Canadian Hearing Society has a Workplace Assessment Checklist for hiring and working with Deaf and hard of hearing employees.

  • Hold a meeting of pertinent managers and supervisors to discuss the best ways to facilitate employee engagement.
  • Provide staff anti-ableism/ anti-audism training and cross-cultural training.
  • Determine the new employee’s communication preference A Deaf employee may benefit from having an interpreter for the first day to ensure clear communication and understanding of company policies, benefits, safety issues, lunch and break times. Develop and have orientation materials available in writing. This will benefit your Deaf or hard of hearing employee as well as other new employees.
  • On the first day of the job, discuss any immediate accommodations required with the employee, e. for the telephone.
  • In the discussion on how communication is to be handled, include all employees who will be involved.
  • If necessary, review job descriptions and agree how tasks will be re-assign For example, the employee who is Deaf or hard of hearing may take on duties formerly covered by a hearing worker who will now handle telephone calls.

Contact Canadian Hearing Society’s Interpreting Services for more information and to book a sign language interpreter for job orientation.