Congratulations on graduating! Ready to start your career but aren’t sure of everything you may need or want to do? Looking for guidance to excel in a workplace with hearing or multilingual colleagues? Here are some tips for wherever you are in. We’ve separated them out so you can easily find them:

• Finding Jobs for Deaf and Hard-of-Hearing 
• Communication Technologies
• Interview Tips for Deaf and Hard-of-Hearing
• Starting a Job as a Deaf/Hard-of-Hearing Employee
• Long-term Career Success for Deaf and Hard-of-Hearing

We also asked successful Deaf professionals what tips they would give young people starting their careers. Here’s the first one (from Lance Pickett, Sorenson Chief Relationship Officer). You’ll see more throughout the article.

Finding Jobs for Deaf and Hard-of-Hearing

This is often the first place people get stuck post-graduation. Do you find yourself saying, “I’ve graduated. Now what?” There are lots of “now what”-s out there. Here are some ideas to assist you in finding job opportunities for Deaf people.

University/Community Career Centers

Most universities, including Gallaudet¹ and NTID/RIT², have career centers with staff to answer all your career-related questions. These are places where you can ask about:

• where and how to look for jobs
• how to write a resume
• how to apply for jobs
• mock interviews
• internships

Career center staff also hold job fairs several times a year for companies that are hiring to set up booths on campus. This is not only a good way to find out who is hiring in your field but also who is open to hiring Deaf and hard-of-hearing people. Current students and recent graduates aren’t the only people who can go to career centers. Alumni can also tap into this resource.

The federal government has the Department of Workforce Services, an agency that provides similar services. There are also agencies in some communities that provide similar assistance specifically to Deaf people, such as Bridges Oregon or the Sanderson Community Center of the Deaf and Hard of Hearing in Utah. Talk to people in your community to find out if there is one in your area.

Recruiting Websites

There are many websites to help employers and employees find each other. You should look for a job board that displays national, state, and local listings and allows you to filter job opportunities by variables such as field, pay, hours, and benefits³.

Some websites are general, for jobs of all kinds such as:

• Indeed
• LinkedIn
• Glassdoor 

They have large populations with high traffic and have lots of listings, making them a great place to start your job search.

Other websites focus on particular fields/types of work, or niches.⁴ Some examples of niche sites are:

• eFinancial Careers (Finance jobs)
• MediaBistro (Media jobs)
• Dice.com  (Tech jobs).
• Flexjobs.com

Don’t see your field there? No problem. There are niche job sites for nearly every profession that you can find with a quick search online^4,5.

Networking

Ever heard the saying, “It’s not what you know, it’s who you know”? Right now, someone you know is probably saying, “Uncle Bob told me his friend has a job opening at his company”.

That’s networking. Or, to be more formal about it, networking is making connections and relationships that can provide advice, let you know about opportunities, and connect you with other people to help make good career decisions⁶.

You can start networking with people you know such as⁶:

• Professors and staff members at your college/university
• Parents’ friends
• Former bosses or co-workers, especially if you already had a job in your field, such as an internship
• Classmates
• Club/organization members
• Recent alumni

Social media platforms like LinkedIn formalize the connection process and are one way to grow your network by seeing who those people are connected to.

Think fast: 

Name two influential or famous Black people. 

Now name two influential or famous Deaf people. 

Next, name two influential or famous Black Deaf people. 

That exercise gets more difficult with each step. Why is that? 

Representation for Black, Deaf, and Black Deaf culture

Decades of advocacy have slowly, but surely gained traction to give due credit to Black contributions and accomplishments. Black History Month is now widely celebrated, spotlighting the role of Black people — individually and collectively — in our social and cultural development, spanning the arts, sciences, and political spheres. Still, broad recognition wanes every year when Black History Month ends. 

Deaf history-makers receive less mainstream attention, but momentum is building for greater Deaf visibility in media. Through greater availability of interpreting and captioning services and more consistent consideration of accessibility and inclusion, more Deaf and hard-of-hearing people are staking their claim in shared public spaces. Sign language users are showing up in growing numbers in TV and movies, advertising, and social media. 

Black Deaf individuals exist at the intersection of these identities and live an experience that is unique, overlapping, and historically absent from discussions and movements involving marginalized groups. That’s more than a minor oversight; representation matters, and generations of Black Deaf people have gone without it. 

Spurring change with the Gallaudet Center for Black Deaf Studies

In 2020, Gallaudet University opened its Center for Black Deaf Studies, a turning point in documenting and sharing Black Deaf history and recognizing its significance in broader Deaf culture. The center was years in the making — a labor of love for national Black Deaf advocates like Dr. Carolyn McCaskill, a professor in the Deaf Studies program who serves as the center’s director.

An advocate for Black Deaf visibility

Three years after the Gallaudet Center for Black Deaf Studies opened, Dr. McCaskill talked to us about what it means for the Black Deaf community and our collective knowledge of the rich history of Black Deaf culture. She talked to Sorenson’s Vice President of Brand Marketing, Ryan Commerson — a Gallaudet alumnus and former student of Dr. McCaskill — about the importance of the Center for Black Deaf Studies, Black ASL, and her own experiences:

Ryan: So, I want to say thank you, Dr. McCaskill, for meeting with us. Your reputation precedes you. I’ve known about you for a long time, I used to be your student.

Carolyn: Yes, we have, and I do remember you well.

Ryan: (laughing) Yeah, because I remember you telling us a little bit of, if you don’t mind telling us a little bit about the Center of Deaf Black Studies?

Carolyn: Sure. So, the Center for Black Deaf Studies, CBDS, in brief, was founded in the year 2020. It feels like we’ve been largely overlooked. In general, people don’t know much about our very rich history.

People do know American History in general, White History, people know Black Hearing History, and people know White Deaf History, but what people don’t know about, is Black Deaf history. And there’s very little information out there. Not much has been documented about our experiences, and when you go into libraries, you just don’t see much.

And I wanted the Center for Black Deaf Studies to really spotlight our history, and who were the contributors, and who were the people who had very important roles in our history? And so the Center for Black Deaf Studies serves as a place where…It’s a clearinghouse. Where people can reach out to us and inquire about Black Deaf teachers, and we can give names, and we can provide backgrounds, and we can explain where they’re from.

People reach out to us about Black Deaf artists, and we’re more than happy to share with them Black Deaf artists or Black Deaf business owners. You know, sure, we’re we’re happy to help with that. And so, we are a contact place for information for all of those types of things where access to information is available.

And I wanted the Center for Black Deaf Studies to support different cultural events, whether they be on campus, maybe sometimes in partnership with other organizations in supporting their work.

And I really wanted the Center for Black Deaf Studies to also serve as a place of research. There’s so much. There’s so much research that needs to be done, and Black ASL, the book that was published, I have it here, The Hidden Treasure of Black ASL, is one of three — well, I’m one of four authors for that book, and basically this is just a scratch on the surface. There are a lot of more important works that need to be done, and have yet to be done.

And so my hope is that we can encourage others to continue in their curiosity. I’m hoping to inspire people to want to continue this legacy, and if they want to research, I want to support them.

Bringing Black ASL to the forefront

Ryan: I remember your work some time ago when you were…basically you’re the pioneer, the trailblazer, for Black ASL, and so if you could elaborate a little bit more on that?

Carolyn: When it was time to have the discussion about what my dissertation would be about, I honestly had no idea, Ryan, of what it would be about. And it just so happens that I was in a conversation with my professor, Dr. Roz.

Ryan: Yes.

Carolyn: So we had a discussion about Black Deaf Schools and how we signed differently, and Dr. Roz had never heard me talk about this. Dr. Roz said, “Wait, you went to a Black Deaf school?” and I said, “Oh, yes, absolutely.” And they said, “Well, you have to write about it.” And I said, “Really?”

And I realized that through my lifetime, I had really suppressed my experiences. And I was ashamed of my history, quite embarrassed. And I think I felt embarrassed because I was never encouraged and supported to talk about it. And I didn’t really feel that anyone would be interested in hearing about my history.

And so, I got into an explanation about my history and they said, “Go for it!” And I said, “Really? Me?” And I said, “Okay, so how can I do this?”

And so, my dissertation committee had a discussion, and I told them, I said, “I think that I would be able to contact people that I would be able to interview.” And they said, “Go, go, do it, do it!” And so I did, and the rest is history.

And then I was able to defend my dissertation, and this is Dr. Cecil…

Ryan: Yeah, I remember them.

Carolyn: He happened to watch and was fascinated. And they came up to me and said, “Let’s work together.” And so we partnered, which was nice. The interpreting department at Gallaudet, and Linguistics Department, and Deaf Studies collaborated.

And so we wrote a grant, Spencer’s Foundation money. And so that money, in fact, helped me travel to six different states in the South doing several interviews. And that’s how I collected the data, and then published the book in 2011.

And so it is quite interesting that this book, being published in 2011, you know, we’ve gotten a lot more recognition as of lately, 2020, 2022, you know, 2023, and I think people are learning more and more about it, and they’re quite fascinated.

The Black Deaf Community itself is experiencing a joy that they’ve previously been ashamed about. And, you know, they’re like, wow, my language is beautiful. I’m empowered to be myself and it’s okay. And it’s okay that I say this and I talk like this and “my girls” and “my man” and this and that, and it’s like, yes, do that, do that.

And then we did a film. We did a film based on the book. And this film is a documentary called Signing Black in America.

(music playing)

And it’s now available on YouTube, and again, it’s called Signing Black in America. So, it’s really nice that we have that in conjunction with the book about Black ASL.

And people often ask me, you know, “Where can I take a class and learn, are there classes to learn Black ASL?” And I have to tell them, “I’m sorry, there are no classes available.”

Look, never say never. I do believe that a class will come up in the future, someone who’s really motivated and passionate about establishing classes, but as of now, there are no classes available. And yeah, no classes available on Black ASL.

Ryan: You’ve created a legacy, and your legacy will continue on, expanding through the times.

And now with this CBDS, you have a physical location where people can contact, get resources,  go study various majors. The CBDS vision of what you can imagine, and seeing that an actual real life impact that this center has.

Carolyn: Yeah, what I will say first is that I’m really grateful. I’m extremely grateful to have had the opportunity because when I was a kid, I had no idea. I had no idea.

When I went to public school and my hearing began to worsen. I went to the School for the Deaf, Black Deaf School in Alabama, and I had no idea about what my future looked like.

I couldn’t think about going to Gallaudet. Are you kidding me? No way!

And so when I look back on this life that I’ve been on, this journey, I want this to be a place where parents, students, can feel inspired and moved to do something that they’ve always wanted. And so parents can support them in that. My mother, my mom, was a staunch supporter of me and my sisters, and my cousins, and I’m grateful for that.

And so getting back to what I envision for now, we’ve got a lot of work to do. But this March 28th, 29th and 30th, and April 2nd, we will be hosting our first ever Black Deaf Studies Symposium.

Ryan: Yes.

Carolyn: And this will be the first time that we’ve hosted this event.

Black Deaf scholars with advanced degrees

Ryan: How many Black Deaf people or individuals have a Ph.D.?

Carolyn: I would say back in 2005, I was number eight, but now when I think about Black Deaf individuals with PhDs, it’s about 30. So that number is increasing, more coming through the pipeline.

Ryan: It’s still small, but it’s still growing in comparison with the entirety of the rest of the world, but like you said, there is more work to do.

Carolyn: Absolutely.

What’s next for the Center for Black Deaf Studies

Ryan: And what are you hoping that the center is going to accomplish in the next, let’s say, two to three years?

Carolyn: My hope is that we continue to fundraise money that it takes to support the center.

We recently hired Lindsay, who is our first Black Deaf scholar researcher. And so we hired for that position, and so we continue to add more positions. And really, like I said earlier, there’s a lot more work that’s needing to be done. We need a videographer to document the oral history, and so we want to do that.

Ryan: So, the Center of Deaf Studies, and then there’s Black Deaf Studies. Could you elaborate a little bit more why there is value in having its own Center for Black Deaf Studies? You know, to follow that distinction from the other Deaf Studies.

Carolyn: Well, I’m happy you asked Ryan, because I didn’t mention it to you, but last year we finally founded, established a Black Deaf Studies minor at Gallaudet.

Ryan: Oh, I didn’t know that.

Carolyn: We did. We finally established that, and that was based on the student population expressing their interest and desire.

Many students said they come into Gallaudet, and Gallaudet is a predominantly white institution, and they felt, “Where in the curriculum can I learn about myself, as well as others learning about them as well?”

Ryan: Thank you so much, Dr. Carolyn McCaskill. You are leaving behind a huge legacy.

Carolyn: Thank you so much, and I couldn’t do it without support.

So thank you too, to everyone who has supported me, my department, the Center for Black Deaf Studies, for giving me the opportunity, really.

Why Black Deaf Studies matters: A defining moment

The creation of the Center for Black Deaf Studies and the launch of Gallaudet’s new minor in Black Deaf Studies set the stage for the center’s spring 2023 symposium, Why Black Deaf Studies Matters: A Defining Moment.

“Black Studies scholars will use a Historically Black Colleges and Universities (HBCU) lens to address the urgency for scholars to engage in the scholarly study of Black Deaf people to further advance the knowledge base of the field.

Deaf white scholars in the field of Deaf Studies to discuss the challenges that historically kept Black Deaf people on the fringes of academia.”

Sorenson is sponsoring the event, a continuation of its support for the Center of Black Deaf Studies. In 2022, Sorenson gifted a $3 million endowment to Gallaudet to support expansion of the center and its initiatives.

Louise B. Miller Pathways and Gardens: A legacy to Black Deaf Children

One of those initiatives is the creation of the Louise B. Miller Pathways and Gardens: A Legacy to Black Deaf Children, a memorial and walking path.

The project honors Louise B. Miller, a mother who sued the D.C. Board of Education in 1952 on behalf of her Black Deaf sons and other Black Deaf children whom existing law prevented from receiving an education in the District of Columbia, though white Deaf children could attend Kendall School on the campus of Gallaudet University. Her legal victory in U.S. District Court spurred the opening of Kendall School Division II at Gallaudet in 1953 for Black Deaf children and set the stage for Brown v. Board of Education, the landmark Supreme Court case in 1954 that ended racial segregation in schools.

Celebrate Black Deaf history

Just like with any other cultural appreciation, how you celebrate Black Deaf history is up to you. You could do some research and meet the challenge we presented at the top of this page: name two influential or famous Black Deaf people. For example, Dr. McCaskill pointed out she was the eighth Black Deaf person ever to earn a PhD in 2005; do you know who was the first? It was Dr. Glenn B. Anderson, who earned his doctoral degree from New York University in 1982. Seven more Black Deaf scholars followed in his footsteps over the next 23 years. However, as Dr. McCaskill mentioned, a dozen more achieved that accomplishment between 2005 and 2022.

Learn Black ASLWhile Gallaudet University — the first and most prominent institution in the world dedicated to Deaf higher education — does not offer courses in Black American Sign Language (yet!), there are resources out there to learn the intricacies of Black ASL vs ASL. Many are informal guides on social media from individuals who use Black ASL themselves.Black ASL is one of several dialects of ASL, just as there are multiple dialects of spoken English in the U.S. This isn’t unique to American Sign Language, either; for example, British and French Sign Language both have Black dialects as well.Diverse sign language interpretingBecause Sorenson serves people from every regional and cultural background in the U.S. — and around the world, for that matter — our powerhouse interpreting team reflects a diversity of ASL dialects.When scheduling Sorenson video remote interpreting or on-site interpreting services you can specifically request an interpreter to meet a variety of special needs, including race, gender, English/ASL or Spanish/ASL or trilingual, as well as specialized training for legal interpreting, Deafblind interpreting, language deprivation (Certified Deaf Interpreters), and STEM subjects.

Considering the estimated 38K deaf individuals in American workforce, it’s important for your business to take a look at how it supports deaf employment. Part of building an inclusive work environment is strengthening relationships with deaf employees and employees with hearing loss. But how can you support a deaf employee in their job function? The best thing you can do is educate yourself on hearing disabilities, resources, and workplace requirements and stay up-to-date on new developments in communication resources. Once you’ve become more knowledgeable about deaf employment, it’s easier than you might think to provide the reasonable accommodations for every employee to succeed.

Deaf employment opportunities

Once you’ve familiarized yourself with the different accommodation and communication options — more on that below — you may realize there are actually a lot of jobs in your organization that Deaf or hard-of-hearing (sometimes written as hard of hearing or HoH) people can do, and do well. At that point, it becomes less about how the candidate would even perform certain tasks such as talking on the phone and more about the basic job qualifications — do they have the education and skills that the job requires — and how they meet your other criteria such as passion, energy, and organizational fit. This opens up many more employment opportunities for Deaf and hard-of-hearing people than currently exist.

Learn about accommodations for deaf employees

Under the Americans with Disabilities Act (ADA), employers are responsible for providing reasonable accommodations to facilitate effective communications with people who are Deaf or hard of hearing. Moreover, it is against the law to turn down an applicant solely because they are deaf.

The potential in hiring a deaf employee includes tangible business outcomes.

• Studies show 61% of employers considered productivity a benefit of hiring people with disabilities.
• Companies employing people with disabilities experienced 28% higher revenue and 111% higher net income.

Despite these statistics, deaf applicants still sometimes experience discrimination from employers who have misconceptions about hiring a deaf employee or misunderstand what the ADA requires. From 2008 to 2017, deaf people consistently had an employment rate over 20% lower than their hearing peers. Most commonly, organizations needlessly worry that providing accommodations for deaf employees will add costs that offset the benefits of a new hire. However, deaf workers and their employers can use a wide variety of ways to communicate, including options with no associated costs.

Know communication options for deaf employment

Making “reasonable accommodations” when hiring a deaf employee can range from providing a full-time sign language interpreter to simple adjustments in company culture. Oftentimes, you can use a combination of multiple solutions to support communication and effective work between deaf and hearing colleagues.

Using an interpreter

A sign language interpreter enables people who are deaf and hearing to understand each other by converting statements between spoken language and sign language. Interpreting is available in-person or remotely over video using convenient technology.

With organizations like Sorenson, you can schedule interpretation services in both English and Spanish for on-site interpreting or use Video Remote Interpreting (VRI) Services. Additionally, Sorenson Express: On-Demand Video Interpreting provides even more deaf employment support for impromptu discussions and scenarios that unexpectedly require a sign language interpreter.

If your business is remote-first, in addition to Sorenson Express for virtual meetings, your deaf employees may also use Sorenson VRS for Zoom. Your employee may already be registered with Sorenson’s Video Relay Service (VRS) for no-cost interpreted phone calls, but if not, you can obtain Sorenson Relay for them. The Sorenson for Zoom VRS integration is a first-of-its-kind product that enables a VRS user to invite highly skilled Sorenson sign language interpreters directly into Zoom calls so everyone can see meeting attendees and interpreters on one screen. A deaf employee can be fully engaged during meetings and not constantly looking back and forth between two screens, missing words or shared on-screen content.

Captioning

Captioning can be an effective communication tool for Deaf and hard-of-hearing employees in both live and pre-recorded situations. In fact, the use of captions during large group settings, meetings, and trainings benefits everyone. Even those without any degree of hearing loss can appreciate this speech-to-text solution as another way to absorb information and understand content. In studies, the use of captions improved comprehension and memory of material regardless of hearing ability. CART (Communication Access Real Time) Captioning from Sorenson makes use of live captioning agents who produce high-quality, real-time captions with high accuracy and account for accents, terminology, and slang.

For roles where employees spend substantial amounts of time on the phone, CaptionCall and CaptionCall Mobile app by Sorenson are also options. These no-cost call captioning services help Deaf or hard-of-hearing individuals who prefer to voice for themselves but need captions of the other side of the call to confidently use the phone. CaptionCall transcribes phone conversations and displays them on a specially designed phone with a large touch screen. Alternatively, CaptionCall Mobile is a smartphone app that captions calls on a mobile phone. (Users must self-certify their need for captioned phone calls to use these FCC-funded services)

Written communications

While captioning is an excellent real-time solution for communications, providing written communications before or after meetings can also go a long way. Written transcripts, presentations, notes, or summaries of various company communications benefits hearing, hard-of-hearing, and deaf employees alike.

Digital communications

Effective communication among deaf and hearing employees is literally at your fingertips. Texting, instant messages, and email are quick, efficient ways to get work done. A variety of messaging options, such as Slack and Microsoft Teams chat, can engage all employees.

Another digital option for written communications is the Sorenson BuzzCards app, which lets anyone write an easy-to-read note on the fly. Available in the App Store and Google Play, the app works like a deck of flashcards. You type the message and show it to the person with whom you are communicating. You can even save cards for future use with the messages you use the most. BuzzCards are a friendly, informal way for employees and customers to share quick messages.

How to implement new strategies after hiring a deaf employee

Once you’re familiar with the many communication options available, put them to work during your first meeting with a Deaf or hard-of-hearing individual. Then, continue to build comfort levels, iterate, and improve where necessary.

Find a shared comfort level

When hiring a deaf employee, don’t assume what they need. It’s acceptable, respectful, and easy to ask about their preferred methods of communication. Since everyone is different, individuals can have varying needs and preferences. As part of onboarding, consider discussing the most effective options for company-wide meetings, team updates, colleague interactions, employee reviews, and individual workspaces. Create a straightforward process for requesting alternative communication solutions as other occasions arise. The more you communicate up front, the better workplace communications will be over time.

Make accommodations for deaf employees right away

Schedule an on-site interpreter, use Video Remote Interpreting (VRI) Services, or plan for their preferred communication starting on a deaf employee’s first day. It will show the character of your work culture and make your new employee feel more welcome, as well as help the whole team effectively communicate. Additionally, they will experience smoother onboarding as they easily absorb new-hire information in a way that works for them.

Engage everyone

Don’t think that the HR department is the only party in the company involved with accommodations for deaf employment. Make a point of explaining and embracing new communication efforts throughout the company. You might try engaging hearing employees for additional deaf employment support. Consider internal sign language classes, inviting mentorships between Deaf and hearing individuals, and providing communication tips and free apps to talk with co-workers.

Some tips to share company-wide for making communication between deaf and hearing colleagues smoother include:

• Recording meetings. It can be difficult for deaf employees to take notes while watching an interpreter or reading captions. Even if they’re not taking notes, it’s still possible for them to miss phrases or expressions in conversation. Having a recording they can refer to is likely to be helpful for your deaf and hearing team members alike.
• Raising hands before speaking. This allows interpreters to switch narrations and allow users to easily identify who is speaking.
• Turning cameras on during virtual meetings. A deaf employee that can lip read will appreciate seeing everyone on camera. Those who can’t lip read can still pick up social cues through facial expressions.

A more inclusive workplace with deaf employment support

Beyond hiring, employers should implement practices that encourage and uplift persons with disabilities, including Deaf and hard-of-hearing individuals. As the worldwide leader of inclusive technologies for deaf and hearing connection, Sorenson makes it easy for your business to get started.  Supporting your team with inclusive communication can make an enormous difference in their daily lives — regardless of the language they use. Sorenson taps into the power of language to remove barriers and allow diverse human relationships to thrive.