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National estimates in Canada indicate that only 32% of persons with vision loss are employed and many of those that do work are underemployed [1] Part of the difficulty with finding and retaining work, as well as the need to settle ‘for second best’ in order to become employed, relates to the lack of suitable technology within workplaces, a lack of knowledge of how to interact with employees with vision loss, and a belief that employees with vision loss are potentially more costly, less productive, and more troublesome [2]. Lack of access to the knowledge and support needed to facilitate ongoing needs of workers with vision loss often also results in persons with vision loss being let go as work tasks or processes change. For employers, this lack of know-how continues to be the main barrier to hiring and retaining persons with vision loss and for persons with vision loss it often leads to a cycle of short-term employment followed by long periods of unemployment [3]. There are several important consequences to the current situation. Employers lose out on the opportunity to hire potentially effective, loyal, and productive workers, even as the quality and availability of adaptive technology is improving and its cost is decreasing. The pattern of chronic or intermittent unemployment of persons with low vision also perpetuates a reliance on public support and reinforces public policies that discourage seeking and accepting employment. For example, those who work part-time or contractually while on social assistance receive a claw back on not only their income support but to their medical benefits; this forces individuals to choose between seeking gainful work and maintaining health coverage [3]. Additionally, education on what coverage is available to participants working while receiving social assistance can be inaccessible to locate, as many of the forms and documents related to social assistance are not available in a format a person with vision loss can read [3]. As a result there is greater public economic burden as a consequence of persons remaining on social assistance when they could be employed [4]. One way to address the hiring and retention dilemma is to provide access to employment counselors and job coaches, who can play a role in assisting both those with vision loss and employers. Counselors can assist persons with vision loss in finding employment opportunities, determining the optimal timing for disclosure, and developing strategies for overcoming barriers involved in getting to and from work and in carrying out work-related duties. Counselors can also gain expertise by collaborating with employers who have been suc-

Work transition tip: Work Seeking and Retention Issues: Strategies for Persons with Vision Loss