Employers: You Pay Either Way
In the past few days, I embarked yet again on what has become a depressingly familiar scenario: looking for work. While I’ve had jobs here and there over the last couple of years, they’ve been mostly short-term gigs or part-time limited jobs, and none of them came with the comforts of health benefits. These days, in an era of vanishing benefits and pensions, I suppose if I can just get a permanent full-time job, I should consider myself lucky.
But for those readers that are just dropping by or haven’t fully immersed yourself in the Sandbox, it’s a bit more tricky for me, and for many of my friends. I’m deaf, which means not only do I have to get my foot in the front door with my resume and all the pluses and minuses I have, but also get past any preconceived notions potential employers might have.
It’s kind of funny that I’m seriously looking again right now, because it’s National Disability Employment Month. It’s not well-known, and probably is just one of those feel-good government-designated observances that governments do. Yet it does highlight the fact that deaf people, among other minority groups, face hurdles in employment. (As an aside, it’s interesting how many work-related observances there are in October. National Work from Home Week was October 1-7; I could definitely celebrate that. This week, October 15-21, is “Freedom from Bullies at Work Week.” Don’t have to worry about that one yet! October 23-27 is officially “Celebrate Job Loss Week.” I guess that’s when you celebrate that you don’t have to see the bullies at work anymore, because you now work at home, or something similar, I guess…)
I’m not even the only deaf person commenting on the challenges of job hunting. Andrea Shettle over at Reunify Gally wrote a post on the legal issues surrounding employment of the deaf and others with disabilities. Her opening line resonates with me:
Some employers have an unfortunate tendency to assume that any worker with a disability, or any worker who is Deaf, deaf, or hard of hearing is automatically disqualified.
Oh, yes. I’ve run up against this attitude before. So have many of you. Richard Brklacich surely has– he wrote an entry on the occupational disparity between the deaf and hearing regardless of education for Deaf DC. He argues that deaf people “can only thrive in non-competitive positions within the public sector (i.e., teaching) or jobs within entities that cater primarily to the deaf…”
He has a point, although I don’t fully agree with him. I think some deaf people can thrive wherever they want to, but they will have to be prepared to search four times as hard for a job, then fight like hell to prove that they are more than capable of handling (and keeping!) the job. I also think a lot of otherwise well-qualified folks choose to remain in government, education, and social services because of their comfort zone. It’s frustrating day in and day out to not only work twice as hard as the guy in the office across the hall, but continually battle communication barriers within the job itself, during office breaks, lunch hours, and off-hours social events, and constantly “prove” to clients that they are able to do their job without passing on the customer/client to a co-worker. Why wear oneself out doing that when for less pay and potentially less job advancement opportunities, one can work for an agency, a government bureau, or teach, and be able to communicate effectively most, if not all, of the time?
In a similar vein, “Gingerpaws” at Along the Yellow Brick Road ponders what to do on the resume: what’s the best way for potential employers to contact a deaf person? Is there one successful answer? What works best?
I’ve often wondered that myself. I’ve tried hinting that e-mails work best. I’ve tried using the IP Relay number. I’ve tried blatantly slapping the acronym TTY on the resume. I’ve tried just about all the options listed in this particular post. None seem guaranteed.
In the end, I think it will just require a certain amount of luck, a large amount of self-discipline, a endless supply of internal faith and hope, and an ongoing sense of stamina. I’m not looking forward to it, but my bank account says I don’t have much choice.
Since I’m musing on the subject, I want to use this forum of mine to share a message with all employers, potential or otherwise.
To the supervisors, managers, business owners, and human resources personnel out there:
Use the mind you have to realize that any time a deaf person applies for a job, that most of the time they have a mind too, and that is what should count. Expand the horizons of your brain in terms of communication, and try to envision alternative means of conversing. In an era of e-mail, text messages, and IM programs, having a conversation or relaying orders doesn’t have to be limited to opening your mouth. Non-verbal communication involves writing, body language, and in a pinch, a lively game of charades. Old-fashioned techniques work too: there’s nothing more low-tech, more effective, and more frugal than a pad and a pen or pencil. In the end, what should count the most is that the employee, deaf or hearing, is competent, hard-working, and most of all, gets the job done.
Hiring a deaf person doesn’t have to be expensive. I (and many others) don’t need an interpreter 24/7. What we *do* need is open-mindedness, patience, and accommodations where needed. Setting up VP on our computer or adding a cheap analog TV for VP reception will do wonders. Allowing those of us who can speak to have phones that assist VCO will ease inter-office communication, as well as client contact. Permitting us to install IM programs and encouraging co-workers to communicate via IMs will foster working relationships much better than anything else could.
In the end, the real expense is up to you. Look at it this way: you have a job opening. You already have budgeted for this position. When I (or any other deaf person) apply, you will be paying for my services. But when you decide, in a moment of short-sightedness and unthinking (or deliberate!) discrimination, that you can’t be bothered to offer me an interview, let alone a job, you will pay for me anyway, through your tax dollars. I will need them for basic health services offered through the government. I will need them for unemployment compensation. It’s not just me, either. Deaf people with less skills than I do, who have less education than I do, often end up on SSI. That’s your tax dollars at work. Either you will pay for a deaf person to be gainfully employed and contribute their tax dollars back into the system to help people who genuinely need assistance, or you will pay for someone who is as equally capable of working as you are to remain unemployed (and most likely in the process suffer depression, low-self esteem, and anger) and unable to contribute to society. So, you pay either way. It’s your choice.
We like to talk in our society about the need for a level playing field. This is true, whether the applicant is deaf, black, Asian, female, highly educated, possesses only a high school education, or fits any number of other categories. Like it or not, as an employer, you have an advantage in ensuring fairness across the board.
It’s your move. Good luck.
Wow, what an intelligent, well-thought out posting, Mr. Sandman.
As a hearing person with several Deaf friends and acquaintances, I know a number of stories of discrimination in the workplace against Deaf employees.
I wonder if the way to attack the problem in a large scale is to write an article for a magazine/journal that’s aimed at employment lawyers and/or human resources departments. The article could highlight 2 or 3 Deaf people and the accommodations that their employers have made–showing that it only takes a small effort to get a big payback in the form of a hard-working Deaf employee.
Knowledge is everything and ignorance is your worst enemy. Showing how easy it is to have Deaf employees will go a long way toward making human resources departments more willing to hire Deaf employees.
Thanks for bringing this up especially for those of us in the job search process.
I have often thought about this issue. I am wondering if this is something the vocational rehabilitation counselors can work together and look at together and find better ways of educating employers more or doing some kind of study interviewing employers on what affects their decisions in hiring or not hiring a deaf person. What factors influence their decision to reply or even consider hiring or not to hire? I would be very interested in this kind of information.
Well written article.
Excellent, excellent!! That is what I am aiming for the betterment of Deaf. Like recently commentors, I agree that this article is well articulated! Why not throw your article in newspapers, magazines, Vocational Rehabilitation news(if any) and or more! Spread it out. It is worth it. If you can do it, smile.
deafk/ butterfly, like me…deaf blog
What a thought topic! This is something we need to discuss and share for our process and needs.
I agree with both of the commenters above that you should share your article in newspapers, MAGAZINES (I think this is the best one because it is going to be shown everywhere than just the newspapers in your home town), and/or news.
Well-written, Mr.Sandman!
Thank you, Sandman for this excellent entry. Especially for people who are in the job search these days.
When hearing people told me that we can find a job in capitalistic society, they truly turn me off with their optimism and misplaced reality.
Cheers,
R-
That approach, while true, is not enough to get the employers to hire deaf workers. They need carrots, something to answer the “what’s in it for me?”
Fact 1:
Deaf workers spend less time conversing and shooting the breeze; they spend all their time focused on the work.
Fact 2:
Communication, as you say, is easier now than in the past with many more options available. But the boss wants faster, more direct, and immediate without a learning curve or setup time. Just say the Deaf worker is a spec follower; he follows written specifications and can run through a stack of them in production in record time.
Fact 3:
Deaf workers require very little or no expense in accommodation for most businesses. Many times devices are made available by Voc Rehab or other placement agencies. Interpreter expenses can be reimbursed through tax writeoffs.
Fact 4:
Deaf workers are versatile and have many skills in addition to the ones the employer is seeking. Find out what they are, there may be more advantage in hiring a versatile worker than in hiring a specialist.
Fact 5:
Deaf workers are loyal because they are treated right and because they know it will be a longer time before they can find another job.
There are many characteristics of Deaf workers that can be added to this list and disseminated to employers. Just ask any employer who already has deaf workers.
This was a very well written article. Yes, I do believe that Deaf people have to work twice as hard to even be considered as a qualified candidate for jobs.
I knew of this so I worked twice as hard as my hearing peers and I graduated with two degrees in engineering/science fields. I also was involved in many research/volunteer functions (to pad my resume). I believe that by doing all this, the employers took notice of me despite my deafness. I am now currently working as an engineer (I got hired right out before I graduated). While I am very thankful for my job, it is frustrating to put up with what I have to go through everyday. I miss out in nearly all “water cooler” chats and while I do get interpreters for meetings, I have to twist my employers’ arms. It can get very lonely at my job, sometimes I feel like a ghost.
While I have better work ethic and am a better engineer than many of my co-workers, I feel that there is a glass ceiling that will prevent me from getting promoted to management positions. I have seen many of my unqualified co-workers being “groomed†for management positions. It’s ok though, if I am unable to get management positions, maybe I will quit my job and start my own business.
Mr. Sandman, if this helps at all, while I was being recruited through email, I never let on that I was deaf until the day of the interview. On that day, I said, “Oh, by the way I am Deaf and will be brining my own interpreterâ€. I felt that this was the best way in order to not give my interviewers any time to stereotype me before they’ve even met me.
As for my other applications that I’ve filled out, I do not quite remember if I just listed my email as a way to contact me or if I also explained why I was only listing my email.
Maybe it was easier for me to get hired because my job does not require that I interact with people very often. Or maybe it is partially because I did not graduate from a Deaf college, but rather from a respectable engineering university? There are many variables at play here. Are you looking for jobs where you will have to interact with many (hearing) people? I wish that there were some way that we could educate the public that we, the Deaf, are just as qualified as our hearing peers!
Best of luck with your job search and forgive any of my typos
I’ve been pondering this a lot lately as I’ve lost a good deal of what hearing I had left in the last year (or cross a threshold) — simultaneously, I’ve been working a slight career change and so to think that work is going to go no where and that I’ll be stuck at the job I know longer particularly like and hoped to leave by this point — is very frustrating.
And everyone keeps coming back to: work for the government. But that also seems like ghettoization. As a gay adult, I know about this too. There are plenty of us that are “professional gays” that have decided to stay in the gay social service groups because we are affirmed there. Or any of the other stereotypically gay businesses: ever wonder why there are so many gay hairdressers? Perhaps because there is power and affirmation in numbers.
As a designer — a business that tends to be overtly oralist — my panic is even higher about finding new work. I am attempting through Facebook to create a collection of deaf design professionals — with the idea that an association of us would have a unified voice. Perhaps it will eventually grow into something larger.
Some states — California comes to mind — have strong programs to assist people that are differently abled into starting their own independent businesses. I did live in California and would love to go back, but it seems like a stretch to move back there just to not find work and also to try to start a business. Those types of programs (and access to healthcare) need to be nationalized.
That’s another interesting corollary here: nationalized healthcare would be a boon, both for my creative skill set (areas that tend to use a lot of freelancers) but also to benefit me as a deaf adult.
Mr. Sandman,
I really empathize with you on the frustration of job searches with prospective employers, especially in the competitive fields. I have a well-written, presentably clean resume with all the necessary background information on my skills and experiences and yet not one employer/HR respond to me so far. I’ve talked to others about my resume and they all said there’s nothing wrong with it. Maybe they noticed my education background with the name of Gallaudet on it and may know that it must be that “college for the hearing-impaired people”? (I had a HR manager blurbed that one time in an interview).
I have a good-paying but tough job for a major retailer. The company accommodated me with a TTY machine and allowed me to use personal email communication on their computers for a short time. The only downside for me is that I have to walk all over the place to get to other people to communicate with, since every associate & manager have company-authorized cell phones to work with, when, sometimes, they are not at their desks or are elsewhere and I cannot hear on the phone that well. It would be nice for the company to provide me an IM device but, after realizing something about using an IM device, it would be difficult and time-consuming. Because I would have to use the relay too frequently to contact my fellow employees or managers on their company-authorized cell phones and worse, would develop a case of Blackberry Thumb (repetitive stress injury of the thumbs on IM devices).
It seems nowadays more hearing people are totally relying on cellular phone communication as a way of getting some works done on the fly or mobilizing around quickly, leaving deaf employees with their IM devices catching dusts.
I tried something once… I tried sending out resumes and cover letters that clearly explained that I was deaf. I didn’t get as many calls, but I also didn’t waste so much time running to interviews and answering calls. I felt that, if they’re not going to hire me anyway, then why waste our time?
Lou, thanks for the compliment! That’s a good idea for an article. I might just take that idea and run with it… It’s difficult. A lot of people tend to stick with “safe” jobs that are in their comfort zones. It’s those who break out and follow their dreams and their skills, like Mad and Rob, who are the real pioneers here. They’re the ones who, however lonely, are opening the doors for the rest of us to be able to do what we want to do.
Jessica, I too would be interested in knowing what employers are looking for, what keywords are magic, etc., etc. But how many of them will be open and honest in such a study? Still, it’s something worth considering. Not sure if VR has the funding for such a study, but I think considering unemployment is one of the top issues for deaf people, it’s certainly worth spending a bit of money, especially if it leads to reducing the unemployment rolls.
Deak & Deb Ann, thanks! I just might… Thanks, Ridor, as well.
Dianrez, good list. But your Fact #1 can be a double-edged sword. You said:
Deaf workers spend less time conversing and shooting the breeze; they spend all their time focused on the work. Yes, but sometimes being “part of the team” counts just as much as being serious about work. I once got written up on my final evaluation for this– while my supervisor noted I was a good, reliable worker, she also wrote that I needed to “interact more.” Gee, I’d love to “interact more,” but communication is a two-way street…
It’s a good list overall, though, and dovetails with the proposed study.
Speaking of “interaction,” wow… Mad, my hat’s off to you. You worked hard, and achieved your goal. But it’s lonely, yep. All of us who have worked in a totally hearing environment know exactly what you mean. It’s so difficult sometimes to integrate, and socialization is part of the game. It’s kind of like college– being smart and working hard gets you somewhere, but the social experience is just as valuable, and sometimes means more in the long run. Socialization at work is what gets you noticed, and works hand-in-hand when it’s time to pass out promotions and move up the ladder. It’s why quite a few deaf people seek the “comfort zone” of social services agencies for the deaf and residential schools. While there’s plenty of socialization here, and lots of opportunities for promotion in-house, there’s less money, and eventually you reach the top and not much else you can do. It’s a series of trade-offs, either way.
Mad, you’re right: there are many variables at play. It could be that never revealing the deafness til the last minute might work better than being upfront about it, but the opposite is true too, as Rox points out. We’ll see what happens. Thanks for the kind thoughts, and hang in there. The job you’re doing and the impression you’re making will eventually open doors for others. Opening your own firm isn’t a bad idea either…
Inaudible Nonsense, my sympathies on your progressive loss. I was born hard-of-hearing, then suffered a second loss as a teen. So I can sort of understand what you’re going through. I agree about the “ghettoization;” see what I said immediately above about people working within their “comfort zones.”
California is an extremely expensive state to live in, so unless there’s a compelling reason for you to come here, you may be better off elsewhere. Good deaf communities here, though…
Rob– thanks. I’m not sure how much of a hindrance putting Gallaudet down is when it comes to resumes, but I’m a Gallaudet graduate, so I kind of can’t avoid putting it down… especially when some jobs require transcripts. It’s why I was a bit disturbed by the protest and the negative media attention last year. While I felt Fernandes should never have been promoted to the Presidency and needed to step down, the PR nightmare that developed still hasn’t quieted down completely.
I too have noticed that cell phones are proliferating fast– but then regular landlines weren’t helpful either. The telephone has really been a barrier to a lot of us, I think. As for accommodations, I’m glad your employer is providing those. I forgot to mention or link to Sean Landry’s post at DeafDC about accommodations, but it’s another part of the entire employment picture we need to look at.
Rox, I too agree with you to an extent: if an employer rejects me because of deafness, I don’t press the case. If they’re going to be like that in the beginning, is it really a place I want to work at? I’m not sure though that I’ll want to be so obvious about my deafness. I want employers to hire me because I’m the best candidate for the job, not because I’m deaf and they can fill some sort of quota.
Dear Mr. Sandman,
Your article was very good!
I understand about finding jobs and employers making presumptions about deaf people. I’ve been there.
One best option of searching for a job is to have a friend or family member who already works for that company or agency, because that will surely help you get your foot in the door, an interview and even a job! That person who is already “inside” the company can be one of your referrals and s/he can make recommendations on your behalf.
That is how the Lord blessed me with my current job at a government agency.
As for accommodations, I’m all for it. A suggestion is if there are several deaf employees within the same company and building, the company can hire an on-call interpreter 3 days a week (depending on how frequent the interpreter is needed) and every deaf employee can request for a time slot whenever they need an interpreter. Currently, where I work, we have 5 deaf employees in our building and one interpreter (we have several on a rotational basis) 3 days a week (no, do not mean 1 interpreter the same week, oftentimes 1-3 different interpreters a week) and we just book them. If there’s a conflict of schedule, if there’s ample time, our company will request for a 2nd interpreter for that time slot to accommodate 2 deaf people needing interpreters the same day, same time, etc. It has been very effective.
Also, we have pagers that have been distributed to all of the deaf employees for emergency and communication purposes, and that has been very effective as well.
Instant Messaging is not wise at work because even though the software may be free, it comes with spyware. Too often many employees abuse the internet and unbeknownst them surf the net with hidden viruses and spams. Where I work there is high security and IM is banned. Everyone has been diligent to accommodate everyone’s needs and yes, it took some time to make changes and teach/learn.
Be diligent in your job search and you WILL succeed! Also, on your resume’, I was told to not put “deaf” on the resume. If you went to Gallaudent, NTID, etc., yes, that is part of your education and is to be put on your resume’. Recommend that you do not “enhance” your being deaf. You’re not promoting that. You’re promoting yourself and being able to perform the job regardless if you’re deaf or hearing. You’re representing yourself. Yes, request for an interpreter or bring one yourself and be diligent. Employers like diligent people because it shows they’re serious about getting a job and performing well.
I wish you many blessings in getting a permanent job with benefits. Also, you can start your own business, too, and be your own boss. That’s another option, too!
God Bless!
I’m working on a graduate research project exploring how philanthropy intersects with Deaf culture. I’m having a hard time finding Deaf people to interview, and was wondering if you would be so kind as to answer my questions - five total. Any insights you are comfortable sharing would be greatly appreciated!
Here are the questions:
1. What is your place of origin?
2.How would you describe your place within Deaf culture?
3. What is your definition of philanthropy?
4. How would you describe perceptions of philanthropy within deaf
culture and in America-extent, role, effect?
5. Are you philanthropic? How comfortable are you talking about it?
Does your comfort level change in conversations with those from
cultures that are different from your own?
i worked for twenty one years with a state agency in the area of Rehab. . I am deaf but a late deafned adult who grdauate under graduate school at Gally. I worked as a counselor with a mixed population of clients using an interpreter when i need one and using my speech. During the time of my employment i had deaf cases but i never sspecialized with deaf. My Masters and other post graduate work was not in deafness but in the field of Rehab.
My employment was not in a metorplotian area but in a very rural area. I worked extremly long hours and carried a huge case load of very servere individuals. Duringn the time of my employment i won ever award the agency offered for quality of case work and productivity.
I became out spoken in my advocacy for other disabled people and my involvement in the community was very intense . The agency saw me as disloyal and suspect for my close assoiation with other disabled people.
In time i filled a series of EEOC complaints based on the agencies refusal to make accomadtions for my disabiltiy. In truth i grew weary of promises that never became reality.
The agency began to open retaliate against me for my complaints and my advocacy . I was pushed into a corner and denied accomdations . I feed this to the EEOC folks but they took no steps to offer me cover.
I left employment and continued my EEOC complaints working for two years as my own investigator. In time EEOC issued a decison in my favour. While they did that they at the same time mounted a campaign for me to settle my complaint. Which i finally did for a small lumps sum.
I was given Disability retirement by the agencyand later was awarded SS disabilty benefits. I then had taken a complete circle having been deafned at the age of 16 then going through Rehab and becoming employed and finally i returned to disabiltiy .
I dont know what lesson my experince offers to the reader. I am again totally deaf with no sound awarness. I am fluent in ASL and use is in my daily and professional life.
My vison is not the best and while i will attempt proof reading i will miss a lot . So forgive me my errors and i hope this shines somelight on the topic.
Indeed, like many of you, I’ve experienced similar situations going through all of these hurdles and barriers. Perhaps, Mr. Sandman, you could write a letter to our lawmakers urging them to push a new bill that mandates every employers, HR, and others to go through the awareness program on how to deal with people like us. Perhaps I oughta do that myself hm…
Josh– I think ALL of us should do that. One of the biggest issues that faces our community is underemployment and unemployment. We all spend our time ranting about communication differences and educational methods, but no one seems to want to acknowledge that in the end, regardless of how you’re educated, getting a job is difficult. I’ll write a letter, sure– but I challenge you and ALL of my readers to do the same.