Championing Workplace Accessibility: Audrey Timmins' Story
08 Nov 2024
Published in: Member News
Recently, we had the opportunity to sit down with Audrey Timmins, a member of the expediting team here at Power Utilities Group, to learn more about her remarkable journey of being visually impaired and the challenges she has faced.
Audrey ensures that customers receive their orders on time, behind-the-scenes monitoring and chasing orders to ensure everything runs smoothly. However, while working at the company, Audrey faced an unexpected challenge that would test her resilience in ways she had never imagined—she experienced vision loss.
Navigating Challenges
When Audrey first learned about her visual impairment, she understandably felt a wave of fear and uncertainty. Questions about how she would perform her job and live her life flooded her mind. This daunting period of uncertainty presented significant challenges, but Audrey was not one to give up easily. With the support of the Royal National Institute of Blind People (RNIB), she embarked on a step-by-step process of adapting to her new circumstances. The RNIB assessed her workspace and identified tools and technologies that would help her continue to perform her role effectively.
Power Utilities Group played a crucial role during this period of adjustment. The company was quick to provide Audrey with the necessary equipment to continue her work. They supplied new technology, including ZoomText software, which enlarges text on her screen and reads it aloud. These resources have been instrumental in enabling her to carry on with her responsibilities.
Support and Adaptation
While the technology has been vital, Audrey acknowledges that the support from her colleagues and management has been equally important. They have demonstrated patience and understanding, providing a safety net that allowed her to focus on her work rather than on her limitations. Their willingness to clear pathways and offer assistance has made a significant difference in her day-to-day experience at the office.
Despite this support, Audrey’s journey hasn’t been without challenges. Everyday tasks that once felt second nature now required new approaches and tools. Initially worried about managing her responsibilities, she has adapted to her new routine thanks to the adjustments made in the workplace. Her colleagues do not treat her any differently, which she sees as a positive reflection of how well she has integrated into her role; it shows they view her for who she truly is—a capable professional, rather than just someone with a disability.
Insights for Businesses
Audrey’s experiences provide valuable insights for businesses looking to support employees who encounter unexpected changes in their abilities. Listening is crucial; employers should ask questions if they are unsure about what an employee needs, rather than making assumptions. Being patient is also essential, as the adjustment period can be challenging for many.
Fostering an inclusive workplace culture starts with open communication and understanding. Companies should create an environment where employees feel comfortable sharing their needs without fear of judgement or being overlooked. Making inclusivity a priority from the very beginning helps to embed it into the company culture.
Reflecting on the evolution of workplace accessibility, Audrey notes that while there has been significant progress, there is still room for improvement. Awareness and the provision of necessary tools for employees with disabilities have come a long way, but she advocates for more guidelines to support individuals with varying needs. There’s always more to learn about making the workplace accessible for everyone.
Personal Impact and Resilience
Audrey’s journey has also impacted her personal life in profound ways. When she first learned of her vision loss, her concerns extended beyond her job; she had concerns about how her life would change. Fortunately, she has a strong support system that has helped her navigate these challenges. Her husband has been incredibly supportive and patient throughout her journey.
Raising a daughter with vision loss has presented unique challenges and advantages. Although it’s a different experience compared to how her peers are raised, Audrey believes there are benefits to this dynamic. Her daughter has grown up with a greater understanding and compassion for people, enriching her perspective on the world.
For those facing similar challenges, Audrey encourages them not to be afraid to ask for help. There are always people willing to offer support. Fear should never hold anyone back from living their life and pursuing their career.
A Call to Action
Audrey’s story is one of resilience, adaptation, and the power of support. It serves as a powerful reminder that, with the right resources and a strong network of support, individuals can continue to thrive in their careers, even in the face of unexpected challenges.
As of 2023, approximately 21% of working-age adults in the UK identify as having a disability, yet only 53% of disabled individuals are employed, compared to 82% of non-disabled individuals. This significant employment gap highlights the urgent need for businesses to improve their support for disabled employees. Companies that actively implement inclusive practices can enhance job satisfaction and retention while benefiting from increased productivity and innovation.
Audrey's experiences underscore the importance of fostering an inclusive workplace culture that goes beyond mere compliance with legal obligations. It requires a genuine commitment to understanding and addressing the unique needs of each employee. Businesses can learn from her insights by prioritising open communication, encouraging self-identification of disabilities, and using data to make informed decisions about workplace accommodations.
By adopting effective disability inclusion strategies, companies not only create a more supportive environment for their employees but also tap into greater creativity and problem-solving abilities. Ultimately, prioritising accessibility in the workplace is not just a moral imperative; it's a strategic move that can lead to long-term success.
These sources provide a comprehensive overview of the current state of disability employment in the UK, as well as best practices for supporting disabled employees in the workplace:
- Office for National Statistics (ONS). (2023). Disability and Employment in the UK. Retrieved from ONS Website
- Department for Work and Pensions (DWP). (2023). Disability Employment Gap: September 2023 Report. Retrieved from DWP Website
- The Shaw Trust. (2023). Disability and Employment: The Facts. Retrieved from Shaw Trust
- Scope. (2023). Disability Equality: The Business Case. Retrieved from Scope Website
- Disability Rights UK. (2023). Employment and Disabled People: The Equality Act 2010. Retrieved from Disability Rights UK
- Business Disability Forum. (2023). Creating an Inclusive Workplace. Retrieved from Business Disability Forum
- The Employers Network for Equality & Inclusion (enei). (2023). Inclusion: A Business Imperative. Retrieved from enei Website
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