What occupational health and HR teams can learn from well-intended adjustments that missed the mark
By Dan Morgan-Williams, Founding Director of Visualise Training and Consultancy
Introduction
Most workplace adjustments for disabled staff are made with the best intentions. But good intentions don’t always lead to good outcomes.
This article explores real-world examples of well-meaning but ineffective or inappropriate adjustments made for staff with visual or hearing loss — and how they could have been done better.
For occupational health professionals and HR teams, these stories offer vital lessons on why consultation, specialist input, and employee voice matter more than assumptions or templates.
‘They gave me a bigger monitor. I’m blind!’
One employee with severe sight loss described being given a large-screen monitor as an adjustment, despite being a screen reader user.
“They said it would help me see better. But I don’t see at all. I needed speech software.”
Lesson: Always ask what the individual uses and needs. Bigger isn’t always better — especially when the issue isn’t visual acuity but visual function.
‘They bought me a fancy headset — but no one told my team I was deaf.’
An employee with moderate hearing loss was given a noise-cancelling headset and expected to reintegrate into fast-paced calls.
“The tech was fine. However, no one adjusted how they spoke to me. I still missed everything.”
Lesson: Adjustments must be both cultural and technical. Peer and manager awareness is crucial to success.
‘They ticked the box, but didn’t solve the problem.’
A visually impaired administrator was given a magnification tool — but the system they used all day wasn’t compatible.
“They said, ‘We’ve done what OH recommended,’ but I still couldn’t do my job.”
Lesson: Implementing recommendations without testing in context can lead to false fixes. Always involve the employee in trials.
‘I got the equipment but no training.’
One employee received software to support their sight loss, but no guidance was provided on how to use it.
“It sat on my desktop for months. I was too scared to admit I didn’t know how to use it.”
**Lesson:** Equipment without training can be disempowering. Build in time and support for onboarding.
‘I didn’t want what they gave me — I wanted to be asked.’
Multiple staff shared variations of the same story: adjustments made without their input.
“They assumed I needed help. But I was coping — I just needed one small change.”
**Lesson:** Never assume. Even with the same condition, people need different things. Involve the individual every step of the way.
What OH and HR Can Do Differently
– Treat each employee as an expert in their own experience
– Use adjustments as a conversation, not a transaction
– Refer to specialist assessors when unsure
– Include training and support as part of the plan
– Revisit adjustments regularly to ensure they still work
Final Thoughts: Good Intentions Need Good Information
No one sets out to fail their disabled colleagues — but assumptions, shortcuts, and lack of lived experience can turn support into a setback.
By learning from what hasn’t worked, OH and HR teams can ensure future adjustments truly enable success — not just satisfy procedure.
Take Action
If you’re unsure whether an adjustment will work, don’t guess. Visualise Training and Consultancy offers lived-experience-led assessments and training to ensure that well-meaning support leads to genuine inclusion.
To learn more and make a referral, visit our Workplace Assessments page.