WORKING WITH BUSINESSES TO IMPROVE EMPLOYMENT OUTCOMES FOR CONSUMERS WHO ARE BLIND OR VISUALLY IMPAIRED AN PRACTICE GUIDE FOR VOCATIONAL REHABILITATION AGENCIES AND STAFF Michele Capella McDonnall, Ph.D., CRC Adele Crudden, Ph.D., CRC September 2015 The contents of this report were developed under a grant from the U.S. Department of Health and Human Services, NIDILRR grant 90RT5011-01-00: Rehabilitation Research and Training Center on Employment Outcomes for Individuals who are Blind or Visually Impaired. However, these contents do not necessarily represent the policy of the Department of Health and Human Services, and should not indicate endorsement by the Federal Government.
Even if an employer had hired a blind employee and had some knowledge about how blind employees perform job tasks, communication with VR was still associated with more positive attitudes of employers, and is therefore very important. One reason for this may be the support and assurance that VR personnel can provide to the employer – that they will be there if needed. Interviews with employers who have worked with VR agencies cite this support as an essential part of their relationship. Use demonstration of how a blind person can perform job tasks with employers. When interacting with employers, it is important for VR professionals to remember that exposure that involves demonstration of how a blind person could perform a task is more likely to be effective in improving attitudes than general exposure to people who are blind or visually impaired. Be aware that how you interact with businesses (the approach used) can make a difference for consumers. Treating the business as a customer may result in more positive outcomes for consumers, and can therefore be an effective component of the total service delivery provided to consumers. Consider the potential positive impact you may have through interacting with employers. Utilize the three blindness-specific techniques described in the study (provide education, expose employers to blind/visually impaired people who are employed, provide referrals to other businesses that employ someone who is blind or visually impaired). Implementing these blindness specific strategies will require that counselors be able to: articulate to employers how consumers who are blind or visually impaired use AT and perform routine job tasks, develop or maintain contact with employed consumers who can demonstrate their job skills, and participate in developing a pool of employers who can serve as references. More Information More detailed information about the research results and the methodology used is provided in the following publications. These publications are available for download from The National Research & Training Center on Blindness & Low Vision’s website () or upon request. McDonnall, M. C., Zhou, L., & Crudden, A. (2013). Employer attitudes towards persons who are blind or visually impaired: Perspectives and recommendations from vocational rehabilitation personnel. Journal of Rehabilitation, 79(3), 17-24. McDonnall, M. C., O’Mally, J., & Crudden, A. (2014). Employer knowledge of and attitudes towards individuals who are blind or visually impaired. Journal of Visual Impairment and Blindness, 108(3), 213-225.