The experience of being “hearing” and using spoken language to communicate anchors most of our world and workplaces today. Meetings are conducted in spoken languages, colleagues and customers make phone calls to share knowledge or voice concerns, most professional services are conducted through people speaking audibly with each other, and many people rely on video, radio, podcasts, and television for information, learning, and entertainment. This nearly ubiquitous experience influences the common belief that deaf people, deaf employees, and especially deaf children must learn to speak and use adaptive technology to be successful in the “real” world, and that the solution lies in curing hearing differences or getting accommodations to bridge communication between deaf and hearing people.
Is Your Organization Inclusive of Deaf Employees?
Talented deaf people are everywhere. They are CEOs, doctors, Fortune 500 executives, NASA engineers, mayors, lawyers, scientists, gaming champions, athletes, and Presidential appointees. Still, this minority remains largely overlooked by most employers today. The experiences of the deaf community build an abundance of innate skills that are invaluable to every workplace. They enhance communication and can also provide a competitive advantage by better understanding your market and customers. Deaf employees on your team, if embraced, supported, and empowered, can improve the quality of your products, services, and the overall customer and user experience. Equity and belonging are cornerstones of achieving inclusive excellence. These values foster environments where differences are embraced as catalysts for growth, learning, innovation, and competitive advantage. To hire and retain deaf and diverse talent, organizations must commit to a culture of belonging and inclusive excellence. Employers who open doors and engage with this sizable population will discover a deep pool of talent that will enhance and advance their organizations.
HBR Learning