When we talk about bilingualism in Quebec, we usually think of French and English. But for many deaf, deafblind, and hard of hearing people (DDBHH), Quebec Sign Language (LSQ) is their first language. French often comes second… or even third. Many DDBHH individuals were deprived of a natural language during their early years of life, whether because of medical decisions, lack of information, or family choices. This deprivation has major consequences on their linguistic development, their understanding of the world, and their ability to learn any other language later on. Let us remember that a natural language is a living language, acquired spontaneously, without conscious effort, by human beings to communicate fully, whether spoken or signed.

This reality can create significant linguistic challenges in the workplace, which employers must understand to foster genuine and lasting inclusion.

When Sign Language Comes Too Late

LSQ is a fully fledged visual-spatial language, expressed through gaze, signs, body, and facial expressions. It has its own grammar, vocabulary, and structure. Yet many deaf children do not have access to it from birth. It is essential to remember that a child born and raised with a different level of hearing relies more heavily on vision to understand, communicate, and develop. Furthermore, for a child, lip-reading requires intense concentration, allowing them to capture only part of the message. Meaning, if they do not have access to a communication method adapted to their abilities, they may experience what is called language deprivation. This means they can go through critical years without truly understanding what is being said around them, due to a lack of access to a language they fully understand.

In some cases, LSQ is only introduced later, at school or even during adolescence, which is very late when it comes to language acquisition. As a result, written French becomes very difficult to learn when one has not had a solid foundation in any language from early childhood.

This means that some DDBHH individuals may struggle to read a text, fill out a form, or understand written instructions, not because they lack intelligence, but because they did not have full access to a language at a crucial stage in their development.

When Communication Becomes a Workplace Challenge

For an employer, it is essential to understand that some DDBHH individuals may:

• Wish to have a French LSQ interpreter present in order to communicate more easily.
• Prefer to receive and share information directly in LSQ.
• Have limited exchanges with colleagues who are unfamiliar with LSQ, especially when there is no interpreter present.
• Experience difficulties reading or writing in standard French (emails, documents).
• Need more time to understand written documents.

These realities should not be seen as obstacles, but rather as situations that require adjustments.

Concrete Solutions for a More Inclusive Workplace

Here are a few concrete actions SMEs can put in place:

• Use a French LSQ interpreter during interviews, meetings (formal or informal), and activities requiring exchanges.
• Use visual supports (images, LSQ videos, or subtitled videos, depending on the person’s preference).
• Write documents using simple and clear sentences.
• Take the time to check understanding, without judgment.

A Wealth to Discover

Hiring a deaf person also means discovering a rich and often unfamiliar culture: Deaf culture. It is characterized by visual communication, creativity, and great resilience. DDBHH individuals often bring a different perspective, excellent adaptability, and remarkable professional commitment.

When we recognize that French is not always the mother tongue, we open the door to better understanding, more flexibility, and a more inclusive workplace climate. It is not only about hiring, but also about listening, supporting, and adapting. With the right tools and the right attitude, linguistic challenges become opportunities to grow together.