How Deafness Has Shaped My Career Path

When I look back on my career, my identity as a Deaf person is inseparable from my professional journey. Being Deaf has shaped my path in ways that are unique and challenging, yet empowering. I've navigated obstacles that might seem insurmountable to some, turning them into opportunities for growth, resilience, and advocacy for inclusion in the workplace. Today, as more organizations recognize the importance of Diversity, Equity, and Inclusion (DEI), I want to share my experience and offer insights for hiring managers on how to foster an inclusive environment for Deaf individuals.

The barriers I’ve encountered in my career are not unfamiliar to many in the Deaf community. Communication hurdles have been one of the biggest challenges, as many professional settings rely heavily on spoken language and auditory cues. Without appropriate accommodations, it's easy to feel excluded from key conversations during interviews, meetings, or team collaborations. Additionally, workplaces are often not designed with Deaf employees in mind, which ranges from inaccessible emergency notifications to the limited availability of interpreters, captioning, or visual aids. Beyond this, there is also bias and misunderstanding about Deafness, leading to misconceptions about our capabilities and assumptions that accommodating Deaf employees is too difficult or expensive.

Despite these obstacles, I've learned to thrive in my career by embracing a proactive approach. A significant aspect of my journey has been advocating for my own needs, whether requesting interpreters, captioning services, or ensuring that I can fully participate in meetings. Technology has been a crucial tool in this process, with captioning software, video relay services, and communication apps helping to bridge communication gaps.

Building strong networks of colleagues and mentors who understand and support my growth has also been invaluable. These connections, whether fellow Deaf professionals or hearing allies, have helped me navigate challenges and seize opportunities. Throughout my career, I've worked to foster understanding within my teams about Deaf culture and inclusion. Many people want to be inclusive but simply lack the knowledge, so I've focused on educating them about how small adjustments can make a huge difference.

For hiring managers, it’s essential to recognise the unique value Deaf employees bring to the workplace. Providing accessible interviews, such as offering video interviews with captions or interpreters, is an important first step. It’s also crucial to create a culture of openness where diversity is celebrated, and communication preferences are respected. Simple investments in workplace accommodations like captioning services, interpreters, and technology that supports effective communication can make a significant impact on the inclusion of Deaf employees.

Additionally, hiring managers should be willing to learn and adapt. Listening to Deaf employees about how to improve accessibility and being open to new technologies or practices will create a more inclusive environment. Finally, inclusive leadership is key. When leaders champion diversity and model inclusive behavior, it encourages teams to be more mindful, supportive, and willing to embrace differences.

Deafness has shaped my career not as a limitation, but as an opportunity for growth, innovation, and advocacy. By breaking down barriers, organisations not only benefit from the talent and skills of Deaf individuals but also foster a more innovative, creative, and inclusive work environment. For hiring managers, building inclusive workplaces isn’t just about compliance—it’s about tapping into the potential of every individual and creating a workplace where everyone can thrive.