Better Hearing in the Workplace

The Americans with Disabilities Act (ADA) was passed nearly 33 years ago to prevent discrimination, but people with disabilities in general—and hearing loss specifically—remain at a disadvantage in the labor force. Disclosing your disability and asking for accommodations on the job or in an interview are common dilemmas.

Disability and Employment Figures

Recent statistics underscore the need for greater workplace accessibility and equity for people with all disabilities. According to the U.S. Bureau of Labor Statistics, only 21% of people with a disability were employed in 2022, compared to 65% of people without a disability. In addition, the number of people with a disability who filed for unemployment was more than double that of those without a disability.

Hearing Loss and Unemployment

The National Deaf Center on Postsecondary Outcomes reports that only 56% of adults with hearing loss or deafness were employed, compared to nearly 73% of hearing adults [updated with 2023 data since original publication of this blog]. (See Figure 1 for 2017 data.) In addition, 41% of people who were deaf, compared to 24% of hearing people [2023 data], were not even in the labor force. (See Figure 2 for 2017 data.) However, they were also more likely to be actively looking for work, suggesting that they were not opting out of the workforce because of a lack of interest, but rather, a lack of options and access.

As a result, many people with hearing loss are hesitant to reveal their condition to current or potential employers. Knowing what the law says about disclosure, accessibility and other relevant issues, such as protected classes and obtaining reasonable accommodations, can help workers make more informed decisions.

Source: National Deaf Center on Postsecondary Outcomes, 2019

Source: National Deaf Center on Postsecondary Outcomes, 2019

The Task Force for Accessible Inclusive Employment

HLAA’s Task Force for Accessible Inclusive Employment was established in 2021 to address labor disparities and provide employment-related information and resources to those with hearing loss. All Task Force members, who span a wide range of diversity and professional backgrounds, either have hearing loss or work in the hearing loss community, volunteering their time to help career-aged Americans with hearing loss successfully enter, remain and excel in the workforce.

“When people with hearing loss have full communication access, they can work to their potential and be competitive in the workplace,” said David Baldridge, Ph.D., MBA, current Task Force chair and professor of management at Oregon State University, who researches workplace experiences of people with hearing loss. “And by providing communications access, companies have the opportunity to create a more inclusive and productive workforce, particularly as the workforce continues to age.”

The Task Force presents quarterly HearingU Hearing Loss at Work webinars on a range of employment-related topics, and is exploring new ways to increase its reach and impact—not just among people with hearing loss, but with companies working to achieve greater diversity, equity, inclusion and accessibility. Its ultimate aim is to advance HLAA’s mission to empower people with hearing loss through information, education, support and advocacy.

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