Creating an inclusive workplace for Deaf and hard-of-hearing employees isn’t about a single big gesture — it’s usually a collection of small, consistent habits and a few structural decisions. Here’s where to start.
1. Normalize Requesting Interpreters Early
Make it standard practice — not a special favor — for Deaf employees to request an ASL interpreter for meetings, trainings, and reviews. Under the ADA, employers are generally required to provide this as a reasonable accommodation, but the tone matters too: treating interpreter requests as routine rather than burdensome sets the culture for the whole team.
2. Rethink Meeting Formats
A few adjustments make meetings significantly more accessible:
- Share agendas and materials in advance so interpreters can prepare terminology
- Avoid talking over one another — group settings are hardest to interpret when multiple people speak at once
- Use captions on video calls in addition to (not instead of) live interpreting when possible
3. Train Hearing Staff on Basic Etiquette
Most hearing coworkers simply haven’t been taught the basics — facing the person directly, not covering your mouth while speaking, and understanding that tapping a shoulder or waving to get attention is completely normal, not rude. A short training session goes a long way. Our earlier post on working effectively with an interpreter covers several of these habits in more detail.
4. Use the Right Language
Capitalize “Deaf” when referring to individuals who identify with Deaf culture and community — it’s a recognized cultural identity, not just a medical description. The National Association of the Deaf offers helpful background for teams wanting to learn more.
5. Build Flexible Interpreter Access
Not every situation calls for a scheduled on-site interpreter. Having video remote interpreting available for spontaneous conversations — a quick hallway question, an unplanned check-in — keeps Deaf employees from being left out of everyday workplace moments that hearing employees take for granted.
6. Ask, Don’t Assume
Every Deaf employee’s preferences are different — some rely primarily on ASL, others prefer lipreading, written notes, or a mix. The simplest and most respectful approach is asking the individual directly what works best for them, rather than assuming one solution fits everyone.
Small Steps, Real Impact
None of this requires a massive budget or a complete policy rewrite. It starts with awareness, a few practical habits, and reliable access to qualified interpreters when they’re needed.
If your business is building out Deaf-inclusive practices and needs reliable interpreter support in Los Angeles, San Francisco, Las Vegas, or any of the areas we serve, reach out to our team — we’re happy to help you get set up.
