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What kind of jobs do blind people have? Blindness EDU

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盲人记者杨青风-千龙网·中国首都网

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杨青风先天性双目失明，2006年，他接触到公益机构"一加一"，加入盲人广播节目培训班，学习了两年的广播制作，在通过普通话等级考试后，他成为"一加一"视障人声音工作室的一员。

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Through Your Eyes : The travelling adventures of a blind journalist

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What Kinds of Jobs do People Who Are Blind or Visually Impaired Do?

A common question the Lighthouse's Employment Services Department gets is what types of jobs can people who are blind or visually impaired do? I too get this question from curious individuals, who are in awe when I tell them about my work at The Chicago Lighthouse as a radio producer and development assistant. Today's technology, as well as using different adaptations, allows people with vision loss to do just about any job you can think of. The following list, although not exhaustive, is meant to give a general idea of the different careers and jobs done by people who are blind or visually impaired

Teachers, college professors and guidance counselors

Social workers and psychologists

Doctors, nurses and occupational and physical therapists

Masseuses and chiropractors

Rehabilitation teachers and counselors

Customer service representatives

Restaurant and store workers

Factory workers

Freelance writers, journalists and TV and radio broadcasters

DJs and musicians

Attorneys, judges and politicians

Executive directors and managers

Coaches and athletes

Authors and motivational speakers

Chefs

Architects

Researchers, engineers and scientists

Artists and photographers

Just like people with sight, individuals who are blind or visually impaired have different interests and skillsets. For a long time, the unemployment rate among people with vision loss has been over 70 percent, and it is due in large part to the numerous misconceptions that still exist. Thanks to equipment like screen-reading and magnifying software, Braille displays and various other tools, people with vision loss can hold different jobs. When employers have doubts about how we will accomplish a certain aspect of the job, chances are we have already given careful thought to it and come up with solutions.

If you would like to learn more about the different jobs done by people who are blind or visually impaired, visit the American Foundation for the Blind's CareerConnect website. The site provides different resources and other information for job seekers with vision loss. It also includes blog posts from successful professionals who are blind or visually impaired. You can also read our popular post about the top 5 benefits of hiring employees who are blind or visually impaired.
Sandy Murillo works at The Chicago Lighthouse, an organization serving the blind and visually impaired. She is the author of Sandy's View, a bi-weekly Lighthouse blog about blindness and low vision. The blog covers topics of interest to those living with blindness and vision impairments. Being a blind journalist and blogger herself, Sandy shares her unique perspective about ways to live and cope with vision loss.

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What Kinds of Jobs do People Who Are Blind or Visually Impaired Do?

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A common question the Lighthouse's Employment Services Department gets is what types of jobs can people who are blind or visually impaired do? I too get this question from curious individuals, who are in awe when I tell them about my work at The Chicago Lighthouse as a radio producer and development assistant.

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Blind Journalists Create Strong Voice with Radio Station

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许琳 许琳基本情况 许琳社会兼职 许琳研究方向 许琳科研情况 许琳授课情况

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许琳（西北大学教授）_百度百科

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许琳，女，中华人民共和国公民，西北大学教授。在高校任教30年，从事社会保障与社会政策研究20年，目前主要讲授社会保障理论、社会保障学导论、弱势群体社会保障专题研究等课程。...

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纪录片 | 盲人不按摩 Blind Choice | 2015 | 万青Wan Qing

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根据2006年进行的第二次全国残障人抽样调查数据推算，中国目前视力残障人为1233万，占全国残障人总数的14.86%。然而长期以来，视障群体的可读图书却只限于课本，有限的专业书籍，以及少量的其他读物。相对于我国每年数以万计的图书出版量，可供视障群体阅读的图书少之又少，严重限制了这一群体的阅读需求。 ...

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Image

Credit Credit Illustration by James Graham

The Work Issue

Most companies say they want to attract a diverse workforce, but few deliver. The only solution may be a radical one: anonymity.

Credit Credit Illustration by James Graham

A few years ago, Kedar Iyer, an entrepreneur in Silicon Valley, became acutely aware of a problem in his industry: A surfeit of talented coders were routinely overlooked by employers because they lacked elite pedigrees. Hiring managers, he thought, were too often swayed by the name of a fancy college on a résumé. To try to address the problem, he created a software company called GapJumpers, working with employers to create challenges for applicants that mimicked what people would do on the job. Companies using GapJumpers wouldn't see candidates' résumés, just their names, photographs and test results. In theory, this process would shift employers' focus from résumés to skills. Then, two years ago, he came across an idea that caused him to rethink his business.

In the 1970s, symphony orchestras were still made up almost exclusively of white men - directors claimed they were the only ones qualified. Around that time, many began to use a new method of hiring musicians: blind auditions. Musicians auditioned behind screens so the judges couldn't see what they looked like, and walked on carpeted floors so the judges couldn't determine if they were women or men - the women often wore heels. The Boston Symphony Orchestra pioneered the practice in 1952, and more orchestras began using it after a high-profile racial discrimination case was brought by two black musicians against the New York Philharmonic in 1969. Researchers from Harvard and Princeton took notice and studied the results; they found that blind auditions increased the likelihood that a woman would be hired by between 25 and 46 percent. In fact, with blind auditions, women became slightly more likely to be hired than men. Confident that they would be treated fairly, female musicians started applying in greater numbers.

GapJumpers was already working from the insight that, like musicians, coders created something that could easily be evaluated by their peers. But Iyer realized from the study that employers didn't need to see prospective employees' faces, or even learn their names. Eventually, they would have to meet, but by keeping the process blind for as long as possible, Iyer figured he could help reduce bias. And, besides, he was already working with the best tool for masking identity in the history of humankind: software.

For anyone, finding a job in Silicon Valley can be a mysterious and befuddling process. Google used to routinely conduct 25 interviews over the course of six months before settling on a candidate. They also asked all applicants, no matter their age, for their SAT scores. And the questions they posed to interviewees were strange enough to warrant pop-culture parody. In ''The Internship,'' Vince Vaughn and Owen Wilson's characters are asked during a Google interview: ''You're shrunken down to the size of nickels and dropped to the bottom of a blender. What do you do?''

Google likes to hire people who possess something it calls Googleyness, an amorphous measure of how well they will fit in. It's not easily defined, but it includes things like enjoying fun and - appropriately - coping well with ambiguity. This emphasis on ''culture fit'' isn't unique to Google; it seems to have spread across industries as work hours have lengthened and eaten into our leisure time, and as offices, especially in the valley, have further blurred the distinction between work and leisure. What a candidate might be like in a conference room at 10 a.m. has become almost as important as what he'd be like playing Ping-Pong after a few beers from the office kegerator.

It should come as no surprise that hiring for culture fit can be self-reinforcing. In 2014, Google for the first time released data on the makeup of its employees, revealing the sort of work force its recruitment strategy yields. Only 2 percent of its employees were black, and 3 percent were Latino. Seventy percent were men. And, as at most tech companies, Asian-Americans made up a disproportionately large share of employees. Google has claimed, like many companies across all industries, that the problem is not entirely of its own making, but far upstream: There simply aren't enough qualified women and minority candidates applying.

There is some truth to this. The '' pipeline '' of qualified applicants is not representative of society as a whole - in many fields, there are disproportionately more white and Asian people graduating with elite degrees. But that still does not account for the sizable gap between the number of minority students graduating with the qualifications to work in highly skilled jobs and the number who are hired. Nearly 9 percent of graduates from the top 25 undergraduate computer science programs come from underrepresented minorities (black, Latino and Native American), according to Education Department data analyzed by Maya A. Beasley, associate professor of sociology at the University of Connecticut. But those groups make up less than 5 percent of the work forces at Google and other prominent tech companies. Underrepresented minorities account for 16 percent of law-school graduates, Beasley found; but, according to the National Association for Law Placement, they make up just 8 percent of newly hired associates and 4 percent of partners.

''The pipeline argument can be wiped out with basic statistics,'' Beasley says. ''The number of people graduating from top schools is just enormous, so you have to think, What could these companies do wrong to not get them?''

One answer is that companies rely too much on flawed human judgment when they recruit. Despite the digitization of job listings, human-resources departments have not changed much from the analog days. And, according to decades of research on the topic, humans just aren't that good at hiring. A study of top banking, law and consulting firms found that similarities in things like leisure activities and personality were the most important factor in their evaluation of candidates. Hiring now resembles choosing a romantic partner more than an employee, says Lauren Rivera, an associate professor of management and sociology at Northwestern and the author of the study.

This tendency can be particularly pernicious when it comes to race, as a landmark 2003 study showed. Researchers from the University of Chicago and M.I.T. created phony résumés with the same qualifications, giving half of them black-sounding names (Lakisha Washington and Jamal Jones) and the other half white-sounding names (Emily Walsh and Greg Baker). Those with ''white'' names received 50 percent more callbacks for interviews than those with ''black'' names. A 2015 study followed up on this, and found that candidates with black-sounding names from elite universities did only as well as those with white-sounding names from less-selective schools. Other recent studies have found that applicants who are Muslims, ex-offenders, mothers, disabled or gay are also less likely to be called back, even if the employers swear they want a diverse work force and believe they're doing everything in their power to create one.

To try to combat these biases, Iyer and his co-founder Petar Vujosevic devised a way to screen job applicants without showing employers any biographical information. GapJumpers and its client create a list of skills required for the job, then design a relevant test that the applicant completes online. The first piece of information the hiring company sees is applicants' scores, and, based on those, it selects candidates to interview. Only then does it see their names and résumés.

GapJumpers has conducted more than 1,400 auditions for companies like Bloomberg and Dolby Laboratories. According to the company's numbers, using conventional résumé screening, about a fifth of applicants who were not white, male, able-bodied people from elite schools made it to a first-round interview. Using blind auditions, 60 percent did. ''Employers say, 'If you can show me your skills in this role, I am willing to interview you, regardless of where you come from, what you look like or who you are,' '' Iyer says. A new study from Harvard Business School backs up this line of reasoning. It found that when service-sector employers used a job test, they hired workers who tended to stay at the job longer - indicating that they were a better match. When employers overruled the test results to hire someone for more subjective reasons, the employees were significantly more likely to quit or be fired.

GapJumpers is just one of a handful of Silicon Valley start-ups peddling technological fixes for hiring practices. Gild, for example, has proprietary software that finds candidates based on code they have published online and strips out biographical information before recommending them to employers. Textio, a start-up with clients that include Starbucks and Microsoft, scans job listings and highlights language that data have shown to turn off certain candidates. For example, saying a job requires a ''rock star'' will draw more men than women; saying it requires a ''passion for learning'' attracts more women than men. Textio's research has found that while most people dislike corporate jargon - ''synergy,'' ''push the envelope'' and so on - applicants who are not white dislike it even more and are less likely to respond to job listings that use that sort of language.

At Google, interviewers now use standardized questions, mostly abandoning the brainteasers, according to Laszlo Bock, its head of people operations - the Google term for H.R. They stopped asking for SAT scores, a practice that research has shown underestimates the college performance of women and minority students. They have tried to build diversity into the definition of ''Googleyness,'' like whether someone has taken an interesting life path or solves problems in a different way. Google says it is hiring more black and Latino employees these days, but this increase has yet to affect its diversity numbers.

Silicon Valley is in many ways an odd place to be at the forefront of the solution to the problem of corporate homogeneity. Its work force is strikingly uniform: The diversity numbers from Facebook, Twitter, Microsoft, Yahoo and other companies look no better than Google's. But it's also one of the few industries in which even the biggest companies are young and nimble enough to quickly change the way they do business, and one that desperately needs more qualified workers.

Workplace practices that start in Silicon Valley often spread to other industries - like open office arrangements, and yoga classes. Despite its reputation today, the tech industry could one day become a model for other industries. If so, the American workplace could soon look less like the people who are doing the hiring and more like the people graduating with the skills to join it.

Claire Cain Miller is a writer for T he Upshot, the Times site about politics, economics and everyday life.
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The Work Issue Most companies say they want to attract a diverse workforce, but few deliver. The only solution may be a radical one: anonymity. Credit Credit Illustration by James Graham A few years ago, Kedar Iyer, an entrepreneur in Silicon Valley, became acutely aware of a problem in his industry: A surfeit of talented coders were routinely overlooked by employers because they lacked elite pedigrees.

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Leading companies and universities are being asked to remove names from application forms in an effort to stop "unconscious bias" against potential recruits from black and ethnic minority backgrounds. But how does "name-blind" recruitment work?

In 2012, Jorden Berkeley, a black university graduate from London, said a careers adviser had told her to use her middle name - Elizabeth - on her CV. Some of her friends had been urged to "whiten" theirs "by dropping ethnic names or activities that could be associated with blackness".

Research done in the US suggests that bias can be significant. The National Bureau of Economic Research released a paper entitled Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. It found that: "Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback."

A study, carried out in France, found that people with "foreign-sounding" north African names were less likely than others to receive a response from companies' recruiting staff.

Another study of the Russell Group of leading UK universities by Vikki Boliver, senior lecturer in sociology at Durham University, suggested 36% of ethnic minority applicants from 2010 to 2012 had received places, compared with 55% of white applicants.

Following such findings, Prime Minister David Cameron has announced that Ucas, the UK's university admissions service, will carry out "name-blind" applications from 2017. The same will apply for graduate, apprentice-level and some other applications for organisations including the civil service, BBC, NHS, local government, KPMG, HSBC, Deloitte and Virgin Money.

The answer

Individuals' names are removed from application forms

This is intended to overcome ethnic bias by companies and universities

Names are no longer to be seen by recruiters, but other indicators of background, such as address and school, will still be included.

Research suggests a person's gender, as demonstrated by the name given, can also have an influence. In one study, US universities seeking a laboratory manager were handed CVs randomly headed with male or female names. They were seen to rate applicants assigned a "male" name as "significantly more competent and hireable".

The government's announcement is "definitely not a solution" to some of the "biases" recruiters exhibit, says Boliver, although it "may help some".

Ucas has found no ethnic bias in university acceptance rates, after taking into account applicants' predicted A-level grades and the popularity of their chosen degree course and institution.

But Boliver is calling for Ucas to use all students' responses when working out its statistics. Currently only the details of those who explicitly agree to this are included. But Ucas argues that this could still undermine trust in its data-collection.

The study of the effect of name-blind applications is in its infancy, but the government says they are "likely to spread more widely", moving to much of the private sector in the next few years.

The law firm Clifford Chance last year removed references to applicants' universities, to overcome what it felt was a perceived bias towards those from Oxford and Cambridge.
What's in a name? Samuel, 18, was born Dolapo
"But the reality is that people carrying out interviews, at the next stage on from applications, are humans," says Azmat Mohammed, director general of the Institute of Recruiters. "The thing is for them to be able to analyse their own biases. Everybody has them and businesses are working to address this issue."
Reporting by Justin Parkinson and Maisie Smith-Walters Subscribe to the BBC News Magazine's email newsletter to get articles sent to your inbox.
If I'm being honest, I decided to go by Samuel in Year 4 because people massacred the pronunciation of Dolapo. Once I had done that I realised that I was even more confident with making friends and, later on, applying for work placements etc. I now had a "pronounceable" name. But, besides all that, I felt like I was "normal" now that I had a name "like everyone else". Having the name Samuel as opposed to Dolapo has possibly been more beneficial for me. For example, I live in a neighbourhood full of old white people and I've noticed that I am, perhaps subconsciously, more approachable to some of my older white neighbours because I have a name that they are familiar with. Fortunately, I haven't been a victim of discrimination in the context of applying for jobs. But, for one of my future potential employers, my surname might still cause them to judge whether or not I get a job arbitrarily.

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Leading companies and universities are being asked to remove names from application forms in an effort to stop "unconscious bias" against potential recruits from black and ethnic minority backgrounds. But how does "name-blind" recruitment work? In 2012, Jorden Berkeley, a black university graduate from London, said a careers adviser had told her to use her middle name - Elizabeth - on her CV.

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大数据背景下的河北省残疾人就业分析 - 中国知网

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积极福利视角下的残疾人就业创业路径研究 - 中国知网

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钉钉公益摄影展，呼吁给予视障群体平等就业机会 --那道光，温暖了这个寒冬

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阿里钉钉《光》主题摄影展， 带你走进他们的故事......

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失焦：中国视障群体社会生活特写

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残联公布的最新视障人口统计数据仍停留在2006年--1731万。1731万之于中国，意味着每一百个人中就有一个盲人。他们，就是那看不见的百分之一。 ...

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【特写】逃离按摩院后：视障人士在IT公司|界面新闻

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到这里来的视障人士，拥有不同的籍贯、履历和想法，归根结底，他们都怀有相同目的：逃离按摩院。从失明后写好的命运逃离，从盲人就业的唯一范本逃离，从无选择的状态中逃离。但是这家IT公司也不能给他们提供永恒的保障。

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star in your eyes

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纪录片《眼底星辰》 完整版 首部中国盲人多元就业文化纪录片娱乐视频，纪录片《眼底星辰》 完整版 首部中国盲人多元就业文化纪录片高清视频在线观看

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纪录片《眼底星辰》 完整版 首部中国盲人多元就业文化纪录片

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纪录片《眼底星辰》 完整版 首部中国盲人多元就业文化纪录片是娱乐类高清视频，于2017-03-28上映，视频画面清晰，播放流畅，内容质量高。视频主要内容：。。