Deaf Awareness in the Workplace

Good deaf awareness isn't about grand gestures. It's about small, consistent changes that make communication fairer for everyone.

You might wonder what a children's charity is doing writing about workplace deaf awareness. The answer is simple: the deaf children we support today will be the employees, employers, and colleagues of tomorrow. And the adults around them — parents, teachers, club leaders, shop assistants — create the environment in which they grow up. Better deaf awareness across society benefits deaf people of all ages.

Whether you're a manager with a deaf team member, a colleague who wants to communicate better, or a business that serves deaf customers, this guide covers the practical basics.

Understanding Deafness

Deafness exists on a spectrum. Some deaf people have mild hearing loss and manage well with hearing aids in most situations. Others are profoundly deaf and communicate primarily through BSL. Many fall somewhere in between. The term "deaf" (with a small 'd') is generally used to describe anyone with hearing loss. "Deaf" (with a capital 'D') is sometimes used to refer to people who identify as part of the Deaf community and use BSL as their primary language.

The single most important thing to understand is this: deaf people are not a homogeneous group. What works for one person may not work for another. The best approach is always to ask the individual what they need.

Communication Tips

These apply whether you're talking to a colleague, a customer, or anyone else:

Face the person when you speak. Many deaf people rely on lip-reading to supplement what they hear. Speaking while looking at your screen, walking away, or covering your mouth makes lip-reading impossible.
Speak clearly, but don't exaggerate. Shouting distorts your lip patterns and can be uncomfortable for hearing aid users. Normal volume, clear diction, and a natural pace are best.
Reduce background noise. If you need to have a conversation, move away from noisy areas. Turn off the radio. Close the office door. Background noise is the biggest enemy of hearing technology.
Rephrase rather than repeat. If someone doesn't catch what you said, try saying it differently rather than repeating the exact same words louder. Some words are easier to lip-read than others.
Use visual cues. Point, gesture, write things down, share your screen, use diagrams. Communication doesn't have to be purely verbal.
Check understanding. Not "Did you hear me?" (which is embarrassing to answer), but "Does that make sense?" or "Shall I go over anything?"
Get attention appropriately. A light tap on the shoulder, a wave in their line of sight, or a flash of the room lights are all acceptable ways to get a deaf person's attention. Shouting their name across the room isn't helpful if they can't hear you.

Meetings and Group Settings

Meetings are often the hardest environment for deaf employees. Multiple speakers, cross-talk, poor acoustics, and the speed of discussion all create barriers. Simple adjustments make a significant difference:

Use a microphone if one is available, even in small rooms.
Establish a one-at-a-time speaking rule and actually enforce it.
Provide an agenda in advance so the deaf person can follow the discussion more easily.
Summarise key points in writing after the meeting.
If using video conferencing, ensure captions are turned on and that speakers are well-lit and facing the camera.
Consider booking a BSL interpreter or a speech-to-text reporter for important meetings if the deaf person has requested this as a reasonable adjustment.

Reasonable Adjustments

Under the Equality Act 2010, employers are required to make reasonable adjustments for disabled employees. For deaf employees, this might include:

An amplified or captioned telephone, or the option to use email and text-based communication instead of phone calls.
A personal FM system or loop system for meetings and training sessions.
Access to a BSL interpreter or speech-to-text service for important meetings, training, and disciplinary or grievance proceedings.
A desk positioned away from noisy areas (printers, kitchens, corridors).
Visual fire alarms (flashing lights) in addition to audible alarms.
Written rather than purely verbal instructions for complex tasks or procedures.

Many of these adjustments are low-cost or free. The Access to Work scheme can fund specialist equipment and support for deaf employees, paid for by the government rather than the employer.

Creating an Inclusive Culture

Technology and adjustments are essential, but culture matters too. An inclusive workplace is one where a deaf employee feels comfortable asking for help, where colleagues take communication barriers seriously, and where deafness is understood as a difference rather than a deficiency.

Small things signal inclusion: learning a few basic signs and using them naturally, putting captions on company videos as standard, choosing meeting rooms with good acoustics, and including deaf awareness in staff induction training.

Deaf Awareness Training

If your organisation would benefit from a structured session, we offer brief deaf awareness workshops for schools, businesses, and community groups in the Croydon area. These cover the basics of communicating with deaf people, common myths about deafness, and practical tips for making your setting more accessible. Contact us for details.

The NDCS and RNID also provide resources and training packages for organisations.

A Note for Parents

If you're a parent reading this because you're thinking about your deaf child's future in the workplace — take heart. Deaf people work successfully in virtually every profession, from medicine and law to the arts and trades. The barriers they face are rarely about ability and almost always about access. By teaching your child to self-advocate and by pushing for better awareness in the settings they grow up in, you're laying the groundwork for their success.

For more on raising confident deaf young people, see our emotional wellbeing article and our resource guides.