BackgroundLittle is known about confirming that an employment environment is truly inclusive and accessible for people with visual impairments (low vision and blindness). Advocacy, policy development, and decades-long calls for inclusive practice have aimed to address the high unemployment rates among those with visual impairments. A one-size-fits-all, inclusive approach that focuses on preparing people with visual impairment (PVI) for employment has been the practice. Yet, job acquisition (54% employment rate) and retention remain challenging.ObjectiveThis study explored the aspect([s) of the employment environment readiness to support the inclusion of people with visual impairment.MethodsWe employed a co-creation approach to gather insights from employees with visual impairment and employment domain experts through twelve virtual interviews and four focus groups (Zoom). The transcripts from the recorded sessions were analyzed using thematic analysis.ResultsThe findings highlight three main themes critical to workplace preparedness: willingness, education and experience, and collaboration. Sub-themes include support, leadership, and resource allocation, among others. Effective preparedness depends on addressing knowledge and practice gaps, fostering collaboration, being vulnerable in seeking necessary help, and clear communication. Generally, intangible factors (non-physical) were deemed more important than tangible ones (e.g., assistive devices).ConclusionAssessing and prioritizing workplace readiness is crucial for creating sustainable employment opportunities for individuals with vision impairment. The factors described in this study can inform the development of assessment tools that support both organizations and policymakers. Enhancing data collection for evidence-based policymaking and enforcing compliance checks to promote workplace inclusivity for people with vision impairment.***This manuscript is based in part, on one of the author's dissertations.
Ogedengbe et al. (Thu,) studied this question.