Many notable figures have experienced hearing loss, including former US President Bill Clinton, actors Rob Lowe and Robert Redford, composer Danny Elfman, actresses Marlee Matlin, Halle Berry, and Jodie Foster, and athlete and US congressman Jim Ryun. Their accomplishments show that people who are deaf or hard of hearing can succeed in various fields.
Hearing loss impacts an estimated 360 million people worldwide. In this article, we explore life with deafness or hearing impairments. We examine how hearing ability can influence workplace experiences and interactions. We also discuss fostering an inclusive and supportive work environment for employees with hearing loss.
Understanding Hearing Loss and Its Causes
Hearing acuity can vary between individuals. One is considered to have hearing loss if their hearing is not as acute as someone with thresholds of 20 dB or better in both ears. The degree of impairment may be mild, moderate, severe, or profound, affecting one or both ears and making it difficult to discern speech or loud noises.
Those described as “hard of hearing” exhibit mild to severe loss and often communicate verbally with assistance like hearing aids, cochlear implants, or captions. “Deaf” individuals primarily have profound loss necessitating sign language.
Many internal and external factors can contribute to hearing problems over one’s lifetime. Certain developmental periods confer higher risk.
For example, TorHoerman Law has highlighted that recent scientific research has associated the thyroid eye disease medication Tepezza (Teprotumumab) with potential risks of permanent hearing loss and tinnitus. In early studies, approximately 10% of individuals using Tepezza reported hearing-related side effects.
However, recent research published in the Journal of the Endocrine Society suggests a substantially higher percentage, with up to 65% of patients noting hearing loss or related issues following Tepezza use! This alarming health repercussion has prompted legal actions by the victims, such as the Tepezza hearing loss lawsuit, citing inadequate risk disclosure by the manufacturer.
Additionally, in utero, genetics and infections pose dangers. During birth, complications involving oxygen, jaundice, etc., may impact development. Common childhood causes involve ear diseases. In adulthood, noise, illness, medications, and aging can inflict damage.
Across all stages, wax, head injuries, toxins, and ear-related issues may impair sound perception. Strategic prevention and early intervention aim to address acquired and progressive impairment.
Careful consideration of prenatal, perinatal, and developmental vulnerabilities alongside adult exposures protects well-being across generations. Ensuring clear communication of health impacts respects the right to make informed choices.
Challenges People With Hearing Loss Face In the Workplace
Noise-induced hearing loss is a serious issue in many workplaces. The Centers for Disease Control and Prevention estimates that around 24% of hearing loss in the United States stems from occupational noise exposure.
According to data from the U.S. Bureau of Labor Statistics, over 20,000 cases of workplace hearing loss occur annually in the country, often resulting in permanent damage.
Research shows stronger regulation of noise levels in the workforce can help reduce the risk of hearing impairment. Untreated hearing loss can profoundly affect one’s career prospects and daily work activities.
A UK study found many with hearing difficulties felt their job opportunities were limited. Communication barriers in meetings and with coworkers also contributed to some feelings of isolation at work. Regrettably, early retirement was an outcome for 41% of respondents due to struggles communicating on the job.
These workplace challenges are all too real for deaf and hard-of-hearing employees. Following natural conversations or comprehending instructions poses difficulties that can negatively impact performance.
Over time, such issues may limit chances of career advancement or even lead to dismissal. Getting hired also presents its own hurdles, such as in job interviews where communication can be constrained. Unsurprisingly, then, unemployment rates are approximately twice as high for adults with hearing loss.
Fortunately, proper workplace adjustments and employer accommodation, as required by law, can help overcome barriers.
The Americans with Disabilities Act prohibits discrimination based on disability and obligates reasonable provisions like assistive devices, flexible arrangements, and optimized acoustics/layouts.
Most importantly, open communication between management, coworkers, and deaf staff—utilizing captions, clear enunciation, etc.—is critical to success. With patience and willingness to understand different needs, companies can certainly support deaf employees in reaching their full potential.
Tips To Communicate With a Person with Hearing Loss
Let’s explore valuable tips for fostering effective communication with hearing-impaired individuals.
One-on-One Meeting
Send any background materials or information about topics to be discussed in writing beforehand. This gives the person time to review essential details before meeting face-to-face.
Ask the individual what would help them hear and understand better during your discussion. Consider noises, lighting, positioning, and other environmental factors impacting comprehension. Face the person directly and ensure lighting is even without backlighting. Strong visuals like facial expressions and gestures aid understanding.
Speak clearly at a moderate pace without exaggerating words. Shouting distorts speech, and raising one’s voice increases stress. Avoid covering your mouth or engaging in behaviors like chewing that obscure the lips and mouth movements used in speech.
Rephrase misunderstood words instead of just repeating them to help clarify the meaning. Write down key points so the person has a reference after your meeting. Clear two-way communication is important when a hearing loss is present.
With some forethought and small adjustments to communication habits, one-on-one interactions can be highly inclusive of colleagues or friends with hearing loss. The goal is a clear two-way dialogue for mutual understanding.
Group Meetings
When planning group meetings that include individuals with hearing loss, there are some simple accommodations that can be made to promote understanding and participation for all. Providing an agenda in advance with names of attendees allows those with hearing challenges time to prepare. Distributing any supporting materials beforehand also allows review.
Thoughtful seating arrangements are appreciated. Positioning the person with hearing loss facing the main speaker with their back to any windows helps minimize distractions. Situating them as close to the front of the room as feasible helps their ability to see lips and facial expressions, aiding comprehension.
For those utilizing assistive listening devices, ensure proper etiquette is followed. Gaining the floor before speaking and directing conversations into microphones rather than across the room makes a difference.
On teleconferences, identifying oneself before contributing and using a landline versus speakerphone cuts down on disruptive background noises, benefitting all participants. With a little forethought, meetings can be successfully inclusive for every member.
How to Socialize
Socializing with colleagues with hearing loss can sometimes feel uncomfortable if you are unsure how to communicate or behave.
However, with some awareness and adjustments to communication styles, you can make those with hearing impairments feel included in workplace conversations. The key is to focus on genuinely getting to know the individual rather than their disability.
When engaging in social interactions, avoid isolating or neglecting colleagues with hearing loss by limiting discussions to business matters.
Ask how they prefer to communicate most effectively and respectfully. Do they rely on lip reading? Prefer written notes? Sign language? You can ensure they feel part of the conversation by finding out their communication needs and preferences.
Rather than drawing attention to their impairment through unnecessary sympathy or admiration, respectfully move past discussing their hearing difficulty. Concentrate discussions on learning about them as unique individuals with diverse life experiences and perspectives to share. Their contribution and abilities extend far beyond their impairment.
You can also foster inclusion by suggesting employer-provided staff training on deafness awareness and accommodations. Sign language courses could be an option for colleagues wanting to better communicate across different abilities.
Bringing such inclusive training possibilities to management shows support for teammates of all capabilities to feel respected and involved. An accommodating workplace culture starts with minor adjustments by all.
Some Changes You Can Make At Your Workplace
A workplace can implement several simple adjustments to ensure the safety of colleagues with hearing loss. Installing flashing alarm lights paired with existing audible fire alarms helps alert those who may not hear emergency sounds.
Supplementary flashing lights in areas like bathrooms, storage rooms, or any space with closed doors that could obstruct views of alarms serve as an additional notification system.
A universal visual alert system utilizing flashing indicator lights on machinery signals when equipment is operating, providing a health and safety benefit for all. Incorporating a “buddy system” into evacuation plans, where employees leave buildings in predetermined pairs, fosters accountability.
Clear signage throughout facilities and making any verbal information available in written form enhances accessibility. Mobile text messages and vibrating pager alerts allow for effective remote communication during emergencies.
Ensuring hearing-impaired staff fully comprehend evacuation procedures is important, given the potential difficulties of receiving reassurance in stressful situations.
In power outages or evacuations where smoke reduces visibility, using flashlights while maintaining physical contact safely guides impaired colleagues outside until they reach safety. Simple adjustments like these promote inclusion for all abilities.
In conclusion, hearing loss should not present an insurmountable barrier to workplace success. With awareness and small adjustments to communication habits and work environments, companies can create an inclusive culture where deaf and hard-of-hearing employees feel respected, supported, and able to achieve their full potential.
Effective strategies include providing necessary accommodations, fostering open communication, educating all staff on deaf awareness, and making reasonable modifications to ensure the safety and participation of colleagues with different abilities. With patience and willingness to understand diverse needs, employers have the power to build workplaces where people of all capabilities feel empowered and valued.
