How to speak with employees about their Deafness or hearing loss

Communication is key for any business to have happy, well-looked-after employees. Knowing the needs and wants of the people working for you is crucial for creating a positive work environment. It can be all too easy for Deaf employees to feel discriminated against, especially in the workplace. It’s important for businesses owners and managers to open the conversation with their Deaf or Hard of Hearing staff, so they can further improve and accommodate the needs of everyone they work with. Making the reasonable adjustments that Deaf or Hard of Hearing employees need to do their job more effectively and feel like a valued part of the team is easier than people think. Here are some of our top tips to help you start those conversations.

Communicating with Deaf or Hard of Hearing employees

The deaf community is not a homogeneous group. Its members have varied levels of hearing loss and communication needs. It’s important for workplaces to be aware of these needs and provide support in the form of interpreters, captioning, sign language or other accommodations. The best way to improve Deaf employees’ work experience is to talk to them and find out what their needs and wants are. Some things to consider are:

• What is their preferred method of communication?
• Do you have an interpreter service within the business?
• Do they lipread?
• Do they have a cochlear implant or hearing aids?

Members of the Deaf and Hard of Hearing community deserve just as much respect as anyone else and it’s important not to talk about their Deafness as a negative thing, because it isn’t. To do so, having open conversations with Deaf people will help you as a business, and your other employees, understand Deafness and the benefits that people with hearing loss bring to the table.

How to support Deaf employees in the workplace

Encouraging an organisational culture that is accepting of all, where everyone feels valued and able to contribute, is a fundamental part of good business management. The workplace is not always accessible for Deaf employees. To make it more accessible, employers should:

• Provide a British Sign Language (BSL) interpreter or other communication support in meetings and training sessions
• Actively look at learning BSL & offer opportunities for all employees to take a course
• Give deaf employees access to work with their own hearing aids and other assistive devices where needed
• Include deaf awareness in workplace policies
• Provide Deaf Awareness training across the company

If you’re worried about the additional cost of providing these measures for your Deaf or Hard of Hearing employees, you may be able to apply for an Access to Work grant. These can cover the cost of interpreters and other reasonable adjustments. These can include the cost of providing in-person or video remote Interpreters and other types of communication support.

What is Deaf Awareness training?

Deaf Awareness Training will help you and your employees demonstrate increased knowledge and understanding of communicating effectively with Deaf and Hard of Hearing people. It will also provide a better working environment for your Deaf employees. The training includes learning the BSL alphabet and basic signs, understanding the technology used by the Deaf community and learning how to make your Deaf colleagues and customers feel at ease and comfortable in and around your business. Sign Solutions can help ensure your recruitment, training, and employment processes are as accessible and inclusive as possible. We have a package of support to guide you through the process of accessing diverse talent. To find out more about our recruitment support services, please call on 0121 447 9620, email bookings@signsolutions.uk.com or contact us via a BSL video interpreter.