Researchers from Portland State, Oregon State, and York universities investigated how the severity of hearing loss affects an employee's work experience and what strategies employers can use to build a more hospitable workplace.
The study found that employees with more severe hearing loss tend to fare better because these employees are more likely to withdraw from relationships with colleagues. Doing this protects them from uncomfortable, annoying encounters with coworkers.
Why it matters
However, employees with more severe hearing loss have poorer career outcomes in attitudes, commitment, satisfaction, and salary levels.
- Workers with severe hearing loss place less importance on professional connections.
- Their sense of isolation at work is less when professional connections don't mean as much.
" We are not recommending that managers and supervisors stop worrying about supporting employees with more severe hearing loss; we're suggesting they offer tailored support," said Liu-Qin Yang, a professor of industrial-organizational psychology at Portland State University.
What to do
The researchers recommend tailored support for employees with hearing loss by encouraging respect and understanding, advocating for them, promoting professional connections, and providing accommodations as needed. For example —
- Providing assistive listening devices
- Ensuring captioning on videos and at meetings
- Being flexible so hard-of-hearing employees feel more supported
A closer look
Two of the researchers know the challenges firsthand. Brent Lyons, Ph.D. of York University, is hard of hearing, and David Baldridge, Ph.D., of Oregon State University, had his hearing restored with cochlear implants.
Dr. Lyons noted his needs change depending on the type of meeting. For example, seated next to the speaker in one forum would be best, but he might need closed captions on the screen in another.
"But I really appreciate when supervisors are open and touch base on a regular basis: 'How are things going? What can we do to make sure that you can fully participate?'" —Brent Lyons, York University
He also pointed out that supervisors should create a culture of respect and understanding among all employees.
"They can advocate on my behalf so coworkers don't start to think negatively about me if I don't attend a loud, busy event," he said. "That could lead to fewer opportunities, which would negatively affect my career."
Dr. Baldridge said focusing on the results, not how work is done, is important. He also recommends
- For making professional connections try one-on-one meetings or lunch in a quiet spot instead of cocktail parties.
- Encourage hard-of-hearing employees to use resources such as the Hearing Loss Association of America (HLAA) and the Association of Late Deafened Adults (ALDA).
The takeaway
Employers must recognize the effects of hearing loss on their employees and ensure a supportive workplace for all with support and flexibility.
