Hearing loss affects 1 in 3 of us, but all too often isn’t spoken about at work. This can make it harder for people to get the support they need.
There are simple, practical ways employers can make it easier to talk about hearing loss – so everyone feels safe, understood, and included at work.
The impact of hearing loss at work
Our research has found that:
- a quarter of deaf people have experienced negative attitudes from work colleagues – a figure which almost doubles for BSL users
- over a quarter of people said they would feel uncomfortable being told to manage someone who was deaf or had hearing loss
When managers and colleagues lack empathy and understanding, it can lead to exclusion from social conversations in the workplace, isolation, stress and bullying.
Download our research report into public attitudes towards people who are deaf or have hearing loss (PDF, 1.6 MB)
How to start the conversation
Talking about hearing loss doesn’t have to be hard – here are some tips to get you started.
Encourage your staff to check their hearing
A simple way to start the conversation about hearing loss is to share RNID’s free hearing check with your team or organisation.
It works because:
- it’s free, quick, and easy – it only takes 3 minutes
- it sends a clear message – hearing health matters
- it helps normalise conversations – no one feels singled out
Consider highlighting the hearing check on an awareness day like World Hearing Day. It’s a great moment to show your commitment and spark meaningful conversations.
Create moments for sharing
People’s hearing loss is often gradual.
Offer lots of low-pressure opportunities for sharing – from recruitment to regular check-ins.
Lead by example
People in senior positions can use their platform to talk about their own hearing loss. Here’s Alistair’s story:
For a long time, I kept my hearing loss private. As a senior leader in banking, I was worried that my story might overshadow my work or leadership.
But when I finally opened up, I was overwhelmed by the response. Colleagues from across HSBC reached out to share their own experiences, saying they had never felt able to speak about it until now.
That changed everything. I realised being open wasn’t about me – it was about creating space for others. Now I’m passionate about encouraging leaders to share their own stories.”
Alistair Griffin, Head of Performance – UK Customer Channels, HSBC
Use the right terminology
Our research showed that employers are concerned about getting the language around hearing loss right.
Terms to use
These terms are generally accepted:
- ‘deaf’
- ‘deaf people’
- ‘hearing loss’
- ‘hard of hearing’.
Terms to avoid
There are some terms that the communities we support have told us they prefer are not used:
- ‘hearing impaired’
- ‘the deaf’.
Like an individual’s experience of hearing loss, the terms with which they identify will vary. Our advice is simple: just ask.
Prioritise inclusive communication
Set an example by ensuring team meetings are inclusive to all members of the team and encourage colleagues to consider each other’s communication needs.
Everyone’s experience is different, so explore what works together. You can use open questions like “What can I do to make communication easier?”.
Colleagues with hearing loss can create a personalised communication card to help inform others about their hearing loss and their preferred methods of communication. This can be included in their email signature, or laminated and carried with them.
Provide deaf awareness training
RNID offer e-learning courses that your staff, line managers and HR teams can take to become more deaf aware.
Find out more about our training for businesses and organisations.
