How to Support Visually Impaired and Blind Employees in the Workplace

Practical, culturally aware steps GCC employers can take to make work accessible, productive and dignified for people with vision loss.

Visual impairment affects millions worldwide and is a growing public-health issue. In the GCC, where ageing populations, diabetes and high screen time all contribute to eye health demands, employers need clear, practical plans to include and support employees who are blind or have low vision. This guide explains why workplace inclusion matters, what good accommodations look like and how to implement them in a culturally sensitive way.

The scale of the issue - why GCC employers should care

Globally, at least 2.2 billion people have a near or distance vision impairment and about half of those cases are preventable or not yet addressed. Supporting vision health is therefore a mainstream workplace issue, not a niche one. World Health Organization

In the UAE, the government emphasises rights and services for “people of determination,” signalling a national commitment to access and inclusion that employers must align with. Providing reasonable workplace adjustments is increasingly seen as part of the legal and social duty of care across the region. UAE

Core principles for inclusive workplaces

1. Start from dignity and ability, not limitation.

   Focus on what the employee can do and remove barriers so they can do it well. Invite the person to describe their preferred supports; there’s no one-size-fits-all solution.

   
   

2. Make reasonable accommodations promptly.

   Reasonable adjustments are often simple and low-cost: accessible documents, workspace layout changes, schedule flexibility, or assistive tech. Many jurisdictions in the region advise employers to assess requests case-by-case and respond in partnership with the employee. Generis Global Legal Services

   
   

3. Design digital-first accessibility.

   Ensure intranets, HR portals and core apps are screen-reader friendly and follow accessibility standards (alt text, semantic headings, keyboard navigation). The UAE’s public sector accessibility commitments show the direction private employers are encouraged to follow. Ministry of Health and Prevention - UAE

Practical workplace adjustments

• Make documents accessible: Provide Word or tagged PDF versions, use clear fonts, generous line spacing and provide large-print or Braille on request.

  
  

• Provide assistive technology: Common tools include screen readers (NVDA, JAWS), magnification software, OCR/scanning apps, Braille displays and refreshable Braille labels. These are typically one-off or subscription costs and hugely increase independence. Perkins School for the Blind+1

  
  

• Adjust the physical workspace: Ensure clear walking routes, remove trip hazards, mark steps/ramps with tactile strips, provide a consistent furniture layout and guarantee good, non-glare lighting. Clearly sign rooms and facilities (and provide audio or tactile alternatives where needed). Guidance from specialist organisations offers checklists that employers can use. disabilityawareness.training

  
  

• Flexible working & role adjustments: Offer hybrid work, adjusted hours, or task reallocation where appropriate. Many roles can be adapted with these changes while preserving productivity and dignity.

  
  

• Offer mobility & orientation support: Arrange orientation sessions, buddying with colleagues, or training with an orientation & mobility specialist for complex sites. Local rehabilitation centres can advise and provide assessments.

Digital accessibility: a must-have, not a nice-to-have

A huge portion of daily work is digital: email, HR systems, reports and collaboration tools. If these aren’t accessible, visually impaired staff are effectively excluded. Build digital accessibility into procurement and vendor contracts and test systems with real users early.

Use simple checks: can the platform be navigated by keyboard only? Does it work with screen readers? Is important information available in non-visual formats? The UAE’s push for digital accessibility models practical expectations for employers. Ministry of Health and Prevention - UAE

Training, culture and stigma

• Train colleagues and managers on inclusive communication (how to offer assistance, how to describe visual content, confidentiality and respectful language). Awareness reduces awkwardness and boosts team performance.

  
  

• Normalise accommodations - include accessibility needs in onboarding and people-management checklists. Public leadership support and senior role models who champion inclusion make uptake faster.

  
  

• Offer disability etiquette guides and short role-specific sessions for teams that work closely with visually impaired colleagues.

Resources from disability organisations and blind people’s unions provide very practical training modules and employer toolkits. euroblind.org+1

Recruitment, career progression and reasonable adjustments

Don’t treat disability adjustments as obstacles to hiring. Use inclusive job descriptions, offer accessible interview formats (telephone, online with captioning, or in-person with assistance), and ensure promotion pathways are fair. Reasonable accommodations should also extend to training and professional development, e.g., providing course materials in accessible formats or offering assistive tech for exams and workshops.

European guidance on “reasonable accommodation” and practical employer toolkits contain useful templates that can be adapted to GCC contexts. euroblind.org

Health cover, rehabilitation and support services

A comprehensive corporate benefits package should include:

• Vision screenings and eye-health checks as part of preventive care. Early detection (e.g., diabetic retinopathy) avoids severe outcomes. World Health Organization

  
  

• Coverage for assistive devices where appropriate (magnifiers, software subscriptions, Braille displays), either via insurance or HR procurement programs.

  
  

• Rehabilitation & occupational therapy referrals and partnerships with local specialist centres. These services accelerate workplace onboarding and long-term independence.

Legal & policy considerations in the GCC

The UAE and GCC countries increasingly enshrine rights and services for people with disabilities. Employers should familiarise themselves with local legal obligations (anti-discrimination rules, rights to reasonable accommodation and access to services) and align internal policies accordingly. The UAE government’s “people of determination” framework and other national provisions reinforce the expectation that employers proactively enable access. UAE+1

Measuring success - simple KPIs

Track concrete outcomes so programmes evolve and deliver results:

• Accommodation requests fulfilled and turnaround time

• Employee satisfaction and engagement scores for staff with accessibility needs

• Uptake of assistive tech and training completion rates

• Retention and career progression metrics for employees with disabilities

Data guides investment decisions and helps demonstrate ROI in retention, productivity and employer brand.

Final thoughts - inclusion is strategic, not charitable

Supporting visually impaired and blind employees is a quality-of-business issue: it unlocks talent, improves morale and signals a modern, resilient employer brand. Most accommodations are affordable, many are one-off, and the benefits: higher retention, loyalty and performance - are immediate.