Category Archive

LightHouse News

Local running Club’s “White Dress Run” supports Enchanted Hills Camp

Local running Club’s “White Dress Run” supports Enchanted Hills Camp

On February 24, East Bay Hash House Harriers, a Bay Area Running Club, held an Enchanted Hills Camp Fundraiser in honor of Christie Ivanstrom, a member who is blind. The run was a farewell, as Christie and her husband Tim are moving out of the Bay Area. To mark the occasion, they held a “White Dress Run” that raised $1,290 for the remarkable programs of EHC. In accordance with local ordinance the event was held socially distanced, with staggered start times and masked, of course.

Would you like to hold a fundraiser to support the LightHouse or Enchanted Hills Camp? To start planning with us complete the “Host a LightHouse Fundraising Event” form to start the planning.

If you have questions about fundraising for LightHouse, please contact Jennifer Sachs, Director of Development at or 415-694-7333.

Looking for a Summer Job? Spend the Summer at Enchanted Hills Camp

Looking for a Summer Job? Spend the Summer at Enchanted Hills Camp

Do you love the outdoors? Want to work with youth who are blind or have low vision? Would you like to boost your resume? Then why not come spend the summer at Enchanted Hills Camp (EHC)? We’re hiring for several seasonal positions.  With 311 acres, we’ve got plenty of outdoor space and will be following all CDC guidelines for summer camps.

We’re looking for camp counselors, an assistant director, a nurse and program area leaders. Program area leaders develop and oversee different categories of activities of campers. This year we’re looking for leaders for aquatics, nature, arts & crafts, recreation, enrichment and equestrian activities.

If you are creative, adaptable and can communicate a blindness-positive philosophy to others we encourage you to read through the EHC job descriptions on our careers page and apply. If you know someone who’d be a great fit for a summer job at EHC please, pass this info along.

If you have any questions about camp reach out to

Speaking of camp, we just learned how one camp supporter raised some funds…in a hurry.

It’s Your Turn: LightHouse partners with SFTMA to make San Francisco a Safer City for All

It’s Your Turn: LightHouse partners with SFTMA to make San Francisco a Safer City for All

Making your way through busy city streets can be difficult for any pedestrian, but let’s face it, even more so for someone who is blind or has low vision. Between all the one-ways, left turns, U-turns, and unforeseen construction detours, at times it can feel as though your safety is being challenged by the ongoing street traffic. The city of San Francisco is working to keep all its residents and visitors safe, whether you are in the car, on public transportation, or on foot.

With that in mind, the San Francisco Municipal Transportation Agency (SFMTA) has launched its newest campaign entitled, “Safety—It’s Your Turn.” It is partnering with LightHouse to create a safer and more accessible city environment for all San Francisco travelers.

The shocking truth about traffic fatalities in the city is this: 40% of all fatal San Francisco traffic accidents in 2019 involved drivers making left turns. Drivers need a clearer indication of when pedestrians are crossing with enough time to stop. These tragedies are completely avoidable with a few seemingly minor changes to the way the city conducts traffic. SFMTA has centered the focus of their safety campaign specifically on left turns. For starters, the city has installed trial left turn guide bumps as a “calming” strategy. Similar to speed bumps, these left turn guide bumps are meant to incentivize drivers to slow down. This will allow the driver enough time to make complete left turns at the intersection, where the crosswalk and crossing pedestrians are in plain view. The goal of the campaign is not only to encourage better driving behaviors and increase the safety on the street for everyone, but hopefully to instill a sense of security and increase the number of cyclists, runners, and walkers in San Francisco.

Although we are always taught via general traffic rules that the “pedestrian has the right of way,” that unfortunately does not necessarily ensure their safety. It is our responsibility as pedestrians, both sighted and blind, to educate ourselves, be aware of our surroundings as much as possible, and to err on the side of caution when it comes to travel. As part of the Safety—It’s Your Turn campaign, SFMTA has partnered with LightHouse and a number of other community-based organizations throughout the city to provide more education and information regarding left turn safety and traffic protocol.

At LightHouse, our highly skilled Orientation & Mobility instructors have been reaching out to our community of blind and low vision city travelers to provide training and information to our mobility students. Along with tactile diagrams and accessible information designed and produced by our very own MAD Lab, LightHouse has been a viable resource in bringing awareness of the SFMTA safety campaign and building the confidence in independent travel skills of the local blind community.

To learn more about Safety—It’s Your Turn you can visit the SFMTA website. To inquire about orientation and mobility lessons with LightHouse call 415-431-1481 or email

To get your hands on the accessible safety guides and tactile left turn diagrams, you may contact Briana Kusuma at or call 415-694-7335.

Mario Burton on Diversity, Black History and LightHouse’s People and Culture Team

Mario Burton on Diversity, Black History and LightHouse’s People and Culture Team

Late last year LightHouse hired its first Director of People and Culture. The position is the outgrowth of our 2017 Strategic Plan, which recognized the need for our growing organization to have a strong internal voice for diversity, equity and inclusion, and to serve as a voice for creating a remarkable work culture across our organization.

Meet Mario Burton, the man totally up to this task.

What is your background?

I grew up in Alabama in a family where I once counted 13 aunts and 22 uncles. Most of us grew up on the Northside of town that was predominantly working class and working poor Black folks. Friday nights were spent at The Big House (a 5-bedroom, canary-yellow tri-level with a downward sloping driveway) where singing, listening to the Blues, gambling, drinking and cussing was as normal as rain. Teachers, government workers, administrators, janitors, and construction workers created families, saw struggles and celebrated life alongside sex workers, drug users and con artists.  This was my Village growing up and I was privileged to be raised by them. I learned how to write poetry from ex-cons, to never lose my inquisitive mind from elders and to actively listen to church ladies who came over to spread the neighborhood news.

Where did your interest in working towards diversifying organizations come from?

I took a course as an undergrad on Employment Law and became fascinated with the human side of advocating for people. I was especially interested in how groups of like-minded people could gather together in the spirit of mutual purpose to change legislation. In practice, this interest grew as I found that when leadership lacks diversity, there is a lack of intentionality, financial backing, and consistent response to address institutional biases that manifest into discrimination. Lots of organizations talk the talk but fewer have active plans, cultures and strategic investment in change. I wanted to change that.

In your experience, what are the top three differences when you compare an organization that has a diverse workforce, to that where people are mainly from the same race, socioeconomic background and/or general age group?

Hmm. I think a main concern that I notice in organizations that lack diversity is the perpetuation of glass ceilings for women and people of color that are justified with language of “not being the best fit” or decisions to place their upward mobility on the backburner while simultaneously promoting people that look like or express similar views as the leadership that’s in place.

Secondly, there can be issues with how staff engage with clients. Some people step into service work with the mindset that they are good people doing good things and they shouldn’t have to be inconvenienced or made to feel unsafe, unwelcome, or generally unappreciated. I’m of the mindset that this type of person is more common than not and reflects a history of organizations providing platforms for members of privileged groups to show sympathy instead of existing alongside and in collaboration with the people we serve. A lack of diversity and education around equity and inclusion allows these dynamics to exist.

Finally, diversity allows members of majority groups to be challenged in their worldviews. Black men and women wearing their natural hair, adding some pizazz to their business casual attire, and speaking in AAVE (African American Vernacular English) shouldn’t be compared to Euro centric standards of professionalism that places hierarchy on cultural norms. We have to interrupt these biases and not just for Black folks but all marginalized and undeserved folks whose existence is criticized as being not enough or lacking in some way or another.

Why did you choose LightHouse?

Some people in my friend circles thought that I chose LightHouse due to its location in the Bay area. This is absolutely not true. While I like the city, I also value not being taxed at some of the highest rates known to humankind on top of extremely high rents. I can only imagine the trips I could take with that money. Brazil, South Africa and South Korea are still on my bucket list.

My interest in LightHouse is specifically on working to more fully become an advocate for persons with disabilities. While I’ve worked with persons with developmental disabilities and persons who are Deaf for a few years, I’ve found a major gap in my understanding of various abilities and in finding how I can best show up to ensure staff, clients and other stakeholders are able to fully participate in their work without having to ask permission to do.

What are your top three first priorities at LightHouse and how do you plan to achieve these goals?

Was I supposed to have priorities? I just came here for donuts.

First on my list is to create a strategic plan with the People and Culture team that maps out the steps we plan to take in relation to enhancing and being more accountable to the workers at LightHouse. We’ve already started a document to anchor our actions to more intentional strategy.

Secondly, I plan to collaborate in the forming of different employee groups who focus on specific areas where we can improve employee relations. This is already in the works.

Finally, and most importantly, the People and Culture team has had a discussion about our experiences with an ideal HR or People and Culture. We shared memories of company picnics for the whole family; retreats where individuals can meet senior leadership and hear about long-term goals for the organization; professional development opportunities that allowed staff to meet persons from different departments, and even recognition and rewards programs that include monthly drawings for things like airline tickets, restaurant gift cards, staycations and other goodies. We spoke of an HR team that truly embodied the people function within organizations. We are working collectively to create this kind of People and Culture team and we are eager to collaborate across the entire organization to bring a shared vision to life.

What does Black History Month mean to you?

Black History Month serves its purpose for those of us who are open and willing to listen. However, I want Black History all year, in classrooms, in Board rooms, in management, in neighborhoods and in relationships with non-Black people.

LightHouse said publicly that it supports and aligns itself with the Black Lives Matter movement. What key things is the organization doing to stamp out any white privilege or systemic racism that may, or may not, exist and develop the culture to a committed anti-racist one?

This is an interesting question. I want to speak specifically to efforts that our team within People and Culture are taking. This choice is strategic as I think we have to move beyond addressing organizations as persons and instead, really focus on the efforts of specific leadership persons and/or teams in making change. One of the main tools that we are co-developing is a BIDE (Belonging, Inclusion, Diversity and Equity) Task Force. This group will be critical in designing plans that call out, resolve and monitor concerns around systemic racism as well as other phobias and isms that interfere with our ability to honor one another’s dignity.

Additionally, I’m not aware of everything happening at LightHouse but I know the Racial Equity Book and Movie Club use their space to learn and dialogue about race-based concerns. Also, different departments offer their programming in Spanish, which increases access to participation for Spanish-Speaking persons. If nothing else, I hope that this Black History Month is a reflection of Black women, Black LGBTQ+ persons, Black persons with disabilities, Black persons of mixed race ancestry, Black seniors and the beauty of aging and how Blackness, like all other demographics, isn’t monolithic but as diverse and varied as a Crayola box of crayons. You know the one with the sharpener built into the box.

LightHouse Volunteers Can Help Schedule Vaccination Appointments

LightHouse Volunteers Can Help Schedule Vaccination Appointments

If you need support in completing any forms or navigating websites in order to schedule your COVID-19 vaccination appointment, please reach out to LightHouse and we’ll pair you with a volunteer to assist you in completing these documents. We have volunteers on hand who will be able to assist you in your appointment scheduling needs. Reach out to our Volunteer Services Team at 415-694-7320 or

Please note: LightHouse volunteers are not health experts and they cannot answer any questions about the vaccine itself or its health implications. If you have questions about the vaccine and your health, please contact your doctor.

In addition to helping students access vaccine appointment signups, LightHouse offers a variety of volunteer services. As Allyson Ferrari, Volunteer Manager puts it, “While we continue to shelter in place, we have volunteers volunteering in place! We do still have committed volunteers who can help you with whatever support you may need.”

And if you’re interested in becoming a volunteer yourself, check out the Volunteer at LightHouse webpage.

…And if you live in San Francisco, you have free options for getting to those vaccination appointments.

Park Yourself in Front of a LightHouse Media and Accessible Design Lab Display

Park Yourself in Front of a LightHouse Media and Accessible Design Lab Display

LightHouse’s Media and Accessible Design Laboratory (MAD Lab) is a one-of-a-kind department that specializes in making visual information accessible to the blind. They aren’t just a team of braille transcribers, but a team of creative and highly skilled tactile designers. They can convey visual directional information into tactile maps accessible for those who are blind or have low vision, they can recreate famous works of art into touchable masterpieces, and, of course, they can turn any bit of literary information into braille or audio files so that no individual who is blind or has low vision goes without the same access to information as sighted people. That is what MAD Lab does—they bridge the gap between the blind and sighted communities.
In the past several years, MAD Lab has become known for their tactile mapping abilities and in-house designed and produced accessible tactile graphics. They’ve taken on projects big and small, with enormous clients of the famous cartoon mouse and iconic fruit variety, to smaller local projects for neighborhood businesses. Every new project is a challenge and an opportunity to grow and perfect their art because it truly is art, of accessibility equality and inclusion.
They have recently been creating accessible trail booklets, informational guides, topographical outdoor exhibits, and accessible signage for parks.
At the Fremont Indian State Park, MAD Lab collaborated with park services sign makers and personnel to create a topical map and tactile informational outdoor exhibition plaques that provide tactile graphics of the sign’s visual images and mapping, and braille transcription of the sign’s text. Not only is the exhibition completely accessible to those who are blind or have low vision, but the sign is also created to withstand the wear and tear of the elements.
A close-up of one of the tactile models After the installation of the MAD Lab’s tactile creation at Fremont Indian State Park, visitors from all over gushed over the new accessible addition to the beautiful park.  Facebook friend of Fremont Indian State Park, Christine C., posted to the park’s Facebook page, “My son has a vision impairment and he really appreciated this sign!” Another friend of the park, Teacher of the Blind and Visually Impaired, Dawn K., raved “As a teacher of the blind I was thrilled to see this when I visited the park this summer. Thank you!”
Community members and park guests weren’t the only ones to acknowledge and appreciate the addition of the accessible sign. The Fremont Indian State Park display was awarded first place in the Outdoor Exhibit category of the 2020 NAI Interpretive Media Competition for the collaborative work between MAD Lab and Fremont Indian Park representatives. The competition promotes excellence in the creation and production of natural, cultural, and historical nonpersonal interpretive services and annually draws in hundreds of prestigious designers, artists, and sculptors nationwide. MAD Lab is honored to see the recognition of their hard work and accessible design creations.
The recognition of MAD Lab’s unparalleled abilities to create and produce accessible tactile art and information has fueled the fire of passion in the department’s drive. You can see some of MAD Lab’s fantastic work installations and tactile maps and informational guides when you visit Fort Mason and Marin Headlands in the San Francisco Bay Area.
Learn more about MAD Lab’s tactile images, maps, and touch Installations. If you oversee a park, cultural institution or public space and would like to provide access to all of its visitors, please contact for a consultation and price quote.

Ed Garcia: From Hired to Hiring

Ed Garcia: From Hired to Hiring

When it comes to getting hired for a job, having successful conversations with a company’s Human Resources Department is crucial. Human Resources employees are usually the first people who review your resume and cover letter and the first ones you’ll talk to in the interview process. 
Ed Garcia is LightHouse’s Human Resources Generalist and is the first blind person to hold a position in the Human Resources department at LightHouse. He does much of the recruiting and interviewing for positions at LightHouse and works closely with LightHouse hiring managers to help them find jobseekers who would be a great fit for the managers’ departments. Below Ed chats about how he got into Human Resources, and lessons he’s learned about blindness and employment.
Ed is a San Francisco native who played baseball and football in high school. For college, he went to the University of San Francisco. where he majored in psychology and minored in biology. That’s also where he met someone who he learned he had near misses with over the years. 
“I met this wonderful woman named Anne who happened to live seven minutes away from me. We learned that we had been at the same events over the years, but we had never met before.” Anne would become his wife.
After college Ed started working as a customer services representative in a call center and over the course of a few years worked his way up to director. He went on to work at a bank call center and was soon promoted to training director. As training director, he took some courses and learned how to recruit employees. He and his Human Resources team ended up hiring dozens of people for the call center. Eventually Ed started his own consulting company and would consult on HR and customer service matters. After doing this for six years, Ed experienced some medical issues that caused him to become legally blind. 
Ed continued his consulting work but realized he missed interacting with coworkers. He was ready to work at a “9 to 5” office job again but had never conducted a job search as a blind man.
Ed admits that he had no idea what to do next.

“I had been working for 25 years. I had a nice career going, and all of a sudden, I can’t see like I used to anymore. I was wondering how am I going to look for work?”
Ed was referred to the Department of Rehabilitation (DOR) where he met a woman who told him about her husband who was a blind computer programmer.
“I was astonished. How can someone be a computer programmer when they’re blind? That’s when I learned about accessibility tools like ZoomText, JAWS and CCTVs. I was referred by DOR to the LightHouse to work with the Employment Services department including [Director of Employment Services] Kate Williams.”
That’s when Ed’s perspective on blindness began to change.
“Kate taught me a lot of things, including how to accept my blindness. Before then, I think I was in denial. Soon I realized you can learn skills that you can use to advance yourself and be independent.”
An opportunity opened up in LightHouse’s Human Resources department. Ed applied and got the job.
Though the general economy took a beating in 2020, Ed is proud that despite those challenges Lighthouse still hired 40 people between the San Francisco headquarters, East Bay office, LightHouse Industries: Sirkin Center and Enchanted Hills Camp. With interviews happening virtually, Ed relies on his years of experience to compensate for cues that are harder to pick up when an interview is not in person.
“One of the things that I’ve gotten pretty good at over the years is a technique called active listening. It’s not just listening; it’s also playing an active role in the discussion. When you’re interviewing somebody, you want to make sure that you ask questions and you confirm that you understood what it is that they’re saying.”
Ed, also known as Edward Garcia V (“my son is Edward VI, so you know what the family tradition is,” he says laughing) notes that one of the most important things to do during a job search is to network. He also takes it a step further: He believes that blind jobseekers must include other blind people in their networks. “Immerse yourself in the blindness community. I had a very extensive work history and I had a lot of contacts, but guess what? None of them were blind. Learn from other blind people.”
Of the nearly 40 people who were hired by LightHouse last year, 70% of them were blind and many had learned about the jobs at LightHouse from others in the blindness community.
Ed explains the best thing about his role as an Human Resources Generalist.
“Nothing brings me more joy than once we’ve gotten to the point where you’ve interviewed someone and you’ve done all your background checking. You get to call somebody and offer them a job and you listen to how excited they are.”
LightHouse is hiring. Check out the career opportunities webpage.

Youth Employment Services (YES) Summer Academy

Youth Employment Services (YES) Summer Academy

June 27 (Sunday 3:00 PM)- July 25 (Sunday 11:00 AM), 2021

The LightHouse for the Blind and Visually Impaired Youth Employment Services (YES) is excited to offer a redesigned 2021 Summer Academy for transition-age blind and low vision youth! Transition-age is between the ages of 16 and 24.

This year, the YES Academy will be hosted at Enchanted Hills Camp (EHC) where youth will learn while surrounded by nature; Hosting the YES Summer Academy at EHC will allow for outdoor instruction and spatial distancing in order to maximize safety procedures as a result of COVID-19. Youth will continue to have the opportunity to fill their summer with engaging and valuable learning experiences as they participate in independent living training, employment readiness seminars, work-based experiences, mentoring conversations, and memorable social activities all while connecting with life-long friends and mentors as well as supportive LightHouse staff. Prepare to participate in an innovative and comprehensive pre-employment and independence skills filled summer connected to an empowering and supportive community!

The YES Summer Academy is a 4-week long immersive experience for youth to gain first-hand knowledge with building confidence and positive identity, to learn collaboration and how to be a “team player,” to identify strengths and interests, as well as to gain a sense of direction through interactive work-based learning experiences. The three core components are:

Week 1 – Your Skills, Your Goals Bootcamp

Week 2 – Expanding Your Employment Knowledge, Networking in the Community

Weeks 3 and 4 – Growing Your Resume, and Work Experience Practicum

The YES Summer Academy will culminate with youth expanding their web of support and exploring their career interests.  They will also come away equipped with tools such as a working resume, interview strategies and strengths profile.  

Learning outcomes based on the nationally recognized Workforce Innovation and Opportunity Act (pre-employment transition skills) include:

  1. Conduct research and informational interviews with professionals resulting in relevant job exploration, counseling, and labor market information.
  2. Take part in a variety of work-based learning experiences through paid work-based opportunities where they will gain an increased understanding of important topics related to the world of work including:

Professional presentation and first impressions

Understanding employer expectations

Orientation and mobility skills needed for community inclusion

Self-advocacy and negotiating disability accommodations, and assistive technologies for the workplace.

  1. Hone their workplace readiness soft skills such as practicing effective collaboration, drafting, and delivering presentations, and engaging in independent living as they work as a team to support one another as the summer work-based experiences progress.
  2. Increase their understanding of resources, services, and knowledge in the areas of self-advocacy, requesting accommodations, college education necessary for certain career paths, financial literacy including benefits planning, as well as legal rights and responsibilities of blind and low vision individuals.
  3. Elevate their attitude and confidence through meeting with successful blind and low vision peer mentors and professionals pursuing various careers as well as cultivate community with peers who have similar interests or transition aspirations.
  4. Practice setting, progressing and achieving professional and personal goals. They will learn the importance of informed decision making to solidify and achieve their individualized projected post-school employment outcomes.

If you are ready to attend or have any questions, please contact Ann Wai-Yee Kwong, Transition Program Manager, at or call 415-484-8377.

To join the YES Summer Academy as a participant, follow the steps below:

  1. Complete the LightHouse Student Intake Form and select “YES Summer Academy” under the Program Interest section. If you have participated in LightHouse Youth programs within the last year, please skip this step and go directly to Step 2.
  2. Complete the YES Summer Academy Participation Application and Short Responses. Please send your responses to by April 23, 2021.


Due to the popular nature of the YES Summer Academy coupled with physical distancing safety measures, be sure to complete all application and health/safety materials prior to the deadline to be considered. Applicants for the YES Summer Academy must have an open case with the California Department of Rehabilitation (DOR) or other entity for funding to cover associated costs. Please note the fee is $7,000 for the entire 4-week program.

Commitment to Health and Safety

The YES Summer Academy is, and will continue to be, in strict accordance with local, state and Center for Disease Control recommendations and guidelines. We are continually monitoring the situation as the health and safety of our students and staff remain our highest priority. Below are some of the actions we are taking to minimize risk and some of the measures to help ensure safety and health. We will follow the latest guidelines and continue to let the community know well in advance of the latest safety protocols.

  • Anyone who is sick or was sick with COVID-19 or recently in contact with someone with COVID-19 in the previous 14 days including staff, students, and families will not be permitted to enter the program area of Enchanted Hills Camp (EHC).
  • We ask that staff, volunteers, students, and families be on the lookout for symptoms of COVID-19, which include fever, cough, shortness of breath, chills, muscle pain, sore throat, and loss of taste or smell. Call a medical professional if you think you or a family member is sick. Appreciate your  assistance with helping us protect the health of all students by not putting others at risk
  • All participants upon entering our program spaces at Enchanted Hills Camp (EHC) will be required to fill out a same-day health questionnaire and have their temperature taken.
  • We will limit the number of items that are shared or touched between students and staff i.e. providing individual supplies to each participant, using disposable utensils, pre-packaged boxes for food, etc.
  • We will promote healthy hygiene practices by teaching participants the importance of, and the requirement for, hand washing, wearing of personal protective equipment (PPE), and appropriate awareness of spatial distancing (6-feet distance).
  • All participants who have been selected to attend the YES Academy are required to complete and return a Youth Conduct and Expectations Agreement around personal and community responsibilities to maintain a safe, welcoming, and productive environment.
  • Once students and staff have arrived and the YES Academy begins, we will keep the session closed to visitors, short-term volunteers, and guests to keep the cohort isolated.
  • In the event that a participant may get sick during the program, we have identified an area where they can rest, be supervised, and safely isolate themselves from others. We will communicate with families or guardians directly and, if necessary, arrange for the student to be taken to a healthcare facility for further medical care.
Learn Blindness Skills Together at Changing Vision Changing Life

Learn Blindness Skills Together at Changing Vision Changing Life

By Kathy Abrahamson, Director of Rehabilitation Services
Here’s a heads-up: many great things will happen on February 22 this year. It’s World Thinking Day, Walking the Dog Day, National Wildlife Day, and you can add one more to your calendar: the week-long Changing Vision Changing Life (CVCL) virtual program kicks off that day. This is where you can put yourself first in 2021.
CVCL is for those of you who are new to blindness or having low vision and who want to get a full overview of the essential training you will find beneficial for work, home, school and life. You’ll learn with a cohort of up to ten peers. CVCL starts with a day of thinking and grows into a week of learning, connecting and doing. 
Classes run daily from February 22 through 26, all on the Zoom platform. We will take you through an orientation session Friday, February 19 and a post-CVCL meetup on Friday March 5. During the training week, there will be three, two-hour learning sessions daily, except Friday. Each day of training begins at 9:30 am and ends at 7:30 pm with breaks for lunch and dinner. For those of you who are truly morning people, there will be three mornings where you have the option to start your day even earlier with yoga class.  
This week-long course is designed for adults who desire a deep introduction to independent living through travel (Orientation & Mobility), Access Technology, and Independent Living Skills. It’s also for those who want to have rich discussion with peers and LightHouse professional staff about the opportunity and choices that are ahead. Everyone will receive a packet of materials to enhance learning throughout the week and we will end the week with a morning cooking session (in your own kitchen) and lunch together. During our December 2020 class Vincent, who was one of our students, noted that after the week of training, he felt “buoyant” and was ready to move forward in his learning and connecting with others.
If you are a Consumer of Vocational Rehabilitation, in California or any other state, you will need an authorization from your Rehabilitation Counselor as there is a fee for the course. If you are not with Vocational Rehabilitation and you are age 55 and older, living in the counties of San Francisco, San Mateo, Alameda, Contra Costa, Marin, Humboldt, Del Norte or Trinity, there is no charge for instruction, however there is a materials fee of $40.  
To participate, all students must be able to make a commitment to all sessions (including the pre-CVCL orientation and the post-CVCL meetup.  You do not have to have a computer to participate via Zoom, but you must have a reliable speakerphone (smart phone or landline) to participate and call in.
Changing Vision Changing Life
February 19 from 2:00 pm to 4:00 pm – Orientation
February 22 through 26 from 9:30 am to 7:30 pm with lunch and dinner breaks – CVCL
March 5 from 10:00 am to noon – Post CVCL meetup
Registration is required and the deadline to register is Tuesday, February 16, 2021. To register, please contact Debbie Bacon at or Janet Pomerantz (Humboldt, Trinity and Del Norte county residents) at