Starting a new job or navigating changes at work can feel daunting for anyone. When you’re living with low vision, there can be extra layers of uncertainty around how much to disclose, what support is available, and how to ask for what you need with confidence and clarity.

Accessible workplaces are a legal responsibility, but truly accessible workplaces are built through thoughtful systems, respectful communication and practical adjustments.

The reflections below come from SeeWay Client Bella, who has lived experience of working with low vision. Her words offer an honest look at the barriers that can arise, the adjustments that may truly help, and the power of clear, respectful communication.

From your perspective, what are some common workplace challenges people with low vision may encounter in different job settings?

• Unconscious bias – negative connotations or assumptions based on outdated limiting beliefs around the capability of people with low vision.
• Awareness – people may not know you have low vision or may know you have low vision but are not sure what you can and can’t see, so don’t know how best to support. They may not know about eye conditions or know anyone who has an eye condition.
• Social isolation – people can become awkward around people with low vision, unintentionally excluding them from conversations or activities.
• Physical access – poor lighting, lack of tactile markers, and inaccessible layout of rooms can present unnecessary but easily fixed challenges.
• Digital access – some apps and programs aren’t designed with accessibility in mind and people with low vision can encounter barriers accessing things this way.

What types of simple adjustments or accessibility features are generally helpful for people with low vision in the workplace?

The following are typical examples of some of the adjustments that a person with low vision might require in the workplace. Of course, each individual will have their own preferences. Always speak to the employee directly to find out exactly what it is that they need rather than assuming based on generalisations.

In your experience, what are some effective ways employees can explain their access needs to a manager or colleague?

Before you start your role, have a meeting with your manager to discuss what it is that you need to be able to do your job effectively. Explain any resources available to them for example, Job Access. If you feel comfortable, invite your manager to ask curious, kind questions so that any pre-existing assumptions can be challenged. Use this as an opportunity to connect with your new manager and explain how you can complete your job effectively in a way that works for you. Share resources to support the learning journey for your employer.

If you acquire your low vision during employment, organise a meeting with your manager to discuss what it is that you need to continue undertaking your role effectively. Complete assistive technology training or make adjustments with the support of organisations like SeeWay. Protect your mental health – learning about a life changing diagnosis comes with many challenges and it can take time to adjust. Speak to your employer about supports available to you such as the Employment Assistance Fund or lean on organisations like SeeWay who can help you with access to professional mental health support. Share resources to support the learning journey for your employer.

There is no single right way to support someone with low vision at work because every person, role and workplace is different. Positive change is shaped when accessibility is part of everyday practice – not treated as a special request.