Wednesday, May 25, 2016

Advocating for Deaf Applicants and Employees

by Jocelyn Tamayao, SDEAS Batch 2009

Why am I writing this article? I am writing this to advocate deaf employees and applicants against marginalization, discrimination, and mistreatment in the workplace.

If you are a human resources personnel, show respect, accountability, and ethics in treating deaf applicants when they submit their resumes. You are accountable to forward their resumes and referral letters to your supervisor. If there is a need for employees in your company, why not consider the Deaf applicants? A deaf employee knows what to prioritize that he/she can finish all the tasks at hand.

Both the deaf and hearing have equally skillful hands; the deaf in particular can do anything but hear. The deaf can have skills in speed typing, web/graphic designing, catering, baking, accounting, cartoon drawing, electric repairing, etc. They can focus and embrace tasks. If there are new challenges at work, they can be willing to learn if you teach them.
        To employers, you can hire deaf applicants if their skills match in your vacant positions. Do not look and think negatively on ‘deafness’ because this does not mean inability to communicate. Being deaf is not an excuse for poor work performance. There are many inspirational stories of the Deaf people in the world who have proved how successful they can be if they focus on their abilities. We encourage companies hire deaf applicants for a more diverse workforce.

This is a guest blog entry. The opinions expressed here represent the author's and not necessarily those of De La Salle-College of Saint Benilde School of Deaf Education and Applied Studies.

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