Examples of Job Discrimination against Deaf and Hard of Hearing People
About half deaf and hard of hearing people in the United States are either underemployed or unemployed. Discriminatory hiring practices are likely to be the culprit. Such practices can include:
- Post job ads with discriminatory language (e.g., including a statement in the ad that requires using phones which can be easily remedied by a reasonable accommodation)
- Screen out deaf and hard of hearing applicants during the application review
- Deny accommodations during the interview stage (e.g., American Sign Language interpreters)
- Always choose hearing job applicants over deaf and hard of hearing applicants
Reasonable Accommodations
Relatively few companies have the knowledge of providing reasonable accommodations to deaf and hard of hearing job applicants. A reasonable accommodation can include simple modification to the job duties, the work environment or procedures to allow a qualified deaf or hard of hearing individual ensure equal employment opportunity. Inexpensive and reasonable accommodations for deaf and hard of hearing job applicants during interviews can include:
- Reach deaf and hard of hearing applicants via email or relay service for job interviews
- Arrange for American Sign Language interpreters or other accommodations if deaf and hard of hearing applicants ask for them
- Provide printed interview questions and allow deaf and hard of hearing applicants more time to read them before responding to the questions
- Provide visual cues to deaf and hard of hearing applicants during interviews
Tax Benefits for Hiring Deaf and Hard of Hearing People
The Work Opportunity Credit, the Disabled Access Credit and the Architectural Barrier Removal Credit can serve as tax incentives for companies when they hire deaf and hard of hearing individuals. Companies can evaluate how much they may qualify for tax savings if a deaf or hard of hearing person is hired by utilizing the Hire Gauge, a free online tool. The tax savings for companies can be significant.
The Best Way to Recruit Deaf and Hard of Hearing People
Same old recruitment strategies shouldn’t be used when companies are looking for deaf and hard of hearing applicants to fill job positions. Most companies post their job vacancies to generic job search engines or job boards, and many of these job ads do not reach the majority of deaf and hard of hearing applicants. Sites that post jobs for the deaf and hard of hearing should be exclusively used by Human Resources Departments to reach out to this unique community.
Conclusion
The Human Resources professionals are gatekeepers for all companies. Moreover, Human Resources Departments have a major influence on companies’ policies on interviewing and hiring deaf and hard of hearing individuals. By stopping discrimination against deaf and hard of hearing job applicants, especially during the interview stage, companies can gain so much by hiring skilled deaf and hard of hearing employees who can contribute to companies’ overall productivity and profitability.
