The Unacceptable Unemployment Rate for the Blind and Low-Vision Community

It is truly shocking that the vast majority of people who are blind or have low vision remain excluded from the workforce. In fact, across Europe (the EU) and North America, unemployment rates for blind and low-vision individuals have stubbornly held above 70% – a figure that climbs even higher in many other parts of the world.

When comparing this number to the general unemployment rates of the EU (6.3%) and the USA (4.4%), the gap is shamefully stark. We simply must do more to change it.

Why Does This Gap Persist?

If blind and low-vision individuals can work, want to work, and are able to deliver meaningful impact, then why do these dismal employment numbers persist?

The causes are multifaceted, rooted in both societal barriers and practical challenges:

• Misconceptions and Bias: Outdated attitudes and myths about blindness still influence hiring. Unfortunately, some employers wrongly assume a blind person cannot be as productive, or they fear that accommodating a low vision employee will be too difficult or too costly.
• Accessibility and Technology Barriers: While access technologies exist, not every workplace is up to speed on them. If a company’s software, training materials, or work environment isn’t accessible, a blind candidate will be at a disadvantage. Too often, a lack of accessible tools or information prevents capable individuals from performing tasks that would otherwise be within their abilities.
• Systemic and Structural Challenges: Many blind and low-vision job seekers face external hurdles before they even get in the door, with transportation being a major barrier. Additionally, bureaucratic delays in disability support services can hinder progress; for example, in the UK, waiting times for government funding programs like Access to Work have grown to many months, leaving applicants in limbo and employers hesitant. When workplace adaptations (like screen-reading software or magnifiers) take months to arrive, it’s no surprise some opportunities fall through. These systemic issues add friction to the hiring and onboarding of blind employees.

What HR Leaders Can Do to Drive Change

For forward-thinking HR leaders, this situation should ring loud alarm bells but also signal an opportunity.

This is a vast, untapped talent pool of educated, motivated people eager to contribute.

HR professionals and business leaders are in a powerful position to help close this unacceptable gap. While broader policy changes and government support are important, action at the company level can make an immediate difference.

Here are several steps HR leaders can take to tap into this talent pool and foster inclusion:

1. Make Recruiting Processes Accessible: Ensure your job postings and online application systems are fully accessible to screen reader users. Accept alternative application formats (such as audio or Braille resumes) if requested. When scheduling interviews, ask candidates if they need any accommodations. An accessible hiring process signals that your company is welcoming and prepared, and it prevents great candidates from being unintentionally screened out.
2. Focus on Skills and Potential, Not the Disability: Train hiring managers to understand that blindness does not define a person’s capabilities. Evaluate candidates on their qualifications, problem-solving abilities, and attitude – the same way you would anyone else.
3. Provide the Right Tools and Adjustments: Don’t wait until after hiring to think about accommodations. Most adaptations are minor and inexpensive, and many tools are free or already built into modern operating systems. Common accommodations for blind/low-vision employees include screen reading software (like JAWS or NVDA), screen magnifiers or large-print settings, refreshable Braille displays, and accessible mobile apps.
4. Leverage Support Networks and Hire Creatively: You don’t have to do it alone. Partner with disability organizations, vocational rehabilitation services, or blind advocacy groups to find candidates and get support. Programs exist (both governmental and nonprofit) that help with training or subsidizing the first few weeks of a blind employee’s role while they get oriented.

HR leaders that implement one or more of these steps can expand the pool of talent they recruit from and help with starting to close this unacceptable employment gap.

Working Together to Close the Gap

It’s time for urgent action.

We can no longer accept a reality where three-quarters of blind and low vision people are out of work.

By listening to the voices of the blind community, investing in accessibility, and proactively seeking out this talent, we can close this gap. At Be My Eyes, we are committed to being part of the solution.

Our mission is to make the world more accessible for the more than 340 million people who are blind or have low vision, and we do this by connecting them to sighted volunteers and companies through AI and video. Now, we’re doubling down on making work more accessible for this amazing community.

We’ll be announcing much more on this soon. Register your interest to keep updated.