What You Can Do

Your employee will understand that you cannot be expected to manage your business entirely around the needs of one worker. However these few simple steps from you and other staff can make all the difference to the way the condition impacts on their aspirations, performance and career.

  • Take the trouble to learn a little about the condition and to understand the current level of visual impairment in your employee.
  • Allow reasonable time for consultations with ophthalmologists, counsellors and other health professionals.
  • Ensure that your workplace and materials are fully accessible to people with a visual impairment, and that other staff know about the condition, and that they are trained and courteous in giving assistance if needed.
  • Learn about the valuable Access to Work scheme.
  • Make yourself aware of the principles of disability discrimination law and your obligations.
  • Be vigilant and serious about bullying; people with a disability are much more likely to be bullied in the workplace than others.
  • Provide information clearly by voice as well as in writing, for example by reading the words in a presentation out loud or offering to read instructions.
  • Facilitate your employee setting up his or her workstation as is best for their level of sight loss.
  • Remember that your very best source of information about how to best help is your employee. Ask him or her what they need, how they work, what is difficult, and what works?
  • Think about practical things like keeping floors clear and other hazards around the workplace, and encourage others to take this seriously.
  • Complete and regularly review a risk assessment for the workplace.
  • Remember that RP is a progressive condition, this means that at many times your employee may face another loss or new  difficulty associated with RP.
  • Make adjustments to the job, workplace or hours as appropriate.
  • Refer your employee to RP Fighting Blindness and other supportive groups.
  • Remember that learning to cope can be challenging. Do what you can to support your employee to remain independent and to live life to the full.
  • DO listen, empathise, support and care.
  • DON’T pity, over protect or make decisions on your worker’s behalf.
  • Remember that RP, tragic though it is, does not rob someone of their individuality or the ability to be successful in a career.

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