資本主義市場經濟體系當中，規格化的勞動條件往往排除身心障礙者於就業市場之外。台灣仿效德、日等國的「配額模式」，以身心障礙者定額進用的政策增進身心障礙者的勞動參與率。然而，定額進用政策的實質效果卻沒有經過實證研究的檢驗。本研究訪談33 位視障者的就業經驗，探討台灣的定額進用政策對視障者進入職場的實質影響。研究發現：在求職過程中，受健常能力偏見的影響，「視障」被認為是沒有工作能力的個體，雇主寧願聘僱障礙等級輕微，或不受「視覺」影響的身心障礙者擔任工作職務。定額進用政策固然增加了視障者的工作機會，然而，相關配套措施的成效不彰，無法改變社會環境與工作環境的障礙。即便視障者因為定額進用的政策進入職場，也不容易融入職場，不容易被長期雇用。有時候雇主乾脆讓視障者在一般工作場所從事按摩工作。而定額進用重視雇用比例，沒有考慮障礙者的差異，也導致面試與職場上不同障礙類別的排擠效應。在工作場所的互動關係上，視障者常面對兩極化的對待，不是上司、同儕過度保護，就是忽略視障者進入勞動市場所需的支持。 本研究建議，定額進用政策不該只求讓視障者進入職場，而忽略「障礙」的異質性。定額進用政策的施行，應該從社會模式的觀點出發，一方面針對視障者在職場勞動參與的不同需求作適切的安排、改善職場環境的限制、增進人際溝通的管道、提供無障礙的職場配套措施，並促進視障者同等享有一般民眾的工作待遇。另一方面解決就業的障礙，應該消除社會的健常能力的偏見、消弭對視障者工作能力不足的迷思。

The Taiwan government has adopted an employment quota policy which has established a fixed quota for employees in both the public and private sectors to hire people with disabilities in order to improve the participation of disabled people in the labor market. This study interviewed thirty-three persons with visual impairments and discussed the impacts of the employment quota system on them. As a result, this study demonstrates that employers usually prefer people with minor impairments and exclude persons with visual impairment. An employment quota policy increases the job opportunities for persons with disabilities; however, without proper support in the work environment, it is still very difficult for people with visual impairment to get into the labor market. When people with visual impairment enter this market, it is not easy to fit in or to keep the job, and in some cases, they are hired to work as a massager for other co-workers. This research suggests that the disability employment policy should not ignore the diversity of disabled persons. From the perspective of a social model of disability, the policy should address the disabling environment in the workplace rather than fixed quotas.