Case study of deaf and hard-of-hearing workplace inclusion in Lithuania

Abstract

The article examines the challenges related to the inclusion of deaf and hard of hearing (DHH) employees within organizations, focusing on the complexities of aligning resources. While the integration of individuals with hearing impairments can enhance workplace diversity and social responsibility, it requires thorough organizational readiness, specialized skills, and additional resources. Profit-oriented organizations typically prioritize inclusion when it yields measurable returns, raising concerns about the financial justification for integrating deaf and hard-of-hearing employees, particularly given their limited representation. The interview narratives analysed in this paper reveal a diverse landscape of challenges and opportunities for Deaf people in higher education and employment. The systemic barriers identified, including a shortage of interpreters, inadequate recruitment services and discrimination, require urgent attention from policy makers and educational institutions. The article also highlights the importance of using social strategies such as mentoring to address communication and cultural barriers. Finally, the article argues that deaf and hard-of-hearing employees represent a valuable talent pool whose unique experiences and skills enrich organisational culture, foster innovation and contribute to increased competitiveness.