National Technical Institute for the Deaf

Consider these strategies to help create mutually beneficial work relationships between deaf and hearing employees.

• Ensure upper-level management support.
• Clarify job requirements and job descriptions.
• Provide organizational literature for review before the interview.
• Provide a written itinerary if more than one person is interviewing.
• Inform your receptionist or secretary that you are expecting a deaf applicant.
• Prepare co-workers by reviewing communication strategies.
• Discuss with managers and supervisors the best ways to facilitate integration.
• Ask deaf employees about their communication preferences (sign or voicing).
• Retain an interpreter, if necessary.

• Provide name tags, including job titles, for everyone.
• Hire an interpreter for the first day, if necessary.
• Provide an organizational chart.
• Give deaf or hard-of-hearing employees information to read before the benefits meeting.
• Use captioned films or videotapes, if available, that explain benefits, or refer new hires to your company's appropriate web page.

• Ask the person how to get his or her attention (tapping shoulder, waving).
• Use visual signaling equipment for incoming calls.
• Use hands-on demonstrations to assist in training.
• Allow extra time for communication when training.
• Provide an outline of the training session.
• Assign a mentor to work directly with deaf or hard-of-hearing employees during the training period.
• Share informal information.
• Be sure to include deaf or hard-of-hearing employees in conversations, work break activities and social events.
• Use a buddy system to alert deaf or hard-of-hearing employees to emergency situations.
• Install flashing lights to work in conjunction with auditory alarms.
• Review safety procedures, including exits and alarms.
• Use texting, e-mail or pager to contact deaf or hard-of-hearing employees in the event of an emergency.
• Notify security if deaf or hard-of-hearing employees are alone in work areas.