Navigating the workplace can be a complex feat, requiring adaptations and special considerations which are recognised as “reasonable adjustments.” For the deaf community, these adaptations are not luxuries but necessities that enable opportunity and fairness in the work setting. The nuances of these adjustments shape the very foundation of accessible employment.
As we delve into the intricacies of Access to Work funding, discover the life-changing potential of technology and support mechanisms like Video Relay Services, and the profound impact of reasonable adjustments, this article not only acts as a guide but as an insight into the workplace revolution for deaf people.
Overview of Access to Work Scheme
Access to Work (ATW) is a government-funded employment support programme in the UK, created to assist disabled people and anyone with long-term health conditions at work. The government service, which aims to reduce barriers to employment, supports employees aged 16 and above in different employment scenarios—be it paid jobs, self-employment, or paid apprenticeships.
It includes funding for additional costs that go above and beyond reasonable adjustments. This includes funding for equipment such as hearing aids, workplace adaptations and money to fund adjustments for people to travel with a travel buddy or taxis if public transport isn’t suitable.
Grants are offered based on the claimant’s personal circumstances, with a current annual limit of £66,000 per year to cover extra costs. This aids in removing workplace barriers, ensuring that deaf individuals and all people with disabilities have equal opportunities.
To apply, one must complete the ATW application process by first filling in an application form, and then undergoing a workplace assessment. In the application you’ll need to provide details of a workplace contact, as well as examples of how your disability affects you at work.
Understanding Reasonable Adjustments
Reasonable adjustments are fundamental changes that employers in the UK are legally required to make under the Equality Act 2010 to mitigate any disadvantages faced by disabled workers. In the context of deafness or hearing loss, such adjustments aspire to construct an inclusive working environment, attuned to the specific needs of deaf colleagues.
It encompasses enhancing the physical layout for visibility and acoustics during meetings and providing access to the latest assistive hearing devices. Cultivating deaf awareness is pivotal, addressing frequent hurdles like isolation and career growth. Managing hearing loss in the workplace effectively also implies reducing extraneous noise and maintaining up-to-date knowledge of new technologies that assist with hearing.
Note that Access to Work does not fund reasonable adjustments, but can fund help that goes above and beyond, or in the case of self-employed, a support worker that can help implement these adjustments.
Examples of Reasonable Adjustments for Deaf Employees
A variety of reasonable adjustments can be implemented for deaf individuals to support their professional requirements effectively. During the recruitment phase, offering the option to communicate or respond in British Sign Language (BSL), or through alternative means like SMS, email, or video relay services, can make a substantial difference.
Providing diverse interview formats, including video calls with an interpreter or in-person interviews with accessible facilities, ensures fair chances. Adjustment of workspace arrangements to promote visibility and reduce noise levels, alongside acoustical modifications, proves conducive to better communication.
Importance of Reasonable Adjustments for Deaf Employees
Implementing reasonable adjustments holds critical value not just at the employment stage but from the onset of the recruitment process. These adjustments pave the way for equal opportunities for deaf applicants.
Access to Work grants play a significant role, offering financial support towards necessary workplace adaptations such as hearing aids and sign language interpreters – vital to ensuring the preferred method of communication is utilised as much as possible.
Further, Access to Work extends advisory services to employers, aiding them in making their workplaces accessible and nurturing an environment of equality and just treatment for deaf colleagues.
Access to Work Funding Breakdown
A key benefit of Access to Work is its consideration of individual circumstances and provision of tailored solutions to foster inclusive workplaces for disabled employees.
Here are some examples of how funding can support deaf people at work:
Hearing Aids and Physical Equipment
Workplace adaptations and specialist equipment, such as advanced hearing aids, are pivotal for Deaf individuals struggling with complex listening environments at work.
Access to Work grants support the acquisition of superior hearing aids, with features not typically provided by the NHS, better equipping individuals for effective communication in the workplace, especially in specialist sectors.
Funding extends to physical adaptations, including visual alert systems and environmental changes, significantly enhancing Deaf individuals’ accessibility on the job.
Accessibility Software and Software Training
Deaf employees often rely on assistive technologies such as captioning software, video relay services, and speech-to-text software to enhance their communication and productivity. Access to Work can cover the costs associated with purchasing and implementing these software solutions, ensuring that deaf employees have equal access to information and communication within the workplace.
Access to Work funds can also be used for training sessions that educate both employees and employers on the effective use of this software. By promoting awareness and understanding of accessibility software, these training programs can facilitate seamless integration and communication between deaf employees and their hearing counterparts.
The goal of these training initiatives is to equip deaf employees with the necessary skills to navigate and utilise technology effectively, thus fostering a more inclusive work environment.
Deaf employees who have received this training report feeling more confident and empowered in their roles. Combining this provision with support for special equipment, such as screen readers and communication tools, boosts job performance and digital accessibility.
Mental Health Support through Access to Work
Recognising the impact of mental health on job performance, Access to Work grants enable a free Mental Health Support Service. Tailored support plans, provided by services like Maximus and Able Futures, offer coping strategies and workplace adjustment recommendations for up to nine months.
Mental health support services can also involve employer guidance to strengthen support for employees with mental health conditions that affect their ability to perform at work.
Job Aide or Workplace Coach
Access to Work can fund adjustments in the form of support tailored to the needs of those with communication challenges, especially during recruitment stages.
Support workers, such as job coaches, Job Aides, note takers, or BSL interpreting services, are funded through Access to Work to assist Deaf people and individuals with hearing loss.
Examples of communication support workers can include being a note taker in meetings, providing real-time captioning during presentations, and facilitating communication between the Deaf employee and their hearing colleagues.
Workplace Training and Support for Colleagues
Creating an inclusive work environment involves not only supporting Deaf employees but also educating their hearing colleagues. Access to Work recognises the importance of effective communication and provides training and support to ensure that colleagues are equipped with the necessary skills and knowledge.
The training offered by Access to Work funding covers a range of topics relevant to working with Deaf colleagues. It helps colleagues understand different communication methods, such as sign language and lip-reading, and encourages the use of visual aids and written communication when necessary.
Through this training, non-disabled people and hearing colleagues learn about the specific needs and challenges faced by Deaf individuals. They are taught strategies for effective communication, including speaking clearly, maintaining eye contact, and being patient. The training also helps to dispel common misconceptions surrounding deafness and encourages a more inclusive and supportive work environment.
By investing in the training and support of colleagues, Access to Work recognises that an inclusive work environment is not solely the responsibility of Deaf employees, but requires the participation and awareness of all staff members.
Travel Buddy and Taxi Fares
In addition to providing support within the workplace, Access to Work also offers assistance for deaf employees when it comes to commuting to and from work. This is particularly beneficial for those who may face difficulties in navigating public transportation or require additional support during their commute.
Access to Work can fund the provision of a travel buddy, who can accompany the deaf employee during their journey to ensure they feel safe and supported. The travel buddy can assist with communication, help with any barriers or obstacles encountered along the way, and provide overall peace of mind for the employee.
Access to Work can also cover the cost of taxi fares for deaf employees who find it more convenient or comfortable to travel by taxi. This helps to eliminate any potential stress or challenges that may arise from using public transportation, and ensures that the employee can arrive at work on time and in a more relaxed state.
It is important to note that the provision of a travel buddy or taxi fares is assessed on a case-by-case basis, taking into consideration the individual’s specific needs and circumstances.
About Video Relay Service Support for Deaf Employees
Access to Work (ATW) recognises the unique communication needs of Deaf employees, offering funding for vital services such as video relay. This system, using British Sign Language (BSL), empowers on-the-spot translation for instant communication.
By covering recruitment costs for interpreters and note-taking services, Deaf professionals can navigate job roles efficiently. Employers, with the help of ATW funding, enhance workplace accessibility and foster an inclusive environment for people with hearing loss to thrive.
Understanding Video Relay Service
Video relay service (VRS) is a cutting-edge telecommunication aid designed for BSL users. This service lays out spoken language on screens, facilitating clear comprehension for individuals with hearing loss.
Grants from Access to Work ensure Deaf employees can utilise VRS, incorporating this essential tool into their daily communication toolkit. This service is a bridge for existing communication gaps and a cornerstone of practical workplace support by ATW.
Benefits of Video Relay Service for Deaf Employees
The Access to Work scheme transcends traditional support measures by financing a spectrum of services, including video relay. Deaf employees benefit from the flexibility to schedule interpreters, ensuring seamless integration into workplace interactions.
ATW helps offset costs associated with workplace adjustments, asserting equal footing for Deaf professionals. Notably, with a generous annual cap of £66,000, VRS provision through ATW is an indispensable asset for varied work-related situations, guaranteeing Deaf employees enjoy equitable access to communication.
Access to Work Support for Deaf People
Access to Work is an essential UK government scheme designed to support Deaf individuals and those with hearing loss in the workplace. It ensures funding up to £66,000 for necessary workplace adjustments such as interpreters and hearing aids.
Access to Work prioritises individual circumstances to bridge the gap in workplace communication barriers, ensuring every Deaf or hard of hearing employee can thrive in their employment.
Contact us today to see how we can help you start your ATW application, or find the right support worker!