Talking With Your Employer

When you’re adjusting to vision loss and the changes that occur, one of the things on your mind might be your job. You might wonder if your employer will be understanding – and whether they’ll provide what you need to do your work. Here are some tips to help you start a conversation with your employer – so you can move forward with confidence, make the decisions that are right for you, and get what you need.

The first step is to prepare ahead of time, so you know what you’d like to say. First, think about your options. Do you want to keep your current job? Change your role? Would you like to plan for your retirement – or seek disability benefits? Knowing your goal helps you focus on what to share.

If your goal is to ask for changes to your work setup or software, the ways you interact with customers—or any safety issues—make a list of the areas where you’re having difficulty and what you need. These adjustments are formally called “accommodations.” And be honest with yourself. Are you having trouble using equipment, or viewing your computer screen? Is your work area too dark, or too full of glare?

As part of your planning, contact your local or state agency for the blind or visually impaired to see what services they offer. They can connect you with professionals– including low vision specialists – who can help you find out what tools and training are available. Then you’ll know more about the solutions – and what you’re asking for – when you sit down with your employer. Check out the resources section of this workshop to find some helpful links. And you can always reach out to a Hadley learning expert for help and ideas.

Another planning step, if you live in the U.S., is to learn about your legal rights as they’re defined in the Americans with Disabilities Act, or A-D-A. Get familiar with the phrases and terms that are used in the law, so you can use the same language to ask for what you need.

One more way to prepare yourself is to learn all you can about your eye condition. Sharing details about your vision loss with your employer helps them understand the facts, and it can help you keep the conversation on track. This is a great approach if you’re concerned that you might get upset or emotional while you’re talking about sensitive things.

Preparing for your meeting might take a little time – but you don’t need to do it alone. Trusted friends and family members can also help you gather information and problem-solve. And practicing with a friend or family member, before your meeting, can really boost your confidence. Check out the resources of this workshop for ideas. And call a Hadley learning expert to practice on the phone or on a video chat.

When you’re ready to sit down with your employer, schedule a meeting as soon as you can. Putting it off might make it feel harder – and you don’t want to wait for a problem that someone else might notice. Being proactive helps you decide what to talk about, and when. Decide whether you want to meet with your manager alone, or if you’d like someone from Human Resources, too. And talk about whether you want the information to be kept confidential, or you’d like to share it with co-workers and others. The choice to share as much or as little as you wish about your vision loss is always up to you.

During your conversation, it’s a good idea to emphasize your strengths on the job. Talk about the skills and talents that continue to make you valuable to the organization, even if you have to do a task differently. Keep in mind that your employer might not have experience with vision loss, so you need to provide clear and specific information – as well as suggestions – so they know what you expect.

For example, you might say something like this: “You know, recently I've noticed my vision has changed a bit, and it's affecting me when I use my computer. I've learned about screen magnifier apps that can really help me – and I’d like to work with you to get one installed on my computer.”

Sometimes an employer’s first reaction is not supportive, or they don’t agree to provide what you need. This is probably new territory for them – so stay calm and objective as they build their understanding. Keep using language from the A-D-A to let your employer know you’ve done your homework. For example, “essential functions” are the duties described in your job description. And “reasonable accommodations” are those things that help you adjust to your work environment and do your job.

Your employer might express concerns about your safety – and that of your co-workers. So be ready to talk about any safety risks and how they might be reduced. For example, let them know how important it is to make sure the floor is clear of obstacles. And that you’ll be receiving orientation and mobility training to help you travel and move around safely.

And share resources that can help your employer learn more, including information about any software or devices you may need. They can even sign up at Hadley, online, to access workshops on technology, vision loss, and more.

And finally, if you choose to talk with your co-workers about your vision loss, it helps to be clear about what you might need from them. If it's hard to see their faces, you might ask your colleagues to identify themselves when speaking to you. Encouraging people to ask questions can also help make things more comfortable.

There’s no single, right way to tell your employer that you’re experiencing vision loss. But when you prepare, practice, and provide helpful information and solutions, you’ll find what works for you.

As always, if you need more information or you've got your own tips to share – or, to learn about more ways to be your own self-advocate – contact a Hadley learning expert. Of course, as with anything new, give yourself time, patience, and practice, and you'll get there.