Open and supportive conversations about hearing loss can help people feel understood, valued and confident at work. During National Inclusion Week, we hosted a webinar where expert speakers with lived experience shared practical advice on building confidence to talk about hearing loss at work.
Read on to see top tips you can take on board at your workplace.
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Build an inclusive workplace through practical action
Mel Close, Chief Executive at Disability Equality North West, advised that organisations should start with providing guidance and deaf awareness training for colleagues.
She recommended that companies should set inclusive rules for meetings and ensure that appropriate support, such as having interpreters and hearing dogs, is welcomed and accommodated.
Mel also encouraged employees to be proactive advocates for deaf and disabled colleagues, championing inclusion in everyday decisions, events and activities at work, and with organisations they collaborate with.
Create a culture where people feel comfortable sharing their needs
Charlotte Young, Communications and Engagement Officer at Pears Cumbria School of Medicine, talked about the importance of having a safe space to discuss hearing loss openly and honestly.
She also highlighted the need for a culture where people feel comfortable disclosing invisible disabilities and support needs. This could involve encouraging colleagues to ask how they can support others, and managers working proactively to find solutions that help employees to thrive.
Charlotte also said that companies should recognise that deafness and hearing loss are not one-size-fits-all experiences. Individual conversations are therefore important to understand what support someone needs.
And importantly, conversations don’t need to be perfect. Showing a willingness to listen and learn matters more.
Focus on the barriers to break down
Robbie Crow, Diversity, Inclusion & Belonging Lead at BBC, shared practical ways to normalise conversations about workplace adjustments, to ensure no one is excluded.
He shared how his organisation has provided guidance for managers and deaf, disabled and neurodivergent people on how to structure these conversations. It also created a Workplace Adjustments Service Desk to help staff navigate systems and processes and feel supported with questions they may have.
Robbie highlighted the importance of recognising and dismantling barriers that may prevent people from fully participating at work. He also encouraged organisations to create opportunities for open discussions about accessibility, helping deaf people and those with hearing loss feel meaningfully considered.
Make your workplace more inclusive
Explore our free resources and practical guidance to help your organisation support people who are deaf, have hearing loss or tinnitus. You’ll also get invited to our next exclusive webinar.