By Daniel Morgan-Williams, Founding Director of Visualise Training and Consultancy – written from both personal and professional experience.
1. You Are Not Alone
If you have a visual impairment or hearing loss, navigating the workplace can feel exhausting. Whether you were born with your condition or acquired it later in life, you might feel like speaking up about your needs will make you stand out, seem difficult, or even risk your job. These fears are real — and you’re not the only one feeling them. Many people stay silent because they’re unsure what to ask for, worry about being judged, or have had bad experiences in the past. This guide is here to remind you: you are not alone, and support is not just possible — it’s your right.
2. Why It’s Hard to Speak Up
Some people with sensory loss spend years masking their challenges at work. They develop coping strategies, avoid specific tasks, or work twice as hard to keep up. They may fear that disclosing their condition will lead to pity, exclusion, or assumptions about their ability. Others don’t know what they’re entitled to, or how to start the conversation. This silence can be emotionally exhausting. The truth is: adjustments exist to help you do your job more effectively, not to give you special treatment.
3. Understanding Your Rights
Under the Equality Act 2010, if you have a disability, your employer is legally required to make ‘reasonable adjustments’ to support you at work. This includes visual impairments and hearing loss. These adjustments could be physical, such as the use of specialist equipment, or non-physical, such as changes to working hours or the format of meetings. You don’t need to ‘prove’ anything beyond your experience. You are not asking for favours — you are asserting your legal right to equal access and inclusion.
4. What Reasonable Adjustments Might Look Like
– Screen readers, large monitors, or magnification software
– Assistive listening devices, captioning in meetings, or visual alarms
– Flexible working hours or phased returns
– Quiet rooms or acoustic panels for better sound clarity
– Time off for disability-related medical appointments
– Alternative formats for documents (e.g. large print, audio)
You are entitled to ask for these without using annual leave or worrying about seeming inconvenient.
5. How to Ask for Adjustments (With Templates)
If you’re ready to speak up, you don’t need to have all the answers — just your experience. Here’s an example of what to say:
📧 Email Example:
Subject: Request for Reasonable Adjustments
Dear [Manager’s Name],
I want to discuss some reasonable adjustments that could support me at work due to my [visual impairment/hearing loss]. There are a few areas where I’ve been facing challenges, and I think a workplace assessment could help us find some practical solutions. Please let me know when we could have a conversation about this.
Kind regards,
[Your Name]
If your manager doesn’t act, consider escalating the request to HR or your union. Keep emails polite but assertive.
6. What If You’re Afraid to Use Tools Like Canes or Hearing Aids?
It’s common to feel self-conscious about using a white cane, hearing aid, or screen reader at work. Many people avoid them to ‘blend in’, even when these tools would make work easier. But using assistive devices isn’t a sign of weakness — it’s a sign of resourcefulness. These tools allow you to work safely and confidently. Visibility does not mean vulnerability.
7. When You’re Tired of Asking
Trying to secure support in the workplace can be exhausting. You may feel like you’ve explained yourself too many times, only to be ignored. Some people leave their jobs out of frustration, even when they want to stay. If you’re exhausted, take a breath — you are not alone. A workplace assessment can help formalise your needs. You don’t have to fight this alone.
8. If Things Go Wrong
Most employers want to do the right thing, but some fall short of their goals. If your requests are ignored or dismissed, you have every right to act.
– Start with a written follow-up (email)
– Involve HR or your union rep
– Raise a formal grievance if necessary
– Seek advice from ACAS or an employment lawyer
You deserve support, and there are people and services available to help you obtain it.
9. Real Stories
✨ Sarah, admin assistant with hearing loss:
“Before I got a loop system and captions in team meetings, I felt lost. I wish I’d asked sooner.”
✨ Paul, retail worker with visual impairment:
“I didn’t want to use my cane. I was scared I’d be judged. But once I started using it, I stopped tripping — and started feeling in control.”
✨ Leila, teacher with dual sensory loss:
“I was close to quitting. However, a workplace assessment provided me with what I needed to stay. Don’t wait until burnout — ask now.”
10. Self-Reflection Checklist
– Do I feel safe and supported at work?
– Am I using annual leave for medical appointments related to my condition?
– Have I avoided asking for tools I know would help me?
– Am I working harder than others to keep up?
If you answered yes to any of these, it might be time to speak to your manager, HR, or a support service.
11. Know Where to Get Help
– ACAS: for free, impartial workplace advice
– Citizens Advice: for legal and employment rights
– RNIB, RNID: for condition-specific support
– Your union: for representation and advocacy
– Workplace assessors: for professional, practical solutions
12. Final Words from Daniel Morgan Williams
I’ve seen hundreds of people who stayed quiet about their sensory loss — not because they didn’t need help, but because they were afraid to ask. I’ve also seen how things can change when you do ask. You deserve to feel confident, included, and supported in your work environment. A workplace assessment can be a turning point, not a burden. If you’re unsure what to say, start small — but start.
13. Get in Touch
If you’d like to learn more about workplace assessments or discuss your situation, please don’t hesitate to get in touch. We’re here to help you feel confident and supported — and to remind you that you don’t have to do this alone.
Find out more at https://visualisetrainingandconsultancy.com/workplace-assessments