I’ve been thinking a lot about what I’d like people to know about my life as a blind person – things that I wish were more commonly known that would foster greater inclusion of the visually impaired community into society and the workplace. Because they would help people to understand my world a little better.
I thought it might be useful to share some of the things I wish people knew about blindness in general, and my blindness in particular. This is the first of a series of articles in which I’m going to do just that.
The first thing I’d like you to know is that we are not all the same.
I understand how tempting it is to assume that all blind people are the same – that we all use the same techniques, can do the same things, and have the same preferences. But it is just not true. We are all different. While we may have blindness in common, we are individual people with individual strengths, skills, likes and dislikes. And we may use different techniques to accomplish a task. I have blind friends who can do things that I cannot. And visa versa.
Let me give you a few examples.
I am a guide dog user. I love having the ability of navigating the world around me with my beautiful Fiji walking beside me. Many of my visually impaired friends prefer to use a white cane. Both are effective ways of getting around. Neither is better than the other. They are simply different.
I am not a braille user. I know how to read braille, but prefer accessing information on my computer using a screen reader, which is an audio programme that reads what is on the screen. That’s just my preference. Yet I know of many blind and visually impaired people who prefer using braille to access information. They have a braille display for their computer, read books in braille, and use a braille keyboard on their smart phone. Others may use a combination of audio and braille. It depends on each person’s preference.
A few months ago, my husband and I went to our local Mugg & Bean. I was presented with a braille menu. Which would probably have taken me a month to read – while I know the alphabet, my braille reading skills are almost non-existent. At the same time, I think it is commendable that the Mugg & Bean chain have braille menus for those who need them. Because many visually impaired customers will appreciate them.
I feel I ought to repeat the point of this article – to show that each individual blind or visually impaired person is unique. Some of my visually impaired friends will probably disagree with some of the articles I write in this series. And some will agree. Because we are not all the same.
So, while I would love for you to join me for this whole series of articles, please don’t fall into the assumption that what is true for me is also true for any other blind person you encounter. Chances are that they will feel much as I do – but it’s always better to take a little time to ask them about their own experiences and preferences.
Any idea what I’m going to write about next? Why not join me next week and find out…
How many books can YOU think of with a disabled character? I’d love for you to drop me a message or a comment listing the characters and books you know of. I think it would be an interesting exercise for us all.
You see, if it’s true that art mirrors reality, then for every eight characters in the books we read, we should find one with a disability. Because that’s what the statistics from the World Health Organisation website tell us– 15% of the global population lives with a disability – https://www.who.int/disabilities/world_report/2011/report/en/#content
I understand some of the reason’s writers may not include us.
- They don’t see us out there in the world
- They don’t want to offend us
- They don’t want to misrepresent us.
Sure, I recognise that it doesn’t appear that every eighth person we pass in the street has a disability so writers may not be aware of how many of us there truly are. Also, many disabilities are invisible – psycho-social, cognitive, reading, some hearing impairments, to list but a few – so perhaps it appears we are a smaller group than we are. Then, because unemployment figures for persons with disabilities are so high, people don’t see us in the workplace. And sadly, sometimes when people do see us, they see the disability first and ignore the person as an individual. Finally, if you don’t have contact with a person with a specific disability, it may be hard to know what we can do.
I also understand the other concerns I listed. People have often told me they are nervous about approaching someone with a disability in case they cause offense by saying or doing the wrong thing. That’s due largely to a general lack of awareness of how we accomplish the tasks we do, the technology that enables us to live mostly “normal” lives, and the tools and techniques we have at our disposal. And yes, we are often scathing in our responses when we see a fictional character with a disability who is poorly represented. Or when disability is represented as being an unendurable catastrophe that cannot be overcome.
I want to challenge my fellow authors to be more inclusive when creating characters. Here are a few guidelines:
- Your lead protagonist doesn’t have to be the one with a disability; it could be a supporting character – but let us be included in the world you’re creating.
- Do your research – There is so much information out there about the way we live our lives as persons
with disabilities, so research this as you would other aspects of your book. Or reach out to someone with the specific disability you’re trying to represent.
- Don’t be scared to ask for input – just as you have beta readers to give you feedback on your book, ask someone with a disability to do the same, preferably someone with the disability your character has; most of us are willing to help, I promise.
Books are by no means the only medium where we are under-represented. Movies and TV are much the same. I’m excited to notice an increase in the number of characters with disabilities over the past few years. But we’ve still a long way to go.
We’re by no means the only minority that face this situation – Recently I’ve seen articles from other minority groups and, in some cases, majority groups, who are not well represented in the publishing world and other media. It’s starting to shift, but I believe we need far greater diversity of voices amongst those writing books. Having said that, a note for other authors with a disability – don’t feel obliged to write only about disability issues – you should feel free to create whatever you want.
So, there it is: my challenge to authors writing fiction – help us feel more included and less invisible in the world you’re creating. Help us see the world we inhabit in the books we read. And help us feel that we’re part of society as we experience it in all ways.
Now, who’s going to start the list of books with characters with disabilities? I’d love to see how many I’ve already read and how many I still have to discover…
Don’t get me wrong – I love sharing my story and inspiring audiences to see their lives and their challenges in a different way as an inspirational speaker. It’s always a privilege to be given the opportunity to do so. But equally important to me is the opportunity of speaking to business audiences about the capabilities of people who are so often marginalised in the job market because of the misperceptions about disability.
Which is why I was so delighted to tackle the topics of the barriers faced by people living with disabilities at the Cape Chamber of Commerce’s breakfast event a fortnight ago. Being able to address a subject that is so close to my heart with my ideal audience was like receiving a gift!
Speaking to the members of the Cape Chamber of Commerce was a great experience –the group of over 50 people were clearly engaged with the information I was sharing and I received some great questions afterwards.
The most exciting aspect for me was how interested people seemed in making their products and services inclusive to those with disabilities, whether it be in making their websites more accessible to visually impaired customers, or in understanding how to make their workplaces accessible to those with a mobility impairment. And we touched on a related topic that’s very close to my heart – that of increasing employment of persons with disabilities.
My hope is that I’ll have the opportunity of engaging more with members of the Cape Chamber, either as a group or in their individual capacities, whether it’s to give them information on the accessibility of their websites, facilitate an assessment of the physical accessibility of their workspace, or to come and speak (formally or informally) to their teams about disability, diversity and inclusion.
My thanks to Bruce Wade and Linda Roopen for giving me the opportunity of speaking to members of the Cape Chamber of Commerce. I certainly hope it won’t be the last time I do so! XXXXX
In my last post I referred to a recent article from the Cape Argus newspaper. It’s relevant to this post as well – here’s a link to the article if you want to read it: https://www.pressreader.com/south-africa/cape-argus/20180502/281814284483805
The Cape Argus article says that companies should have budget specifically for reasonable accommodations for employees with disabilities. In the case of visual impairment this would tend to be technology to help us access information, like screen readers, and text or object recognition products. The perception is that these technologies are prohibitively expensive.
Here’s my thoughts on that perception…
I’m not going to argue that we don’t need these technologies – looking at how much time I spend on my laptop and smart phone with accessible software I find it hard to remember how we used to cope before. What I’m arguing is the perception – the assumption – that it’s expensive to provide these digital accommodations.
Sure, some commercial software solutions do carry a cost, but these are not the only solutions. And I think the decision of whether to pay for a commercial solution will depend on the perceived value. Certainly, in South Africa, the commercial solutions are out of reach of many individuals so, if the employer decides this is the way they want to go it would probably be at the employer’s expense.
Let’s look at some of the other options:
Over the past few years the assistive technology landscape has changed. Increasingly we’re seeing technology companies including in-built accessible software into their products – all Apple products now have in-build screen reader and magnifier software, Microsoft also has in-build accessible software, and the number of free or discretionary cost solutions are constantly growing. These options mean that more individuals are able to access assistive technology without breaking the bank.
What does that mean? Let’s say I was to consider applying for a position with a company, which I’m not right now, I could approach a job interview with all the assistive technology solutions already in place – hence no cost to the company unless they decided to use the more expensive commercial products. Using my existing software and various free apps on my iPhone I’m able to access almost any information I’m likely to need.
Are these free solutions as good? Certainly I find they enable me to do all I need to do, though at times I may need to hunt for the solution. I can’t say I’ve done an exhaustive comparison but certainly I Haven’t found anything I can’t do on my current screen reader that I could on the commercial equivalent.
And yet the perception persists that making reasonable accommodations will be expensive.
I suppose it’s logical – very few people with no lings to the disability world know what solutions are available, and you’re unlikely to be told about the free options if you ask a commercial vendor. So it’s up to us, as visually impaired people, to make other’s aware of what we can access.
I know the focus of my posts is on the issue of barriers to employment that exist for people with visual impairments, rather than all disabilities. This is the area I have direct personal experience in. However, I know the principles hold across the spectrum of other disabilities.
If you’d like more information on anything I’ve said in this post, please feel free to contact me – this is a subject very close to my heart… as is decreasing the barriers to employment so often faced by persons with disabilities.
PS Please share this article with anyone you know who might need to read it – let’s work together to increase the inclusion of those who are visually impaired into society and the workplace!
The Cape Argus newspaper recently published an article entitled “We’re human, too, you know” giving an overview of the realities faced by South African people with disabilities. The article stated that in 2016 less than 1% of South African persons with disabilities are employed.
I’ve spent a lot of time trying to understand why so few of the 1.4 million blind and visually impaired South Africans are employed. Here’s a few of the reasons people have given me for why they think this is so:
1. It’s hard finding visually impaired candidates with the skills, training and/or experience 2. The cost of necessary accommodations required to employ a visually impaired person is high. 3. Unconscious bias in the placement process
I want to consider each of these in a separate article so I can explain my thinking without having to rush.
Let’s start by looking at finding visually impaired candidates to fill positions. I want to start by posing a simple question – is it plausible that 99% of those with a visual impairment aren’t interested in being employed? Because isn’t that what’s implied if one blindly (pun intended) accepts there are no visually impaired candidates out there?
Okay, so it would seem there are candidates. But do these candidates have the skills, training and experience for jobs on the market?
Over the past few years I’ve had the opportunity of working with blind and visually impaired learners. I usually leave the sessions impressed and inspired at the skills, confidence and motivation the learners demonstrate. Often by necessity, they have developed strong problem-solving skills, are innovative thinkers and are effective communicators – I say these sought-after business skills are developed by necessity because they are skills we are forced to use on a daily basis as visually impaired people navigating the sighted world.
Then consider the blind and visually impaired graduates who successfully complete degrees or other qualifications. And those who have done so in the past and are still out there looking for work, and those who have been doing so for months, if not years.
I know of several organisations who run learnerships for youth with disabilities, helping them to develop job-related skills, which adds to the number of skilled visually impaired candidates out there seeking employment.
I’ll admit it may be challenging finding visually impaired candidates with extensive previous experience, which may at times be a factor in the candidate assessment process. With employment levels currently being so low in the visually impaired community it’s unlikely there is huge pool of visually impaired candidates with vast amounts of job experience out there. So I think it becomes a self-perpetuating problem –the only way to grow the number of visually impaired people with experience in a job is to start off by hiring more visually impaired people so they can gain that experience.
We also live at a time when technology is helping to make an ever-increasing number of jobs possible for us, when our access to information and services is greater than ever before. I think most people would be startled at how few jobs are currently inaccessible for someone who cannot see. This, of course, raises the question of the costs of accommodating the needs of visually impaired employees – but more on that in a future article.
I’ve been told by a number of people in Human Resources that they’ve never received a job application from a visually impaired candidate. Just as I’ve spoken to a number of visually impaired job seekers who have struggled to find work.
Is it possible that the problem is in connecting the two? Or are there other factors adding to the question? And, if the solution is as simple as that, what forums connecting visually impaired job seekers with organisations looking to hire them exist? And how are they reaching their target markets? Are they reaching their target markets?
I know there are greater minds than mine working on the diverse aspects of this issue. I acknowledge the many individuals and organisations who are doing amazing work to increase the inclusion and employment of visually impaired persons.
My intention in writing these articles is to add my voice to the conversation and to offer my perspective to those with whom I’m connected – you never know what ideas may be sparked by one simple post.
PS If you’d like to read the Cape Argus article cited in this post, you can find it here: https://www.pressreader.com/south-africa/cape-argus/20180502/281814284483805
PPS Please share this article with anyone you know who might need to read it – let’s work together to increase the inclusion of those who are visually impaired into society and the workplace!
X Let’s be honest, anyone who’s been looking for work for a long time is going to feel disheartened. Add to that the awareness that less than 1% of their community are employed and it becomes a little more easy to understand the difficulty wow, that’s quite a challenging mindset to overcome. XXX