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Information about vacancies appear in newspapers or other print media. Typically, this text will include telephone contact details to request more details or to discuss the position. For a Deaf person, this may not be possible directly and he/she may need to use a telephone interpreter or use the textphone relay service. The first indication the personnel staff will have is that an operator will say "I have call for you from a Deaf person ... have you used this relay service before?" The operator will explain that the Deaf person is typing questions and answers on a keyboard which are displayed on the operator´s screen and which he/she then relays to you in voice. In the reverse direction, you dictate to the operator. Most hearing people find the slow speech of this communication (typing is much slower than speaking) rather frustrating and will often become impatient. It is important to keep this feeling under control and not allow it to affect the judgement of the person who is calling nor indeed to influence decisions about the subsequent application. This may be the only way to obtain information and since the advert has invited this contact, it is important to accept the responsibility to provide meaningful responses. (Back to top)
Application letters and application forms
Deaf people apply for jobs just as do hearing people. While most headings in the forms used will be obvious and easy to complete, the white spaces where more personal expression is required may be more difficult. Why do you want this job? What skills and experiences do you have? ...are likely to produce simple factual points and lists rather than explanation of qualities or sets of responsibilities. Those dealing with applications need to recognise that Deaf people may need to be in an interview before they will provide the qualitative parts of these responses. This arises from not only the lower level of English expression of Deaf people, but also from the lack of understanding of the application of English - that is if you are not a daily user of the language, you may be unaware of some of the conventions in response to questions. Deaf completed application forms may be less expressive than those from their hearing counterparts. (Back to top)
Usually, interpreters can be arranged for interviews where there are Deaf applicants or where there are Deaf members of the panel. Make sure the booking of the interpreter is done well in advance. As well as being aware that the provision of an interpreter does not solve all of the problems of communication - there will be information loss from speech to signing and vice versa, the interpreter may not have specialist knowledge for the conduct of this job, the Deaf interviewee may need to clarify the signed versions of the questions - there are many simple things which can be done to make the interview setting easier.
Deaf awareness training is now a requirement of the Disability Discrimination Act. That is, the hearing colleagues of the Deaf person need to undergo some training on how to work alongside a Deaf person. This can be achieved in a range of ways - of which Signstation is one. Check through the materials on the website, even if you are going to an independent training supplier - and make sure their course covers at least all the components which you find in Signstation. (Back to top)
Deaf tactics for hearing staff
It is advisable to set the activities of a hearing team as tactics - ie planned and conscious activities to ensure that a Deaf person is included. From this point of view, it is useful to test scenarios of work interaction and to agree the means to deal with them. That is the whole team is encouraged to take responsibility for inclusion, by practising with real life situations with that member of staff. With a moderator and an interpreter, the group or team can quickly work out a series of strategies to deal with the everyday work tasks. (Back to top)
Sign language and communicating
Someone needs to learn to sign. In almost all successful work placements, at least one member of staff learns to sign. This offers a bridge and link for the Deaf employee and a focus for social interaction. Sign language courses currently available at evening classes are seldom directly relevant to the workplace and it can be a long slow process for a colleague to learn to sign. As with any language, it is better to have concentrated immersion training where only that language is used. The company (BSL learning) in Signstation is a support to this and is a good means of continuing day to day reinforcement for the BSL learner but ultimately, the hearing learner has to have extensive contact with Deaf people even for a short time. Working alongside a Deaf colleague will be a support but it cannot be the main route to learning. (Back to top)
Courses for staff with Deaf participants
Most organisations have programmes of in-service training. These may be in-house, bought-in or even external courses. In all cases, they pose problems for all participants. It is advisable for all of the participants to be prepared in advance so that they are aware of the need to interact differently.
Instructions to teaching staff
Although an interpreter may be provided, a successful class requires changes to the teaching style. Rules for hearing teachers are:
Disciplinary processes or other meetings
Deaf staff may need to meet with personnel office staff for a range of reasons - holiday arrangements, pension queries, staff appraisal and even as part of disciplinary procedures. All of the usual issues apply concerning communication (see the 10 things for managers) but it is also important to explore in advance, the full extent of the Deaf person´s understanding of the issue to be discussed. Do not assume that distributed materials or written disciplinary rules have been fully absorbed. Typically, in relation to important meetings like these, it is necessary to have a preliminary meeting to explain the procedure and to clarify all matters surrounding it. In the case of disciplinary procedures, it is important to know and clarify the sequence of events, the responsibilities and the nature of the potential outcomes - prior to the main meeting. (Back to top)
It can often be the case that one person in a staff becomes "responsible" for the Deaf employee(s). This person may have accumulated experience, maybe able to sign or may just have been designated to meet the firm´s responsibilities for disabled staff. Usually, the problems arise when that member of staff is on holiday or unavailable for some reason. Ideally, there should be a framework, policy detail and set of practical guidelines on what to do - which other staff can access. These will explain how to obtain an interpreter, and offer some guidance on certain potential scenarios. Most of the information in Signstation can be used to support this information source. (Back to top)