| Through in-depth qualitative research methodology, this thesis investigates the lived workplace experiences of employees who are blind or visually impaired. The objectives of this study were fourfold: (1) To present a comprehensive analysis of post-employment barriers faced by this population, (2) to examine employment accommodation with respect to compliance with Canadian human rights law on the duty to accommodate, (3) to examine both physical and social inclusion in the workplace, and (4) to determine implications for future research and practice in the field of blind employees in the workplace. Consistent with contemporary theories, blindness is considered simply as a functional limitation. Its practical implication is that the person who is blind must learn alternative techniques to do efficiently the same things that he/she would do with normal vision.; The primary qualitative research technique used in this study involved individual Semi-structured interviews. Thirteen adult participants who had been gainfully employed for over five years were interviewed on two successive occasions. The interview gathered background information related to the participants' educational, social, and family life, as well as on employment accommodation and the types of physical, psychological, and social barriers they faced in the performance of their jobs. Unlike most qualitative studies, the participants were also asked about accommodation to their social needs.; All of the participants described barriers that are similar to the ones found in other employment studies. These included barriers in their access to print, lack of alternative output programs, the unavailability of appropriate training, and barriers to transportation. Somewhat surprisingly, the participants felt most strongly about the lack of accommodation to their social needs. In spite of the importance of this area, it has not been addressed in prior research. A particularly disappointing finding was that employers did not understand fully their duty to accommodate. Similarly, the blind employees were often not aware of their legal rights. On the contrary, most employees felt that they must resolve workplace accommodation problems on their own. They felt that this was the best way for them to keep their jobs. Furthermore, in spite of the many barriers they faced, employees seemed to excuse their employers for not making a greater effort to accommodate their needs. All of them claimed that they were satisfied with their employers' efforts.; Overall, the results indicated that, in spite of the fact that they hired blind persons, these organizations were not physically, psychologically, or socially ready to accommodate the needs of their blind employees. Moreover, even when accommodation technology was obtained, it was often found to be a two-edged sword---it both facilitated and disempowered the employees. The thesis suggests possible programs for improving employment retention and the quality of accommodation of this population. The overall plea is for further research to better understand the systemic exclusionary and discriminatory practices experienced by blind and visually impaired employees, especially in the social domain. |
