Supporting Deaf and Partially Hearing Colleagues in the Workplace
"With the right support, hearing loss doesn't need to be a barrier for anyone." Royal Berkshire Fire & Rescue Service Employee
Have you ever wondered if your workplace is truly accessible to everyone?
As Deaf Awareness Week approaches from the 5th to 11th May, it's the perfect time to reflect on this question.
With 5 million working-age people in the UK affected by hearing loss, and more than half reluctant to tell their employer about it, many businesses are unknowingly missing out on incredible talent.
Supporting deaf and partially hearing colleagues isn't just about compliance. It's about unlocking the full potential of your workforce.
Here's how you can lead the way.
Why Supporting Deaf and Partially Hearing Employees Matters
Deafness and hearing loss are often invisible, but the impact can be huge if the right support isn't in place. Simple barriers like unclear communication or noisy environments can hold back talented people unnecessarily.
Forward-thinking businesses like EY, IKEA, and HMRC are already creating deaf-friendly workplaces - and reaping the rewards of a more inclusive, innovative workforce. Read on to find out how you can too.
Practical Ways to Support Your Colleagues
1. Improve Everyday Communication
Small, thoughtful changes have a big impact:
- Face the person and maintain eye contact when speaking.
- Speak clearly at a natural pace - no need to exaggerate.
- Use good lighting and minimise background noise.
- Never shout - it's uncomfortable and intimidating.
- Check understanding regularly, and rephrase if needed.
Most importantly, ask your colleague what support works best for them.
2. Make Meetings More Accessible
Make every voice heard by:
- Sharing agendas and key points in advance.
- Use well-lit, quiet spaces for meetings.
- Providing communication support, such as interpreters or real-time captions.
- Installing hearing loops to help hearing aid users follow conversations clearly.
3. Offer Simple, Effective Adjustments
Reasonable adjustments could include:
- Flexible working hours to accommodate audiology appointments.
- Assistive technology, such as amplified phones or speech-to-text apps.
- Workspace tweaks to reduce background noise and improve visibility.
Many adjustments are low-cost, and the government's Access to Work scheme can help cover funding for additional support.
Talk to us
If you would like to find out more about our solutions, get in touch.
Build a Truly Inclusive Culture
The key to real inclusivity isn’t just in making changes (as important as those are), it’s in adopting a mindset that encourages openness and understanding.
- Provide deaf awareness training across teams
Nearly 68% of employees with hearing loss report feeling isolated due to communication barriers. Deaf awareness training can reduce this isolation and promote understanding, ensuring that all team members can thrive
- Encourage openness about hearing loss through regular 1:1s
Over 55% of deaf employees have felt unfairly treated at work, often because of a lack of understanding from colleagues. Encouraging open dialogue can help reduce these feelings and create a more inclusive environment.
- Promote inclusivity during recruitment and onboarding.
One in five deaf employees fear job loss if they disclose their hearing loss, which can contribute to a lack of transparency in recruitment. Promoting inclusivity during onboarding can help eliminate these fears and attract a more diverse talent pool
Creating a safe space for open conversations empowers employees to thrive and leads to a more collaborative, productive workplace.
Creating a Workplace Where Everyone Thrives
Deafness or hearing loss should never be a barrier to success.
When employers commit to building inclusive environments, everyone benefits: from individuals to teams to the entire organisation.
This Deaf Awareness Week, take action. A few small changes today can create a lifetime of opportunity for your colleagues tomorrow.
We believe accessibility isn't an add-on; it's essential. Let's champion workplaces where everyone's voice is heard.
