We have developed this fact sheet to provide information and direction on supporting people with who are deaf or hard of hearing. As such it is a starting point for a range of matters you may wish to consider when offering employment related support to this group of job seekers.
Understanding deafness and hearing loss and its impact on job performance
People with disability are usually experts in their own needs, and will understand the impact of their disability on work performance and what workplace adjustments they may need at interviews, while training and on the job.
Deafness or hearing loss can be caused by injury, disease, exposure to excessive noise or genetic factors. A person may be deaf or hard of hearing at birth (congenital) or become deaf or hard of hearing later in life. Consequently their language skills may vary considerably. Those with congenital or early onset deafness may have no or limited speech. They are also more likely to use Auslan (Australian Sign Language).
It is important to be aware of the difference between what is often referred to as big ‘D’ Deafness and little ‘d’ deafness.
People who have always been deaf or became deaf at an early age tend to experience deafness as a normal part of life and identify with the Deaf community. This community is a network of people who share a language (Auslan), a culture and a history of common experiences. They usually do not see themselves as people with disability but rather identify themselves as a linguistic minority, on par with other cultural groups such as ethnic minorities.
On the other hand, people who become hard of hearing in adult life do not usually identify at all with this Deaf community, more likely seeing themselves as hearing people who now experience difficulties with hearing.
However, the main area of employment related functioning that may be affected is the same for both groups, namely communication. Profoundly Deaf, Auslan users may also experience issues with literacy and writing as syntax and vocabulary in Auslan varies a great deal from standard English.
In this fact sheet the term ‘deaf’ refers to both cultural Deaf and people who lost all hearing post lingually.
The Workplace Adjustment Tool contains further information on deafness and hearing loss. The Workplace Adjustment Tool is a searchable database that allows you to search for ideas for workplace adjustments and solutions based on a particular disability and the type of job being undertaken.
Put the person first
When developing a job search plan or offering post placement support, it is necessary to be flexible and treat each person who is deaf or hard of hearing individually. Tailor your approach to individual needs and capacities and focus clearly on each person’s goals and abilities. This should also entail reassessing and adapting plans and support as necessary and linking people into relevant specialist services.
Tapping into existing support networks may also assist job seekers to achieve vocational goals. Use current and valid assessments and reports (school, medical, rehabilitation and work capacity) to help you gain a full understanding of the person’s strengths, barriers and any assistance they will require along the road to employment.
It is also important to understand that each person who is deaf or hard of hearing will have preferred methods of communication. These will vary from person to person. Some may use a combination of:
- speech reading (typically referred to as lip-reading)
- sign language
- pen and paper
- text messaging
- email
- gestures for expressive and receptive communication.
Other people may rely solely on a hearing aid, lip-reading and speech. It is good practice to clarify each job seeker’s preferences with regard to methods of communication at interviews, during training and on a day to day basis in the workplace.
Pre-employment strategies
You can assist job seekers who are deaf or hard of hearing to find suitable and durable employment by developing an individualised pre-employment plan that incorporates a discussion of the following:
-
an exploration of realistic job options
-
offering solutions to the communication barriers that employers often raise
-
a job development strategy covering resumes, interviews and job search techniques, including the job seeker's role and your role in these activities
- consideration of disability disclosure
- requirements for workplace adjustments or modifications
- consideration on post placement support needs.
Job search
Very occasionally people who acquire their deafness or hearing loss later in life may have unrealistic ideas about the type of jobs in which they could succeed. This may occur more often in instances where the person had a strong pre-injury work history where the past job was reliant on high levels of communication. Unrealistic work ideas may be a result of the person not yet coming to terms with any post-injury changes to their capabilities or to a lack of awareness of the changes to their abilities.
Whatever the cause, it is crucial to carefully explore each job seeker’s work skills and interests through personal discussion, checking any post injury employment referees or talking frankly to rehabilitation case managers. For those with limited or no recent work experience, it may be beneficial to arrange work experience or voluntary work to assist in determining future job choices.
This process of exploration may also help determine whether a person will be able to work for full wages or need to access the Supported Wage System and be paid productivity-based sub-minimum wages. Keep in mind however that historically only a very small percentage of deaf or hard of hearing job seekers have accessed the Supported Wage System.
Most job seekers will benefit from personal involvement in preparing suitable resumes and using a range of job search methods. However some people who are deaf or hard of hearing may experience difficulty with literacy and require assistance to prepare resumes. Due to communication limitations they may also need assistance with contacting employers, setting up interviews and organising Auslan interpreters. A good rule of thumb is to involve a person to the maximum level of their abilities in the whole job search experience.
Job interviews—communication and interview tips
When it comes to actual job interviews or face to face meetings with employers, many people who are deaf or hard of hearing may struggle to promote their suitability for the job well unless the required reasonable adjustments or preparations are made. This may involve booking an Auslan interpreter and advising employers on a range of straightforward and effective communication tips. Be mindful when arranging interviews or promising interpreting support that Auslan interpreters are often in short supply and a lengthy lead time and flexibility may be necessary.
The following are some tips that can be provided to employers verbally or in written form by yourself or your job seeker. They may be of use during interviews and training, in addition to the workplace:
-
get the person’s attention before speaking to them
-
speak directly, face to face, with the person and do not to walk away half way through a sentence, especially if giving instructions
-
keep your mouth clear of fidgeting fingers or bushy unclipped facial hair
-
use your normal talking voice—there is no need to shout
-
if an Auslan interpreter is involved, direct your questions or information to the person not to the interpreter
-
if giving instructions or asking questions, double check with the person if they have understood and got the right message, or encourage them to feel at ease with asking you to repeat anything they have not heard clearly
-
in situations where there is a lot of background noise, it may be easier to jot instructions down on a piece of paper or a whiteboard
-
avoid, as much as possible, yelling instructions or asking questions from a distance, especially if the person has their back turned to you
-
be aware in group situations where there is more than one person talking at one time and other background noise such as running machinery, that a person may not have heard or understood everything that has been said—this applies to:
A job seeker who is deaf or hard of hearing may require substantial interview support to fully sell themselves to a prospective employer, to help with explaining their workplace communication needs and which employer incentives may be available such as wage subsidies, supported wages and Auslan assistance. Most job seekers, will require you to explain this information to employers.
All job candidates, whatever their interview skills, can benefit from interview practice opportunities and from understanding what job interviews entail from start to finish.
Disclosure issues
There is no single answer to the question of disability disclosure for people who are deaf or hard of hearing.
Clearly for some people disclosure will not be a critical issue as their disability, due to their speech or appearance (hearing aids), will be obvious. In this case it will be a matter of working out a way of discussing information about a person’s disability with prospective employers in a manner with which the job seeker is comfortable. This may require adapting your language, as people who identify with the Deaf community and those with acquired hearing loss often do not use the language of sensory disability to describe themselves.
For others, whose hearing loss is not obvious, disclosure can become a real issue that warrants careful consideration. Often the disability will not be readily apparent in an interview but may become apparent later on the job. In this case appropriate disclosure strategies may be vital to ensure that the employee receives the training and support they need to make the job placement succeed.
Post-placement strategies
Job commencement—on site assistance and support
Starting a job can be a testing time for any new employee. For many who are deaf or hard of hearing there may be the initial need for advice on workplace communication strategies and safety precautions as well as assistance with procuring any necessary equipment (such as teletext typewriters, vibrating pagers, flashing lights on machinery) in addition to any other employer incentives you may arrange.
This might also involve the more formal provision of employer and co-worker education on the impact of deafness or hearing loss and on communication techniques, including, where appropriate, some basic Auslan training for co-workers. Employers may also appreciate assistance with Employment Assistance Fund applications, purchasing equipment or organising signers or co-worker signing training.
The Employment Assistance Fund provides funding for Deaf awareness training, which can be invaluable for co-workers of culturally Deaf employees. This training explores the cultural implications of staff who belong to the Deaf community as well as providing information about Auslan, the use of interpreters and deafness in general.
The most ideal situation is where the employer takes ownership of employee induction and training and provides the same level of orientation for new employees who are deaf or hard of hearing as they would for any new employee. The right level of advice and support from you as the employment service provider, should assist in starting things off smoothly.
During induction and training it is crucial that a Deaf employee has access to interpreter support so they can actively participate. Without a full understanding of the information disseminated by the employer, jobs will often fail. The Employment Assistance Fund can assist with funding for interpreter support.
Ongoing support
Once an employee who is deaf or hard of hearing has commenced work and been given all the necessary initial assistance, you can increase their chances of maintaining employment by providing ongoing support as it is required.
Ongoing support requirements and the way this support is delivered should be discussed with the worker. Ongoing support may include:
-
visits, email, text messages and phone calls to monitor performance
-
assistance with resolution of work-related problems
-
ongoing coaching of employers and co-workers on relevant disability issues
-
advice on job redesign (tasks, processes, hours) or workplace adjustments (structural modifications, special aids and equipment, communication strategies)
-
provision or arrangement of ergonomic or workplace assessments
-
off site or on site counselling or performance feedback
-
referral to community services or linkage into work related support mechanisms
-
assistance with training and expansion of duties, including regular performance reviews and appraisals.
More information
For information and step by step instructions on the financial help available to employers of people with disability, including the application process, visit:
The following fact sheets, developed for service providers, are also a useful resource: