In Canada and America, the unemployment rate hovers around 6-7%. However, the unemployment rate for Deaf individuals is a staggering 40%, a clearly unacceptable statistic. The barriers in employment for Deaf individuals are prominent throughout North America, despite legislation against discrimination.
Barriers in Employment
Typically, for a Deaf individual, they are not even given the chance to prove themselves in an interview because of prejudice and assumptions against Deaf people. Numerous members in the Deaf community have attested that despite having qualifications and applying to many jobs, the invitation for an interview is rarely given. This may happen for a variety of reasons but is mainly due to prejudices and reluctance to pay for interpreters or other accessibility services, despite it being the right of the individual. Few employers realize that the costs associated with sign language interpreters, live captioning or any other accommodations, mean they are investing in that employee, the same way they invest in their hearing employees through training or social events. However, if the employer is unable to pay or for some reason is hesitant to, in Ontario, the Ontario Interpreter Service (OIS) will cover the cost of the interview to increase opportunities for Deaf and Hard of Hearing people. Deafness is a unique ability since communication for Deaf and Hard of Hearing individuals may look a bit different than what most are used to. Nevertheless, they are still able to communicate, whether that be via an interpreter, lip-reading or any other communication method that they prefer. It’s also important to add that in most workplaces, verbal communication can be a small portion of everyday communication. E-mails, report writing and instant messaging can take up the majority of how information is relayed throughout an office, and a hearing or Deaf individual would communicate in the same way.
When a Deaf individual is hired, they can face a wide range of barriers in the workplace, such as attitudinal, physical, communication and technological. Co-worker misconceptions, poor lighting, minimal availability of effective technology, lack of interpreting services or live captioning are all examples of barriers that Deaf individuals encounter.
Accommodations
Throughout North America, although there are laws against discrimination when hiring an employee and in the workplace, it is sometimes impossible to prove, especially when someone feels they were not hired because they are Deaf.
Deaf and Hard of Hearing individuals may be hesitant to reveal they need an accommodation because of a fear that they will be viewed as incompetent or not be given an appropriate accommodation. Under the Ontario Human Rights Code, employers must give accommodation for those who have disabilities for them to complete their work. The first step in creating an accommodation is for the individual to bring it to the attention of their employer and be assured that they are protected by the law. Then, a meeting should be set up to discuss the accommodation and understand what the barriers are and what would be best to remove them. Once an accommodation plan is in place, it is important to follow up to ensure that the individual is comfortable with the accommodation and it is working well.
Benefits of hiring Deaf and Hard of Hearing employees
Many Deaf individuals tend to work at companies that provide services for people who have disabilities. This is common for two reasons - they can provide a perspective that is relevant to the services or products that are provided and the employers usually understand how to create a barrier-free environment and understand that Deaf and Hard of Hearing employees are valuable to a company, just like anyone else. Although Deaf and Hard of Hearing individuals excel in these roles, Deaf and Hard of Hearing people study in almost every field imaginable and can also excel in other positions.
Deaf and Hard of Hearing employees have an outstanding work ethic, are adaptable and offer a distinctive perspective; all of which are important qualities to bring to a team. As a result of the minimal opportunities for Deaf and Hard of Hearing people, they are often more inclined to stay at a company compared to their hearing counterparts, which can sometimes have very high turnover rates. Deaf employees also have unique traits and qualities that are advantageous such as not being distracted by loud environments, being visually aware, and being highly skilled with machinery or any other hands-on activity. There are numerous studies about the importance diversity has to a team and how more diverse teams have greater success. However, it seems that to most companies, diversity only refers to your gender or ethnic background, but diversity includes much more than that.
How Can Companies Create a Better Work Environment?
Reducing stigma and stereotypes about Deaf individuals is the first step in providing equitable employment opportunities. Education tends to be the most effective way to do this. Programs like the ASL curriculum in Ontario high schools are a great step in spreading awareness, especially before entering the workforce. Upon hiring a Deaf employee it is imperative that there is ongoing communication between them and the employer about ways to help them succeed. It is also crucial that everyone in the workplace or office is educated on how to communicate with them, the role of their interpreter (how to be respectful, when it is okay to use them, etc.). The best way to create a better work environment for Deaf and Hard of Hearing individuals is to be in consultation with them and be open and willing to implement changes. Most Deaf and Hard of Hearing people tend to be very open, patient, understanding, and most of all, willing to help their hearing coworkers learn the best way to help them as a team. Many workplaces have an important social aspect as well, like company parties or social events. These are important opportunities for employees to get to know each other in a more personal way. Gatherings such as these should also be accessible and welcoming to the Deaf or Hard of Hearing individual.
As you enter or continue in your professional career, keep in mind some of the things talked about in this blog and make sure that your workplace is a welcoming environment to Deaf and Hard of Hearing people. By working together we can ensure that everyone has the opportunity to bring about the changes that we need in this world.
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