For Employers
DeafGROW is dedicated to providing employers with the most comprehensive resources for the workplace inclusion of deaf and hard-of-hearing individuals. Hiring deaf and hard-of-hearing candidates can give your businesses a competitive advantage by bringing today’s high-tech skills and diversity to the workplace. Get tips for interviewing and working with a deaf or hard-of-hearing person, including communication strategies and common workplace accommodations.
Your organization can benefit from hiring a Deaf candidate in the following ways:
- Deaf and hard-of-hearing candidates are well-trained and have the skills to hit the ground running.
- They possess skills in state-of-the-art processes on the latest equipment.
- They understand the concepts of business bottom line, quality focus, teamwork, and perseverance to get the job done.
- They have learned strategies to facilitate communication and successful interactions between deaf and hearing people.
If you want a skilled and highly motivated employee, hire a deaf or hard-of-hearing individual from our partners at the College of Saint Benilde in Manilla, Philippines, and Dong Nai University in Bien Hoa, Vietnam.
Interviewing a Deaf Person
- When setting up the interview, ask the candidate how they would prefer to communicate during the interview.
- Inform the receptionist that you are expecting a deaf or hard-of-hearing candidate.
- Find a location with good lighting.
- Have a written itinerary and company literature available.
- Provide a written copy of the interview questions.
- Speak clearly and slowly.
- Use gestures and facial expressions.
- Maintain eye contact by looking directly at the person.
- Encourage the deaf or hard-of-hearing individual to let you know if your communication is unclear.
- Rephrase things if necessary.
- Ask open-ended questions.
- Use paper and pencil if necessary.
- Ask the candidate to demonstrate his or her skills during the interview by operating a piece of equipment or software application, etc.
- Resist putting your hands on or near your mouth as you speak.
- Position the interpreter next to the interviewer so the candidate can easily see both individuals.
- Clarify whether the candidate will speak for themselves or whether the interpreter will voice what the candidate signs.
- Make eye contact with the candidate.
- Address your questions directly to the candidate, not the interpreter.
- Make sure your internet connection is working properly, and you are able to join the career fair link.
- Find a quiet spot with no distractions to sit during the event, and make sure you have a plain background behind you.
- Test your camera to make sure it is working properly and that there is good lighting.
- Use good posture when sitting or standing during the event.
Deaf and hard-of-hearing people can do the pre-screening interview through various technologies, such as email, video-conferencing platforms, and more. These technologies are available to you at no cost and are easy to use. All you need is your mobile device, computer, or teleconference capability.
We recommend that you first email the candidate to schedule a time for the pre-screening interview. Consider letting the applicant call you for the actual interview so they can select the telecommunications technology that works best for them. In this way, your interview experience will go as smoothly as possible.
Working With a Deaf Employee
Including a Deaf Employee in the Workplace
Consider these strategies to help create mutually beneficial work relationships between deaf and hearing employees.
- Ensure upper-level management support.
- Clarify job requirements and job descriptions.
- Provide organizational literature for review before the interview.
- Provide a written itinerary if more than one person is interviewing.
- Inform your receptionist or secretary that you are expecting a deaf applicant.
- Prepare co-workers by reviewing communication strategies.
- Discuss the best ways to facilitate integration with managers and supervisors.
- Ask deaf employees about their communication preferences (sign or voicing).
- Retain an interpreter, if necessary.
- Provide name tags, including job titles, for everyone.
- Hire an interpreter for the first day, if necessary.
- Provide an organizational chart.
- Give deaf or hard-of-hearing employees information to read before the benefits meeting.
- Use captioned films or videotapes, if available, that explain benefits or refer new hires to your company’s appropriate web page.
- Ask the person how to get his or her attention (tapping the shoulder, waving).
- Use visual signaling equipment for incoming calls.
- Use hands-on demonstrations to assist in training.
- Allow extra time for communication when training.
- Provide an outline of the training session.
- Assign a mentor to work directly with deaf or hard-of-hearing employees during training.
- Share informal information.
- Be sure to include deaf or hard-of-hearing employees in conversations, work break activities, and social events.
- Use a buddy system to alert deaf or hard-of-hearing employees to emergency situations.
- Install flashing lights to work in conjunction with auditory alarms.
- Review safety procedures, including exits and alarms.
- Use texting, e-mail, or pager to contact deaf or hard-of-hearing employees in the event of an emergency.
- Notify security if deaf or hard-of-hearing employees are alone in work areas.
One-on-one Communication
- Ask deaf or hard-of-hearing employees how they prefer to communicate (e-mail, instant messaging, speechreading, writing, demonstration, etc.).
- Maintain eye contact.
- Clearly explain the topic of the conversation and do so again when the topic changes.
- Encourage deaf or hard-of-hearing employees to ask questions if communication is unclear.
- Make sure that you ask questions if communication is unclear.
- Be prepared to repeat and rephrase the information.
- Have pencils and paper available and use them if necessary.
- Ask deaf or hard-of-hearing employees to review key points of the conversation to ensure understanding.
- Reduce environmental distractions, such as background noise and movement.
- Position yourself in appropriate lighting so your speaking and/or signs can be seen.
Group Situations and Meetings
- Consider the room layout (i.e., circular seating) to provide good communication.
- Hold meetings in a quiet, well-lit room.
- Incorporate visual aids, demonstrations, flip charts, written agendas, and handouts in presentations.
- Ask deaf or hard-of-hearing employees if they prefer an interpreter.
- Let deaf employees determine the best seating arrangement to see the speaker and interpreter.
- Assign a person to inform deaf or hard-of-hearing employees of important announcements.
- Point to the person who is speaking.
- Watch for signals that deaf or hard-of-hearing employees wish to contribute.
- Ensure that one person speaks at a time.
- Do not pace while giving a presentation.
- Speak clearly and slowly.
- Do not talk with your back to the audience while writing on a blackboard.
- Have minutes or notes taken for future reference.
- Review critical issues introduced in a meeting to ensure understanding.
Learning Sign Language
It is helpful to have knowledge of sign languages in your area. Go to Ethnologue website to find the specific sign language database in your region and learn more.
Communications & Accommodations
Providing Accommodations
Communicating with deaf or hard-of-hearing employees is easier than you might think. When meeting deaf or hard-of-hearing individuals for the first time, asking them how they prefer to communicate with you is acceptable. In this era of electronic devices, you can communicate via computer, iPad, iPhone, or other device where information can be entered and shared. For more information about communicating with an employee or interviewee who is deaf or hard of hearing, see Communication Strategies and Group Situations and Meetings.
Employer Training
Online Working Together program
The Working Together: Deaf & Hearing People online course is designed to help employers develop the sensitivity and skills to communicate effectively with deaf and hard-of-hearing employees, enable deaf and hearing colleagues to work together more productively, and assist in fostering a workplace culture of diversity and inclusion.
The online course’s five self-paced modules will cover topics such as Myths and Definitions, Hearing Loss, Deaf Culture, Communication, and Accommodation and Inclusion in the Workplace. This information can benefit employers, co-workers, HR business leaders, and other inclusion/diversity professionals. The course is available on the DeafTEC website.
FAQs
What universities are involved with DeafGROW?
College of Saint Benilde in Manilla, Philippines, and Dong Nai University in Bien Hoa, Vietnam.
Can DeafGROW provide accommodations for job seekers?
No, instead, we provide suggestions and tips. We strongly encourage you to provide accommodations for the candidates.
Is DeafGROW available to consult with employers?
We are available to answer your questions about creating and maintaining an inclusive workplace environment. To learn more, contact us.
Why should my company hire Deaf employees?
Diversity drives innovation! Deaf employees bring unique perspectives, problem-solving abilities, and adaptability to your workforce. By hiring Deaf individuals, you contribute to inclusivity, strengthen your team, and tap into an often-underrepresented talent pool.
What is the long-term impact of partnering with DeafGROW?
By partnering with DeafGROW, your company will become a leader in diversity and inclusion. You’ll see the benefits of higher employee engagement, increased innovation, and stronger community connections.
Can employers be part of DeafGROW?
Yes! Contact us to discuss the potential partnership.
Can DeafGROW provide training to employer representatives?
We encourage you to take our online course, Working Together: Deaf and Hearing People.
Should employers hire deaf workers?
Absolutely, yes! There are benefits to hiring deaf and hard-of-hearing individuals. To learn more about the benefits, see our statement.
What is the process for colleges/ universities to partner with DeafGROW?
Contact Dr. Thomastine Sarchet, Assistant Dean, Center for International Educational Outreach, at tasbka@rit.edu to start the conversation.
What types of accommodations might be useful for a test or assessment as part of the interview process or training program?
Depending on the assessment or test, it is recommended that you contact the candidate to develop a solution.
Where can I find stories on deaf workers in engineering, computing, business, science, visual communications, and human services?
See the success stories of deaf people from the NTID Co-op and Career Center in the various industries.
Can deaf workers lead/coordinate projects, teams, or groups?
Yes! With your support system and accommodations, Deaf leaders have proven to be successful in the workplace. Managers play a critical role in fostering success by providing clear communication channels, addressing accessibility needs, and creating an environment that values collaboration and inclusion.