In January 2022, AFB released our Workplace Technology Study— an intensive, two-year project that began with the concept of exploring whether employees who are blind or have low vision have access to workplace technologies. The study culminated in an in-depth report that provides industry-leading insights around the impact of tech on blind or low-vision workers and future needs.
The research study—Technology and Accommodations: Employment Experiences of U.S. Adults Who Are Blind, Have Low Vision, or Are Deafblind—was guided by one overarching question: How does technology and the need for accommodations shape the employment experiences of U.S. adults who are blind or have low vision?
Information gathered in surveys and interviews with employed participants included their experiences with technology used for hiring and onboarding, required work-related training, productivity tools, workplace accommodations, interactions with Information Technology (IT) staff, and teleworking. The findings were troubling. Many participants reported having significant issues with workplace technology, accessibility, and accommodations. However, true to AFB’s commitment to creating evidence-based advocacy, the findings are being turned into actionable steps that can transform and eliminate these barriers.
The recommendations in the report are aimed at three primary audiences—technology developers, IT managers, and Human Resources (HR) managers. AFB has selected HR managers for an upcoming education and advocacy campaign to leverage the research to improve accessibility policies and procedures for applicants and employees. The report findings are also valuable in AFB’s ongoing push for stronger legislation to ensure digital inclusion for all. “So many people understand that diversity, equity, and inclusion is something that needs attention,” says Stephanie Enyart, AFB’s chief public policy and research officer. “But this needs to extend to accessibility and inclusion of people with disabilities.” Some of the actionable changes AFB is targeting include making sure that IT and HR managers are providing accessible versions of all materials necessary for employees who are blind or have low vision to do their jobs, from the application process onward. This is based on the finding that many study participants often had to wait for accessible versions of materials, if they received them at all, even though it’s their right under the Americans with Disabilities Act (ADA).
“HR managers and others should understand that these findings expose important gaps in how current practices measure up to long-standing legal obligations,” Enyart says. “We now have evidence that will inform how practices should improve.” AFB will use the findings to raise awareness of how HR managers can better meet their existing legal obligations while advocating for strong regulations and digital inclusion legislation.
AFB is grateful to the companies who helped fund this research, including eSight, Google, Hadley, JPMorgan Chase, LCI Foundation, Microsoft, James H. and Alice Teubert Foundation, and Vispero.
Executive Summary (PDF) Download the Full Report (PDF)
Or read the entire report online.
Who Financed This Research?
AFB appreciates the generosity of the donors who have made contributions to fund this research. The donors have no access to the study data. They will receive the same report that will be available on the AFB website for anyone to read and will be sent to participants who request a copy at the end of the survey.
Read on to learn about the work that drove the most impact in 2022.
