I’m an employer. How do I make the interview process fair for someone with sight loss?

Interviewing a blind or partially sighted person can be daunting for the interviewer as well as the interviewee.  But there are some things you can do to help things run smoothly and ensure the process is fair.

  • Once you have shortlisted, you should ask applicants if there is anything they need in order to give them a fair interview. If they do need something, they should tell you at this stage so you can make reasonable adjustments. They might ask for extra time if the interview has a written component, such as a test, or for test material to be provided in large print. Access to Work can pay for this. You can only be expected to make reasonable adjustments to the interview process if the applicant tells you about their disability.
  • Don't make assumptions. For example, not all blind people read braille and not all partially sighted people like a brightly lit room. Needs will vary from person to person, so make sure you ask the candidate if they require any adjustments.
  • Ask if the lighting level is suitable, or if the person wants to move towards or face away from a window.
  • Keep the room free of clutter and obstacles, particularly on the floor.
  • Offer to guide the candidate to the interview room and within the building.
  • Focus on the candidate's abilities, rather than their sight loss. They should be able to explain how they go about completing tasks and getting things done.

Further information can be found on our Employing blind and partially sighted people web page.

Did this answer your question?

Related questions

Brought to you by