Around 1 in 5 Americans have some hearing loss, which makes it highly likely that one or more employees in the workplace will struggle with it at some point. Exposure to loud noise in the workplace is a risk factor, but white males, especially veterans, are most likely to suffer from hearing loss.
Hearing loss can impact an employee’s ability to communicate and perform their job duties. As a manager, it is important to understand how to accommodate employees with hearing loss and create an inclusive work environment. With some adjustments and open communication, employees with hearing loss can thrive in the workplace.
Understanding Hearing Loss
Hearing loss can range from mild to profound. It may be present from birth or develop later in life from illness, injury, or prolonged exposure to loud noise. The most common types of hearing loss include:
- Sensorineural hearing loss – caused by damage to the inner ear or auditory nerve. This is usually permanent.
- Conductive hearing loss – caused by blockage or damage to the outer or middle ear. This can sometimes be medically corrected.
- Mixed hearing loss – a combination of sensorineural and conductive loss.
Some common challenges for employees with hearing loss include difficulty hearing high frequencies, understanding speech, detecting soft sounds, and localizing sound sources. Hearing aids and other assistive devices can help improve hearing ability. However, background noise, distance, face coverings, and other factors can still make communication difficult.
It’s important to understand that hearing loss can also lead to feelings of social isolation, fatigue, and stress for employees. Hearing loss often requires constant focus and concentration to communicate, which is tiring. Missing parts of conversations can cause misunderstandings with coworkers. Managers should be aware of these additional challenges.
Providing Accommodations
The Americans with Disabilities Act (ADA) says employers must provide reasonable accommodations for employees with disabilities, including hearing loss. Some accommodations to consider include:
- Assistive listening devices – Devices like amplified telephones and personal amplifiers make it easier to communicate one-on-one or participate in meetings.
- Captioning – Real-time captioning displays spoken words on a screen. This allows employees to read what they cannot hear well.
- Clear face masks – Face masks with clear vinyl panels around the mouth improve speech reading abilities.
- Written communication – Email, messaging apps, and printed memos ensure important information is accessible in writing.
- Adjusting the work environment – Reduce background noise by placing employees away from noisy machinery. Install sound dampening materials.
When choosing accommodations, consult with employees to understand their specific communication needs. A combination of approaches is often most effective. Periodically re-evaluate accommodations and make adjustments as hearing ability changes over time.
Creating an Inclusive Culture
An inclusive work culture normalizes hearing loss and promotes open communication. Managers can promote inclusivity by:
- Educating staff – Provide training to increase hearing loss awareness. Ensure employees understand appropriate communication strategies.
- Encouraging self-advocacy – Empower employees to express their needs directly to coworkers.
- Modifying meetings – Share agendas ahead of time for review. Allow only one person to speak at a time. Provide captioning or note taking.
- Evaluating routinely – Check in with employees to see if accommodations are working. Make adjustments as needed.
- Making assistive technology available – Supply amplified phones, captioning tools, and other helpful devices. Train employees on proper use.
- Offering employee resource groups – Facilitate peer support groups for employees with hearing loss.
- Demonstrating top-down commitment – Management should model the use of inclusive language and practices.
Managers should aim to create a workplace where employees feel comfortable disclosing their hearing needs without fear of stigma. An environment of trust empowers better self-advocacy.
Effective Communication Strategies
With some simple modifications, all employees can communicate effectively with colleagues who have hearing loss:
- Gain the person’s attention before speaking. Wave your hand or gently tap their shoulder.
- Face the person and speak clearly at a moderate pace and volume. Avoid shouting, which distorts sounds.
- Maintain eye contact, since many people with hearing loss rely on speechreading. Avoid chewing gum or covering your mouth while talking.
- Minimize background noise and move to a quieter location, if possible.
- Rephrase sentences rather than repeating the same words. Use gestures or props to aid understanding.
- Allow extra response time for the employee to process and reply. Don’t interrupt or finish their sentences.
- If communication is still challenging, consider writing key points down.
- Be patient and positive. Hearing loss can cause fatigue and stress.
- Check for understanding by having the employee repeat back important details.
- When in larger groups, speak one at a time and use assistive devices like captioning.
- For meetings, provide agendas, minutes, and presentation materials in advance for the employee to review.
- Learn basic sign language or fingerspelling to facilitate quick exchanges.
The goal is to employ a variety of techniques based on the situation and nature of the hearing loss. With practice, inclusive communication habits will become second nature.
Additional Considerations
Here are some other tips for supporting employees with hearing loss:
- Ensure equal access to workplace communications like emails, newsletters, training programs and emergency notification systems.
- During performances reviews, focus on work quality over factors related to hearing loss.
- If job duties require use of a phone, provide captioned telephone or digital options.
- Allow flexible work arrangements so employees can schedule their time to maximize focus and minimize fatigue.
- Facilitate access to job coaches, sign language interpreters or other support services as needed.
- Make sure employees are aware of healthcare benefits like hearing aid coverage that may be available.
- Be prepared to defend accommodations if challenged by other staff who don’t understand their necessity.
If the workplace is noisy, ensure employees have regular hearings checks, and if they do need hearing aids and solutions to help correct any hearing loss, be prepared to accommodate appointments during work time.
Employees with hearing loss can thrive when managers commit to making the workplace accessible. Through accommodations, inclusive policies, and clear communication strategies, managers can ensure all employees are supported and able to fully contribute their talents. A little understanding goes a long way in creating a workplace where employees with hearing disabilities feel empowered. With the right knowledge and resources, supervisors can remove barriers and enable success for all team members.