Workplace accessibility is becoming increasingly important in Québec, and businesses can gain a lot from adapting to include Deaf, Deafblind, and hard of hearing individuals (DDBHH). As an employer or HR professional, it’s important to understand why accessibility matters and how to take action to make your environment more inclusive.


Why make your business or team accessible to Deaf, Deafblind, and hard of hearing individuals (DDBHH)? Including DDBHH individuals in companies and teams offers several benefits:


Access to a diverse talent poolThere are many DDBHH individuals with valuable skills and qualifications. By adapting your business, you open the door to a skilled and motivated workforce.


Better company culture and imageAn inclusive business values diversity. This appeals to employees and clients who care about these issues and strengthens your business’s reputation.


Compliance with laws and ethical standards The Accessible Canada Act and Québec’s Charter of Human Rights and Freedoms encourage employers to promote equity and inclusion. Implementing accessibility measures reduces the risk of discrimination and exclusion.


How can you make your business more accessible? There are many concrete steps you can take to make your workplace more accessible for DDBHH individuals. It’s also important to remember that every Deaf, Deafblind, and hard of hearing person is different—so creating a personalized plan through open discussion is essential.


1. Adapt communication tools

• Provide Québec Sign Language (LSQ) interpretation for meetings and events, both in-person and online. Financial support is available for this service through Emploi-Québec’s Contrat d’intégration au travail (Workplace Integration Contract).¹
• Use automatic captioning and real-time transcription apps during video conferences if that’s the employee’s preferred tool.
• Set up chat or instant messaging tools to facilitate written communication.

2. Raise awareness and train employees

• Organize workshops to educate your team about LSQ, Deaf culture, and inclusive communication practices, and teach basic signs that will be useful long-term.
• Encourage employees who interact regularly with Deaf clients or colleagues to learn LSQ basics.

3.  Adapt the physical workspace

• Install visual alert systems (like flashing lights or screens) for alarms and important notifications.
• Ensure offices and meeting rooms are well-lit to facilitate communication by any method (gestures, LSQ basics, lip reading, writing, etc.).

4. Adapt the recruitment process

• Offer alternative communication methods during interviews, such as French-LSQ interpretation, email, live chat, or real-time captions.
• Include a statement in job postings encouraging applications from people with disabilities or linguistic and cultural minorities.

A Smart Investment for Your Business Investing in accessibility for DDBHH individuals is not only a social and legal responsibility—it’s an opportunity for growth. Implementing the right solutions supports your employees, improves communication, and strengthens your company’s culture.

Small and medium-sized businesses (SMEs) that adopt these measures demonstrate leadership in inclusion and are often seen as employers of choice.


Nothing About Us Without Us: The Importance of Involving DDBHH Individuals in Accessibility Initiatives True inclusion of Deaf, Deafblind, and hard of hearing individuals means actively involving them in decisions and actions that affect them. Too often, accessibility measures are implemented without consulting those concerned, which can result in poorly adapted or ineffective solutions.

By involving Deaf experts in discussions on accessibility, public policies, education and employment, we can ensure that the measures taken meet the real needs of the Deaf community. It also fosters the independence of Deaf individuals and highlights their expertise.
For example, in the workplace, businesses can consult Deaf employees to adapt communication tools, design inclusive training and make the work environment more accessible. Initiatives developed in collaboration with the Deaf community are often more relevant and effective.