7 Blind Employment Statistics You Need to Know

In this infographic, we explore 7 key blind employment statistics, including the unemployment rate, adjustments at work, common barriers, misconceptions and more.

1. Over 70% of working age blind or low vision people are out of work and this hasn’t changed since 1991.

The fact that there has been no real improvement in a generation signals a systemic failure in making workplaces accessible and inclusive. Despite advances in technology and disability rights, the blind and low vision community are still not benefiting from increased employment opportunities.

2. Four out of five blind and low vision employees have some form of adjustment to help them in work.

These include:

• Special aids or equipment (62%)
• Time off work (50%)
• Adaptations to the working environment (41%)

Adjustments are sometimes treated as exceptions or signs of difficulty. In reality, they’re the reason people can do their jobs well. These adjustments can range from screen readers, braille displays and magnification software, to modified lighting, accessible office layouts, or reserved time for medical appointments.

3. 75% of blind and low vision professionals who want a job feel it is unlikely that they would be employed within the next 12 months.

However, younger people, aged 18-29, are more optimistic, with 44% believing it was likely they would have a job in the next 12 months. Three quarters of people who want to work don’t expect to be hired anytime soon. That expectation alone is damaging. It shapes confidence, career planning, and whether people even apply in the first place.

However, it’s encouraging that young blind professionals have hope, because confidence is an important asset in a job search. At the same time, it puts the onus on employers and society to validate that optimism by removing barriers and actually hiring these young candidates.

4. The most common barriers given by blind and low vision people to gaining work are related to employer attitudes and processes.

They include:

• Inaccessible recruitment processes (36%)
• Poor employer attitudes (35%)
• Poor employer support (32%)

These barriers appear before day one on the job. Online application systems that don’t work with screen readers. Interviews that rely heavily on visual tasks. Assumptions made before a conversation even starts.

These findings make it clear that the ball is in the employers’ court in many ways. The call to action is for employers to examine their hiring processes critically (are they accessible by design?), provide disability awareness training, and adopt an open-minded approach focused on abilities rather than assumptions.

5. Just 47% of blind and low vision people have confidence in progressing their careers.

Companies should ensure that blind or low vision employees have access to the same career development resources as others. From training courses (with accessible materials) to stretch assignments and leadership programs. It’s also important to foster a workplace culture where managers understand how to support and evaluate a blind employee’s performance fairly.

6. 60% of employers said that they would be willing to make adaptations in order to employ a blind or partially sighted person.

However, despite obligations under the Equality Act to make adjustments, 23% said they would not be willing. Such an attitude in 2026 is frankly unacceptable, and it underscores the gap between policy and practice. The law might mandate equal opportunity, but if a quarter of employers are unwilling to comply, stronger enforcement and education are needed.

7. There are some common misconceptions about employing someone who is blind or has low vision.

These include:

• 50% of employers thought that there may be additional health and safety risks in the workplace
• 33% of employers thought that they may not be able to operate a computer/laptop
• 33% of employers thought that they may not be able to operate the necessary equipment, excluding computers/laptops

Underpinning many of the issues above are the misconceptions and myths that some employers (and coworkers) still hold about blindness and working. These misguided beliefs can silently influence hiring decisions and workplace interactions, even when people don’t voice them outright.

What Next?

The data is clear.

Blind and low vision professionals are being held back by the same barriers year after year, and confidence is taking a hit as a result. Small tweaks will not fix this. Closing the employment gap means acting across every point we’ve covered, from recruitment and adjustments to progression and employer attitudes.

At Be My Eyes, we work to make the world more accessible for the 340 million people who are blind or have low vision by connecting them with sighted volunteers and companies through AI and video.

Now, we’re putting a stronger focus on accessibility at work… coming soon. If you want to follow what we’re building, register your interest to stay updated.

_{All stats/data from RNIB research}