The theme for day 2 of International Week of Deaf people is Sustainable economic opportunities for deaf people.
According to the World Federation of Deaf people, as of 2011, the International Labour Organisation (ILO) states that approximately 80% of persons with disabilities, including deaf people, are of working age. Reports we have from around the world show underemployment and unemployment is high within deaf communities. Accessing a fair and inclusive labour market with equal working conditions and salaries as their peers without disabilities is a step toward deaf peoples’ inclusion in their communities and more equal societies.
In the UK, 1 in 5 people has some form of hearing loss, with at least 4.4 million people of working age. There is an employment rate of only approximately 65% for those with a hearing loss, which when compared to their hearing peer rises to 79% – that’s a stark contrast.
This means there are millions of people who are willing and able to work, yet their hearing loss impacts their employment prospects and can lead to loss of employment and difficulties in finding employment.
A 2017 report carried out by the NHS claim that Deaf people with hearing loss can feel isolated at work, which prevents them from fulfilling their potential – and can even force them to leave employment altogether. This could have an impact on the productivity of a business; employers could lose valuable and skilled employees and be left with the costs of recruiting and training new members of staff. However, with the right adjustments and employer support, hearing loss does not have to present a barrier in the workplace. By giving employees with hearing loss the support they need, businesses will profit, and people with hearing loss will benefit too.
Similar research from RNID in 2018 says that being deaf or having hearing loss should not be a barrier to applying for and excelling in most jobs. But when employers lack understanding about hearing loss and don’t offer support, employees get left out, and left behind.
Their research shows that more than half of people who are deaf or have hearing loss have felt like they’ve been treated unfairly at work and experienced teasing and mocking from their colleagues.
- 7 in 10 said colleagues have not communicated effectively with them.
- 60% had retired early and, of those people, 56% said that this was related to their hearing loss
So let’s explore a little further how we can create sustainable economic opportunities for deaf people.
As part of the Equality Act 2010, employers have a duty to make reasonable adjustments in the workplace for disabled employees, including those with hearing loss.
It is important to understand that hearing loss covers a broad range of people whose needs can vary widely, as this may depend on the type or level of hearing loss. A person who is profoundly deaf could use British Sign Language (BSL) to communicate and will need different support from a person who uses hearing aids and verbal communication. They, again, will have different needs from a person with mild hearing loss who does not need to use hearing aids.
Some simple reasonable adjustments can make a huge difference and can get the best out of all employees, these could be:
- Adjusting the layout of a meeting room and using appropriate lighting to assist with lipreading.
- Provide deaf awareness training for all of your staff
- Learn some basic British Sign Language or complete a BSL qualification
- Create some simple ground rules for team meetings, for example, enforcing good communication practices for everyone such as ensuring only one person speaks at a time.
- Modifying a job to take the needs of a person with hearing loss into account.
- Before interviewers with a potential candidate ask if they have any communication support requirements and sort these out in advance of the interview.
- Providing communication support for meetings, such as speech-to-text reporters.
- Installing equipment for employees with hearing loss, such as amplified telephones and flashing-light fire alarms.
- Providing a portable hearing loop, or similar device, for employees.
- Giving employees time off work for their audiology appointments.
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