The maturing worker may have vision difficulties due to macular degeneration, multiple sclerosis, diabetes, illness, injury or other diseases of the eye.   

For example, macular degeneration, the leading cause of blindness in Australia, affects one in seven Australians over the age of 50 and incidence increases with age.

More understanding of the impact of vision loss and the number of employees that may be having difficulty is called for.

Vision loss is a subject that is difficult to broach and employees will often ignore or disregard symptoms of vision loss due to fear.  Some employees may hear from their eye care provider that there is no further correction that can be done with prescription lenses.   They may lose hope without knowing that there are thousands of products to assist with all aspects of vision loss; from accommodating daily living skills, job required skills, accessing print material and products for the computer.

In fact, assistive technology for vision is a growing industry.  Typically a combination of both low and high technology accommodations are effective in the workplace.  

Low technology accommodations could include:

• Printing materials in standard large print (18 point font);
• Printing material on cream, yellow, or light blue paper to prevent glare; and
• Increasing font size on the computer using Windows or Macintosh built in magnification programs.

Lighted hand-held magnifiers are very effective for many tasks including reading small print on computer parts, automotive parts, dials, controls, etc.

High technology accommodations include:

• Screen reading software for computer access such as JAWS;
• Screen reading and magnification software for the computer including Zoomtext or Magic;
• Scan and read software such as Kurzweil, portable scan; and
• Read technology such as the KNFB reader, portable and desktop video magnifiers that can increase print from 2x to 60x.

With all the assistive technology available and some problem solving around accommodations, it is definitely in the employee, employer, and RTW coordinator’s best interest to research what can help the employee to perform his/her job despite a vision loss.

A recent success story from the US involves a mature employee diagnosed with macular degeneration.  Having discovered a satisfying career as a licensed counsellor later in life, she did not want to give up her job.

With the help of the local State Vocational Rehabilitation Agency and the local low vision rehabilitation agency, assistive technology and training were provided to help her to continue working.  She is able to access her computer using Zoomtext enlargement and speech software, a desk top video magnifier is in her office so she can read referral documents, reports, journal articles, and the other print documents she receives.  

Instead of taking written notes during counselling sessions, she asks permission to tape client sessions so she can reference the tape for typing her case notes after the visit.  By implementing three pieces of assistive technology she has been able to continue in her position successfully, a win/win for the employer and employee.  

Often times a RTW specialist may be the first person an employee encounters that can offer information regarding assistive technology and other accommodations, so having a working knowledge of accommodations for vision loss for those instances is beneficial.

This article was originally written for RTWMatters' US site. Adjustments have been made for the Australian context.

In addition to a M.S. degree in vocational rehabilitation counseling and Rehabilitation Counselor Certification (CRC) Ms. Shelly Frohrip has over 10 years of work experience in the working with medically restricted individuals toward the goal of employment.  Ms. Frohrip’s wide range of experience includes her public service with the Minnesota State Services for the Blind, as well as with industrially injured individuals in the Workers’ Compensation system.  Currently, Ms. Frohrip plans and coordinates return to work for faculty and staff at the University of Minnesota Duluth, utilizing accommodations and work adjustments under the ADA law.