Job offers, onboarding and induction
Give new employees opportunities to share their support needs throughout the offer and onboarding process.
This gives you the opportunity to set things up to support your new staff member, and make sure they’re embedded in the team’s ways of doing things.
Making a job offer
In your offer letter, be proactive in offering support. Let your prospective employee know that they can ask for adjustments at work, so that they’ll feel comfortable telling you about their needs.
By offering support early, you’ll be able to organise any reasonable adjustments before they start the job, so your new employee is ready to go on the first day.
Here’s some example wording that you could add to your offer letter:
We want everyone to feel supported and able to do their best work. If you have a disability or health condition, we’re committed to putting the right adjustments in place so you can thrive in your role. Adjustments might include changing how we work, adapting the workplace, or providing additional tools or support. Please let us know if there’s anything we can arrange for you before your first day – we’re here to help.
Onboarding and induction
An accessible and thorough induction process is particularly important for employees who are deaf, have hearing loss or tinnitus.
Offer new starters another opportunity to share information about their disability or health condition and any adjustments they might need.
Line managers can repeat the message that you are a welcoming organisation that values diversity and inclusion and has support available. If applicable, mention this in an induction presentation or pack.
Allow time and support for employees to absorb information.
For someone whose first language is sign language, keep in mind that lots of written induction documents may take them longer to read through than other people. Ensure that:
- a sign language interpreter is available to go through documents with them
- the induction programme is phased so that there’s not a mass of information in one go
Make adjustments and offer a workplace assessment
Once the employee has started, it may become clearer what environmental adjustments are needed. For example, check with the employee that they are sitting in an appropriate position in the office, where there is not too much background noise.
A workplace assessment can ensure the right support is in place.
The Access to Work scheme can help pay for adjustments for employees with a disability or long-term health condition.
If an employee has been working with you for less than six weeks when they apply for Access to Work, the cost of adjustments may be fully covered. As an employer, you may have to cover some of the costs, depending on the size of the organisation and adjustments required.
Create a culture of deaf awareness
Small changes can help make your workplace more inclusive. Sign up for our free tips and resources to show that deaf awareness at work matters.
RNID also provides e-learning courses for businesses and organisations who want to create a more inclusive working culture.
New employees may also be interested in connecting with other people who are deaf or have hearing loss within your organisation. Informal staff networks or organised groups can be useful channels of communication for staff with hearing loss.