The Office of Disability Employment Policy (ODEP) was created in 2001 to administer the National Disability Employment Awareness Month (NDEAM) and promote its annual themes under the U.S. Department of Labor. NDEAM began in 1945, and this year marks the 80th year of observance; the NDEAM 2025 theme is “Celebrating Value and Talent.”
Creating Positive Answers to Negative Questions
As a person who is blind or low vision, how many times have you heard, “You are blind and therefore you cannot…” in spaces when all it takes is an alternative means of accomplishing a task? How do we create and cultivate accessible design to support participation? How do we foster a sense of belonging? As we celebrate National Disability Employment Awareness Month (NDEAM), let’s reimagine what it would take to shift from a deficit viewpoint of “cannot” to one of “can” that honors the value and talent blind and low vision workers bring to the workforce.
Skills of Blind and Low Vision Employees
In addition to skills and talents unique to each individual’s strengths and personality, blind and low vision workers can often contribute skills like creative problem-solving. They possess unique insight on adaptability, flexibility, out-of-the-box solutions, and resilience. These are skills often used in daily life to navigate transportation, access issues, and life in general.
How Employers Can Help
Organizations can create an accessible and inclusive workplace by showcasing and supporting disabled talent. One way to begin is by rethinking accessibility in hiring practices. This includes making sure the technology used for applications and interviews is compatible with assistive technology, providing video, phone, or text-based options for everyone. Doing so allows a blind or low vision applicant to use screen enlargement, a screen reader, or a refreshable braille display. In addition, employers should also include a contact person so applicants know how to request accommodations.
Welcoming and affirming language is another key practice. For example, employers might state, “We value the talent that each person brings and understand that barriers to access may exist. We invite you to request accommodations by…” Such language sets the tone for inclusivity and encourages applicants to feel supported.
During interviews and in written communication, employers should remain curious and ask all candidates questions about how they accomplish tasks. This approach opens the door for blind or low vision candidates to share how they can succeed on the job. They may provide insight on assistive technology, alternative formats, strategies, or optimal lighting for a workspace.
Finally, just like any other candidate, blind or low vision applicants should be prepared to highlight their strengths, knowledge, skills, and the value they can add to the organization.
Foster an Inclusive Culture
Building an inclusive workplace goes beyond accessible hiring practices. Employers should also foster a culture where disabled employees feel valued, supported, and celebrated. Here are some ways to promote inclusivity:
- Celebrate success stories and leadership roles held by disabled employees.
- Use internal communications, social media, and events to highlight achievements—without focusing solely on the disability.
- Honor the lived experiences of disabled people by uplifting their voices and including them in decision-making. Remember the principle: “Nothing about us without us.”
- Amplify the message that companies leading in disability inclusion often see higher revenue, net income, and productivity.
- Promote the idea that accessibility frequently leads to innovations that benefit all employees and customers.
In conclusion
NDEAM is an opportunity to spotlight the value and talent that blind and low vision workers bring to the workforce. It is a chance to recognize that blindness or low vision does not mean reduced productivity or limited capability, but rather an equal opportunity to work and contribute—just like nondisabled people—as part of the world of employment. Ultimately, it is a reminder that inclusion and accessibility empower everyone to thrive together.
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