighted people. This includes recognising the benefits of having an inclusive and diverse workforce that does not exclude disabled people.”
A government spokeswoman said: “This government has a strong track record of supporting disabled people with 2.2 million more disabled people in work than in 2013. Our new £2.5billion Back to Work plan will support more than 600,000 disabled people and those with long-term health conditions to overcome barriers to secure and stay in work, while Access to Work grants worth up to £66,000 made working easier for nearly 50,000 people last year.
“Businesses also have a role to play – it’s already unlawful to discriminate based on disability and employers must make reasonable adjustments during the recruitment process."
It is unlawful under the Equality Act 2010, to discriminate against employees against protected characteristics, including disability, and any business proven to be doing so is breaking the law. Employers have a legal duty to introduce reasonable adjustments during the recruitment process for those who are visually impaired and blanket recruiting bans cannot be introduced unless employers can prove having a vision requirement is a vital part of the role.
The polling was undertaken by YouGov between November 13-22 2023.
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