Blind and Partially Sighted People: Employment Support

I beg to move,

That this House has considered employment support for blind and partially sighted people.

It is an absolute pleasure to serve under your chairmanship, Dr Huq. I am really pleased to have secured this debate on what I and others—judging by the number of Members here today—believe is an incredibly important issue. I thank the many organisations that provided briefings ahead of the debate.

In October, the all-party parliamentary group on eye health and visual impairment, which I chair, published its “Changing Attitudes, Changing Lives” report, which looked at employer attitudes towards blind and partially sighted people. I thank the secretariat—the Royal National Institute of Blind People and the Thomas Pocklington Trust—all those who responded to the written consultation, and especially those who shared their experiences at the oral evidence sessions, which I will discuss shortly.

We wanted to know why the number of blind and partially sighted people in employment is still stubbornly low at a time when there are about 900,000 job vacancies, despite the Equality Act 2010, a wealth of diversity and inclusion policies, and more than a decade of welfare-to-work programmes from various Governments. In November 2023, the APPG commissioned YouGov to carry out polling to look at employer attitudes. The findings were shocking, and prompted the APPG to launch its inquiry to look at the issue in more detail. To my knowledge, it is the first parliamentary inquiry to look solely at employer attitudes. We held a series of oral evidence sessions, put out a call for written evidence and held a number of one-to-one meetings with employers, including Apple and Channel 4. We heard from a range of employers, sight loss organisations and, most importantly, blind and partially sighted people themselves.

We found that 48% of employers said that they did not have accessible recruitment processes, so for many the online job application was not accessible, and in many cases it was not compatible with assistive technology. That obviously prevented many people living with sight loss from applying for those jobs in the first place. Some employers were not willing to make reasonable adjustments where possible, for example for psychometric testing, which is part of the recruitment process for many grad schemes, so many of those platforms were also inaccessible. Most worryingly, about a quarter of employers said that they would not be willing to make workplace adjustments or adaptations in order to employ blind and partially sighted people. The problem stems partly from a lack of awareness of where to access support or funding, or just advice and information, but there is also a pattern of outdated attitudes towards visually impaired people.

During the oral evidence sessions, we heard powerful testimony from many blind and partially sighted people. Many expressed a deep sense of frustration and anger at the job market because employers do not understand the importance of ensuring that their recruitment and interview processes are inclusive. Websites were not accessible, and application forms were not provided in alternative formats. Many respondents had to face the dilemma of whether to disclose their disability, or even ask for reasonable adjustments during the interview process.

I know that from my own experience. I have always been in the camp that chooses to declare their visual impairment at the start, but not everybody has the confidence to do that, based on their experiences. Others referred to the time it took to complete applications and said that their request for a reasonable adjustment of extra time had not been granted. One respondent reported that an interviewer seemed more focused on their blindness than their qualifications; they said that it felt as though the assessment of their ability to do the job was treated as a secondary factor, rather than the primary objective.

Although I am speaking a lot about the recruitment process—applications and interviews—many respondents shared their frustrations about being in work and acquiring their sight loss, or being in work and wanting additional aids or adaptations. I hope hon. Members do not mind my speaking from my own lived experience. Throughout my working life—I will not show my age by saying how long that has been—I have known the challenges that many have faced. I have been a Member of Parliament for seven and a half years, and to this day I still face challenges with technology, which cause a lot of stress and worry. There are days when I am not able to do my work as an MP because my IT kit is not working. Recently, I had to go further and lodge a formal complaint. I hope that by doing that I will finally be able to get all the kit I need to do my job and represent my constituents, just as my colleagues can.

Why do we need action and change? The employment rate for people living with sight loss is 42%, compared with 82% for non-disabled people. The disability pay gap is around 17%, which equates to us working unpaid for 54 days a year. The disability employment gap has remained at around 29% to 30% for more than a decade. I think that is hugely disrespectful. Actually, it is a disgrace. Employers are missing out on a wealth of talent. One of the respondents at our oral evidence session, who is quite senior in their workplace, said that they found that their visual impairment became less of a barrier the more senior they became. That is absolutely the right thing, but it should start at the entry level of any job.

We know that not getting the right support has a negative impact on health and wellbeing. There is clear evidence that good work improves health outcomes across people’s lives and protects them against social exclusion. Employment can bring not just better incomes but financial stability, security and a greater sense of purpose, which in turn can lead to healthier diets, increased exercise, higher living standards and, most importantly, better mental health outcomes.

Our report contains some excellent examples of best practice, and I will share a few. Roger told us that in his corporate workplace, screen-reader software and ergonomic equipment enabled him to perform his tasks efficiently, and that having a supportive team who understood his needs made him feel valued and included in his workplace. Another person told us that about a member of an interview panel who guided a visually impaired person through the process, taking them to the interview room and explaining its layout; then, as they sat down, the panel described themselves and gave information about who they were. Those are examples of small adjustments that can be made. They are not complicated or costly. As one respondent put it,

“It’s not just about providing the tools; it’s about creating a supportive environment where blind and partially sighted employees can thrive.”

Our “Changing Attitudes, Changing Lives” report makes a series of recommendations that aim to fix what we believe is a broken system. The key element is the need for a disability employment strategy that sets out measures to improve employer attitudes and increase the number of blind and partially sighted people finding and retaining work. Does my right hon. Friend the Minister agree that we need a clear strategy, and that this must be a watershed moment in how we improve employment opportunities and support?

Another recommendation is for the Government to partner with sight loss organisations to develop best practice on recruiting blind and partially sighted people and supporting them to enter work, as well as on supporting them in work. I hope that the Minister will agree to look at how he can do that. Other recommendations include reviewing the Equality Act to ensure that it is fit for the 21st century and our modern labour market. This is not just about the Government taking action; it is about employers taking action. We want them to take practical steps to ensure that their workplaces are inclusive, including by preparing documents and information in accessible formats. Naturally, we need to address the issues in the Government’s Access to Work scheme, including the delays and backlogs. When Access to Work is working efficiently, it is probably the best form of employment support.

I hope that the Minister will look carefully at the recommendations in the report, which I know he has had sight of. I welcome the fresh approach from the Government, who are taking a serious look at this issue, and thank the Minister for agreeing to meet me later today—it is interesting that the debate came on the same day. I also thank my hon. Friend the Minister for Employment, who gave a speech at the report launch. She said that it was an opportunity for “big change”, which was

“needed so that all blind and partially sighted people can play their full role in society”.

She kindly said that the report would be considered as an early submission to the upcoming employment White Paper, so I look forward to seeing what the White Paper includes in relation to a disability employment strategy.

Does the Minister agree that this issue is not just about the Department for Work and Pensions? We need a cross-Government approach that incorporates the Department for Business and Trade, the equalities office and others to ensure that we have a strategy that helps to shift employer attitudes. Will he commit to working with the Department for Business and Trade to ensure that we take an approach that truly supports employers to snap up all the amazing talent that is waiting for them and that they are currently missing out on?

The report recommends looking at practical steps to ensure that workplaces are inclusive. However, there is already brilliant guidance and best practice available, so in many cases this is not about reinventing the wheel, but about working collaboratively with other organisations. At the moment, we subscribe to accessibility standards for online spaces. I am keen to know whether the Government will look at legislating to ensure that all websites meet an accessibility standard requirement.

Finally—I raised this issue previously—will the Government look again at the Sense charity’s recommendation for a jobcentre technology fund? Such a fund would equip jobcentres with specialist assistive technology, such as screen-reading software, so that some disabled people are able to look for work in jobcentres. At the moment, no computers in jobcentres have specialist assistive technology. The recommendation seems like a nice, quick fix that could ensure that those spaces are inclusive for people who are looking for work.

I look forward to working with the Minister and his colleagues in implementing the recommendations and ensuring that Labour will deliver for all disabled people. At the end of the day, ensuring that recruitment practices are accessible and workplaces are supportive is not about charity; it is about doing what is right and just. It is also about helping employers and our economy to benefit from the skills and talent they are missing out on.

I will end by quoting an individual who appeared before the APPG. They said:

“The more blind and partially sighted people there are in the workforce, the more public assumptions and attitudes will be challenged. This will benefit blind and partially sighted people of all ages, and ultimately change…attitudes, which is the biggest barrier to thriving for all.”

Order. I remind Members to bob if they wish to speak. Then we will work out the order of who is going when.

It is a pleasure to serve under your chairship, Dr Huq; I always look forward to it. I commend the hon. Member for Battersea (Marsha De Cordova) for setting the scene so very well on a subject that is of great interest to all hon. Members present and to me personally. It is only fair to put on the record my thanks for her leadership of the APPG on eye health and visual impairment. In the time we have known each other, I have always supported her in these debates; she used to be on the Opposition side of the Chamber, but has now been elevated. We look forward to working strongly alongside her and others in the years ahead, if God spares us.

There are currently 57,500 people across Northern Ireland with sight loss, and the figure is expected to rise by over 25% by 2032. Today’s debate sets out the problem, but it also gives us an opportunity to think about what we can do to reduce that figure. Some 50% of sight loss is preventable, and it is that preventable 50% that I want to talk about.

The message must be clear that eye tests are as necessary as any other health check. I work very closely alongside the opticians in Newtownards in my constituency: they come to me regularly with their ideas, and I always convey those ideas to the Health Minister in Northern Ireland and to the Secretary of State or Minister at Westminster. I cannot remember the technical term for it, but the opticians in Newtownards have the most up-to-date machinery for checking people’s eyes—it is phenomenal.

My question to the Minister, if he does not mind my asking it at the very beginning, is what has been done to ensure more opticians’ tests, even for people who may think that they do not need one. I do not want to make them mandatory, because that would be wrong, but they should be made more accessible and available.

I will give two examples of the importance of opticians’ tests. A gentleman I know quite well once came to see me. I said that he did not look very well—he was very pale—and he said, “Jim, I have an absolutely splitting headache.” I said, “Have you been to the doctor?” He said, “I have, and the doctor gave me some headache tablets.” I said, “Where are you going now?” He said, “I’m going to the opticians.” I said, “You go to the optician and tell him about your headache.” The optician took that man’s details and sent him directly from Newtownards up to Ulster hospital in Dundonald. He had a tumour the size of an apple in his head. Immediate surgery saved that man’s life.

My hon. Friend talks about what needs to be done on pathways to work. Does he agree that potential employers need to understand two things? First, they could be in breach of the law if they engage in activities that prevent partially sighted or blind people from getting employment. Secondly, they could be overlooking better-qualified candidates for employment. Either way, they will lose unless they take account of this very worthwhile debate and of the need to ensure that they comply.

As always, my hon. Friend adds important evidence that takes the debate forward, and I thank him for it. Hopefully the Minister is listening as well.

The hon. Member has rightly mentioned the importance of Access to Work and how it can make a real difference in supporting disabled people, including blind and partially sighted people, to secure and retain employment. One of the challenges is ensuring that there is enough provision and that enough employers are aware of Access to Work. Does the hon. Member agree that it is important to ensure greater awareness of Access to Work and more opportunities for that support?

The hon. Gentleman is absolutely right. I know that the Minister is an assiduous Minister who is here to help, and that the staff and civil servants behind him are taking notes on all these matters, so hopefully when he winds up the debate he will satisfy our requests. I also welcome the shadow Minister, the hon. Member for East Wiltshire (Danny Kruger), to his place; I wish him well in the role and look forward to his contribution.

The Access to Work scheme has no minimum number of hours for eligibility for support, although people are generally expected to reach the lower earnings limit. Access to Work aims to help if someone needs support or adaptations beyond the reasonable adjustments; it helps pay towards them. What we have in place is excellent, but as the hon. Member for Glenrothes and Mid Fife (Richard Baker) says, people need to know what is available. The scheme is a great one, but the onus is firmly on the employers’ shoulders. That is where we are we are failing. There needs to be a pathway for our young people throughout schooling and into employment. We need to tell people who have not worked before, “It is not impossible. It can be done. It is within your reach to use your talents, intelligence and abilities and work as your peers do.”

Debates like this one raise awareness, which is wonderful, but we need to ensure that any person who has a diagnosis of sight loss understands that they are not alone or expected to sit at home. They are part of this community, and there is a space for them and a role for them to play. The charities seek to hammer home that message and they do absolutely marvellous work, but we all need to do more. My hope is that this new Government will achieve that. I have known the Minister for years and he has always shown sympathy and compassion, so I know that he will be able to respond in a positive fashion and help people to do better. We have that opportunity, and the Government have that opportunity. Let’s do it.

It is a pleasure to serve under your chairship, Dr Huq. I congratulate my hon. Friend the Member for Battersea (Marsha De Cordova) not only on securing this debate on such an important topic, but on her skill and commitment in leading the all-party parliamentary group on eye health and visual impairment.

The APPG is such an important group for ensuring that the voices of blind and partially sighted people are heard in this Parliament. Having been for many years a member of the cross-party group on visual impairment in the Scottish Parliament, I am delighted to find that the APPG here is also an effective forum for advancing key policy areas for people with visual impairment. Changing employers’ attitudes and increasing employment opportunities for blind and partially sighted people is vital, for all the reasons that my hon. Friend set out in her excellent opening speech and that the hugely important “Changing Attitudes, Changing Lives” report highlights.

As an MP for a Scottish constituency, I am keenly aware that this is as important an issue for people with visual impairment in Scotland as it is in the rest of the UK. In his excellent speech, the hon. Member for Strangford (Jim Shannon) was quite right to point out that there is also important work for the devolved Administrations to do. Only one in four blind and partially sighted people in Scotland is in paid employment. Research by RNIB Scotland shows that there are about 9,000 registered blind and partially sighted people of working age in Scotland, of whom only about 2,000 are in work. As many as 78% are not employed, so for blind and partially sighted people in Scotland the disability employment gap is particularly acute.

My hon. Friend the Member for Battersea rightly highlighted the disability pay gap and the inequality that it creates in our society. There is a huge opportunity cost not only to people with visual impairment who want to work and cannot find work, but to our society as a whole. In my career before my election to this place, I was fortunate to work at the charity Sight Scotland. A number of our services employed blind and partially sighted people. They were valued members of our team, not only as experts by experience but because of their individual skills and their knowledge. They would be assets at any workplace where they were employed.

Our final Back Bencher, before we move on to the Lib Dem spokesperson, is Lee Pitcher.

It is great to see you in the Chair, Dr Huq, and I congratulate my hon. Friend the Member for Battersea (Marsha De Cordova) on securing this hugely important debate.

I speak today from personal experience. My lovely wife has retinitis pigmentosa, a degenerative eye condition that has no cure or treatment. Julie has reached the stage where she uses a white cane and eventually, like her mum and uncle, she will probably need a guide dog to assist her. Those who watch “Strictly” may know that retinitis pigmentosa is the condition that comedian Chris McCausland has. Like Chris, Julie is an inspiration, not a gimmick, having recently learned to ski blind.

Julie has never let her disability define her; instead, she excels with the abilities that she does have. What we have learned together over 30 years, as our careers have progressed, is how those abilities can allow her to thrive, and I have to say that her workplaces have been enormously supportive of her.

I will focus on the use of technology and the importance of awareness, because the use of artificial intelligence is a game changer. Apps such as Seeing AI can narrate the world around the user. It harnesses the power of AI to open up the visual world, and describes nearby people, texts and objects. In the world of work, it supports people to identify colleagues and helps to facilitate a team culture. As long as those colleagues do not take offence at being taken for a 55-year-old man, as happened to me when the camera was held up to my face—I am in my mid-40s—it is an absolute gem of a research project.

Maximising the use of existing functionality is also important and remarkably useful. Adobe will read out pages of text, and people can ask ChatGPT to find those texts with a simple verbal instruction. My one ask is that when people use hashtags, they should use a capital letter for each new word because that ensures that the hashtag makes sense when read out.

My hon. Friend is making a fantastic speech, and I am pleased that he is talking about technology. Does he agree that many technology companies have cottoned on to the fact that if they make their products inclusive, it is better business for them? Companies such as Apple, Microsoft and others are leading the way by ensuring that their apps and devices such as iPads are accessible, which will help not just blind and partially sighted people, but disabled people in general into work.

I could not agree more. There is a whole world of innovation out there, involving companies such as Apple and Microsoft, and we need to embrace that and find a way to channel it into everyday society and use.

As I was saying, it is great to have those technologies, but having them out there is not enough. We need to find a way for people to know about them and use them. The amazing work of organisations such as the RNIB, Guide Dogs, and the Partially Sighted Society in my area of Doncaster is just incredible. They make us aware of what can be done at home and at work through the use of technology.

The challenge for us, and for the 2 million Julies out there in the UK, is how to amplify the work of those organisations to improve employment support for blind and partially sighted people even more, to help employers to understand the technologies and processes that give opportunities for all and allow everyone to thrive. I ask the Minister how he might raise awareness of AI use in the workplace to support adjustments to maximise those opportunities.

I finish with this: I ask you, Dr Huq, to imagine Julie on that slope for the first time, carefully traversing the snow, the ice and the undulations with her white cane, then ditching that cane for ski poles, and hurtling down the mountainside with skill, talent and ability. The “Wow!” that you see on our children’s faces says it all. She is a role model and an inspiration. Anything is achievable with determination and the right support and resources. Let us make sure that everyone gets the opportunity to apply those abilities at home, when travelling to and from work, and at work. I want to see a world where that “Wow!” is visible every day in the workplace.

Thank you for your sterling chairmanship, Dr Huq. I thank the hon. Member for Battersea (Marsha De Cordova) for securing this debate on an issue that is extremely important, particularly in the light of the recent report. It is extremely helpful that we have the opportunity to debate this matter and engage with the Minister. As the Liberal Democrats work and pensions spokesperson, and as someone who is registered blind, I hope I can bring something to the table.

I am sorry to say that, as has been said, there is sadly still significant discrimination against blind and partially sighted people. Taxis, hotels and restaurants are pinch points where disabled people going about their business often hit hurdles. Hon. Members have alluded to the kindness of strangers, however, and before I had my guide dog, I would occasionally try to use the underground in London. My belief in humanity would always be reaffirmed, as there was much kindness from strangers—the milk of human kindness is out there.

As the Liberal Democrats spokesman, I endorse the findings of the report that we are debating. The most important thing is to ensure that we do things with people, rather than to people, so co-design is extremely important. Tackling discrimination must be part of our agenda, because sadly it is alive and well, and we must strengthen the legislation on it.

Part of the challenge is the legacy of more than a decade of Conservative-led Governments, who have not tacked these issues. Mental health is a particularly challenging area. People who are blind or partially sighted face challenges and hurdles in their lives, so we need to be alive to the fact that the black dog of depression and mental health issues may not be very far away from them. Enhancing our mental health services as part of our general approach would be a real step change in support.

Once upon a time—in the ’80s—I went to the Royal National College for the Blind in Hereford, so I belong to the 1980s Royal National College Facebook page. When I became aware that this debate was coming up, I reached out to people who had gone to the college to see how the world treats them now that they are 50-something, as I am. Although a number of them had positive employment experiences, others had experienced real challenges. Somebody in their 50s told me that they had had less than a year’s gainful employment during their life, which is shocking. They said that they were able to find voluntary work, but that there were blockages in the way to longer-term employment.

The hon. Member touches on the Disability Confident scheme. Does he agree that for the scheme to be worth the paper it is written on, it needs to have proper quality frameworks in place, so that those who become Disability Confident employers actually employ disabled people? Currently, some employers with that status do not employ a single disabled person.