April 4, 2023
Video: The Stews. (2016, May 25). Deaf Employment and Discrimination ┃ ASL Stew [Video]. YouTube. https://www.youtube.com/watch?v=zuIMoR-n92k
The video I chose to write about is from YouTube and is called Deaf Employment and Discrimination. The YouTube account is run by two deaf females, Jenna, and Jill, although Jenna is the only one in this video. They’ve posted many videos on lots of diverse topics but they prominently talk about deaf culture, accessibility, day in the life vlogs, and ASL (American Sign Language).
One of the points Jenna makes in this video is the deaf community unemployment rate which is significantly higher than the average unemployment rate. Although this isn’t a barrier this is one of the symptoms of all the barriers deaf people face in the workplace. Some of these daily issues include, not being able to talk on the phone, and not being able to read lips on video conference calls. Additionally, seeing coworkers afraid to talk to you because they’re scared of the awkwardness of not being able to communicate with you is discouraging and sometimes makes deaf people not want to communicate with others either which can become isolating.
Jenna also explains how applying and going for interviews can be very stressful and that’s where she feels discriminated against the most. Issues can come from deaf people who may require an interpreter because they must inform the interviewer of this beforehand and some people may not be aware of what that implies. It’s also possible for the interviewer to decline to offer an interpreter and instead proceed in writing back and forth. This may be preferred for some but is not ideal If sign language is the interviewee’s first language, instead having an interpreter there may make them feel more at ease. With this being said hiring an interpreter for the interview and even for the job position if you get it adds an extra step and expense for the company and that’s why deaf people sometimes feel as if they shouldn’t ask for one because it will make for another barrier in the process.
This reaffirms Jenna’s idea that you have to show them you are qualified in other aspects like past experience, and technical skills, instead of them focusing on your communication limitations.
Moving forward I’ll outline 6 strategies employers or workplaces can take to increase inclusiveness for deaf/Deaf employees along with the impact and support it will have on the employee to overcome some of the barriers they face.
The first strategy an employer can take is to embrace new technology which can support Deaf people. Some technological supports could include text phones, voice recognition software, text relay, video relay, and captioning. This allows the deaf employee to communicate with colleagues better but also complete tasks more efficiently with the proper tools to understand online content.
The second strategy a company can take is to communicate through Email more frequently. Using mass emails to send to all employees to keep staff in the know can create an easy way to make all employees feel included. Included within staff emails should also be an email regarding the new employee’s disability along with their preferred method of communication from the beginning. This and any other necessary information on proper etiquette in relation to communication gives employees an understanding of how they can properly interact with them.
The next strategy a company can take is to offer an interpreter along with their position, and additionally speech to text reporters during important company meetings. Both of these tools are useful for deaf people to feel welcome and included in conversation but also ensure that they know what’s going on at all times.
The fourth strategy a company can use is to make the interview process more accessible, inclusive, and non-discriminatory. To do this the employer can begin with their website making sure it’s inclusive, this could mean making sure any videos have captioning. Another step an employer can take is to ask if the interviewee needs an interpreter within the interview application. This shows that you’re thinking of Deaf people and takes down some of the stressful barriers within the interview process.
Once a Deaf employee is hired the next step you can take is to implement staff training. One survey found that 56% of Deaf employees surveyed had experienced discrimination in the workplace due to being Deaf or hard of hearing (Stecko, 2023). Additionally, as mentioned previously, the biggest issues facing deaf people in the workplace are feeling isolated and discouraged because they can’t communicate with their colleagues. This is why staff training would be so important, some training could focus on creating an understanding of how to communicate in a deaf-friendly way, learning about barriers experienced by deaf people, and even an explanation and learning of basic American Sign Language. Additionally, this training would offer basic knowledge like being aware of where people stand during presentations, and even the position of their desk to allow this person to see and be seen
Lastly, Employers can increase the number of visual aids in the workplace to help deaf employees navigate it better. This could include flashing lights in an emergency, visual signs for washrooms, water fountains, and other important rooms, and vibrating alarms synced to any audible alarms in case of emergencies. This would make daily tasks easier and less stressful for Deaf people.
References:
The Stews. (2016, May 25). Deaf Employment and Discrimination ┃ ASL Stew [Video]. YouTube. https://www.youtube.com/watch?v=zuIMoR-n92k
Stecko, N. (2023, February 2). How to Support Deaf People at Work | Inclusive Employers. Inclusive Employers. https://www.inclusiveemployers.co.uk/blog/supporting-deaf-people-at-work/
Coventry, R. (n.d.). 5 things HR staff can do to support Deaf or Hard of Hearing employees. https://blog.ai-media.tv/blog/5-things-hr-staff-can-do-to-support-deaf-employees
Management & Leadership 
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