By hiring and supporting Deaf and Hard of Hearing (DHH) employees, employers gain access to a talented and dedicated pool of individuals who bring unique perspectives, skills, and value to the workplace.
However, many employers face uncertainty about how to create truly inclusive environments, provide effective accommodations, and ensure seamless communication with DHH staff.
Read on to learn more about how you can become a more inclusive workplace.
This six-part video series showcases real-life success stories of employers who have embraced inclusive, Deaf-friendly workplaces—and provides practical guidance on how your business can do the same.
Whether you’re a small business owner or leading a large corporation, these resources are designed to give you the knowledge, tools, and confidence to support Deaf employees and foster a more inclusive workplace.
Australia Post is dedicated to fostering a truly inclusive environment where every team member feels empowered and connected. Through workplace learning, staff gain valuable insights into Australia Post’s values, vision, and future goals. An Auslan-specific session provided Deaf staff with tailored access to this information, strengthening connections and fostering a sense of pride and belonging that aligns closely with Australia Post’s mission and purpose.
At F45, an inclusive approach led to Deaf-friendly adjustments in the training environment that benifitted both staff and customers. By including captioning to all training videos and adapting personal trainer roles, these adjustments have made F45’s sessions more accessible and inclusive for Deaf staff to work effectively with their clientele.
This episode provides an insight into the National Disability Insurance Agency’s (NDIA) approach to supporting staff with disabilities. By seeing beyond the disability and adopting an holistic approach, managers can foster deeper connections with their teams and underscores the significant role people with disabilities play in leadership, enriching and strengthening organisations.
The Victorian College for the Deaf (VCD), one of Australia’s oldest Deaf schools, has evolved through diverse leadership and innovative educational approaches. As both an employer of Deaf and hard of hearing staff and a training ground for future Deaf professionals, VCD stands out. By challenging traditional practices and empowering Deaf staff, it showcases how subtle changes can have a profound impact in the workplace so that Deaf professionals can lead in their field.
At Western Australian Department of Biodiversity, Conservation and Attractions (DOBCA), ambition and support creates limitless possibilities. When a Deaf employee expressed a desire to take on more in his role, his manager championed the need for accessible solutions that would enable him to thrive. Together, they built an environment where he could fully engage, contribute, and succeed. This partnership not only empowered the employee but also set a new standard for inclusivity in the workplace.
Deaf Connect is a not-for-profit organisation and a whole-of-life service provider dedicated to empowering Deaf Australians. We stand with the Deaf community to build capacity, influence social change, and honour Deaf history, culture, and language.
As the largest employer of Deaf and hard of hearing people in Australia, we are also a registered provider under the National Disability Insurance Scheme and an approved provider of in-home care for seniors. Through information, advocacy, and education, Deaf Connect works with all Australians to create a more inclusive, accessible, and equitable society.
We greatly valued the opportunity to collaborate with these organisations to improve workplace inclusion. By understanding and applying these strategies, businesses can ensure equal support and treatment for Deaf employees, enabling them to thrive in their careers.
The handbook provides practical, accessible resources designed to empower employers with the confidence and knowledge to recruit, retain, and support DHH employees. It includes best practices for workplace accessibility, communication strategies, legal obligations, technology solutions, and real-world success stories. By addressing these challenges, the handbook promotes inclusive hiring practices, fosters diverse workplace cultures, and ensures equal opportunities for DHH individuals to thrive in their careers.
Many employers are unsure about how to create inclusive workplaces, implement appropriate accommodations, and effectively communicate with DHH staff. This often results in missed opportunities for diverse talent and inclusive growth.
Deaf Connect would like to extend our sincere thanks for taking the time to engage with this Employer Handbook.
This handbook has been designed to address these challenges and empower employers to build workplaces where DHH employees feel valued, supported, and equipped to thrive. By utilising this resource, employers can confidently implement accommodations, foster effective communication, and create a culture that champions inclusivity and belonging.
Your interest in creating an inclusive workplace not only opens doors for Deaf and Hard of Hearing professionals, but also enriches your organisation with diverse perspectives and skills.
In 2024, Deaf Connect commissioned research conducted by Deakin University. This ethics approved research aimed to gain a better understanding of the experiences, challenges, and opportunities for deaf and hard of hearing people in the workplace from the perspectives of both employees and employers.
The research identifies the opportunities and potential solutions to enhance communication access, improve workplace inclusivity through effective workplace practices and bridge gaps in understanding between DHH employees and employers.
By downloading the report, readers will gain insight to the real-world challenges faced by employers and DHH employees and the work practices that have been implemented to overcome them.
The survey serves as a crucial tool for employers, policymakers, and the wider community to drive change and improve accessibility and support for Deaf and hard-of-hearing individuals in the workplace.
Our efforts to support the Deaf Community is ongoing and we can’t do it without your support.
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