Statistics show that one in six people in the UK has some form of hearing loss. This will undoubtedly rise over the years, as music associated hearing loss, and retirement age rises with it. Inevitably the number of people with hearing loss in the workplace will increase.
Most people with hearing loss choose not to disclose this information to their employer because of possible discrimination. Even with a huge decrease in stigmas, exclusion issues and better education in hearing loss awareness, these opinions and discriminations are still very relevant today. Unfortunately, there are candidates out there who continue to be discarded for roles when their hearing loss is discovered.
With facts like these, it is not surprising that more and more people are asking – are people with hearing loss able to successful fuse and thrive within the workforce? The short and definitive answer is yes and not only that they can offer an array of advantages. Here are three of the many benefits of employing someone with hearing loss.
People with hearing loss are not sensitive to developing resilience. Having to tackle stumbling blocks as isolation and discrimination has probably occurred at some point in their lives. Therefore, their performance in managing stress, deadlines and projects is great.
Even though some with hearing loss need additional support in communicating within the workforce, it should not be seen as a disadvantage. Due to the need for extra support, all communication and meetings must be more transparent. Resulting in better communication structure and organised workforce.
One of the main advantages of having hearing loss is the ability to maintain focus all day. Due to struggles with making sense of sound and speech in their lives, their concentration levels are high and consistent. To hear a sound, you have to rely on more than just your ears. It is your brain that plays a huge role in how you process sound. People with hearing loss learn to fine-tune their brain’s ability to focus on noise and speech – which in turn helps their hearing and concentration.
There are many people with hearing loss that have had a disability since childhood and therefore have a high level of adaptability. Firstly, understanding the adaptations needed and then having to be proactive and adjust accordingly. This, I am sure you would agree, are great employee attributes.
Additional support is more likely to be extra consideration, more designated time and a little research into hearing loss. Educating the workforce is a huge step to a deeper understanding amongst employees. However, if extra equipment is needed businesses may be entitled to apply for help by the government**
With these advantages, it is obvious that people with hearing loss make a positive addition to the workforce, especially when they are correctly supported. Hearing loss should never be a reason why a candidate fails to be employed. They want to be as successful in their work-life as those with normal hearing do.
** Visit the gov.uk website to find out more about the Access to Work Scheme.
When we refer to a product as 'New', we mean that the product is new to the market.
When we refer to a product as 'Superseded', we mean that there is a newer range available which replaces and improves on this product.
When we refer to a product as an 'Older Model', we mean that it is has been superseded by at least two more recent hearing aid ranges.