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Deaf Awareness Week 2024: Five Ways Employers Can Support Deaf Employees and Those with Hearing Loss

Explore Deaf Awareness Week 2024 with Adecco UK as we highlight five ways to support Deaf and hearing-impaired employees, fostering a more inclusive workplace through enhanced communication and accessibility.

At least one in five people in the UK are impacted by hearing loss or tinnitus. From job interviews to something as simple as placing an order at a café, certain situations can be incredibly challenging and anxiety-inducing for someone who is Deaf or has hearing loss. Deaf Awareness Week 2024 provides an opportunity for everyone to educate themselves about the barriers Deaf people face and the actions and education that will make a difference.

To mark Deaf Awareness Week last year, we published an article focusing on how employers can attract and support talent with an exclusive people strategy. In this year’s blog, we’ll explore five ways employers can create a more inclusive workplace using the latest resources from the Royal National Institute for Deaf People (RNID).

Employers are encouraged to reflect and improve on their inclusivity practices, ensuring positive changes are made to support employees who may be Deaf or impacted by hearing loss. Here are five ways employers can incorporate positive changes into their working environments.

1. Educate your team and provide training.

A simple place to start is by educating your team about deafness and the challenges faced by individuals with hearing loss. Many people don’t disclose their hearing loss at work for fear of it impacting the way they are seen by their colleagues or employers, but creating awareness among existing employees can help foster empathy and understanding and create an environment where people will feel safe in sharing their experiences.

The RNID have a host of free invaluable resources for raising awareness at work. You can also consider organising group training sessions. for your teams to take part in.

2. Provide accessibility and communication support.

One of the most important concerns for a Deaf individual relates to feeling excluded from the communication happening around them. An office setting can become a very isolating place if you cannot hear your colleagues, and it is paramount that employers are aware of this and create adjustments to build inclusive cultures. It is important to make sure you – as the employer – put the correct accessibility measures in place. This not only includes health and safety measures (such as providing visual alerts, vibrating alarms, and other assistive technologies) but also involves creating an inclusive environment.

Consider whether you are giving Deaf employees the opportunity to sit in the most comfortable location in a large, open-plan office, where they can hear colleagues without being distracted by loud, directional sounds. Often, Deaf employees will appreciate the chance to work in quieter, single-worker bays or use headphones during busy, focus periods. Communication support can also be offered during meetings.

Here are a few other ways to create good communication practices with Deaf employees:

•British Sign Language (BSL) interpreters.

•Deafblind interpreters.

•Electronic notetakers.

•Lipspeakers

•Speech-to-text reporters.

3. Teaching the basics.

Learning the basics of Fingerspelling (the British Sign Language (BSL) alphabet) – such as saying something as simple as ‘Good Morning’ or introducing yourself in British Sign Language. – can go a long way when it comes to communicating with Deaf colleagues in the workplace. Showcasing awareness and inclusivity can make a big difference in making people feel involved. Even if your sign language skills are not the most sophisticated, it is important for an individual with hearing loss to feel involved and included in conversations.

4. Be flexible and utilise technology.

Being flexible in the way you work with a Deaf employee is important. Start by understanding their pre-existing appointment commitments related to hearing issues and taking steps to be flexible around working from home or travelling into the office. Sometimes, in-person meetings can feel overwhelming if you have hearing loss, and it can be draining trying to listen to multiple people and filter out background noise. Be aware of your meeting rooms, numbers, and environment. If you are organising a team meeting, consider offering a virtual attendance option, as some individuals might find it easier to work from home and join on a virtual call when there are large group meetings being held. Learn more about RNID and their approach to accessibility and meetings here.

5. Encourage feedback and continuously adapt.

It is important to not only create and implement inclusive practices but to assess them regularly by gaining feedback from Deaf employees regarding their experiences in the workplace. You should also be willing to adapt your practices in line with their feedback, ensuring you are proactively listening to feedback, rather than just hearing it. Think about the setting you are going to and whether it will be extremely noisy or whether the seating plan suits the needs of Deaf individuals.

Practice what you preach – if you want to be an inclusive employer, create a truly inclusive environment and give everyone a chance to take part. For instance, if you are organising external work activities – whether a team-building exercise or celebratory dinner – be aware that extra planning and preparation may be required to be fully inclusive of Deaf individuals.

By implementing these five strategies, employers can work towards creating a more inclusive and supportive work environment for employees who are Deaf or have hearing loss. Upskilling existing team members on the challenges and experiences Deaf people face in employment will promote change and ensure future generations do not encounter the barriers that currently exist between those who can hear and those who struggle with debilitating hearing loss and tinnitus.

Use Deaf Awareness Week 2024 as an opportunity to make positive changes and work towards a more inclusive future for all.

At Adecco, we are experienced and passionate about creating inclusive work cultures and ensuring the future works for everyone. For guidance with inclusive recruitment, please contact Camila Carvalho., our ED&I Consultant.

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