Back in the late 1980s, when Maura Mazzocca was a human-resources administrator with a Boston-area firm, a blind man showed up to apply for a job. Today, she remembers the encounter ruefully.
“What I kept thinking about was, ‘How can this man work in a manufacturing company?’” Mazzocca recalled, saying she looked past his abilities and saw only his disability.
“I wish now I’d given him a chance.”
That reflectiveness is heartfelt. Mazzocca lost her own eyesight in 1994 through complications related to diabetes. Now as a job seeker herself, she knows firsthand the many hurdles the blind must overcome in pursuit of full-time work.
At a job fair last month for blind and low-vision people, she was going table to table, with a sighted volunteer by her side. Some of the other 80 job seekers carried white canes; a few had guide dogs.
Like the rest, Mazzocca was greeted with firm handshakes and encouraging words — but none of the employers she spoke with had job openings matching her interests and qualifications.
The venue was the former Radcliffe College gymnasium where Helen Keller exercised en route to becoming the first deaf/blind person to earn a bachelor of arts degree in 1904. Over the ensuing decades, Keller helped increase public awareness of blindness and empathy for those affected by it.
Yet blind people remain largely unwanted in the U.S. workplace, despite technological advances that dramatically boost their capabilities. Only about 24 percent of working-age Americans with visual disabilities had full-time jobs as of 2011, according to Cornell University’s Employment and Disability Institute.
“There’s a lot of stigma, a lot of obstacles,” said Mazzocca, 51. “It comes down to educating employers. ... It’s going to take a really long time, if ever, for them to see us for who we are and what we bring to the table.”
What they bring, according to national advocates for the blind, is a strong work ethic, plus deeper-than-average loyalty to their employers. That’s in addition to whatever talents and training they bring, just like any other applicant.
In the current economy, good jobs are hard to come by for anyone, even the sighted. But the blind face added challenges. Even employers professing interest in hiring blind people often don’t follow through out of concern that they might be a bit slower with key tasks or require assistance that could be burdensome.
In some cases, said Mazzocca, who has held professional jobs since she lost her sight, “They’re thinking, ‘What if I have to fire them? Will they sue me?’”
Many national and local organizations are working hard to change the equation, through a mix of outreach to employers, training and counseling for job seekers, and support for technological development. Though sometimes costly, there now are myriad devices and technologies that can convert computer text or printed pages into Braille or spoken words.
Still, the steadiest sources of jobs for many blind people are nonprofit organizations with missions related to blindness and other disabilities.
Among them is National Industries for the Blind, a network of 91 nonprofit agencies that collectively employ about 6,000 blind people. It recently conducted a survey of 400 hiring managers and human resource executives across the U.S.
The survey found 54 percent of hiring managers said there were few jobs at their company that blind employees could perform, 45 percent said accommodating such workers would require “considerable expense,” 42 percent said blind employees would need someone to help them on the job, and 34 percent said they were more likely to have work-related accidents than sighted employees.
“We’re having to deal with lots of misconceptions and myths,” said Kevin Lynch, CEO of National Industries for the Blind. “From that standpoint, the study was clearly disappointing, but it gives us the opportunity to find a way forward.”