Deaf Employment
By JessicaWhite
3/31/2009
As a student graduating
this May, I find myself incredibly nervous about what awaits me after the
cap & gown have been worn. In the economic times that we are in, it seems
very scary to be a young person searching for a job. Because I am so scared
about the direction of my life, this sparked my curiosity about others who
will be looking for jobs in the “real world”. I began to wonder about the
employment opportunities for those in the deaf community. Besides working as
interpreters or in the teaching field, I wonder whether they would have the
same opportunities as those who can hear.
One's perception of the
deaf community may lead many people to believe that their problems with or
their inability to hear may drastically affect what profession they decide
to pursue. Associate professor of Business Administration Alan B. Crammatte
from Gallaudet
College, claims otherwise. He conducted many
interviews with deaf students, and although their deafness was a factor, it
was not the only factor. “The deaf man’s choice, however, must go beyond
compatibility, competence and training. He must consider whether, once
trained, he can overcome prejudice and gain acceptance- whether his ears of
his skills will determine his employment opportunities” (Crammatte 56).
While deciding on a career, members of the deaf community must take their
hearing problems into account along with the environment in which they would
feel most comfortable. Although, according to Crammatte, only a third of the
respondents he interviewed said they were discriminated against, the biggest
problem with applying for their first job and connecting to their coworkers
was directly related to simply “breaking the ice”.
Another element to deaf
employment comes directly from the employers themselves. Although the deaf
often excel in the workplace, there are many questions that must be raised
and considered by the managers and employees. In her book, Working with
Deaf People, Susan B. Foster states that there are five factors that
must be looked at before employing a deaf person. These factors include
characteristics of the applicant, urgency in filling the position, personal
recommendations, the perspective of the hiring supervisor and the
organizational policy. (13) It is true that historically the deaf have not
received the same employment opportunities as hearing people, but with
awareness comes openness. Throughout the years, ample employment
opportunities have become a reality. This was not always the case. In W.H.
Woods The Forgotten People, he writes that, “there is evidence of job
scarcity all over the country” (65). He goes on to say that “parents must
wake up, and get the schools for the deaf and the deaf themselves to act, to
end discrimination” (Woods 185). Woods book was written in 1972, and since
that time the progress that has been made in regards to prejudice and
acceptance of the deaf in the work place has been remarkable.
Although there is still
much to be done in order to make the job market fair for all applying, the
improvements that have been made show the growing need within people to
provide equal chances for all.
Sources:
Crammatte, A. (1968).
Deaf Persons in Professional Employment.
Springfield, Illinois: Charles
C. Thomas Publisher.
Foster, S. (1992).
Working with Deaf People: Accessibility and Accommodation in the Workplace.
Springfield, Illinois: Charles
C. Thomas Publisher.
Woods, W.H. (1972). The Forgotten People. St.
Petersburg, Florida:
Dixie Press.