One question I often ask during my training sessions is what concerns employers might have about hiring a Deaf person. The answers are usually about communication, safety, productivity or whether the person can keep up in a busy workplace. These concerns may sound reasonable to someone who has never worked with a Deaf colleague, but how many are based on actual experience, and how many are simply assumptions?
I’ve heard stories from Deaf professionals who have the education, experience and qualifications for a position but struggle to get an interview. Sometimes an employer sees that an applicant is Deaf and immediately begins thinking about communication barriers rather than what that person could contribute. Before the applicant has even had an opportunity to demonstrate their abilities, someone has already decided what they might not be able to do.
This is where misguided assumptions become a serious problem. Being Deaf does not tell you whether someone can manage a busy environment, supervise employees, meet deadlines, solve problems or lead an organization. Yet these are often the very things employers question when they discover an applicant is Deaf. Would they ask the same questions of a hearing applicant with identical qualifications?
I find it interesting how quickly communication becomes the responsibility of the Deaf person. Employers may say their workplace is too fast-paced, that employees need to communicate constantly or that there isn’t enough time to arrange interpreters. But have they actually looked at how their workplace communicates? How much information is shared verbally without documentation? How many meetings have no agenda? How often do employees misunderstand instructions because everyone assumes they heard the same thing?
Communication problems are not exclusive to Deaf employees. Hearing employees misunderstand one another, miss important information and make mistakes every day. We don’t automatically question their ability to do their jobs because of it. Instead, we look for ways to improve communication, provide additional training or change how information is shared. Why should a Deaf applicant be treated differently?
Another assumption is that hiring a Deaf person will require significant changes or become an additional expense. Some employers immediately think about the cost of interpreters without exploring what communication supports are actually needed. Not every Deaf person communicates the same way, and not every situation requires an interpreter. Technology, visual communication, written instructions, accessible meetings and basic sign language can all contribute to a more inclusive workplace. The important part is having a conversation with the individual rather than deciding what they need before they even arrive.
I’ve also seen what happens when employers are willing to learn. During my training sessions, people begin to recognize that many of their concerns come from unfamiliarity rather than experience. Once they understand Deaf culture, communication preferences and how to work with interpreters, their confidence grows. They start asking different questions, exploring practical solutions and realizing that inclusive communication can benefit their entire team.
What concerns me most is that Deaf applicants may never know why they weren’t selected. They receive the usual response that another candidate was a better fit, or they hear nothing at all. We cannot assume every unsuccessful application involves discrimination, but we also cannot ignore the possibility that misconceptions about deafness influence hiring decisions. When employers never examine their assumptions, qualified people can be overlooked without anyone recognizing what happened.
There is also a difference between identifying the actual requirements of a position and assuming a Deaf person cannot meet them. If a job requires specific communication or safety procedures, explain those requirements and discuss how they can be met. Give the applicant an opportunity to demonstrate their skills. Consider whether your existing procedures are accessible rather than assuming the individual is the problem.
Employers often tell me they want to be inclusive but don’t know where to begin. My advice is to start by examining what you believe about Deaf people. Where did those beliefs come from? Have you worked with Deaf professionals? Have you ever asked a Deaf person about their experience, qualifications or preferred communication methods?
We spend a great deal of time encouraging Deaf people to prepare for employment, develop their skills and advocate for themselves. We also need to spend time preparing employers to recognize those skills and provide equal opportunities.
I want to leave employers with a question worth discussing within their organizations.
When you hesitate to hire a Deaf person, are you evaluating their qualifications or your own assumptions about what they can do?
The answer may reveal more about your workplace than the applicant.
