As of recent estimates, over 430 million people worldwide experience disabling hearing loss, with this number expected to rise to over 700 million by 2050. Disabling hearing loss is defined as hearing loss greater than 35 decibels in the better-hearing ear. The World Health Organization (WHO) projects that by 2050, nearly 2.5 billion people will have some degree of hearing loss, which is roughly 1 in 4 people globally.

The distribution of hearing loss varies by region:

The Western Pacific and Southeast Asia regions are significantly impacted by high populations and varying levels of access to healthcare.

Africa and the Eastern Mediterranean also see a high prevalence, exacerbated by health service accessibility issues and higher rates of infectious diseases that can lead to hearing loss.

While better equipped with health infrastructure, Europe and the Americas still face challenges, especially related to aging populations and environmental noise exposure.

Understanding Disabling Hearing Loss and Deafness

Disabling hearing loss refers to the hearing loss above 35 decibels in the better-hearing ear, significantly impacting an individual's ability to engage in normal conversations. People experiencing this form of hearing loss may rely on various communication methods, including sign language, lip reading, and assistive listening devices. Deaf individuals might use sign language as their primary communication and often identify with a cultural and linguistic community that shares this common trait.

Deaf people can be employed by virtually any organization across various industries with few limitations. The feasibility of employing deaf individuals depends more on the specific job requirements and the availability of reasonable accommodations than the industry itself. With the right support and technology, deaf employees can perform effectively in many roles, from administrative and educational positions to roles in IT, design, manufacturing, and beyond.

Corporate environments can be greatly enriched by inclusively supporting people with hearing loss.

With the right support and technology, employees with hearing disability can perform effectively in many roles, from administrative and educational positions to roles in IT, design, manufacturing, and beyond.

How can companies effectively integrate and celebrate individuals who are deaf or hard of hearing?

Creating a workplace where deaf employees can excel involves a combination of tailored accommodations, technological aids, and a supportive culture.

1. Company Culture and Sensitivity Training

• Implementing regular sensitivity and inclusivity training for all employees to foster an understanding of deaf culture and the basics of sign language. Sodexo, for instance, has been recognized for its diversity and inclusion programs that include training sessions on various aspects of working with people with disabilities.

• Encouraging a culture where all employees are invited to learn sign language through free courses or workshops, enhancing overall communication and team cohesion. Starbucks opened a store in Washington, D.C. where all employees are fluent in American Sign Language (ASL), promoting inclusivity.

2. Team Communication

• Video Relay Services (VRS) and Video Remote Interpretation (VRI) allow deaf employees to communicate via video telecommunication services that use sign language interpreters. Companies like ZVRS and Purple Communications provide these technologies widely across the United States.

• Text-based communication tools like Slack or Microsoft Teams can be integrated with real-time captioning services to facilitate group meetings.

• Provide sign language training for team members or ensure access to interpreters to foster better communication.

• To ensure inclusivity, implement visual management tools like written emails and messages, video calls with subtitles, and visual alerts for meetings.

3. Community and Network Support

• Implement regular sensitivity and inclusivity training for all employees to foster an understanding of deaf culture and the basics of sign language. Sodexo, for instance, has been recognized for its diversity and inclusion programs, which include training sessions on various aspects of working with people with disabilities.

• Encouraging a culture where all employees are invited to learn sign language through free courses or workshops enhances overall communication and team cohesion. Starbucks opened a store in Washington, D.C., where all employees are fluent in American Sign Language (ASL), promoting inclusivity.

• Publicly highlight your commitment to diversity and inclusion through your corporate website, showcasing stories and testimonials from deaf employees.

• Engage with the deaf community through partnerships with organizations dedicated to deaf culture and participate in or sponsor events highlighting inclusivity's importance.

4. Professional Development and Promotion

• Ensuring deaf employees have equal access to professional development opportunities such as workshops, seminars, and conferences with appropriate accommodations. Google has set an example by providing interpreters and captioning services at their workshops and all-hands meetings.

• Setting up mentorship programs where deaf employees can be paired with mentors who understand their specific challenges. Microsoft’s Disability Mentoring Program is an excellent example of fostering career growth among employees with disabilities.

• Encourage feedback from deaf employee to understand their challenges and successes, using tailored performance metrics that reflect their work environment and support structures.

• Design engagement activities that are visually oriented and inclusive, such as team-building exercises that do not rely solely on verbal communication.

• Celebrate milestones and achievements in ways that are accessible to all employees, ensuring recognition efforts are inclusive of deaf employees.

5. Workplace Modifications

• Ergonomic adjustments, i.e., round table layouts to the workspace, such as placing a deaf employee where they will face most people to facilitate lip-reading, if they use it, are also beneficial. Positioning screens and desks to enhance visual access to meetings is also beneficial.

• Clear glass partitions can facilitate visual communication and reduce barriers in open-plan offices.

• Soundproofing: Implementing sound-absorbing materials on walls, floors, and ceilings can reduce background noise and improve the overall acoustics, making it easier for those using hearing aids and cochlear implants.

• Quiet Zones: Designating areas with minimal noise can provide spaces where employees with hearing impairments can work without auditory disturbances.

• Accessible Alerts: Emergency systems should be equipped with visual (strobe lights) and tactile (vibrating) alerting mechanisms to ensure that deaf employees are promptly notified in case of an emergency.

• Inclusive Feedback Loops: Establish channels for feedback from employees with disabilities to continuously adapt and improve the workplace environment based on their experiences and needs.

Various Types of Sign Languages

Sign languages are rich, diverse linguistic systems with grammar and syntax structures as complex as spoken languages. Commonly recognized sign languages include American Sign Language (ASL), British Sign Language (BSL), and others specific to regions and countries.

In Singapore, the deaf community primarily uses Singapore Sign Language (SgSL). SgSL is a blend of Shanghainese Sign Language, American Sign Language (ASL), and locally developed signs. Like ASL, it uses a one-handed fingerspelling system but incorporates a syntax that can differ significantly from English. The language structure often follows a topic-comment syntax common in sign languages.

Examples of SgSL:

Greetings: Similar to other sign languages, SgSL uses specific signs for greetings adapted to the local context, often influenced by both Western and Asian cultural norms.

Daily Life: Signs related to daily activities or local items such as food or transport are tailored to fit the Singaporean lifestyle. For instance, there are specific signs for local food items like "Laksa" or "Char Kway Teow".

Each has unique signs and rules, emphasizing the need for awareness and respect for linguistic diversity in the workplace.

Singapore Landscape

In Singapore, several companies are known for their inclusive hiring practices that support the employment of deaf individuals and those with other disabilities. These companies not only provide job opportunities but also create an accommodating work environment for their special needs employees:

United Overseas Bank (UOB): UOB has proactively created job opportunities specifically tailored for persons with disabilities, including those with hearing impairments. Their initiative focuses on roles that require meticulous attention to detail, such as document scanning and archiving.

Uniqlo Singapore: Known for its commitment to diversity, Uniqlo aims to employ at least one person with a disability in each of its stores. They have developed specific training programs to support their employees with disabilities, enhancing their integration and productivity within the company.

National Library Board (NLB): NLB has partnered with the Autism Resource Centre to provide employment opportunities for those with special needs. The role focuses on converting old library materials into digital formats. It suits individuals who excel in tasks that require high concentration and precision.

KK Women’s and Children’s Hospital: The hospital employs staff with physical disabilities and ensures the workspace is adapted to meet their needs, such as modifying workstations to accommodate motorized wheelchairs.

Singtel: Singtel actively participates in mentorship programs such as SG Enable’s RISE Mentorship program, which supports students with disabilities by pairing them with business managers for career guidance and opportunities.

Grab: Grab has taken significant steps to include individuals with disabilities in their workforce, including hiring a blind employee as a software engineer and modifying their food delivery platform to accommodate delivery partners with physical disabilities.

School of Concepts: This early literacy provider has taken significant steps to support persons with disabilities. They have implemented structured onboarding processes for newcomers with disabilities and offer compensation and benefits tailored to their needs. Their staff undergoes training to work effectively with colleagues who have disabilities, demonstrating a commitment to creating an inclusive work environment.

ProfilePrint: A company that uses artificial intelligence to assess food ingredients and has employed persons with disabilities as lab assistants. Their role includes grading coffee beans, a task that showcases how the company leverages the unique capabilities of its diverse workforce.

Conclusion

As we approach 2050, with nearly 2.5 billion people projected to experience hearing loss, it becomes crucial for the corporate world to adapt and evolve. Including individuals with hearing loss in various industries is a matter of social responsibility and a strategic advantage that drives innovation and inclusivity. Companies that proactively implement supportive technologies, foster inclusive cultures, and adapt their environments will comply with global standards of diversity and inclusion and lead the charge in creating truly global and accessible workplaces. This commitment to diversity can transform challenges into powerful opportunities for growth, community engagement, and enhanced employee satisfaction.