Persons who are Blind and Persons with a Visual …...6 Job Accommodations for Persons who are Blind...

January 2017

Edition 1

Persons who are Blind and Persons with a Visual Impairment

JOB ACCOMMODATIONS FOR

Job Accommodations for

Persons who are Blind and

Persons with a Visual Impairment

Edition 1

January 2017

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Job Accommodations for Persons who are Blind and Persons with a Visual Impairments

Edition 1, January 2017

1. Introduction 6 What is a Visual Impairment? 62. What is an accommodation? 7 Accommodations and best practice 73. How common are visual impairments? 84. Etiquette and inclusive communication 10 A word on language when speaking about disability 10 Meeting people who are blind or have visual Impairments 10 Case Study (1) 125. Making accommodations 14 Recruitment and selection 14 Job descriptions 14 Advertising and attracting applicants 15 Application forms 15 Interview 16 Case Study (2) - Part 1 17 Test 18 Retention 18 Induction and training 19 Working arrangements to retain employees 19 Premises 20 Case Study (2) - Part 2 21 Equipment 226. Regulatory Framework in the Kingdom of Saudi Arabia 247. Useful Organizations 278. Collaborative Partners 32

Contents Page

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Job Accommodations for Persons who are Blind and Persons with a Visual Impairment


1 Introduction

This is one of a series of guides, published by the Human Resources Development Fund, which provide practical guidance for employers on specific topics relating to the employment of persons with disabilities. It will be particularly useful for human resources managers, line managers, Taqat Centres, Recruitment Offices and any services promoting the employment of persons with disabilities.

What is a visual impairment?

The term visual impairment tends to refer to people who have a mild to severe sight loss. Few people who have a visual impairment have no vision at all and so your employees may have different levels of vision. For example:

• People who are blind.• People who have no central vision or no vision to the sides.• People with blurred or patchy vision.

There are many causes of visual impairments – some people are born with a visual impairment, others inherit an eye condition and some lose their sight as a result of an accident, after illness, or through age.

Many people with visual impairments get around independently, using their remaining vision or with the use of a mobility aid, such as a white cane or GPS Navigation app. The degree and nature of a visual impairment is particular to the individual.

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2. What is an accommodation?

Accommodations are a way of removing barriers that get in the way of a person with a disability doing their job. For example, changing where they work, the way in which they do their job or providing equipment to help them.

An accommodation is not special treatment, but a way of treating people differently to give everyone the same opportunity to succeed.

Accommodations may well be simple, inexpensive and make good business sense. Without accommodations, good candidates may not apply for jobs and good employees could be lost. Precise requirements vary from one individual to another. Always ask the person who is blind or has visual impairment what they need.

Accommodations and best practice

Many persons who are blind or have visual impairments will not consider themselves to be a person with a disability.

Nevertheless employers should make accommodations for any employee who might be facing barriers at work because of a disability or health condition – even if it has not been diagnosed as a disability or accepted as such by the individual.

The best practice approach is to make ‘reasonable’ accommodations for anyone who needs them in order to work effectively and contribute fully to your organisation.

Most employers will want to know what is ‘reasonable’. Doing what seems fair for the individual and others who work for you given the size and resources of your organisation is a good place to start. This guidance will help you deliver best practice. In order to demonstrate best practice:

• Involve the individual in generating solutions and respect their right to confidentiality.• You might need to treat people differently in order to treat them fairly.• Don’t make assumptions about what people can and can’t do.• Ensure that everyone knows who is responsible for doing what and when it must

be done.

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39,000,000Blind

246,000 Persons with a

visual impairment

285,000,000Persons who are blind and persons

with a visual impairment

3. How common are visual impairments?

According the World Health Organization, in 2010, the number of people with a visual impairment was estimated to be 285 million, of whom 39 million were blind1.

A. Global

B. National

The national data provided in the guide may not be wholly representative of the numbers of job seekers with a disability (JwDs) in the Kingdom of Saudi Arabia as at 31 January 2017.

The data below was generated from responses to a disability questionnaire by job seekers who are registered on the National Labour Gateway. Job seekers self-flag/self-declare functional impairments when responding to the disability questionnaire. Therefore, this process is susceptible to false positive flagging of a functional impairment as it is done by the job seeker themselves. This process does however mitigate risk of not identifying persons who have accommodation needs in the workplace.

Between 2013 and 20162 , 101,517 job seekers self-reported that they experienced a functional impairment related to vision.

During the same period an additional 342,084 job seekers self-reported that they experienced multiple functional impairments which may include a functional impairment related to vision3.

+ =

1 1 http://www1who1int/features/factfiles/blindness/blindness_facts/en/1 2 Disability data has been collected since 2013 and older data may no longer be wholly representative of job

seekers with a disability in Saudi Arabia1

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Employers often regard persons who are blind or have a visual impairment as particularly hard to employ. Misconceptions include the belief that they are restricted to certain jobs. However, people with visual impairments can undertake most jobs and, with training and support, can demonstrate the same employment potential as anyone else.

As most persons with a disability acquire their condition during their working life, even if you do not currently employ a person who is blind or person with a visual impairment, it is likely that you will have to manage an employee who becomes blind or acquires a visual impairment in the future.

By regularly talking to employees about their work, for example in one to one meetings, you may be able to identify difficulties that could be attributable to an employee losing their sight. This will then give you an opportunity to talk about accommodations that may enable the employee to work more effectively.

+

Speech and LanguageDisorders

Down SyndromeDepression Spinal CordInjury

Blind and Visual Impairments

Deaf and Hearing Impairments

2013 2014 2015 2016

101,517 job seekers self-reported that they experienced a functional impairment related to vision.

342,084 job seekers self-reported that they experienced multiple functional impairments which may include a functional impairment related to vision.

1 3 The disability questionnaire does not report the number of jobseekers who have each type of functional impairment within the multiple functional impairment category1 This figure includes persons who have a functional impairment related to vision11 The exact number, however, of persons with a functional impairment related to vision within the multiple functional impairment category is unknown1

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4. Etiquette and inclusive communication

A word on language when speaking about disability

When speaking about disability, it is important to use the term "person (or persons) with a disability". The word "person" or "persons" and the disability is deliberately separated by the word "with", to stress that the disability does not define or describe the whole person.

‘Visual impairment’ includes persons with visual impairments of various degrees and persons who are blind.

There is a difference between persons who are blind and persons with a visual impairment and you should avoid using the terms interchangeably.

For more information on etiquette and communication, see the Human Resources Development Fund’s "Etiquettes and use of Person First Language communicating with and about Persons with Disabilities".

https://www.hrdf.org.sa/Program/293/Tawafuq?bc=268

Meeting people who are blind or have visual impairments

There are many different degrees and types of visual impairments and different ways for persons who are blind or those who have a visual impairment to communicate. Below is some helpful advice when communicating with a person who is blind or has a visual impairment:

• Identify yourself clearly and introduce any other people present. Clearly indicate where people are located.

• If speaking in a group it is helpful to identify the name of the person you are speaking to. People should introduce themselves before speaking.

• To shake hands say “Shall we shake hands?”

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• Before offering assistance ask the individual how you may help. If the person asks for assistance ask “May I offer you an arm?” rather than taking their arm. This enables you to guide, rather than ‘propel’ the person.

• Remember that most people with a visual impairment do have some residual sight.• If you are guiding someone, tell them when steps, stairs, ramps or other obstacles

occur. And in the case of steps, stairs and ramps, whether they are up or down.• When you are offering a seat, guide the person’s hand to the back or the arm of the

seat, and say this is what you are going to do.• If leaving someone with a visual impairment in an area unfamiliar to them, inform

the person you are leaving and connect them with someone else.• When entering an unfamiliar area, give a brief description of the layout.

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CASE STUDY

Case Study 1

Mohammed – Overcoming challenges with assistive technology

15 years

Mohammed has been working as a journalist for a small online publication in Jeddah for over 5 years. He has worn glasses for over 15 years but has noticed his eye sight is deteriorating. He has headaches when using a computer. He is having difficulty reading what is on his screen. As a result, Mohammed has been making mistakes when writing and editing articles.

Mohammed’s line manager Abdullah has noticed that Mohammed’s has recently been making mistakes. Abdullah has a meeting with Mohammed to discuss the reasons why this may be happening and what can be done to assist him in his role.

Mohammed tells Abdullah about the difficulty he is having writing and editing.

Abdullah suggests Mohammed visit a doctor and have a medical check-up under his health insurance policy with the company.

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The doctor confirms that Mohammed’s eyesight has deteriorated significantly since he started his job. He also advises Mohammed that other patients with similar conditions have used speech-to-text and screen reader software in their work to overcome similar challenges. Speech-to-text software allows Mohammed to speak the words instead of typing and the screen reader software reads aloud the text on the screen.

Mohammed and Abdullah had a one-to-one meeting after the hospital appointment. Abdullah was not familiar with assistive technology but contacted HRDF Tawafuq as he had completed training with them previously on workplace accommodations.

HRDF Tawafuq, through the Employment Support Fund, supported in sourcing and supplying the software for work. Mohammed also began to use the accessibility features on his iphone for work and personal life.

After learning how to use the software, Mohammed finds that he does not have to strain his eyes reading the text and that he no longer has headaches. The number of mistakes he makes at work greatly reduced. In addition Abdullah also suggests that Mohammed should take regular breaks from looking at his computer screen to minimise eye strain and headaches.

Eye TrackerBraille KeyboardHead Wand

Screen Reader

Voice Recognition Soft

ware

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5. Making accommodations

Recruitment and selection

Candidates who are blind or have a visual impairment may be prevented from demonstrating their abilities and potential by conventional recruitment processes.

You may also have to make accommodations during the recruitment process to enable a person who is blind or person who has a visual impairment to fully participate. It is important not to make assumptions about what the applicant can or cannot do.

It is not good practice to ask candidates questions about health or disability prior to offering the job unless the question relates directly to an intrinsic aspect of the role for which the person is applying, or is for the purpose of making accommodations to the application or interview process. This is because, information about a candidate’s health or disability gained during the application and assessment stage might encourage recruiting managers to make negative assumptions about a candidate’s ability before they have the opportunity to demonstrate that they can to do the job.

Job descriptions

When drawing up job descriptions and candidate specifications:

• Be specific about the skills that are needed and what the job involves.• Be flexible. Very often minor changes can make a significant difference.• Do not needlessly exclude candidates who are blind or have a visual impairment.

Concentrate on what is to be achieved in a job rather than how it is achieved. A person who is blind or person with a visual impairment may simply do things differently, e.g. communicating over the phone as opposed to in writing.

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Advertising and attracting applicants

When advertising a job:

• Use positive wording like “we welcome applicants with disabilities”.• Provide a point of contact for people who require accommodations for the

recruitment process, using a range of contact methods (e.g. speech-to-text, phone, SMS, MMS).

• Ensure the print size and type used in the advertisement is a minimum of 14 point in English and 16 point in Arabic for accessibility. Avoid light type weights and unusual typefaces.

• State that applications will be accepted in alternative formats, e.g. MP3, video or by email.

• Advertise in more than one place. In addition to mainstream press, online recruitment sites, social media and with local charities and NGOs.

• Post the vacancy on Taqat National Labour Gateway. https://www.taqat.sa/web/guestemployer/home

Application forms

Accommodations may need to be made to the shortlisting process, because an applicant may:

• Apply for a job for which they are over qualified because they need to regain confidence.

• Have gaps in their CV due to their disability.• Have gained experience outside of paid employment, e.g.

work experience and voluntary work.

www

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Interviews

As you want to recruit the best person for the job, you need to ensure that all candidates are able to demonstrate their capacity to do the job. Focus on the person’s abilities, not on the person’s visual impairment. If you have any doubts about a person’s ability to do an intrinsic function of the job simply ask how they would do it.

When you invite applicants for an interview, make sure the details are offered in alternative formats and that you ask the candidate if they require any accommodations to be made for the interview. With accommodations, the interview allows you to assess the ability of candidates with visual impairments:

• Arrange the layout of the interview room so the candidate can get around – ask the applicant where they would like to sit for the interview.

• Ensure that reception and security staff know how to welcome and assist visitors who are blind or have a visual impairment.

• Ask if the candidate wishes to be accompanied from reception to the interview. If so, offer an arm and guide the person to the chair. If your offer is declined, lead the way at a steady pace and continue talking.

• Ensure that interviewers do not sit with a light source directly behind them. They should introduce themselves clearly, giving the candidate time to relax and to identify panel members.

• A candidate with a visual impairment may find it difficult to respond to eye-to-eye contact, so do not use this as an assessment criteria for them.

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CASE STUDY

Case Study 2

Nadia and the Recruitment Process (Part One)

Nadia applies for a job as an Administration Assistant at her local gym and is offered an interview.

Sara, the hiring manager calls Nadia to ask if she has any specific requirements for the interview.

Nadia tells Sara that she has a visual disability but does have some limited vision. Nadia asks if someone might meet her at the entrance of the gym to show her through to reception and the interview room.

Ahead of the interview, Sara arranges for a colleague to meet Nadia at the entrance to the gym.

On the day of the interview, Nadia is met at the entrance and shown to reception. The receptionist calls Sara to let her know that Nadia has arrived for the interview.

Sara meets Nadia at reception and clearly introduces herself. She then shows Nadia to the room to conduct the interview.

During the interview Sara does not ask about Nadia�s visual impairment. Instead

Sara focuses the discussion on Nadia�s strengths and experience required for the core requirements of the job.

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Tests

If selection normally involves a test, be sure that it does not disadvantage a person who is blind or person with a visual impairment:

• Discuss the test with the test publisher and seek guidance on possible accommodations including alternative formats.

• Consult candidates who are blind or have a visual impairment in advance so that necessary accommodations can be made e.g. providing a text enlarger on the computer monitor, or allowing the test to be completed orally instead of in writing.

• Ensure that test instructions are clearly read aloud.• Allow more time for candidates using magnification aids or Braille.• Be prepared to waive the test. There are often other equally satisfactory ways of

getting the information.

Retention

Once someone has been offered a job, you may need to put in accommodations to ensure they can perform to their highest capability. Start getting the accommodations in place as soon as practicable after you have made an appointment – it may take time. Consult the individual and make sure that the employee’s manager or supervisor understands the agreed accommodations.

Disability awareness training, that includes visual impairment awareness, may be especially useful for the employee’s team.

Build in regular reviews of accommodations, for example at the end of the probationary period, in supervision sessions and appraisals to ensure that the accommodations are still effective. Ensure that you take the same approach to accommodations when an employee who is blind or employee with visual impairment applies for promotion, again not making assumptions about what the employee can or cannot do.

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WELCOME

Induction and training

It is important that your standard induction and training programme is accessible, so that someone who is blind or has a visual impairment can gain the same information about, for example, the company profile and health and safety procedures:

• Allow more time and greater flexibility for induction and training.• Ensure that training material and job instructions are available in the appropriate

format, e.g. large print, Braille or MP3.• Avoid red ink on flip charts in training sessions.• Brief the group on basic ‘inclusive communication’ – this will help to ensure the

person with visual impairment can fully participate in any training as well as others, e.g. people who are deaf or have a speech difficulty. It should also generally improve communication between all colleagues.

• Allow the employee to organise their work area in a way that suits them.• Assign a colleague to help the employee find their way around the work area.

Ensure employees with visual impairments also have equal access to further in-house and external training, meetings and career development opportunities.

Working arrangements to retain employees

Consider the following accommodations to ensure an employee can work effectively

• Labelling using brightly coloured labels, thick pens with good contrast with the background colour, or dots or tactile marks.

• There are also electronic barcode devices that enable a recorded message to be read out when it is passed over a label.

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Premises

The design of premises can place someone with a visual impairment at a disadvantage in accessing an employer’s premises. Simple adjustments can enable an employee with a visual impairment, as well as others, to navigate a building more easily. These include:

• A tactile strip, at the top of a staircase, to indicate a descending staircase and potential hazard.

• Colour contrasting key features, such as doors and permanent features such as columns.

• Tactile indicators on the underside of stair rails to denote the floor level.• A floor announcer, as well as a visual signal, to indicate the arrival of a lift.• Matt finishing on signs to avoid reflections and improve visibility.

Make sure that someone who is blind or has a visual impairment has time to become familiarised with the building, including any changes to the layout of the workplace – ask them about changes to the building which would help. Once familiar with surroundings, a person with a visual impairment will usually be able to get round safely by using their memory of the surroundings and any remaining vision they have.

Ensure that employees know simple health and safety practices to prevent hazards which can be particularly dangerous for someone with a visual impairment, for example, making sure filing cabinets are closed when not in use, and not leaving boxes and general clutter around the office.

For more information on accessibility for the built environment see the Universal Accessibility Built Environment Guidelines Manual from King Salman Centre for Disability Research: http://www.kscdr.org.sa/en/

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CASE STUDY

Case Study 2

After a successful interview, Sara offers Nadia the job.

After accepting the job, Sara and Nadia discuss what accommodations would assist Nadia in carrying out her role.

Assistive Technology

Working with Human Resources, IT and Facilities department, Sara and Nadia agree a number of accommodations. These include a screen magnifier and large print keytop stickers to make it easier for Nadia to use her keyboard.

A buddy system is also implemented whereby during a fire drill or evacuation, a designated member of staff will assist Nadia when evacuating the building.

Colleagues are also reminded to ensure there are no loose items blocking the office corridors and walkways.

Nadia and the Recruitment Process (Part Two)

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Equipment

There is a huge range of equipment to enable people who are blind or have a visual impairment to have independence and to work effectively. These include:

• Large screens to increase image size.• Large print keytop stickers and large print keyboards.• Large display calculators.• Magnification software that increases the size of text or graphics on a computer

screen.• Screen readers that speak the information from the screen, including reading web

pages. These can also produce Braille readout of the text.• Electronic Braille displays enable a person who is blind or a person with a visual

impairment to ‘read’ the screen via a strip of electronically controlled pins connected to the computer.

• Scanners convert text on a page to text on a screen which can then be magnified or spoken back or read by a Braille system.

• Big button telephones and talking caller ID (announcing the caller’s number when the telephone rings).

• Closed circuit televisions (CCTVs) magnify printed material and enable a person with visual impairment to read documents.

Many computer adjustments that can aid accessibility are free. For example, placing a screen away from glare and window light can make an immediate difference to its visibility. Other options are available through the computer’s control panel or within programs. These include:

• Changing the colour and size of the mouse pointer.• Changing colour options – many people with a visual impairment can see some

colour combinations better than others. For example black text on a yellow background is much more visible for some people.

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Such accommodations will also help you to retain employees who become blind or acquire visual impairments. Employees who develop a visual difficulty that begins to affect their ability to do the job are often unwilling or unable to admit the seriousness of what is happening.

By making the accommodations you might retain an employee’s skills and experiences and save the cost of recruiting and training a replacement, and possibly the cost of early retirement.

An employee may well need a period of leave to adjust to changes caused by becoming blind or acquiring visual difficulty, for example to develop new ways of working and living independently before returning to work.

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6. Regulatory Framework in the Kingdom of Saudi Arabia

The rights of Persons with Disabilities have been clearly stated, globally, in the UN Convention on the Rights of Persons with Disabilities and, locally, in the Definition of Disability by the Saudi Ministry of Labor and Social Development.

In 2008 the Kingdom of Saudi Arabia signed and ratified the United Nations Convention on the Rights of Persons with Disability which states the following :-

Article 27

Work and employment

. 1 States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the realization of the right to work, including for those who acquire a disability during the course of employment, by taking appropriate steps, including through legislation, to, inter alia:

a. Prohibit discrimination on the basis of disability with regard to all matters concerning all forms of employment, including conditions of recruitment, hiring and employment, continuance of employment, career advancement and safe and healthy working conditions;

A. Global

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b. Protect the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work, including equal opportunities and equal remuneration for work of equal value, safe and healthy working conditions, including protection from harassment, and the redress of grievances;

c. Ensure that persons with disabilities are able to exercise their labour and trade union rights on an equal basis with others;

d. Enable persons with disabilities to have effective access to general technical and vocational guidance programmes, placement services and vocational and continuing training;

e. Promote employment opportunities and career advancement for persons with disabilities in the labour market, as well as assistance in finding, obtaining, maintaining and returning to employment;

f. Promote opportunities for self-employment, entrepreneurship, the development of cooperatives and starting one’s own business;

g. Employ persons with disabilities in the public sector;

h. Promote the employment of persons with disabilities in the private sector through appropriate policies and measures, which may include affirmative action programmes, incentives and other measures;

i. Ensure that reasonable accommodation is provided to persons with disabilities in the workplace;

j. Promote the acquisition by persons with disabilities of work experience in the open labour market;

k. Promote vocational and professional rehabilitation, job retention and return-to-work programmes for persons with disabilities.

. 2 States Parties shall ensure that persons with disabilities are not held in slavery or in servitude, and are protected, on an equal basis with others, from forced or compulsory labour.

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B. National

Who is a person with disability in the workplace?

The Executive Regulations to the Labor Law via Royal Decree No. 1982 specifies the definition of disability and employment and recommendations for minimal accommodations and services. The regulation defines a person with a disability as a person who has one or more of the following permanent disabilities: a visual impairment, hearing impairment, cognitive impairment, physical impairment, mobility impairment, learning disability, communication disorder, behavioral disorder, affective disorders, autism or any other disability that is substantiated by a medical diagnosis and report by entity that is authorized by the Ministry of Labor and Social Development. The report should state that the person with disability requires minimal accommodations and/or services to enable him/her to perform his/her tasks and maintain the job.

For the official legal document kindly refer to the Executive Regulations of the Labor Law and its appendices (the official copy is only available in Arabic).

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7. Useful Organizations

If you are an employer that is interested in recruiting talented and skilled employees including persons with disabilities the following services, organizations and companies can facilitate your business need.

p Taqat - National Labor GatewayTAQAT the national labor gateway is a major national initiative to build the largest virtual labor market platform in KSA across both, private and public sectors.

TAQAT’s mission is to offer and facilitate employment and training services, efficiently and effectively, to further sustain and develop the labor force.

Web. https://www.taqat.sa/web/guest/about-taqat

p HRDF Branches and Taqat Centers

Web. https://www.hrdf.org.sa/Locations

Non-HRDF services or organisations listed are not necessarily endorsed by HRDF.

p KafeefCourses, programs and employment services for persons who are blind or have a visual impairment

Tel. +966 11 4506 566Fax +966 11 450 9503Mob. +966 50 746 6983Web. www.kafeef.orgEmail. [email protected] Service Region Region 1

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p Ebsar Foundation Providing technology for persons who are visually impaired through support and assistance training

Tel. +966 11 2283 0001Web. www.ebsarfoundation.org Service Region Region 2

p Roya charity Provide housing, medical treatment; transportation for persons who are blind, training and rehabilitation.

Tel. +966 11 4848 8222Fax +966 11 4848 8233Mob. +966 54 573 1464Web. www.blindroya.orgEmail. [email protected] Service Region Region 3

p National Prevention of Blindness Committee Reduce incidents of preventable blindness and visual impairment

Tel. +966 11 466 1085Fax. +966 11 4661049Web. www.npdc.org.saEmail [email protected] Region Region 1

p Doroob Doroob is an elearning platform by the Saudi Ministry of Labour and Social Development. The Tawafuq Learning Hub and Sign Language Training Programs can build disability confidence of employees and employers

Web. www.doroob.saService Region Region 1-13

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p King Khalid Eye Specialist Hospital Provides specialized care in the field of ophthalmology, education and training program. Conducts research and promote community awareness.

Tel. +966 11 482 1234 - 920000583Fax +966 11 482 1908Web. www.kkesh.med.saEmail. [email protected] Service Region Region 1

p Saudi Ophthalmological Society Provides medical care

Tel. +966 11 465 9857Fax +966 11 463 4283Web. www.sos.org.saEmail. [email protected] Service Region Region 1

p Saudi Association of Optometry Conduct scientific research in optics field.

Tel. +966 11 494 3135Fax +966 11 494 3135Web. www.sao.org.saEmail. [email protected] Service Region Region 1

p Persons with disabilities association in AlAhsa Provide services for people with disabilities

Tel. +966 13 562 0222Fax +966 13 562 0111Web. www.hdisabled.org.saService Region Region 4

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p King Salman Center for Disability Research Research, lectures, programs and conferences relating to disability issues.

Tel. +966 11 488 4401Fax. +966 11 488 2616Web. www.kscdr.org.saService Region Region 1-13

p Qaderoon - Business Disability NetworkEnable employers to include persons with disabilities as equal effective members of the workforce, Provide guidance, advice, training

Tel. +966 12 698 6116Web. www.qaderoon.saEmail. [email protected] Region Region 1-13

EASTERN REGION

NORTHERN BORDERS

RIYADH1

2

34

6

7

8 9

11

13

10

12

QASIM

NAJRAN

ASEERBAHAH

MAKKAH

MADINAH

JAWF

HAIL

TABUK

JAZAN

5

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p World Wide Web Consortium (W3C)W3C is an organisation created to develop and maintain standards on the internet that allows users to access pages on the web without display issues.

Web. www.w3.orgService Region International

p World Health Organization (WHO)WHO staff work with governments and other partners in more than 150 countries to ensure the highest attainable level of health for all people.

Web. http://www.who.int/en/Service Region International

p International Labour Organization’s Global Business and Disability NetworkThe ILO Global Business and Disability Network is a network of multinational enterprises, employer organizations, business networks and disabled person's organizations who share the conviction that people with disabilities have talents and skills that can enhance virtually any business.

Web. http://www.businessanddisability.org/index.php/en/Service Region International

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8. Collaborative Partners

HRDF welcome feedback on this job accommodations guide from interested individuals, organisations and employers.

Please contact HRDF Tawafuq at [email protected] with feedback and suggestions.

• Edition 2 of the guide will incorporate feedback and include the name of organizations and employers who were part of the review.

• Deadline to feedback on Edition 1 is May 1st 2017.

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Persons who are Blind and Persons with a Visual …...6 Job Accommodations for Persons who are Blind...

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