How To Foster An Inclusive Work Environment For The Deaf Community

September marks Deaf Awareness Month. It is also an opportunity to better understand the challenges the Deaf community faces in the modern workplace, and what can be done to address and overcome them.

In our increasingly interconnected and diverse workforce, the need for inclusivity is more important than ever. However, one group that often faces unique challenges in the workplace is the Deaf community.

Across the Middle East, more than 11 million people live with disabling hearing loss. And unfortunately, despite advancements in legislation and awareness, barriers that hinder their full participation in the workforce still sometimes persist. Businesses have a tremendous opportunity — and responsibility — to create work environments that cater to employees of all abilities and champion Deaf talent.

Fostering an inclusive working environment for Deaf employees not only aligns with principles of equality and fairness – by breaking down communication barriers and offering the right support, companies can empower Deaf employees to thrive in their roles.

Cultural and linguistic aspects of the Deaf community

The global Deaf community is rich in cultures and identities, yet this diversity is often overlooked in discussions about inclusivity. Sign languages are fully developed languages with their own grammar, syntaxes, and vocabularies. And, according to the World Federation of the Deaf (WFD), today there are more than 300 distinct sign languages in use globally, each reflecting the unique experiences and contexts of its users.

Sign languages evolve culturally, shaped by the environments and experiences of the Deaf individuals who use them. This means that signs can vary significantly not just between countries but also within districts. And in the Middle East, although a standardized Arabic Sign Language (ArSL) was established in 2004, distinct sign languages exist across the region which reflect the unique identities of different Deaf communities. 

For instance, Emirati Sign Language uses a gesture for ‘coffee’ that involves shaking an imaginary cup. In contrast, in some Levantine countries, the same concept is communicated by lifting an imaginary cup to one’s lips. These differences illustrate how cultural context shapes language, making it crucial for employers to understand and respect these variations.

Challenges in the workplace

In recent decades numerous governments across the Middle East have launched initiatives, enacted laws, and signed up to major international human rights treaties that protect the rights of people with disabilities, including those who are Deaf or hard of hearing. 

However, although unintentional, even today Deaf employees can face barriers in the workplace that hinder their performance and overall job satisfaction – and one of the most significant challenges is communication. Without effective communication tools and strategies, Deaf employees may struggle to engage fully in conversations and team discussions. For instance, during meetings, access to information can be limited, as auditory cues and verbal exchanges often dominate the discourse. This exclusion can lead to misunderstandings and feelings of isolation among Deaf employees.

Additionally, many workplace environments are not designed with Deaf accessibility in mind. Visual alerts for emergencies, such as flashing lights instead of alarms, are often lacking, which poses safety risks. The absence of written resources, such as meeting notes or summaries, can further limit access to critical information. Recognizing these challenges is the first step in creating a more inclusive workplace for Deaf employees.

How to create a better workplace for the Deaf community

No matter the industry, there are five key steps that any organization can take to improve Deaf inclusion within the workplace:

1. Training and awareness

To foster an inclusive environment, organizations should implement sensitivity training for all employees. This training should cover Deaf culture, the significance of sign language, and effective communication etiquette. By equipping staff with the knowledge and skills necessary to interact respectfully and effectively with Deaf colleagues, organizations can cultivate a culture of understanding and support.

1. Effective communication strategies

Investing in sign language training for hearing employees can foster a more inclusive atmosphere. For example, the UAE’s Ministry of Community Development offers sign language courses for government sector staff. By encouraging hearing employees to learn basic sign language, companies can enhance communication and strengthen team bonds.

Technology can also be a powerful ally in bridging communication gaps. Real-time captioning services and video relay services (VRS) allow Deaf employees to participate fully in conversations, ensuring they are not left out of critical discussions.

1. Accessibility

Meetings should be adapted to accommodate Deaf employees effectively. Organizations can implement practices such as using visual aids, providing interpreters, and offering live captioning to ensure that all team members can engage meaningfully.

Encouraging the use of written communication is also crucial in workplaces with Deaf employees. Utilizing emails, chat platforms, and written agendas ensures that all employees have access to information. This practice not only benefits Deaf employees but also promotes clarity and organization for the entire team.

Physical adjustments are also key to creating Deaf-friendly workspaces. From installing visual fire and emergency alarms to arranging desks to allow clear sightlines for lip-reading, there are numerous ways that organizations can create a safer, more productive working environment for all employees.

1. Promote a culture of inclusion

Encouraging ongoing dialogue about inclusivity is vital for fostering a supportive workplace. Organizations should establish feedback loops that allow Deaf employees to share their experiences and suggest improvements. Such regular discussions can lead to a deeper understanding of the needs of Deaf employees and ultimately contribute to a more inclusive culture.

In larger organizations, creating internal networks for Deaf employees can also provide them with a platform to share their experiences and advocate for necessary changes. These networks can help build community, support professional development, and ensure that Deaf employees have a voice in organizational decisions.

1. Partner with the right healthcare provider

Finally, when it comes to choosing a corporate healthcare plan, it pays to partner with a provider who can meet the unique needs of your organization.

Unfortunately, Deaf individuals sometimes encounter challenges in accessing health services due to communication barriers. Limited access to health professionals who understand sign language means that, often, a Deaf person may rely on a mediator, usually a family member or an interpreter, to provide communication assistance.

GulfCare can play a crucial role in supporting Deaf employees by providing specialized healthcare plans that cater to their unique needs. From our Hospital at Home® Program, which provides quality care and 24/7 monitoring for physical conditions, to our Employee Assistance Program (EAPs) which supports mental well-being via email, text chat, and our mobile app,

GulfCare ensures that your Deaf employees receive comprehensive physical, mental, and emotional care and support, whenever and wherever they need it.

GulfCare works with organizations of all shapes and sizes across the GCC to provide tailored healthcare plans that protect the health and well-being of their employees. To learn more, contact us today.