WORKPLACE STRUGGLES
People who are d/Deaf or hard of hearing are defined as disabled and are protected under the Equality Act 2010 and are entitled to equality of opportunity without discrimination.
According to 2020 figures 11 million people in the UK are deaf or hard of hearing and within this community 12% are likely to unemployed.
d/Deaf discrimination can take many forms, Examples include:
Communication - where access is not made possible for deaf people to communicate
Making assumptions - it is common for other people to make assumptions about the capabilities of d/Deaf and hard of hearing people, as though their identity or condition makes them less able to do certain things
Feeling sorry for people because they are d/Deaf. Many people are proud to be part of the deaf community - everyone will feel differently, but not assume deafness is a curse and something to be sorry for.
d/Deaf and hearing discrimination at work – employers should never make assumptions about what d/Deaf and hard of hearing people are able to bring to the workplace.
Audism – the belief that the ability to hear makes people superior to those who are d/Deaf or hard of hearing.
Understanding Workplace Struggles For d/Deaf People
Difficulty with access to work for d/Deaf people happens at every stage of the employee journey. A recent survey by the Royal Association for Deaf People revealed that a lack of awareness among employers was a serious barrier to employment and career progression.
The study highlighted the following statistics:
63% reported they had not been given equal opportunities at work
83% felt excluded from conversations with colleagues
69% reported feeling lonely at work
59% had been left out of social events
There can sometimes be barriers to employment for d/Deaf and hard of hearing people before they enter the workplace. There are many ways we can understand and improve disability recruitment practices.
People will be ready to share their disability information to new or potential employers at different times, which can make arranging interviews challenging.
d/Deaf people may be apprehensive of how any potential employer may react to a request for an interview method that suits their communication style, fearing others preconceptions and deaf discrimination.
d/Deaf people experience many microaggressions and the impact of implicit bias from employers, such as doubting their abilities and denying them opportunities because they as employers don’t feel equipped to support them.
By understanding the barriers to employment, we can create more deaf-friendly jobs and be an inclusive employer.