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INNOVATIVE DISRUPTION�Implementing and Influencing Better Accommodations

ACCESSIBILITY IN THE WORKPLACE FOR PEOPLE WITH HEARING LOSS

Latisha Porter-Vaughn

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Accommodations in the Workplace for Hard of Hearing Employees before COVID-19

  • Task limitations
  • Noise reductions
  • Self-accommodation
  • Self-advocacy
  • Self-management
  • Repeatedly reminding colleagues and managers of your hearing related communication demands
  • Difficult to request accommodation

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How COVID-19 Disrupted the Workplace for Employees with Hearing Loss

  • Working at home
  • Working remotely
  • Increased workload
  • Increased stress levels
  • Insufficient technology skills

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Why Mangers Attitudes Matter?��

  • Open to understanding implications to hearing loss
  • Understand oral communication difficulties
  • Paying attention to employees
  • Engagement-informal and formal dialogue

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Before COVID-19: The Impact of Non-Inclusive Behaviors��

  • Left out of meetings
  • Limited knowledge about assistive listening devices
  • Lack of flexibility

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���What the Employee Need to Do��

  • Self-accommodate – research and stay abreast about new technologies
  • Eliminate complacency
  • Continue self-advocacy
  • Stay social and participate
  • Take breaks to limit listening fatigue

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Constructive Framework��

  • Education
  • Managers positive attitudes towards hearing loss
  • Characteristics of Managers – open to inclusion
  • Flexible Management Style
  • Supportive policies, procedures and management behaviors
  • Without these elements there are negative effects of diversity:
  • Groups are shown to be less integrated and have a higher level of dissatisfaction
  • Increases the level of dissatisfaction in group members, as well as miscommunication
  • Can be linked with conflict, lower group adhesiveness, high level of attrition, and lower quality of performance

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����Qualities of a Great Leader During Innovative Disruption – Transformational Leadership Style��

  • 1. Empowerment
  • 2. Engagement
  • 3. Influence
  • 4. Innovation
  • 5. Communication
  • 6. Problem Solving
  • 7. Transparency
  • 8. Adaptability
  • 9. Empathy
  • 10. Continuous Learning

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References��

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  • Geyer, P. D. & Schroedel, J. G. (199). Conditions Influencing the Availability of Accommodations for Workers Who are Deaf or Hard-of-Hearing. Journal of Rehabilitation, 42-47
  • Punch, R. (2016). Employment and Adults Who are Deaf or Hard of Hearing: Current Status and Experiences of Barriers, Accommodations, and Stress in the Workplace
  • Stiles, H. (2017). Accommodating Deaf and Hard of Hearing Employees. NCMedical Journal.com, 101-103
  • Svinndal, E. V., Jensen, C., & Rise, M. B. (2019). Employees with hearing impairment. A qualitative study exploring managers’ experiences. Disability and Rehabilitation, (13) 1855-1862
  • Wilie, D. (2015). Simple Accommodations for Deaf Employees You May Have Never Considered. SHRM https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/accommodations-deaf-employees.aspx

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�THANK YOU! ☺�Q&A

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