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Deaf people do not naturally take out Union membership. For most, it is unclear what benefits there are to be gained and in any case, there is unlikely to be anyone with whom they can communicate in British Sign Language (BSL). It is just another layer of hearing organisation which cannot be penetrated and is best to avoid ... as any sort of contact causes embarrassment all round.
To involve Deaf people in the Union, it will be necessary to take steps to reduce the communication gap - by providing warm, open contact with clear communication and accessible materials. Very little will be gained unless explanatory materials are illustrated with examples and in English which is well written. (Back to top)
For hearing people it may be obvious why joining a Union is important and they will know how that Union works; this will not be true for Deaf people. Much of the incidental information which people talk about in the canteen and at breaks is not accessible to Deaf people. Deaf people will not hear about other people´s experiences with the Union. Few Deaf colleagues are members.
Usually it will be necessary to arrange additional meetings with a Deaf member or group of prospective members. Allow plenty of time for Deaf people to talk amongst themselves about what has been said - and make sure there is time for them to ask questions through an interpreter - which will be more likely in a meeting where only Deaf people are there.
Induction to the Union will require more time, more meetings and more clear explanations. (Back to top)
Accessible materials and websites
While hearing people can be referred to a website for information and hearing people can read the Union rule book and other announcements, this is not true for people whose second language is English. It is particularly true for Deaf people.
Leaflets, flyers, explanations need to be set out in simple English. This does not mean avoiding technical terms - Deaf workers will often know the vocabulary of the workplace - but it means simplifying the structure of the English. Avoid idioms or casual expressions (which you only know if you hear people talking). Make the sentences simple, short and direct (not a bad idea for most people - as well as Deaf readers).
Major texts - like the Union rule book, or the web site or even the Union magazine - will not be directly accessible to many Deaf workers. It is not possible to translate everything into BSL - that is understood by most Deaf people - but where some point is of importance, then Deaf people should be able to approach their Union rep for a clear explanation. Be prepared for the fact that Deaf members will need one to one meetings just to explain specific aspects of Union business. Don´t just refer Deaf people to the website. (Back to top)
These events are one of the biggest challenges for a Union organiser. Deaf people are naturally reluctant to attend meetings because of their experiences in the past ... not being able to follow what is happening.
If you are going to be in the chair, you need to make the rules very clear to everyone:
Communicating with Union members - Interpreters
At meetings and in one-to-one discussions, a simple solution is to use a sign language interpreter. Although sometimes there is someone at work "who can sign a bit", ask the Deaf member first, whether this will be sufficient for conveying information. Usually it is not, and certainly, when the issues relate to working conditions, pay, pensions - ie things of vital importance to well-being - make sure there is an option to book an interpreter.
This interpreter also needs to know in advance what the meeting is about and should read the papers beforehand. Remember that in the meeting the interpreter works behind the talking (he/she has to listen first and then sign - so is always a little way behind what is being said) and so you need to allow time for the interpreter to catch up before going on to the next speaker or next topic.
In one to one meetings (where an interpreter is present), never watch the interpreter, don´t slow down and don´t address requests or questions to the interpreter (eg "does he (the Deaf person) know what I mean?") (Back to top)
Dealing with disciplinary matters
There are several issues in regard to Deaf people and rules of work.
Firstly, all Deaf employees should be able to keep to the firm´s rules of work .... as long as these have been explained, taught and presented in a way which is accessible to them. Check (in advance) whether the Deaf person attending a disciplinary meeting has actually been able to access the rules.
Secondly, take into account the fact that being Deaf creates certain daily life problems. For instance, a Deaf person relying on bus services, trains or colleagues for lifts, may not be aware of changes in timetables or plans. Announcements are not heard and notes may not be read. Problems may arise at work because of timekeeping - disciplinary processes need to probe the circumstances.
Thirdly, be aware that time off for medical appointments are more complex to arrange for Deaf people. While hearing people can telephone and then arrange appointments when they wish, Deaf people frequently have to go to the surgery, to make the appointment and then have to arrange an interpreter to attend the actual appointment and as a result may need time off during working hours.
Fourthly, consider that Deaf people are often harassed at work, intentionally and unintentionally - eg people throwing papers to get attention, excluding them from discussions through jokes, or "tell you later" syndrome. Not surprisingly, Deaf workers may at times "blow up" with colleagues for apparently trivial reasons - which turn out to be part of a catalogue of harassing experiences.
Fifthly, Deaf people take in information by looking. They cannot hear conversations or instructions. As a result, Deaf workers have to take more notice of their surroundings and the people. This can mean they have to look away and around the room more than hearing workers and may need to take time to write down and respond to written requests. These should not be classed as lack of attention to the task - "not getting on with the job". (Back to top)
Deaf people do not hear and as a result need to have visual alarms and alerts. If fire alarms are not visual, colleagues have a responsibility in a formal way to ensure that the Deaf person is alerted to fire alarms and fire drills.
In the case of working with heavy or moving machinery, Deaf people are not aware of the noises associated with movement, nor of changes in sound which indicate breakdown of a component. Such changes and movements need to be indicated visually. However, there needs to be balance, as flashing lights on the other side of a factory floor or related to other processes, not part of the Deaf person´s work or responsibilities, will create a visual distraction and visual noise which is tiring and counter-productive. Analysis of the safety features and the types of alert devices are very important. (Back to top)
Deaf people are just as likely to have accidents at work as other people. However, communication issues may mean that small problems go unreported until they become serious problems - eg back injury. It is vital that Health & Safety reps take time to explain to Deaf people about the reporting process and good practice in the workplace.
Where accidents occur, there is a need to ensure that a procedure for obtaining interpreters or for dealing with the communication issues, is in place. (Back to top)
Where problems arise and a Union rep has to accompany a Deaf person or to advocate for a Deaf member, it is of some importance that the Union rep allows the necessary additional time to understand the case and to learn enough about Deaf issues in order to provide the necessary support. Usually, the Union rep is another hearing person and in times of stress, it will not be clear to a Deaf person "whose side he/she is on." This can only be dealt with by background reading, by time spent with the Deaf member beforehand and by becoming aware of the specific needs within meetings with management. (Back to top)
It should be relatively clear from the above that the delivery of Union services to a Deaf member requires some thought, some time and possibly some additional resource. This needs to be reported within the Union. It is recognised that there is something of a "chicken & egg" situation here - Deaf people will not join a Union if they do not think there are resources to support them; Unions do not provide support services and training because they do not have visible Deaf members. Even where there are no obvious additional financial resources, it is vital that Union reps pass on the knowledge, experience and even the fact of the presence of Deaf members. The gradual process of Deaf engagement with the Union will not be helped if their presence is unknown to the Union policy makers, planners and finance directors. (Back to top)