Many companies and government agencies are still hesitant to recruit visually impaired individuals as employees in the formal sector. This hesitation often stems from a lack of understanding about how visually impaired people work and the myth that they are only capable of performing certain traditional professions. However, with rapid technological advancements, these limitations have now crumbled.
In the digital age, visually impaired individuals—both those who are totally blind and those with low vision—can use computers and smartphones just like people without disabilities. With the help of screen reader applications that vocalize text displayed on the screen, they can perform various roles such as administrative staff, content writers, analysts, and even call center staff. Essentially, any job that does not absolutely rely on visual function can be performed by visually impaired individuals.
If your company plans to build an inclusive work environment and recruit visually impaired employees, here is a practical guide that HR teams can implement, from the application stage to placement.
1. Modifying the Application and Announcement Stages
An inclusive recruitment process must begin with accessible information dissemination. If the HR team uses image-based electronic posters (e-posters) to publicize job openings, always ensure that descriptive text (caption) is included. Screen reader applications cannot read text within image formats (JPG/PNG), so descriptive text is crucial for visually impaired applicants to grasp the information.
If using an online application form, ensure the website page is designed with universal design principles that meet WCAG standards. HR teams are also advised to add fields for "Type of Disability" and "Assistive Devices Used." This information is vital for the recruitment committee to prepare adjustments or "reasonable accommodations" for subsequent selection stages.
2. Reasonable Accommodations During the Selection Test Stage
Visually impaired applicants read exam questions using audio assistance from screen reader applications, a process that naturally cannot be as fast as reading with eyes. Therefore, HR can provide two alternative adjustments during written tests or competency tests:
- Providing extra time: The usual extra time given is 50% of the normal total completion time.
- Reducing the number of questions: HR can reduce the quantity of questions without diminishing the weight of the competencies being tested. For example, from five similar questions, visually impaired applicants only need to complete two questions that can represent their analytical abilities.
Furthermore, if there are exam questions involving images, graphs, or 3D shapes, the committee must make substitutions. These visual-based questions must be replaced with equivalent alternative questions or converted into a narrative description. If the test is conducted face-to-face with paper (hard copy), ensure the company provides an accompanying staff member to read the questions and write down the answers, or provide the questions in MS Word file format (soft copy) so they can be completed using the applicant's laptop.
3. Interviews and Skills Tests
The interview process can be conducted either online using video call applications (such as Zoom, Google Meet, or WhatsApp) or offline. If conducted offline at the office, ensure applicants are informed two days in advance so they have time to familiarize themselves with the location. Also, provide staff to guide applicants from the lobby to the interview room.
For interviewers, the main key is to be open-minded and discard negative stigmas. Do not hesitate to conduct direct skills tests (practical assessments). For example, ask candidates to demonstrate how they operate a computer, process documents, or use office applications with a screen reader. This will genuinely address any company doubts about their potential.
4. Placement and Work Orientation (Onboarding)
Once visually impaired applicants are deemed successful and accepted, company support does not stop at signing the contract. Ensure the draft employment contract is provided in MS Word format so they can read it independently. The next crucial stage is the orientation (onboarding) process.
Allocate special time for visually impaired employees to conduct physical orientation in the office environment. They need assistance to learn routes from their workstation to the restroom, the elevator (teach them how to use buttons and access cards), the attendance machine, and the manager's office. Subsequently, conduct work process orientation to ensure that the company's internal applications or software are accessible by their screen reader applications.
5. Organizing a Disability Sensitizing Session
To build team cohesion, it is highly recommended for HR teams to organize a Disability Sensitizing session or disability awareness for other employees. In this session, non-disabled staff are taught the correct way to guide, address, or assist visually impaired colleagues. This session can even include a blindfold simulation to foster empathy. Such activities are very effective in breaking down communication barriers and fostering a spirit of mutual support among employees.
In conclusion, recruiting visually impaired employees is not a burden, provided the company understands the principles of reasonable accommodation. With appropriate adaptations to the recruitment system, companies not only fulfill their legal obligation for disability employment quotas but also gain exceptional talent with high loyalty and work ethic.
References:
- Central Executive Board of the Indonesian Blind Association (DPP Pertuni). Guide to Recruitment & Placement of Visually Impaired Workers.