This IS working 3
How people with sight loss participate successfully in the world of
work.
Contents
Section 1: Introduction
Section 2: Lynsey Moffat
Section 3: Mark Wilson
Section 4: Hazel McFarlane
Section 5: Allan Milne
Section 6: Linda Martin
Section 7: Chris Turton
Section 8: Naheed Akhtar
Section 9: Andrew McFarlane
Section 10: Imran Akhtar
Section 11: RNIB Scotland’s Employment and Learning Service
Section 12: Jobcentre Plus
Section 13: From Article 19 to Article 20: public procurement and
blind and partially sighted people
Section 14: Contact us
Section 1: Introduction
There are an estimated 8,500 people of working age in Scotland
who are blind or partially sighted. But they remain among the most
disadvantaged groups in society when it comes to employment.
While the employment rate of disabled people in general continues
to increase, the position of blind and partially sighted people has
remained almost static (29 per cent of blind and partially sighted
people in employment, compared to 76 per cent in the general
population).
Even in good times the unemployment rate is more than twothirds. In times of economic downturn, blind and partially sighted
people face an even more disproportionate disadvantage.
It is a common misperception among employers that people with
sight loss can’t sustain real careers in the mainstream workplace,
and that they, as employers, couldn’t possibly accommodate them.
According to a Department for Work and Pensions survey of
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employers, 92 per cent believed it was either “difficult” or
“impossible” to employ someone with impaired vision.
Our first two This IS working reports (the first was published in
2008) aimed to counter this with case studies of people who are
succeeding in a variety of challenging occupations in Scotland –
from school teacher, shop-keeper and civil servant, to financial
analyst, broadcast journalist and astro-physicist.
And we showed, too, that there are employers providing supportive
working environments, and that often the adjustments they have
made have been fairly minor, while Government schemes such as
Access to Work pay for many additional expenses.
This IS working 3 profiles a further nine blind and partially sighted
people. Their stories prove how people with sight loss can and do
support themselves and their families and contribute fully to the
workplace. As Chris Turton, one of the individual’s profiled in this
report, remarks: “It’s a problem with my sight, not my ability or
capability.”
This IS working 3 shows again how the challenges of sight loss are
being overcome in the workplace by some determined people and
some enlightened employers. It explains how employers can play
their part in providing equal opportunities in the job market and
describes the resources and support available from RNIB
Scotland, Jobcentre Plus and elsewhere.
Section 2: Lynsey Moffat
Lynsey Moffat is a contract administrator within the Accountant in
Bankruptcy, an agency of the Scottish Government based in
Kilwinning.
She developed keratoconus nine years ago, a condition resulting
in the cornea being cone-shaped, making vision more shortsighted and irregular. The shape frequently changes, resulting in
many optician and ophthalmic appointments to change her
prescription. This is a hereditary condition.
Lynsey said: “Initially, I wore glasses which were made thicker as
the shape of my cornea changed. My optician eventually
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recommended ‘piggy back’ lenses. These are soft lenses (acting
as a cushion) with a hard lens placed on top meaning I wore two
lenses in each eye. Without these, my vision was completely
blurred. I could just about manoeuvre around my own house but
couldn’t read anything or function in unfamiliar surroundings.
As my sight deteriorated I was put on the cornea transplant list for
my right eye, which was successfully carried out. I now only
require one large hard lens in my left eye while I wait on the
transplant list for this to be transplanted.”
Lynsey left school after taking her standard grades and eventually
joined the Accountant in Bankruptcy in 2005. She has gained
temporary promotion and attended training courses in various MS
Office applications, Business Modelling, Crystal Reports and more
recently gaining a certificate in ISTQB-BCS Software Testing. Her
current role is to administer on-going bankruptcy cases which
involve processing information on a web-based portal as well as
the Agency’s in-house systems.
“I currently have two large-screen computer monitors and
ZoomText software. RNIB Scotland’s employment team
reassessed me after my cornea transplant and made
recommendations to use other software called Supernova. My
employer is in the process of putting this in place and arranging
training to allow me to use it to its full potential and carry out my
daily functions more easily.”
The main problem in terms of the physical location was the design
of the office building, which has lots of glass windows. “My eye
condition makes me very sensitive to light,” explains Lynsey. “This
issue resulted in me getting a lot of headaches, almost like a
constant migraine. My colleagues have been very accommodating
and the problem has eased by placing a tinted film over the
windows. My team has also been issued with desk lamps to allow
me to switch off the ceiling lights in our area and are happy to use
these if they find it too dim.”
She feels lucky that her employer is willing to give people with a
disability that bit of extra support they require. “My senior
managers, line manager and union rep have always been very
supportive,” she says. “I’ve had previous employers who weren’t;
one told me I should just go part-time.
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I’d say to all employers: don’t judge people until you’re aware of
what their abilities are, not their disability.”
Her line-manager, Evlynne McCubbin, commented: “Lynsey is a
pleasure to work with and an invaluable member of our team. The
level of support she requires is minimal due to her positive attitude
to dealing with her disability. Working with RNIB, minor
recommendations were all that were required to allow Lynsey to
continue to work full time. Adjustments such as the position of her
seat, the level of lighting and magnifying software have created a
suitable environment for Lynsey to perform no differently from any
other employee.
Lynsey is respected by her colleagues who are very supportive of
her needs. She is inspirational to others, showing that, with just a
few adaptations to her working environment, she can continue to
work full time and pursue her goals.”
Section 3: Mark Wilson
Mark Wilson (35) has worked as an assistant engineer with
Dundee City Council for the past five years. Mark has been
severely short-sighted since birth and is registered as partially
sighted.
"I have high myopia, with complicating conditions such as
nystagmus and astigmatism," he explains. "I can see things very
close up but the further away they are, the less detail I can make
out."
Originally from Bathgate in West Lothian, Mark studied mechanical
engineering at Abertay University in Dundee.
"I work in road maintenance alongside the various contractors we
have," he goes on. "I got my present job after a work placement
arranged by the Employment Disability Unit. At the end of the two
months, Dundee City Council offered me a job. I wasn't particularly
daunted when I began. I'd actually done much of the same work
before when I worked for a consulting engineer in the private
sector.
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Most of my work is based in the office. On site, I've always been
accompanied by someone else. But that's as much to do with
transport getting there as anything else.
My job can be pretty visual. But the mapping software I use is
reasonably accessible with high contrast colours. Most things I can
alter through Windows software or enlarge on the photocopier.
I feel I am really well-integrated with my team. There are some
things colleagues can do better than me, of course, but we take it
in our stride.
So there's never been anything that's really been an issue so far.
As an employer, the council has always been a very
accommodating, but the changes they have had to make were
minimal because I've been able to adapt to the job relatively easily.
The only things required have been large PC monitors. The council
treats me the same as anybody else."
Was there a time when he was pessimistic about his career
chances? "Yes," he says, "there was a period in my life when I
applied for jobs, mainly in the private sector, when I'd get a no
straight off the bat. When I asked them they said they were
concerned about employing someone with sight loss. I was
applying for jobs I was confident I was capable of doing but getting
a flat turn-down.
But people with sight loss can be valuable employees. It's about
finding the right person for the right job and dealing with their
needs. It's the person first. Deal with sight loss as an after fact. If
they are the right person for the job you'll find a way around the
disability. For instance, are the essential requirements given in the
job specification, such as having a driving license, really essential?
But it requires effort on both sides – not just the employer.”
And his hopes for the future? "I'm not sure as yet. At some level I
want to follow the traditional career-path. The council wants me to
get more professional qualifications. I'm undecided whether to go
down a more IT route or civil engineering route. The latter would
mean more onsite time, but we'd find a way, I'm sure."
Senior engineer Ronnie Mackenzie is Mark's line manager. He
says: "The biggest compliment I can give Mark is that everyone
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forgets he has sight loss. Except when people wave at him, that is,
and he doesn't respond!
Mark is re-writing the rule-book on what it is to be an assistant
engineer. He has a real talent for mixing engineering and IT. This
is where his skill-set is. He's very good at finding solutions and has
promoted new ways of working. He's made us far more IT aware.
We don't use nearly as much paper as we did!
When we were planning the road-gritting, Mark used Google
Streetview instead of driving along the streets in a car. He was
nominated by the team to receive a letter from First Minister Alex
Salmond congratulating him on the work done on maintaining the
roads in the bad winter we had two years ago.”
Section 4: Hazel McFarlane
Hazel McFarlane from Troon works for the RNIB Scotland as
Pathways Development Officer in Ayrshire where she examines
the provision for people with sensory impairment, and seeks to
identify best practice and find innovative solutions where there is a
gap in service.
Hazel was born with significant sight loss and in 2000 developed
an aggressive form of glaucoma and fully lost her sight. She went
to Glasgow University where she did an initial BSc degree in plant
bio-technology and hoped to developed a research career in this
field however, it was not plain sailing.
"Having significant sight loss did prove to be a barrier for me trying
to secure a research post in my academic field. So after applying
for positions for eight months, I decided I’d have to develop my
career and applied to work in the third sector.
I was very fortunate to secure a job working for Accessibility
Lothian which focuses on mainstreaming inclusive education
practices. Through that I got involved in developing the 1994
Disability Discrimination Act, which was a fantastic piece of work to
be involved with."
After losing her sight fully, Hazel went back to University to take a
PhD in social sciences, produced a thesis on "Disabled woman
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and motherhood" and then secured a research position at the
Strathclyde Centre for Disability Research.
"I was delighted to get into research; however by 2010 the funding
in this sector really took a hit because of the recession. I was
made redundant and this was a significant blow to me.
I was really worried that being made redundant at my age, with
sight loss could create real problems for me to get back into work. I
held my breath, and was relieved when I got work at a local
authority managing a social work facility."
Joining RNIB in 2012, Hazel said that the transition was easy. "The
Government through the Department for Work and Pensions
(DWP) provide Access to Work support, which meant I was able to
port over equipment and support they had given to me. So RNIB
had to actually do very little, and I appreciate this can make life a
lot easier for employers."
Hazel recognises that her employment journey has been bumpy
and sometimes fellow employees haven't really understood her
sight loss. "At the end of the day a blind person is an individual the
same as anyone else. Other people sometimes view you as onedimensional, defined by your sight loss. I have a family life,
children, hobbies and habits all of which make me a person.
Employers really need to look past sight loss to see what a person
can truly offer as an employee."
Section 5: Allan Milne
"A lot of things I do aren't so much jobs as responsibilities,"
explains Allan Milne, a senior lecturer in software engineering at
the school of engineering, computing and applied mathematics at
the University of Abertay, Dundee. "I teach undergraduate through
to postgraduate students up to PhD level, undertake research and
generally offer support to colleagues based on my 34 years
experience."
Allan (58), originally from Forfar, has had a deteriorating sight
condition all of his life.
"My sight loss wasn't sudden, though. I wore glasses since I was
three years old and this was enough for me to do my highers and a
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degree in computational science at St Andrew's University, then a
masters.
However, when I was 21 my sight was deteriorating and my
optician referred me to the eye clinic. They diagnosed cone rod
dystrophy; it's similar to retinitis pigmentosa. I can just make out
the light from the window in my office, so I'm now more or less
totally blind.
"But I've been fortunate in one way. The evolution of my needs
happens to have coincided with the evolution of new technology.
What I've needed has become available."
When Allan first began work, he used a magnifying glass to read
computer code. But in 1979 when he joined Dundee College of
Technology, which eventually became the University of Abertay,
he went from using a CCTV for many years, to using screen
magnification software, and now a screen-reader.
"I'm the course leader for the BSc computing course and adviser of
studies for all the students in this particular school. I also teach our
flagship third-year computer games technology course (a field in
which Abertay excels). I've got my students on this course to
create an audio-only computer game. No graphics allowed. I'm
quite proud of this course," he enthuses. "It's one I've developed
and is, think, pretty unique.
The University has provided me with all the equipment I've
required. They've recently got me a light-weight computer, a Macbook Air, and the screen-reading software I require. Some of this is
supported by the Government's Access to Work scheme. And
they've made a few amendments to my job specification. For
instance, I don't have to invigilate examinations, for obvious
reasons! And I do have to be accompanied to conferences. But
that's really about all I've needed.
Because I have a guide-dog I've got my own room in this openplan office. The only real problem is the curves in the general
layout of this floor we're on. They can be difficult in trying to
orientate yourself."
What are his ambitions for the future? "To retire gracefully
(hopefully with a pension I can live on)," he smiles. "I'd also like to
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develop further my audio-programming interest, and to digitise my
own music collection at home. I'm a great hi-fi buff, and being a
software engineer, I should be able to do this."
Was he worried he might not be able to work when he was first
diagnosed with cone rod dystrophy? "Absolutely!" Allan agrees. "I
was worried then because I couldn't read and, of course, in those
days everything was written on paper. It was only when I found out
about what support was available that I began to realise I could do
a job. And I have, I've been able to sustain a career through 40
years despite having deteriorating sight."
To employers who insist they couldn't possibly take on someone
with sight loss, Alan's response is: "Prove it! People with sight loss
shouldn't have to justify why they can do the job they've applied
for. The employer should justify why they think they can't.
If anything, I probably pay more attention than most people. I'm not
distracted by what's going on elsewhere. And I find my colleagues
can sometimes be grateful when you ask for something to be
clarified. I have an excuse to ask for more information, or have
some item explained further, when sometimes others might not
want to speak out. Employees with sight loss can bring a whole
new perspective to how people and organisations work."
Section 6: Linda Martin
Linda Martin from East Kilbride had a life changing experience that
led to a long road back to employment.
Linda worked in very busy GP surgery as a medical secretary,
carrying out complex administration, record keeping and ensuring
patient’s records were kept with careful confidence. During this
time she re-trained so she could work in the education sector with
children. She had completed her training and even found a job and
was preparing for her career change when her world was turned
upside down.
“I was diagnosed with breast cancer and had to go through
intensive chemotherapy and other cancer treatments,” she says.
“And somewhere along the line my eyes got very badly damaged
and I have a detached retina. I don’t know if it was the treatment
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that caused it, but once I had recovered my sight was permanently
and severely damaged.
“The job I had been offered at a school doing my dream job was
withdrawn as they thought my sight loss meant I couldn’t keep an
eye on the children – literally.”
Then Linda was given another jolt when her current employer – the
GPs surgery also indicated that, as they were computerising their
records, she would be unable to continue to work there and she
was medically retired.
Linda said: “It was a very difficult time for me. Sometimes you want
to crawl away and hide. It wasn’t made better when someone at
the Job Centre told me that I would never work again, and to forget
it. However, I was downbeat for a bit but I thought ‘stuff that’ and
got into volunteering.”
Linda began volunteering in a number of roles, which built up her
skills and confidence, before entering an assistive technology
course at Motherwell College. From here she worked through
RNIB Scotland’s employment programme which led her to gaining
employment with City Building as an administrator.
“Although it wasn’t the career I had my heart set on – I wanted to
work with children, I love working here. The team we are in works
to organise adaptations to disabled people’s houses. The other
staff are great – full of Glasgow banter and they look after me. City
Building do little things that make a big difference – helping me
with lighting, accessible computers even thick pens so I can use
my little bit of sight and write down messages!”
Linda has a message to people who lose their sight and also to
employers. “When you lose your sight it is easy to shrink away, but
you have to face up to it and be willing to re-train and re-skill. And
for employers – just give people a chance, they will surprise you.”
Section 7: Chris Turton
Chris Turton is an English teacher at Lasswade secondary school
in Midlothian.
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“I have Stagardt’s macular dystrophy,” Chris explains. “It’s a
genetic condition which I developed quite late in life. I wasn’t
diagnosed until I was 34, although I knew there was something
wrong with my sight a long time before. I’d become a bit slower at
reading, and I found I was tending to have mishaps when walking
downstairs. I’d miss a step.”
The condition affects his central field of vision, the amount of detail
he can see and his ability to discern contrast and colour. “My right
eye is better than my left eye,” says Chris, “I can read print without
magnification but it depends on the light conditions, the font being
used, and the contrast between text and background.”
After sitting his A-levels, Chris worked for Tarmac Topmix for two
years before doing a degree in English literature and language at
the University of Wolverhampton. Then he worked in a job centre
before deciding to become a teacher in 2000.
“I’ve been at Lasswade, which is a fairly large secondary school,
since 2005. There are 11 other staff in the English department
here. Before that I taught in a very challenging school down south.
Then I did a masters degree.
The school has always accommodated me. They’ve been very
supportive. I’ve also had two workplace assessments done by
RNIB Scotland. And, of course, the Access to Work scheme has
helped massively. Through this I got a handheld magnifier, a
desktop magnifier, ZoomText software on my PC and a bigger
keyboard layout. It takes away the responsibility for funding some
things.
I’ve always had my own classroom. We have smartboards in the
classrooms here at Lasswade and on mine I can create bigger
icons, adjust the contrast, and move the toolbars so it’s easier for
me to find them. Mobility-wise, getting around the school isn’t
really a problem.”
Do his pupils know about his sight loss? “I approach it on a classby-class, pupil-by-pupil basis,” he says. “Some pupils are mature
enough to accept it, some see it as a weakness. It’s a judgement
call on my part. I think, though, it’s good to have a broad mix of
staff in a school. And for me, personally, it’s made me more
empathetic to children who have barriers to their learning.”
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So what are his hopes for the future? “Just to keep going on as
long as I can,” Chris says. “I’ve always said I’ll know if it’s time to
stop as I’d be impacting on someone’s education. But so far, I
think I’ve impacted positively.
Last time I went to the eye clinic there was no change. But it could
get worse. My vision has deteriorated over the past six and a half
years since my diagnosis. But I’d look for something else, I
wouldn’t stop working. I did do other things before teaching.
There’s nothing wrong with my brain or my work-ethic. I’ve had
one day off sick since I started, so my condition hasn’t affected my
diligence. My sight loss can make things difficult but rarely
impossible.”
And his message to employers who are unsure whether they could
employ someone with sight loss? “Yes, you can! It’s not a huge
upheaval, it doesn’t have to be massively financially onerous
thanks to Access to Work, which is brilliant. It’s a problem with my
sight, not my ability or capability.”
Lynne Sloan, Chris’ head of department, commented: “We
teachers spend many hours of our working week reading both
printed texts and handwritten scripts. When Chris first told me of
his deteriorating eyesight, I confess that I wondered how he would
cope with the mounds of marking that dominate the life of every
English teacher.
In fact, several years later, Chris, now a wizard of the technological
gadgetry provided, continues to fulfil his responsibilities and to
meet all of the expectations that I have of each member of the
department. Never one to surrender in the face of difficulties, Chris
has actually taken on an additional role this session, that of mentor
to student teachers on placement in the department. Chris is an
experienced teacher and valued colleague whose contributions to
the working of the department are appreciated by the whole team.”
Section 8: Naheed Akhtar
Naheed Akhtar from Glasgow is an employment support worker
with Real Jobs, part of the Edinburgh-based charity The Action
Group. Her role is to prepare and support people with a learning
disability in finding sustainable employment.
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Registered blind, Naheed has eight per cent functional vision in
her left eye and none in her right eye, though she can make out
light and darkness. Recently, a cataract caused her sight to
deteriorate further.
She has a first degree in working with people with a learning
disability from Abertay University in Dundee and has just
completed a law degree at Strathclyde University. “As part of my
course, I wrote a dissertation on disability-related provisions of the
Equality Act. I’m going to present my findings to colleagues here at
Real Jobs and relate it to the work of my team, as advised by my
manager to do so,” she says.
“I quite liked studying employment law, but I liked corporate law as
well. In the long term, I’d love to do something interesting in the
developing world in equality, law or support provision.”
“Real Jobs has been a very supportive employer”, she says. “I
have had really excellent support. I knew quite a bit about
schemes like Access to Work and everything I asked for was
supplied. I have a large-screen PC, ZoomText software and a
handheld magnifier. They didn’t need to make any physical
adjustments to the workplace as my mobility is quite good.”
Commuting every day by train from Glasgow to Edinburgh and
back was challenging at first, but Naheed quickly got used to it.
“Yes, there are certain things that you want to sort out by yourself
but you do sometimes need assistance. If your computer gets
stuck most people can just hit the Help menu; I might need to ask
a colleague instead. And some office photocopiers aren’t always
that accessible. But nothing that can’t be overcome.
I’m quite hard on being impressed with myself. But I’m always
optimistic about things. Some things might be harder but they’re
not impossible.”
Many employers lack knowledge and understanding about what
people with disabilities can and can’t do, she thinks. “There’s still a
bit of a stigma that hasn’t yet disappeared, that people with a
disability can’t adjust to a working environment. But they can. I
luckily have a good employer, Andy Forman, who is very
understanding and supportive towards my special needs.”
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James Wilson, team manager at The Action Group, said:
“Naheed’s excellent people skills and determination have been
allowed to shine through simple adjustments to administrative
processes and advice from Access to Work about how to make our
systems slightly more accessible.
Naheed has performed at a very high level, particularly around
marketing the service to large employers, and feedback from
service users about how she engages with them has been very
positive. Her knowledge of legislation and case law has been
particularly useful for managers and staff alike and much of her
knowledge of employment law has shaped the team’s
understanding of the implications of the Equality Act.
Her determination to get results has led to the service making
useful contacts with large companies and her knowledge of visual
impairment has been a total asset to staff who work with service
users with sight loss. Through small adjustments and with little
effort from the organisation, Naheed has developed into the role
and provides support at a very high quality.”
Section 9: Andrew McFarlane
Andrew McFarlane (36) is an IT service manager at the University
of Edinburgh. He is part of a team that manages the day-to-day
running of the IT services used by students and staff across the
university. Born with congenital cataracts in both eyes, Andrew
contracted glaucoma in his left eye during childhood, which
destroyed his sight in that eye. Over the years the pain from that
condition became so intense that he recently needed a prosthetic
eye fitted. He has good vision in his right eye, despite suffering a
retinal detachment in it in 2009.
Andrew studied theology at the University of Aberdeen. After
finishing his degree, he moved to Israel and then to Hungary,
where he worked as an English teacher for two enjoyable years.
Having won a scholarship, Andrew returned to Scotland in 2001 to
do a PhD in theology at Edinburgh University.
“It was during my PhD that I got a job here at the university helping
students with their various computer problems. I especially
enjoyed the opportunity I got to assist students with disabilities,” he
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recounts. “Computers have always been a big part of my life. My
dad ran a computer club for people with sight problems back in the
1980s that I went to, and I liked programming and, of course,
playing computer games. So when an IT job appeared here, it
seemed a natural fit.”
Andrew admits he was nervous when he first started. “I was
worried about people’s attitudes to disability, and particularly about
whether they’d be impatient with my level of sight or with the fact
that I might take longer to do some tasks when my eyes were sore.
One thing that helped me overcome that, though, was the example
of my parents. They both experienced major sight loss but have
conquered their worries to do some really interesting things in life.
For instance, my mum was born blind but, like me, did a PhD in
theology, and now works as a counsellor. My dad lost his sight in
his 40s but continued to work as a religious education teacher in a
secondary school until he retired. He kept up his interest in IT and
now runs an online radio station which he started himself, called
UplifFM.”
Andrew is full of praise for the practical support he has received
from his employer. “The University has been absolutely brilliant,”
he enthuses. ”Right from the start, people went out of their way to
make things easier for me. Through the Access to Work scheme,
the university helped me get what I needed to do my job, such as a
scanner and ZoomText – tools that let me digitise and enlarge
text.”
But just as importantly, colleagues have continually shown care
and flexibility. My approach is to be very upfront with them
regarding my sight problems – I don’t think it’s fair to expect them
to guess what I need! In terms of physical accessibility, the layout
of my office hasn’t been a problem. They’ve let me have a desk by
the window so I get more natural light, which helps me avoid the
neon lights and eye-strain. I work with an extremely supportive
team here in IT service management. Any problems are resolved
by clear communication. Quite funnily, some of my colleagues
weren’t even aware I had a visual impairment at first.”
So what is he most proud of among his achievements at the
University? “A recent biggy was the successful roll-out of a new
version of our incident management system, not just to users here
in the University but also to several partner institutions in Scotland
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and England,” he says. “I am also proud of the work my team has
done to build community and understanding with key areas in the
university that depend on the business intelligence tool, such as
finance, registry, and HR.”
And his ambitions for the future? “Firstly, I’d like to develop my
expertise in the area of business intelligence, and find more ways
to remove the frustrations people have when they use IT systems
and services. Secondly, I care about the fact other people have not
been as fortunate as I have, and so I can see myself doing charity
work in another country to support children with sight loss. And
who knows, perhaps one day I will even finish the book that
emerged out of my PhD research!”
Andrew believes employers who assume they couldn’t possibly
take on someone with sight loss are missing out on potentially
crucial assets for their business. “It needs said, time and time
again, visual impairment in itself is no indicator of intelligence,
competence or motivation,” he insists. “What Edinburgh University
seems to appreciate is that an individual who is challenged by
sight problems need not be a challenge to work with. In fact, we
are just as capable as the next person of coping with work
pressures and of making a valuable contribution.”
Section 10: Imran Akhtar
Imran Akhtar (36) is employed by the Glasgow Centre for Inclusive
Living and is currently on a placement with Glasgow Housing
Association, working as a trainee housing assistant based in the
city's Drumchapel area.
Imran originally had retinal detachments in both eyes as well as an
underlying glaucoma condition. He also has a retinal tear in the
middle of his right eye obstructing his central vision. The vision in
his left eye is obscured by silicon oil deposits from his original
surgery, but he can read with this eye using magnifiers.
"Before losing my sight, I was a post office manager for six years,"
he explains. “I was at work one day and the vision in my eye just
went, just like that. After several surgical procedures I took the
decision to leave the post office as I could not drive to work and
the post office didn’t have suitable public transport links.
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As a housing assistant I help the housing officers to deliver the full
range of services we offer. This includes taking calls, drafting
letters, filing, reception cover and dealing with our customers. I am
also planning to go out with the housing officers on their patch to
help deliver services directly to customers in their homes.
The job entails dealing with people in different situations. The
types of problems we have to deal with include anti-social
behaviour, rent payments, property maintenance and domestic
issues. To deal with these problems you need good people and
communication skills. We deal with all facets of our customers
lives. Sometimes we're more like social workers than housing
workers.”
In the office, Imran has been equipped with a handheld electronic
magnifier, ZoomText software on his computer, a high-contrast
keyboard and a CCTV system which allows him to read material
passed underneath it. His employer is currently negotiating with
the Access to Work scheme for a few more items he feels he
needs.
"My employer has been very good," he says. "When I went for my
induction they said if I need any help to just let them know. One of
the housing officers, Lisa, is my mentor. She made me feel at ease
from day one. I always feel I have someone to talk to if I have any
issues.
There are 15 people in my team. They are aware of my visual
impairment. Though I've never particularly mentioned it I don't try
to hide my impairment either. I just try and get on with my job. I
don't really feel I need much additional help to do my job apart
from the equipment I've been given.
I do a lot of work with our enforcement officers. Once, when they
were particularly busy, they asked me to draft a number of letters
for them which were to be sent out to tenants. They were very
impressed with my work. They were so appreciative because it let
them catch up with their other work they had to do. That was a real
personal boost for me, knowing I can make a real difference and
help my fellow colleagues.
Mobility is generally not a problem as long as I plan ahead. If I'm
going out to the patch I do need a bit more time to get around but
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as long as I take my time I can move around safely and I always
have my symbol cane to hand if needed.”
Before being employed by Glasgow Centre for Inclusive Living,
Imran had been unemployed for four years. His ambition now he's
back in work is to keep going. "I never want to stop now. With the
help of my employer and RNIB Scotland my confidence has shot
through the roof. I'd very much like to remain in the housing field.
It's just so varied. Every day is a different challenge."
When he first lost his sight, Imran wondered if he'd work again.
"After my first two or three eye operations, I thought: how will I ever
get back into employment? I'd worked ever since I'd left school.
RNIB helped me to regain my confidence. I've been volunteering
with them in my own time for over a year now. Originally it was
helping with admin, but latterly I've been doing computer training
and outreach work."
And his message to employers? "I have a visual impairment but it
didn't really take a lot for me to be able to do my job. The
adaptations I needed were really quite minor. In fact, I don't think a
lot of the people I deal with even know I have a sight problem."
Section 11: RNIB Scotland’s Employment and
Learning Service
We support:
 blind and partially sighted job seekers
 people trying to keep their jobs when losing their sight
 employers
 organisations involved in training, guidance and employment
services.
Many of the barriers to employment that are encountered by blind
and partially sighted people need not be there. For example:
 jobs should be advertised on accessible websites as well as in
newspapers.
 a driving licence is often not essential. Even if travel is involved,
Access to Work and other options may be available.
 recruitment details can be supplied in the applicants preferred
format, that is electronically or in large print.
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 clear directions for attending an interview and an explanation of
what will be involved are courtesies appreciated by all
applicants.
 Visual Awareness Training is available for HR and other staff
which improves relationships within organisations and with
customers and service users.
RNIB Scotland helps employers to recruit blind and partially
sighted people through our training and consultancy services. We
provide information on:
 the reality of sight loss – facts and myths about blindness
 employers’ responsibilities under the Equality Act 2010 – many
employers are unaware that the Act covers their recruitment
and retention practices
 guidelines on recruitment and selection
 using psychometric tests in recruitment
 the Access to Work scheme – this is one of the most effective
interventions that can help blind and partially sighted people in
work. The provision of specialist equipment and other support is
government funded.
 job retention: enabling employers to retain the expertise and
experience of an employee who is losing their sight
 access technology – our technology specialists offer advice and
individual or group, training on a wide range of technology,
including video magnifiers, screen magnification, Apple
products, speech generating software such as JAWS, braille
technology and web accessibility.
Our transcription service can provide information in alternative
formats, such as audio or braille.
RNIB Scotland’s Employment Centres
Our services cover the whole of Scotland and we have centres in
Edinburgh, Glasgow and also staff based in our Aberdeen office.
Our centres have modern facilities, providing an ideal environment
for blind and partially sighted people to search for work, attend
work related courses and use accessible computers and
equipment.
How we support blind and partially sighted people to gain or retain
employment:
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 Work Choice (Work Choice is a Government employment
programme that supports people with disabilities and long-term
health issues who face real barriers when it comes to finding
work).
 Employment Hubs.
 Focus on Employability project (Glasgow).
 Aberdeenshire Employability project (Aberdeenshire).
 Enabler Assessment Toolkit (assessment tool that helps to
provide an understanding of the skills and aspirations of a blind
or partially sighted person looking for work).
Support for employers
RNIB Scotland helps employers support the recruitment of more
blind and partially sighted people through the services we offer
throughout Scotland. We provide information and advice on a
variety of topics including the reality of sight loss – facts and myths
about blindness, guidelines on recruitment and selection, the
Access to Work scheme, and access technology.
We also offer a range of training courses aimed at raising positive
awareness of issues faced by blind and partially sighted
employees. We customise our training packages to suit the
requirements of organisations, with subjects such as visual
awareness, good practice in recruitment and selection, using
access technology, and legislative requirements on offer.
New developments
From 2015, we will be running a series of technology, preemployment and transition services in Scotland, providing further
support to people moving towards work.
RNIB support
RNIB’s Helpline is your direct line to the support, advice and
products you need. We’ll help you to find out what’s available in
your area and beyond, from RNIB and other organisations.
Whether you want to know more about your eye condition, buy a
product from our shop, join our library, find out about possible
benefit entitlements, be put in touch with a trained counsellor, or
make a general enquiry, we’re only a call away. Telephone 0303
123 9999 from Monday to Friday 8.45am to 5.30pm
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RNIB Scotland
RNIB Scotland promotes the interests of the estimated 180,000
people in Scotland with sight problems. If you or someone you
know has a sight problem, we can help. We deliver a wide range of
services for people who are blind and partially sighted in the fields
of employment, education, family support, social work, social care,
accessible information and the built environment. We campaign for
the civil rights and inclusion of people with sight problems within
the community. Through campaigns, we raise awareness on eye
health issues and the availability of adequate treatments.
RNIB Scotland Employment and Learning Service
Moulsdale House, 24d Milton Road East, Edinburgh, EH15 2NJ.
Telephone 0131 657 8200
Fax 0131 657 6888
RNIB Scotland Employment and Learning Service
17 Gullane Street, Partick, Glasgow, G11 6AH.
Telephone: 0141 276 9800
Email ELScotland@rnib.org.uk
Website rnib.org.uk/Scotland
Section 12: Jobcentre Plus
Jobcentre Plus, part of the Department for Work and Pensions,
brings together employment and benefit services for people of
working age and is a key element in the Government’s objectives
to help people find work and stay in work.
Jobcentre Plus provides a wide variety of services including:
 advice from Disability Employment Advisor's (DEAs). They can
refer unemployed people with disabilities to specialist
Government employment programmes, such as Work Choice,
where support is provided by specialist organisations (including
RNIB Scotland) to find or retain a job.
 benefits guidance.
 a dedicated service to support employers in filling their
vacancies quickly and successfully.
 job search facilities.
 access to benefits for those entitled to them.
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For further information on the services Jobcentre Plus provides to
employers and customers, visit jobcentreplus.gov.uk.
Need extra help to access work?
If you are considering employing someone with a disability or have
an employee who develops a health condition, then the Access to
Work programme through Jobcentre Plus may be able to help you
make working work.
Access to Work can help you, help your employee with special
equipment (or alteration to existing equipment), alterations to
premises or your working environment and help with the costs of
getting to and from work amongst others.
For more information, visit jobcentreplus.gov.uk.
Section 13: From Article 19 to Article 20: public
procurement and blind and partially sighted
people
One less well-understood way in which the public sector can help
people with sight loss, and other disabilities, get a foothold in the
labour market is to make greater use of a European Union
directive.
For almost a decade, RNIB Scotland has campaigned to urge
Scottish politicians at all levels to apply Article 19 of the Directive
2004/18/EC on public procurement.
Article 19 empowers public bodies - local authorities, health
boards, central government departments, etc - to reserve some
public procurement contracts to suppliers where ‘most’ (ie, at least
50 per cent) of the employees are disabled or disadvantaged
workers.
It may sound dry and distant but the rules surrounding public
contracts touch people's lives. They can make a significant
difference to blind and partially sighted people in terms of goods
and services, and the accessibility of buildings and technology as
well as employment.
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However, as of 2014, a later directive has weakened this provision.
It lowers the threshold to at least 30 per cent of employees who
are disabled or disadvantaged. This may increase competition for
reserved contracts, by making more companies eligible, but offer
less openings for people with a disability.
This makes it all the more important to maximise use of reserved
contracts. Although reserved contracts and sheltered workshops
are not the sole answer to disabled employment, they offer
valuable opportunities that should not be overlooked.
Section 14: Contact us
Royal National Institute of Blind People Scotland
12-14 Hillside Crescent
Edinburgh EH7 5EA
Telephone: 0131 652 3140.
Website: rnib.org.uk/scotland.
Email: rnibscotland@rnib.org.uk.
Facebook: facebook.com/rnibscotland.
Twitter: twitter.com/rnibscotland.
© RNIB Scotland January 2015. Registered charity number
SC044876
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