The Sight Impaired Employee: The Public Administration Challenge

The views expressed are those of the author and do not necessarily reflect the views of ASPA as an organization.

By Joseph G. Jarret
May 8, 2026

Introduction

In a United States Centers for Disease Control and Prevention (CDC) National Health Interview Survey, it was found that approximately 18.4 percent of U.S. adults are blind or have some or a lot of difficulty seeing, even when wearing corrective lenses. Statistics also show that individuals who are blind or visually impaired are less likely to be competitively employed compared to individuals without disabilities.

According to the American Foundation for the Blind, individuals who are blind or visually impaired who enter the labor force frequently face barriers to maintaining employment. One of the greatest challenges is overcoming employer perceptions of their ability to contribute effectively. Even when employed, many individuals also contend with workplace attitudes that can diminish their perceived value.

From a public administration perspective, these patterns present a persistent workforce inclusion challenge for public employers tasked with equitable hiring and retention.

The Vision Impaired

According to the CDC, multiple factors affect vision, including eye physiology and how the brain interprets visual information. Vision impairments can occur at any stage of life.

Major causes of blindness and low vision in U.S. adults include diabetic retinopathy, macular degeneration, cataracts and glaucoma. Other conditions include amblyopia and strabismus. Some individuals also experience vision loss due to injury, burns, surgical complications or monocular vision.

Understanding this diversity is important for public employers designing accessible workplaces and equitable hiring systems.

An Accessible Workplace

Prior to teaching undergraduate and graduate courses in public administration and management, I spent several decades as a public sector attorney, manager and administrator, during which time I mediated, investigated, litigated and settled claims involving visually impaired employees.

Many of these cases involved discrimination and workplace exclusion that limited both employment and advancement opportunities. One of the most common issues raised was lack of an accessible workplace.

An accessible workplace is one in which employees can perform essential job functions regardless of disability. The Americans with Disabilities Act (ADA) is a federal civil rights law that prohibits discrimination against people with disabilities in everyday activities. It requires employers, including state and local governments with more than 15 employees, to provide reasonable accommodations that allow employees with disabilities to perform essential job functions.

Reasonable Accommodations

The ADA requires employers to provide reasonable accommodations that do not create undue hardship. For blind and visually impaired employees, common accommodations include:

1. Modification of employment tests – Applicants should be able to request adjustments to application or testing processes that rely on visual tasks.
2. Assistive technology – Employers may provide tools such as:
   • Magnifiers
   • Digital recorders
   • Screen reading software
   • Refreshable braille displays
   • Braille embossers
   • Scanners
3. Accessible websites and systems – Employee portals and internal systems should be compatible with assistive technologies. Employees should be able to request accessibility adjustments when needed.
4. Service animals – Under the ADA, service animals such as guide dogs must be permitted in all areas where the public is allowed, including workplaces with no-pet policies.
5. Modified training – Training for new systems should include accommodations for assistive technology users, including keyboard navigation and screen reader compatibility.
6. Written materials – Employees should be able to request materials in accessible formats such as braille, large print or audio.

Additional guidance is available through the U.S. Equal Employment Opportunity Commission at eeoc.gov.

Conclusion

Research indicates significant employment disparities between blind and visually impaired individuals and the general population. Less than half of individuals who are blind or visually impaired participate in competitive integrated employment compared to nearly 80 percent of those without disabilities.

Despite the availability of assistive technologies and vocational rehabilitation services, these disparities persist. As a result, individuals who are blind or visually impaired remain less likely to successfully enter and maintain employment.

Public employers have a duty to provide reasonable accommodations and ensure equitable access to employment opportunities when feasible. As a spokesperson for The Lighthouse for the Blind, Inc. noted, individuals with disabilities often bring new ideas and innovative approaches shaped by the need to overcome barriers. This can enhance creativity, problem-solving and organizational effectiveness.

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 Author: Joseph G. Jarret is a public administrator, attorney and mediator who serves in the Department of Political Science at the University of Tennessee, Knoxville as an adjunct lecturer. He is a former United States Army Combat Arms Officer and former United States Air Force Special Agent and a past president of the E. Tennessee Chapter of ASPA. He is a PA TIMES columnist who holds the B.S., MPA, Juris Doctor and Ph.D. degrees.

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