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Workplace & Accommodation Assessments

Workplace & Accommodation Assessments

Accommodation in the Workplace

Under the provincial and federal Human Rights Codes, employers and service providers have a legal obligation to accommodate the needs of people with disabilities, including people who are Deaf and those with hearing loss, up to the point of undue hardship.

The goal of workplace accommodation is to ensure that employees with disabilities are not unfairly excluded where the working environment can be adjusted and interpretation can be provided without undue hardship.

Exploring Roger system in the workplace

Workplace accommodations are a shared responsibility between the person who is Deaf or has hearing loss and their employer. Exploring whether a Roger system may be of use to you and your work environment is part of the accommodation process.

Nearly 25% of adult Canadians say they experience some hearing loss. A whopping 10% identify as being Deaf or hard of hearing. That number soars to 50% for those who are 65 years of age and over. So, it shouldn’t be a surprise to learn that most businesses have at least one employee who is either Deaf or hard of hearing.

Businesses in Alberta need to ensure that they are providing a work environment that fosters the greatest chance of success for employees who are deaf or hard of hearing. A workplace and accommodation assessment can help determine if your business has any barriers. It will also help create a work environment that is more open and understanding of what it means to be deaf or hard of hearing.

What’s Involved in a Workplace Assessment?

A workplace assessment takes place on-site with the employee and perhaps a manager or direct supervisor.  Our consultant will speak to the employee about their job and what it entails, the working environment, and any hurdles they may be facing. They may even test different assistive products to see what could make their work environment more accommodating, assess the workplace layout, and review suggested communication options.

What Happens Next?

After the assessment, the employer will be given a follow-up report that highlights different ways the workplace can be improved and create an environment where everyone can communicate and actively participate. Everyone has unique needs, so the recommendations will vary from employee to employee.

Alternate forms of communication or assistive products could be recommended depending on the situation.  These may include the use of virtual ASL interpretation options, telephone amplifiers, flashing devices, wireless microphones, and background noise reducers.

 

Book a Workplace Assessment with Deaf & Hear Alberta

For more information or to make an appointment, contact us by:

Email: equipment@deafandhearalberta.ca
Voice or VRS:  403-284-6200 ext. 3

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