Creating inclusive workplaces for people who are Deaf, or experience hearing loss shouldn’t need a business case. But it does require more focus from employers. There are growing numbers of over 50s joining the working population – an age group where hearing loss is more common. And too many people with deafness and hearing loss experience lack of opportunity and exclusion.
At Cordell Health our vision is to change the focus in the workplace from disability to ability. That’s why we feel it’s also important to change perceptions that can cause bias and discrimination. According to membership organisation, Inclusive Employers, the Deaf and hearing loss community are 12% more likely to be unemployed. We believe this number needs to come down.
We’ve written this article to discuss some of the issues and suggest approaches to create a more inclusive and supportive workplace for people who are Deaf or who experience hearing loss. It’s a broad topic so let’s put it into context with some statistics that might surprise you.
Deafness and hearing loss in numbers
- There are 12 million people in the UK who are either Deaf or who have hearing loss or tinnitus. This number is set to pass 14 million by 2035. Source: RNID.
- That’s about equivalent to 1 in 6 people and collectively, makes this group the second most common disability in the UK.
- In the over 50s it’s even more common. It’s reckoned that around 42% of this age group experience hearing loss. Source: RNID.
- Research by TotalJobs found that 56% of Deaf and hard of hearing people experienced discrimination at work and 25% had left a job as a result.
No one would argue that this is a potentially high percentage of the working population, running into several million, many who feel marginalised and misunderstood due to their disability.
Deaf or deaf – there’s a difference
It’s important to describe people who are Deaf or hard of hearing in the way that they would themselves identify. Misconceptions about deafness can generalise conditions when different types of hearing loss are quite distinct.
Deaf: Describes people who were either born Deaf or became Deaf before they began to talk. They are likely to use sign language as their first language. People who are Deaf are often active in the Deaf community and don’t perceive their Deafness as a disability – and can be offended when they experience sympathy from those who might see it that way. Deaf people use an uppercase D.
deaf: The lowercase d describes people who experience a physical condition of hearing loss. They aren’t likely to be as engaged with the Deaf community and may not use sign language.
Hard of hearing: This is another descriptor but usually applies to those with mild to moderate hearing loss. People who describe themselves as hard of hearing aren’t likely to use sign language unless they’ve felt the need to learn.
d/Deaf: because of the above, d/Deaf has become a way to include everyone in the d/Deaf community when referring to deafness.
Discrimination and deafness at work
The workplace can be a challenge for anyone with a disability and deafness is no different. People who are d/Deaf or hard of hearing are defined as disabled and entitled to equality of opportunity without discrimination under the Equality Act 2010. Sadly, this is not what many actually experience. Research by the RNID found that more than half of people who are deaf or have hearing loss have felt like they’ve been treated unfairly at work and even experienced teasing and mocking from their colleagues.
It’s common for d/Deaf people to feel excluded from workplace conversations, feel left out of social events and experience loneliness. There’s even a belief from some that that their ability to hear makes them feel superior to those who can’t – known as ‘Audism’.
For d/Deaf people, work often doesn’t offer the social network that those with normal hearing take for granted. And this is if they even manage to join an organisation. We’ve already shared the statistic that the d/Deaf community are 12% more likely to be unemployed. Many are apprehensive about how a potential employer might react to their condition, especially if they’ve already experienced barriers to employment and discrimination.
For an authentic picture of what discrimination feels like for d/Deaf people at work, the Totaljobs article ‘Deaf discrimination in the workplace’ is a valuable read. Written by Deaf journalist Charlie Swinbourne, he finds that sadly most discrimination comes from colleagues and management.
Creating a d/Deaf friendly workplace
As employers, we clearly need to do more to enable the 1 in 6 of the population with hearing loss to have a fulfilling experience as an employee. Here are some suggestions for what you could do in your organisation – if you haven’t already.
Supportive recruitment
With higher numbers of d/Deaf people unemployed, encouraging them back into the workplace starts with recruitment processes that are designed with their needs in mind. This should include things like having your careers website accessible and d/Deaf friendly. You might also consider using job boards such as Evenbreak that are specifically designed for disabled candidates. When a d/Deaf candidate applies, ask them what support they need – it will probably vary depending on the hearing condition. You might consider a sign language interpreter. The most important part is not to make assumptions so always check with the person being interviewed.
Inclusive induction
Once they have joined, the first few weeks will really demonstrate to your new hires just how enabling your culture is to d/Deaf people. That’s why their induction experience is so important. For example, do your induction videos have captions? Can they communicate with you via text message and if they are working remotely? Are you – and they – set up to use the accessibility features available on video conferencing apps? To get this right, this video guide from the RNID can help.
Workplace adjustments
Employers have legal obligations when it comes to supporting employees with hearing loss. The government’s Access to Work scheme is designed to help organisations cover the cost of more expensive workplace adjustments such as the provision of communication support. To work out what they need, again it’s best to involve your d/Deaf employees and you may find that conducting a workplace assessment is the best way to discover what they need in conjunction with occupational health advice. If you’ve never done this before, the RNID offer a workplace assessment service.
Make use of the tech available
One of the positives coming from home working during the pandemic has been advances in how we use technology. As well as making the most of video tech, there’s also assistive technology including hearing loop systems, speech-to-text reporters, electronic notetakers, lip speakers, and more. Better use of tech that supports your d/Deaf employees helps them become enabled and engaged, rather than isolated and excluded.
Consider layout and the environment
The way your d/Deaf employees experience their workplace plays a big part in their engagement and productivity. For example, can everyone be seen clearly in meetings which helps lip reading? Are the acoustics good and free of echo? You can fit acoustic screens and soft furnishings to absorb sound. And don’t forget lighting – this also enables them to see faces and screens, so they feel involved.
Awareness training
From the recruitment process and issues such as unconscious bias to understanding how d/Deaf people experience barriers to work – training can help your people become more d/Deaf aware and inclusive. Sign-language and interpretation should also be a consideration if you want to enhance the experience of your d/Deaf employees – and anyone engaging with your business such as customers too. The RNID offer a range of training for businesses and organisations.
In conclusion
The numbers of people in the UK workforce with varying levels of hearing issues is increasing, partly due to greater numbers of the over 50s re-entering the workplace. And deafness or hard of hearing already affects 1 in 6 of us. If organisations are going to create workplaces more inclusive to d/Deaf people, they need to start with improving the way they recruit and induct them to remove one of the main barriers – actually finding work. The degree that d/Deaf feel welcome and included is key to not only their perception of fairness, but in enabling them to achieve the productivity and engagement they are capable of.
Photo by Serafima Lazarenko on Unsplash
