While huge advances have been made in recent years as Deaf awareness has come more to the fore, many Deaf people unfortunately still face bias and disability discrimination in the workplace.
In some cases, it starts as early as the recruitment process.
Being a Deaf-friendly employer means understanding of the needs of Deaf people and being willing to make reasonable adjustments to accommodate them in the workplace. It also means creating a positive environment free from discrimination and prejudice, empowering the Deaf employee and team.
It’s about creating a workplace environment that’s inclusive and accessible for all employees, regardless of their hearing loss. This involves implementing reasonable accommodations, such as providing written information in an accessible format and making sure that communication channels are open for all employees.
It also involves being proactive in educating all employees about Deaf culture and sign language, and ensuring that all employees are aware of and respectful of the needs of their Deaf colleagues.
A Deaf-friendly employer creates a supportive work environment that allows Deaf individuals to fully participate and contribute to the company. This includes providing access to British Sign Language (BSL) interpreters, making sure that communication is accessible for everyone, and offering accommodations to ensure that Deaf or Hard of Hearing employees can do their jobs effectively which can be covered by DWP Access to work.
By taking these steps, you can create a more welcoming and supportive workplace for all your employees.
Becoming a Disability Confident Employer
As an employer, it’s important to be aware of the needs of your staff. If you have a Deaf employee, there are a few adjustments you can make to make their workplace more accommodating and Deaf-friendly. Here are just a few things you can do:- Learn and promote BSL using native BSL Deaf tutors
- Provide written information in accessible formats, such as large font sizes and high-contrast colours.
- Ensure that communication channels are open for all employees, including those who are Deaf.
- Provide access to communication support, such as sign language interpreters or real-time captioning services.
- Make sure that all employees are aware of and respectful of the needs of their Deaf colleagues.
- Ensure that Deaf employees have access to appropriate technology, such as hearing aids or assistive listening devices (a loop system, for instance).
- Ensure that all training and development opportunities are accessible to Deaf employees in the same way as they are to hearing colleagues – such as checking e-Learning has captions and visible materials.
- Encourage the use of visual aids, such as images or videos, to convey information.
- Ensure that emergency evacuation procedures are accessible and include provisions for Deaf employees.
- Provide additional support where needed, for example, BSL interpreters during meetings, whether online or face to face.
- Make sure your interview and recruitment processes are Deaf-friendly so any Deaf candidates feel at ease and leave the interview wanting to work for you.
- Organise regular Deaf awareness training – a programme delivered by Deaf tutors that takes learners through the basics of Deaf awareness and BSL.
- Ensure the technology used within the business is Deaf-friendly. This could be the phone system or doorbell system.
