The winners of Nikon’s microphotography contest this year were Hassanain Qambari & Jayden Dickson from the Department of Physiology & Pharmacology in Perth, Australia (yay for us Aussies!)

They are researching some pretty incredible stuff to say the least and their winning photo is of a rodent optic nerve head that provides important information on diabetic retinopathy. You can have a read of the post here.

A not so Fun Fact: Baker Heart and Diabetes Institute state that “almost one-third (29.1%) of Australians with diabetes, over the age of 40 years had diabetic retinopathy”

This photo and statistics prompted me to write about how HR can assist in creating a workplace that is accommodating and supportive for those affected by vision impairment. Our vision is one of the most precious gifts we have.

The first step in supporting employees with vision loss like diabetic retinopathy, is to raise awareness about the condition. I was not even aware of the condition until this winning photo caught my eye (pun intended).

With the approval of the persons affected, consider organising workshops or even a simple informational email to educate employees about the causes, symptoms, impacts and ways to help colleges with vision loss. By fostering a culture of understanding, you can help reduce the stigma associated with vision loss. It may even help others follow up on their own health concerns or that of a loved one.

Accessibility in the Workplace

Make sure your workplace is accessible for employees with visual impairments. This can include:

• Office layouts that are designed with clear pathways, ensuring that no obstacles block the way.
• Adjustable lighting options for those who need brighter or dimmer lighting.
• Providing materials in various formats, large print, and digital versions that are screen reader-friendly.
• Encourage the use of assistive technology for employees with visual impairments. Provide support for obtaining screen readers, magnifiers, and other devices that can enhance their work experience.

Flexible Work Arrangements

Consider offering flexible work arrangements, including remote work options, for employees with vision imparment. This can be particularly helpful during times when their condition might be more challenging, such as during treatments or flare-ups.

If flexibility is unsuitable, make it a priority to accommodate the specific needs of individuals affected. This may include modifying their job tasks or offering additional break time.

Offer EAPs

Offer Employee Assistance Programs (EAPs) that provide resources and support for employees dealing with vision impairment. These programs can offer counselling, financial planning assistance, and access to medical professionals who specialise in visual impairments.

Heres a link to support employeers and managers – Employee Assistance Program

It’s the law (well, in Australia)

Individuals with vision impairments are protected by various laws and regulations that promote equal rights, access, and non-discrimination. Below are some key legal compliance aspects related to vision impairment that you can read up on

Disability Discrimination Act 1992 – is a federal law that prohibits discrimination on the grounds of disability, which includes vision impairment.

Work Health and Safety Legislation 2011 – govern workplace safety. Employers have a duty of care which includes making accommodations for employees with vision impairments to maintain a safe work environment.

By raising awareness, providing accommodations, fostering understanding, and offering support, HR can make a significant difference in the lives of those affected by these conditions. Let us work together to ensure that our workplace is a place where every member of our team can thrive, regardless of their visual challenges.