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Career Counseling for Clients

who Are Blind or VisuallyImpaired

Lauri Dishman, M.A., LCPCManager of Counseling Services

Guild for the Blind

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Purpose:To provide information on best

practices when encounteringclients who are blind or have

vision loss.

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Eye Conditions: Their

Impact on the Workforce

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Age-Related Vision Loss in theWorkplace

As baby boomers age, people with age-related vision loss is expected todouble over the next 30 years.

65% with VI are people 55 and over Onset begins in people in their late

40s or early 50s--American Foundation for the Blind

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Ranges of Vision Loss

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Low Vision

Vision loss that may be severe enoughto impede a person's ability to carry oneveryday activities, but still allows

some functionally useful sight.

Examples: macular degeneration,

cataracts, glaucoma

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Legal Blindness

A level of visual impairment that hasbeen defined by law to determineeligibility for benefits. It refers to

central visual acuity of 20/200 or less inthe better eye with the best possiblecorrection, or a visual field of 20

degrees or less.

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Total Blindness

The complete lack of form andvisual light perception

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Types of Visual

Impairments

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Cataract

A condition in which the lens of theeye, which is normally clear,

becomes cloudy or opaque.

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Macular Degeneration

Disease that causes dysfunction ofthe macula, the area in the middleof the retina that makes possiblethe sharp central vision needed forsuch everyday activities asreading, driving, and recognizingfaces and colors

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Macular Degeneration

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Glaucoma

Disease in which the pressure ofthe fluid inside the eye is too high,resulting in a loss of peripheralvision. If the condition is notdiagnosed and treated, theincreased pressure can damagethe optic nerve and eventually leadto blindness.

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Glaucoma

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Diabetic Retinopathy

Eye condition that results from thedamaging effect of diabetes on the

circulatory system of the retina.Changes in the tiny blood vesselsof the retina can lead to vision

loss.

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Diabetic Retinopathy

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Professionals Who

Can Help

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Optometrist

A health care provider who specializesin refractive errors, prescribes

eyeglasses or contact lenses anddiagnoses and manages conditions ofthe eye as regulated by state laws. Ayalso perform low vision examinations.

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Ophthalmologist

A physician who specializes in themedical and surgical care of theeyes and is qualified to prescribeocular medications and to performsurgery on the eyes.

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Certified Vision RehabilitationTherapist (CVRT)

Personal Management (grooming, hygiene, clothingorganization, medical measurement)

Home Management (organization and labeling,repair and home maintenance, budgeting and record

keeping, etc.) Activities of Daily Living (cooking, cleaning,

shopping, safety, money organization andmanagement)

This includes techniques to stay organized in theworkplace.

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Certified Orientation andMobility Specialist (COM)

Concept Development, which includesbody image, spatial, temporal, positional,directional and environmental concepts

Motor Development, including motorskills needed for balance, posture, andgait, as well as the use of adaptivedevices

Sensory Development, which includesvisual, auditory, senses and theirinterrelationships

Techniques for traveling in indoor and

outdoor environments

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COM (Contd)

Residual vision stimulation and training Human Guide Technique Locating Dropped Objects, trailing, Cane techniques Soliciting and Declining Assistance Utilizing Landmarks, search patterns, route

planning, Analysis and identification ofintersections and traffic patterns, techniquesfor crossing streets

Using public transportation

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Breakthrough Technology

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Computer Software

JAWS (Freedom Scientific) ZoomText (Ai Squared) I Zoom Portable Screen Magnification

(No installation needed)

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Text to DigitalZoom-Ex (ABISee)

A di Fil

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Audio FilesVictor Reader Stream (Humanware)

Vid M ifi ti

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Video MagnificationAcrobat (Enhanced Vision)

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Where to Get Help

Government and Private

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Government and PrivateAgencies

State Department of RehabilitationServices/Bureau of Blind Services

Local Veterans Administration

Local Blindness Agencies (Guild forthe Blind, Chicago Lighthouse)

American Foundation for the Blind 800-

232-5463 (To find services in your area)

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Model of Successful WorkExperience for Employees Who

are Visually Impaired

Golub Study

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Golub Study

Surveyed employers of workers with visualimpairments who demonstrated greatsuccess on the job.

Through data analysis of results, was able todevise an integrative model of successfulemployment.

Includes 7 steps that employers can take and7 steps employees can take to ultimatelygenerate success for both parties.

Model for Employers Step 1

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Model for Employers Step 1Core Values from the Top Down

Instill the value of diversity as astrength. Have this flow from the top ofthe organization down to the working

core. The Counselors Role: Look for employers

with these values. Mission statements areoften good places to look. Also, what types of

charities do companies and organizationscontribute to?

Model for Employers Step 2

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Model for Employers Step 2Fill the Toolbox

Provide the physical tools thatemployees need to do their jobs.

The Counselors Role: Help the client learn howto advocate for themselves. Lead them toresources such as the Job AccommodationNetwork with information and resources for how

people with difference levels of vision loss canaccomplish certain tasks. Find out where to getthese devices and their approximate costs. Helpthem work with their DRS counselor to acquire

these products.

Model for Employers Step 3

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Model for Employers Step 3Accessibility and Accommodations

All employees should have equalaccess to all information

The Counselors Role: If there is a problem,help clients learn how to advocate forthemselves in a way that doesnt jeopardizetheir working alliance. Understand the

letter and spirit of the ADA.

Employer Model Step 4

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Employer Model Step 4Attitude Counts

Try to remove the blindness stigmafrom the attitudes of other employees.Do what is necessary to make theworkplace a level playing field whereeveryone is treated equally (bothpositively and negatively)

Employers Role Step 5

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Employer s Role Step 5Words Speak as Loudly as Actions

Using words instead of actions to letthe worker with visual impairmentknow whats going on.

Understand the proper etiquette whenencountering someone who is blind orvisually impaired.

M d l f E l St 6

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Model for Employers Step 6Expect the same Performance

Model for Employers Step 7

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Model for Employers Step 7Mutual Accommodation

recognize that differences amongindividuals are substantial and must be

accommodated regardless of whetherthey add value

Model for Employees Step 1

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Model for Employees Step 1Your Comfort is Contagious

Person with visual impairment is comfortable intheir skin, can ask for what they need. Treats thedisability as just a part of who they are. People atthis stage have accepted their situation, are open to

talk about it and show people the tools and devicesthey use to do their jobs.

The Counselors Role: Refer for support and counselingservices if necessary. Encourage the expansion of social

networks and support systems. Expose client to successful andmobile people who are B/VI.

Model for Employees Step 2

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Model for Employees Step 2Blindness Competencies

Be up-to-date on mobility andassistive technology skills

The Counselors Role: Refer to a CVRTand COM. Refer to the state DHS forfree services

Model for Employees Step 3

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Model for Employees Step 3Be An Ambassador for Blindness

Its the responsibility of the personwith vision loss to ameliorate theawkwardness.

The Counselors Role: Encourageclients to be open with fellow workers.

Model for Employees Step 4

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Model for Employees Step 4Positive Attitude

Having a positive attitude iscontagious. Takes away thediscomfort.

The Counselors Role: Help client workthrough barriers, increase confidence

and self-esteem. Refer out ifnecessary.

Model for Employees Step 5

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Model for Employees Step 5Work Etiquette

Show manners and good socialskills. Understand non-verbalcommunication without the eyes

The Counselors Role: Job ReadinessTraining with emphasis on ways to

instill these skills for people withVision Loss. Tactics that are B/VIspecific. (e.g. the Guilds C.E.O.Program)

Model for Employees Step 6

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Model for Employees Step 6Insist on Being Held

to the Same Standard

This applies in terms of performance

and job duties

Model for Employees Step 7

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ode o p oyees StepMutual Accommodation

People with Visual Impairments need to helpthe employer move toward a model of mutualaccommodation, where there is open

dialogue about different ways to accomplishtasks and discuss things from differentperspectives.

Counselors Role: Encourage clients to askemployers to form multi-cultural taskforces

References

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References

American Foundation for the Blind; Glossary of Eye Conditions;www.afb.org

Blasch, Wiener, Welsh; Foundat ion s o f Or ientat ion and Mobi l i ty ,Secon d Edi t ion; AFB Press 2000; p 750.

Academy for Certification of Rehabilitation and EducationProfessionals, www.acvrep.org/Rehabilitation_Teaching.html

Golub (2006); A Model of Successfu l Work Exper ience forEmp loyees Who are Visual ly Impaired: The Results of a Study;

Journal of Visual Impairment and Blindness

Photos provided by Lighthouse International, ABISee,Humaware, and Advanced Vision.

Contact Information

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Contact Information

Lauri Dishman, M.A., LCPCManager of Counseling ServicesGuild for the Blind180 N. Michigan Ave., Suite 1700Chicago, IL 60601312-236-8569lauri@guildfortheblind.orgwww.guildfortheblind.org

mailto:lauri@guildfortheblind.orgmailto:lauri@guildfortheblind.org