Accessibility Barriers and Perceptions Impacting the Career Mobility of Blind and Low Vision Software Professionals

Core Concepts

Accessibility barriers in software development tools and workplace practices, as well as perceptions of colleagues and self-perceptions, impact the career mobility of blind and low vision software professionals.

Abstract

This study examines the factors that affect the career mobility of blind and low vision software professionals (BLVSPs). The researchers conducted semi-structured interviews with 26 BLVSPs to understand their experiences.
The key findings are:

Technical Challenges: Software development tools, hardware, and collaborative practices often have accessibility and usability issues for BLVSPs, hindering their full participation in meetings and collaborative work. This can negatively impact their ability to demonstrate their skills and progress in their careers.

Perceptions of Colleagues on BLVSPs: Ableist assumptions and misunderstandings about the capabilities of BLVSPs held by their sighted colleagues can undermine their career mobility. BLVSPs have to actively advocate for themselves to counter these perceptions.

Perceptions of BLVSPs about Management Roles: Some BLVSPs perceive management positions as more challenging due to the accessibility issues in meetings, while others see management as more feasible. These differing perceptions impact their career path choices.

Accessibility Investment: BLVSPs invest significant time and effort to make their existing roles accessible. This can lead to a reluctance to change positions within or across organizations, as they do not want to lose the accessibility they have built up.

The study highlights the need for more accessible software development tools, inclusive workplace practices, and representation of BLVSPs in management positions to foster their career mobility.

Stats

"If you're barred from participating in the meeting and people don't know who you are, or you can't assert influence, you just become a quiet person in the corner... I can see that being a direct barrier to advancement." (P18)
"Usually, it's somebody with a disability in charge of accessibility... I don't know how much of that is people just want to be able to say, 'We have somebody with a disability in charge of our accessibility department.'" (P12)
"Everything I do requires extra time... the extra time could take different forms. A lot of times the extra time is baked into me having sat for hours, weeks, months, years, really setting up tools and environments that I can use to make the footing a little more equal..." (P4)

Quotes

"If it's a bit challenging for you to let your team and your organization know about the challenges that you are facing, then it might get a bit tricky getting those promotions or going up the hierarchy." (P20)
"I think maybe more people would be conscious of not being so visual-heavy if I were the director, right? I think the smart people would be trying to get their point across and maybe not be as dependent on graphs if they know I can't see graphs." (P12)
"The longer you've been in a position, the more accessible it potentially becomes because you have the tools and you have the resources that you've already built up." (P12)

Key Insights Distilled From

Understanding the Career Mobility of Blind and Low Vision Software Professionals

by Yoon... at arxiv.org 04-29-2024

https://arxiv.org/pdf/2404.17036.pdf

Deeper Inquiries

How can software development tool vendors better incorporate accessibility into their product design and development processes?

To improve accessibility in software development tools, vendors should prioritize inclusivity from the initial design phase. This can be achieved by involving BLVSPs in the design and testing process to ensure that the tools are usable for individuals with visual impairments. Vendors should also adhere to accessibility standards such as the Web Content Accessibility Guidelines (WCAG) to guarantee that their products are accessible to all users. Additionally, providing training and resources to developers on designing for accessibility can help embed accessibility considerations into the development process. Regular accessibility audits and user testing with BLVSPs can also help identify and address any accessibility barriers in the tools.

What organizational policies and practices could help address the ableist perceptions and biases that BLVSPs face in the workplace?

Organizations can implement several policies and practices to address ableist perceptions and biases faced by BLVSPs in the workplace. Firstly, creating a culture of diversity and inclusion through training and awareness programs can help educate employees on the challenges faced by BLVSPs and promote empathy and understanding. Encouraging open communication and feedback channels can also provide BLVSPs with a platform to voice their concerns and experiences. Additionally, implementing mentorship programs and career development opportunities specifically tailored for BLVSPs can help support their career growth and advancement. Lastly, holding individuals accountable for discriminatory behavior and fostering a zero-tolerance policy towards ableism can help create a more inclusive work environment for BLVSPs.

What lessons can be drawn from the experiences of BLVSPs in management positions to inspire and support more BLVSPs to pursue leadership roles?

The experiences of BLVSPs in management positions highlight the importance of self-advocacy, perseverance, and strategic communication in navigating the workplace as a visually impaired individual. These individuals have demonstrated that by advocating for themselves, building relationships with colleagues, and showcasing their skills and expertise, they can overcome ableist perceptions and excel in leadership roles. To inspire and support more BLVSPs to pursue leadership positions, organizations can provide mentorship programs, leadership training, and opportunities for visibility and recognition. By showcasing successful BLVSP leaders and creating a supportive and inclusive environment, organizations can empower more visually impaired individuals to pursue and thrive in leadership roles.