Deaf People Want (and Can) Work: It’s Up to Us to Remove Barriers

In Quebec, many Deaf, DeafBlind, and hard-of-hearing individuals (DDBHH) want to work but still face many obstacles. And yet, they have the skills, motivation, and desire to actively contribute to society. Fortunately, there are resources and grants available to help employers welcome and integrate them into the workplace. Here’s a simple and accessible overview of the tools available.

Better Understanding Leads to Better Inclusion: Every Person Is Unique

DDBHH individuals communicate in different ways: some use Quebec Sign Language (LSQ), others lip-read or use assistive technologies. Each person has unique needs. Taking the time to listen and respond appropriately is the foundation of an inclusive workplace.

Organizations to Support You Every Step of the Way

In Quebec, several organizations support both DDBHH individuals and employers:

• Eversa: A business founded and operated by Deaf people, Eversa offers services remotely across Canada. They provide translation services (LSQ, ASL, French, English), personalized LSQ support, private or group classes, and awareness training to help include a Deaf person in your team and in society.
• Accès-Travail Sourds: Accès-Travail Sourds: This organization helps Deaf individuals find employment and supports employers throughout the process, including colleague training and workplace adaptation.
• Services spécialisés de main-d’œuvre (SSMO): SSMOs support the professional integration of people with disabilities. They assist employers from hiring through to retention, including adapting the position as needed.

Financial Support to Help You Build an Inclusive Workplace

Various programs help offset the costs of inclusive hiring:

• Workplace Integration Contract (CIT): Managed by Services Québec, this program financially supports employers who hire a person with a disability. It can cover part of the salary, training costs, coaching, or workplace adaptation.
• Assistance Program for the Integration of People with Disabilities (PAIPPH): This program helps cover the costs associated with hiring someone who lives with a functional limitation, such as deafness.
• Technical Aids and Adaptations: The government can reimburse the purchase of adapted equipment such as amplified phones, vibration systems, or visual alert devices.
• Tax Credits: Certain tax credits are available to help cover expenses related to workplace adaptations.

Inclusion in the Workplace: A Collective Effort That Pays Off

Inclusion of DDBHH individuals relies on shared responsibility. Governments offer programs, organizations provide support, but employers play a central role. Having an open attitude, listening to needs, and including the whole team is essential. Creating an inclusive environment doesn’t just benefit the person being hired; it enriches the whole team through greater respect, creativity, and collaboration.

What if We Built a More Human Labour Market Together?

Hiring a Deaf, DeafBlind, or hard-of-hearing person means investing in people and in diversity. With resources like Accès-Travail Sourds, Eversa, and the SSMOs, and programs like the CIT, employers have everything they need to succeed.

Inclusion is everyone’s business. Together, let’s make the labour market more accessible, equitable, and enriching for all.