Applying Universal Design for Workplace Inclusion of the Blind & Visually Impaired Employee

Historically, in education, at work, and in public settings, blind and visually impaired individuals have encountered discrimination and social exclusion, which can curtail their potential and accomplishments. Such ultimately also results in not only a lower employment rate, but also a lack of potential workplace advancement (Ulldemolins, et al., 2012), when compared against the general population. As we are all aware, workplace barriers of both an obvious nature, as well as subtle ones, lead to related individuals becoming unfortunately and needlessly stagnant or delayed in career interest, enthusiasm, and ultimately, progress. In order to advance a greater overall inclusion of this marginalized group, the authors here desire to create awareness and mitigating strategies for greater workplace parity for those blind and/or with visual impairments. In turn, overall societal access and acceptance may also benefit as well. For this paper, the authors explore the research of barriers encountered by blind and visually impaired Americans, as well as examine the associated and institutionalized challenges and pitfalls linked to the lack of universal design in architectural or physical environments, and safety protocols, as noticeably found in the workplace. Meanwhile, the research also revealed failures linked to the lack of universal design, thus preventing technological accessibility across communication landscapes. By analyzing existing literature, real world experiences and expert consultation, the aim is to elucidate the environmental and communication impediments of blind and visually impaired employees and propose actionable strategies for resolution utilizing universal design principles. Ultimately, the paper underscores the importance of diminishing barriers and fostering a culture of inclusion, equity, and accessibility in the workplace not only by providing accommodations, but equally through universal design as an undeveloped beneficial factor for more consideration. Lastly, the article highlights the pivotal role as encumbered by the Vocational Rehabilitation Counselor who is trained to address this topic as an addition to reasonable workplace modification.