Disability Inclusion In The Workplace: Aaron Tutwiler Of eSight On How Businesses Make Accommodations For Customers and Employees Who Have a Disability
An Interview With Eric Pines
Everyone needs to invest in their brand as early in their career as possible. It’s easy to focus solely on the job at hand and neglect personal development within the broader professional community. Your reputation — online and offline — can significantly impact your career. Be mindful of your impression and be consistent in your communications and actions. A personal brand can open — or close — opportunities.
As we all know, over the past several years there has been a great deal of discussion about inclusion and diversity in the workplace. One aspect of inclusion that is not discussed enough, is how businesses can be inclusive of people with disabilities. We know that the Americans With Disabilities Act (ADA) requires businesses to make reasonable accommodations for people with disabilities. What exactly does this look like in practice? What exactly are reasonable accommodations? Aside from what is legally required, what are some best practices that can make a business place feel more welcoming and inclusive of people with disabilities? To address these questions, we are talking to successful business leaders who can share stories and insights from their experience about “How Businesses Make Accommodations For Customers and Employees Who Are Disabled “.
As a part of this series, we had the pleasure of interviewing Aaron Tutwiler:
Aaron Tutwiler is a veteran of the healthcare industry with experience working across multiple companies and industry segments for the past 17+ years. He has a proven track record of delivering growth through innovation and organizational impact. Aaron currently serves as Chief Executive Officer for eSight Corporation — a global medical device manufacturer bringing wearable technology to people living with low vision.
Thank you so much for joining us in this interview series! Before we dive in, our readers would love to “get to know you” a bit better. Can you tell us a bit about your ‘backstory’ and how you ended up where you are?
I was introduced to eSight Corporation through one of their strategic partners about a year before joining the company. I was instantly impressed by the technology and the opportunity to truly impact people’s lives. I’ve had the privilege of working with very innovative products over my career within the medical space, but nothing compares to the level of customer impact eSight technology can provide. I originally joined the company to lead the global commercial organization, preparing the team and our business partners for the launch of our new technology. In early 2023, our Board of Directors asked me to step into the CEO role and help guide the business toward this next stage of growth.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Multiple factors have played a role in the success I’ve experienced during my career.
I’ve been fortunate to have worked for a few very talented leaders in my career. Some of them were a matter of luck. I joined teams with strong leaders who understood the importance of development, while some of them were sought out with intention. As I identified learning opportunities and areas of growth, I would track down experts in those areas and let them know of my intention to be mentored and learn from them. This is something I still do today. After my recent appointment to the Chief Executive role, I contacted several people I respect and knew were experienced and successful CEOs, and asked for their time. Right now I have three people I will set up recurring meetings with to review updates on our business, discuss risks/opportunities and get outside perspective on decisions needed.
Putting intention behind collaboration within a team environment is integral for success. True leaders are masters at working well with a diverse team and recruiting key individuals. I pride myself on my willingness to make the tough decisions when the wrong people are in the wrong roles, while also identifying the right talent to build a team around. No matter how big or small an organization is (and I’ve worked for companies ranging from 15,000+ employees to small start-ups), no individual can succeed alone, and surrounding yourself with talented people is a key to success with any business.
General Patton once said, “a good plan today is more valuable than a perfect plan tomorrow.” When I first started my role as CEO, I presented a core challenge of urgency to the organization. One of the most detrimental losses to an organization is lost time, and leveraging that sense of urgency when making decisions has served my company well in the past.
Can you share a story about one of your greatest work-related struggles? Can you share what you did to overcome it?
My career has included my share of headaches and struggles, that’s for sure. Some negative, natural tendencies were obvious to me, while others were identified by my mentors. I’ve always struggled with letting an innate competitiveness create too much emotion. Emotion can be a powerful ally in business when channeled in the right direction, but it can just as easily be a burden to read the terrain clearly, too. It’s an ongoing battle, and overcoming it is all about self-awareness and knowing the right environment to act. Once you identify your struggles and challenges (no matter what they are), if you can be honest with yourself in recognition of what you do well and what limitations you have, you can gain control and improve.
What are some of the most interesting or exciting projects you are working on now?
Right now, our entire organization is laser-focused on delivering the most advanced low-vision wearable with the launch of eSight Go. This product will be the launch pad for a portfolio of solutions for people who are legally blind or low-vision. We are collaborating with amazing partners to pull together the best technology we can. We still have a lot of work to do, but the user testing experience has been incredible thus far. Our goal is to introduce eSight Go during CES 2024 in Las Vegas.
Fantastic. Let’s now shift to our discussion about inclusion. Can you tell our readers a bit about your experience working with initiatives to promote Diversity and Inclusion? Can you share a story with us?
The CDC estimates that 26% of the U.S.’s population, or roughly 1 in 4 people, is affected by some kind of disability. I’ve interacted with large organizations in the past that have promoted inclusivity through messaging but coupled with no real action. However, eSight Corporation has been the first I’ve interacted with to truly make it a priority.
When I first joined the eSight team, I met with our excellent coaching team who are our go-to folks for customer support, discussing the ins and outs of our assistive technology, and mentoring those with eSight devices. Our coaching team employs 100% of people living with low vision, and comprises people from all walks of life, different regions across North America, and different pathologies that have impacted their vision. In my experience, the coaching team is the most valuable resource we have at the company. As long as I am a part of eSight Corporation, we will continue to support our customers with the peer-to-peer appreciation that can only come from people who live with low vision every day.
This may be obvious to you, but it will be helpful to spell this out. Can you articulate to our readers a few reasons why it is so important for a business or organization to have an inclusive work culture?
This topic can become overly complicated, so I’d like to simplify it. An inclusive work culture means a business actively recognizes that the organization is made up of human beings, and in being human, differences need to be accounted for to put people in their best position to contribute and succeed. Companies that do this (and do it well) will create a better environment overall, higher personal satisfaction among the employees, increased performance, and better employee retention. It’s a win-win for everyone.
The Americans With Disabilities Act (ADA) requires businesses to make reasonable accommodations for people with disabilities. For the benefit of our readers, can you help explain what this looks like in practice? What exactly are reasonable accommodations? Can you please share a few examples?
Reasonable accommodations will vary greatly from disability to disability, and even within specific disabilities, individual needs can differ. It is important to truly understand the individual’s needs and have the flexibility to adjust accommodations accordingly.
This has to be an intentional effort from the organization. Broad programs that standardize any approach to accommodation can make true inclusivity difficult to implement. Assistive technology is a common accommodation used to support people living with disabilities. Assistive technology can mean access to large print materials, text-to-speech systems, and more advanced technology like eSight devices.
Aside from what is legally required, what are some best practices that can make a business place feel more welcoming and inclusive of people with disabilities? If you can, please share a few examples.
I recently attended a fundraising event hosted by the Foundation Fighting Blindness in North Carolina. The host of the event, FFB’s CEO Jason Menzo, kicked off the dinner by describing the event space we were in with intricate detail. He mentioned the table layout, the decorations in the room, the dimensions of the space, and more. It was a seemingly simple gesture that only took a few minutes, but you could see it on the faces of those attending with low vision at the event; they instantly felt more comfortable and more relaxed.
The best practice for businesses will always be to first understand your requirements by law at the bare minimum. After meeting those standards, a company must create a culture, internally and externally, that understands the value and the importance of an inclusive environment for those living with disabilities. To become a great organization or business is to foster a culture where every employee participates and enjoys the benefits of an inclusive environment.
Can you share a few examples of ideas that were implemented at your workplace to help promote disability inclusion? Can you share with us how the work culture was impacted as a result?
Our low-vision coaching team is a perfect example of this. As a company specializing in helping people with low vision, there is no better value than a group of experts with direct personal experience and connection to the people they help. The coaching team also hosts weekly virtual meetings and monthly webinars that are open to anyone (no matter if they are an eSight user or not) to walk through helpful tips for common day-to-day challenges with school, cooking, travel, shopping and more, and can be a great resource for the community at large.
Internally, the team has the autonomy to make recommendations or requests tailored to their individual needs. Just recently, it was recommended that we send out our town hall presentations ahead of our meeting so our employees with low vision would have the opportunity to print out the slides, making it easier for them to follow along with the discussion. We create a company culture where no request is too simple or too difficult, and that openness fosters an environment where people are comfortable raising their hands and asking for the support they need.
This is the signature question that we ask in many of our interviews. What are your “5 Things I Wish Someone Told Me When I First Started My Career”?
This is a great question. There are a few things that come to mind:
- Always create the space and energy to continue learning. Our minds are designed to be as efficient as possible, and if you don’t stretch and train that like a muscle, you can lose it. I try to read as many books as I possibly can throughout the year over a breadth of topics to paint a comprehensive landscape of new ideas and information. A lifelong learning mindset will help anyone stay ahead of the curve and keep a mind agile and versatile.
- Above all else, sharpen time management skills whenever possible. In my early career, I was often overwhelmed by the sheer volume of tasks, jumping from one fire to the next. It took me years to understand that being busy isn’t the same as being productive. Prioritize ruthlessly and learn to say no when needed. Invest time in mastering productivity techniques like the Eisenhower Matrix, Pomodoro Technique, or any others that might work for you. Time is the most valuable resource and the one resource you can’t get back. Use it wisely.
- Everyone needs to invest in their brand as early in their career as possible. It’s easy to focus solely on the job at hand and neglect personal development within the broader professional community. Your reputation — online and offline — can significantly impact your career. Be mindful of your impression and be consistent in your communications and actions. A personal brand can open — or close — opportunities.
- Strong relationships matter just as much as skills. When I first started my career, I was under the impression that competency would be the golden ticket to success. While being good at a job is undeniably important, the power of relationships is equally crucial. Network intentionally, not just for career advancement but also for mentorship, partnership, and friendship. The relationships you cultivate can provide you with perspectives and opportunities that you would never be able to access otherwise.
- Resilience is Non-Negotiable: We’re often told about the importance of hard work, but resilience — the ability to recover from setbacks and keep going — is just as vital. Facing failures, navigating company politics, or dealing with difficult clients can be daunting and requires a thick skin. Go into each situation with grace, understanding and an adaptable mindset. It’s a marathon, not a sprint. The key is to identify and digest as many learning moments as possible from every experience, good or bad, to become better equipped for future challenges.
Can you please give us your favorite “Life Lesson Quote”? Can you share a story about how that was relevant in your own life?
I recently read a quote from Marcus Aurelius that struck me: “The happiness of your life depends on the quality of your thoughts.” Such a grand sweeping statement can entail several translations depending on the person, but the most common interpretation I cling to is to “choose” to be happy. No matter the situation, there will always be room to keep an open perspective, manage an optimistic mindset and make the (often difficult) choice to find the bright side of things.
You are a person of enormous influence. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
That’s an easy one for me — there is an incredible opportunity waiting for mankind through a return to faith, family, and community.
How can our readers further follow your work online?
I maintain a LinkedIn page that includes both personal and professional topics and I welcome people to track me down there. I would also recommend following the company, eSight Corp. on LinkedIn, YouTube, Facebook and Instagram where we engage with eye care providers as well as consumers.
This was very inspiring. Thank you so much for the time you spent with this. We wish you continued success and good health!
About the Interviewer: Eric L. Pines is a nationally recognized federal employment lawyer, mediator, and attorney business coach. He represents federal employees and acts as in-house counsel for over fifty thousand federal employees through his work as a federal employee labor union representative. A formal federal employee himself, Mr. Pines began his federal employment law career as in-house counsel for AFGE Local 1923 which is in Social Security Administration’s headquarters and is the largest federal union local in the world. He presently serves as AFGE 1923’s Chief Counsel as well as in-house counsel for all FEMA bargaining unit employees and numerous Department of Defense and Veteran Affairs unions.
While he and his firm specialize in representing federal employees from all federal agencies and in reference to virtually all federal employee matters, his firm has placed special attention on representing Veteran Affairs doctors and nurses hired under the authority of Title. He and his firm have a particular passion in representing disabled federal employees with their requests for medical and religious reasonable accommodations when those accommodations are warranted under the Rehabilitation Act of 1973 (ADA). He also represents them with their requests for Federal Employee Disability Retirement (OPM) when an accommodation would not be possible.
Mr. Pines has also served as a mediator for numerous federal agencies including serving a year as the Library of Congress’ in-house EEO Mediator. He has also served as an expert witness in federal court for federal employee matters. He has also worked as an EEO technical writer drafting hundreds of Final Agency Decisions for the federal sector.
Mr. Pines’ firm is headquartered in Houston, Texas and has offices in Baltimore, Maryland and Atlanta, Georgia. His first passion is his wife and five children. He plays classical and rock guitar and enjoys playing ice hockey, running, and biking. Please visit his websites at www.pinesfederal.com and www.toughinjurylawyers.com. He can also be reached at eric@pinesfederal.com.
Disability Inclusion In The Workplace: Aaron Tutwiler Of eSight On How Businesses Make… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.