By Dan Morgan-Williams, Founder of Visualise Training and Consultancy
Introduction
In an ideal workplace, everyone should be able to communicate, contribute, and thrive on equal terms. For Deaf employees who use British Sign Language (BSL) as their primary language, the workplace can present unique challenges in terms of communication and accessibility. While these challenges can be significant, they are not insurmountable. With the proper adjustments in place, Deaf BSL users can work effectively, participate fully in team activities, and effectively utilise their skills.
One of the most effective ways to identify and implement these adjustments is through a workplace assessment. This specialist assessment focuses on removing barriers and ensuring that communication, safety, and inclusion are prioritised. In this article, we explore common workplace adjustments for BSL users, share real-life case studies, and highlight the legal and business reasons for making these changes.
Understanding the Needs of BSL Users
British Sign Language is a rich, fully developed visual language with its own grammar and structure, distinct from spoken and written English. For BSL users, spoken English is often a second language, and communication barriers can arise in workplaces that rely heavily on spoken or written exchanges without appropriate support.
The needs of BSL users in the workplace will vary depending on the role, environment, and nature of communication required. However, there are standard adjustments that frequently prove beneficial.
Common Workplace Adjustments
- Communication Access
– Provision of qualified BSL interpreters for important meetings, training sessions, appraisals, disciplinary hearings, and workplace events.
– Video Remote Interpreting (VRI) services for quick and flexible access to interpreters without the need for on-site presence.
– Live captioning or speech-to-text services for presentations, conferences, or team meetings.
– Real-time transcription software such as Microsoft Teams Live Captions or Otter.ai.
– Sharing meeting agendas, key points, and supporting documents in advance to allow the BSL user to prepare.
– Clear turn-taking in meetings so only one person speaks at a time.
- Technology and Equipment
– Visual alert systems for phones, doorbells, and emergency alarms.
– Flashing light or vibrating pager fire alarms linked to the building’s emergency systems.
– High-quality video conferencing tools to ensure clear visual access for sign language communication.
– BSL translation tools or sign video relay services.
– Desk phones or mobiles with text relay or video relay capabilities.
- Workplace Environment
– Strategic seating arrangements in meetings to ensure unobstructed sightlines between the BSL user and the interpreter or main speaker.
– Adequate lighting to allow clear visibility of signing and facial expressions (avoiding glare or shadows).
– Quiet meeting spaces to minimise visual distractions and make communication easier.
– Flexible scheduling to reduce interpreter fatigue and accommodate extended meeting times when interpreting is used.
- Policies and Practices
– Regular Deaf awareness training for colleagues and managers to improve communication skills and cultural understanding.
– Workplace protocols for accessible communication — for example, using visual signals to get attention, maintaining eye contact, and not covering the mouth when speaking.
– Written confirmation of key points after verbal discussions.
– A buddy or designated point of contact for urgent communication when an interpreter is not available.
Case Studies
Case Study 1 – Better Meetings Through Interpreting
Sarah, a marketing assistant and BSL user, struggled to keep up with fast-paced team meetings. She relied on lipreading, which was exhausting and often left her missing key details. Following a Deaf BSL workplace assessment, her employer introduced a combination of in-person BSL interpreters for monthly strategic meetings and video remote interpreting for shorter weekly updates. As a result, Sarah’s confidence and participation increased significantly, and her creative ideas began influencing marketing campaigns.
Case Study 2 – Safety Through Visual Alerts
Omar worked in a warehouse and had concerns about hearing emergency alarms. A Deaf BSL workplace assessment identified that the existing alarm system was entirely audio-based. The recommendation was to install flashing strobe alarms and issue Omar with a vibrating pager linked to the alarm system. These changes meant Omar felt safer and more included in the workplace’s emergency protocols, which also gave management peace of mind.
Case Study 3 – Inclusive Training Sessions
Priya, a customer service representative, often attended mandatory training sessions without interpreting support. She missed out on key knowledge and felt isolated as a result. After a workplace assessment, her employer committed to booking qualified BSL interpreters for all training events and ensured that training materials were provided in advance in written format. Priya’s training scores improved dramatically, and she began mentoring new staff.
Legal Rights and Employer Responsibilities
Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for employees with disabilities, which includes Deaf BSL users. Failure to do so can amount to disability discrimination. Reasonable adjustments must remove or reduce the disadvantage caused by a disability and be proportionate to the employee’s needs and the employer’s size and resources.
Providing access to qualified BSL interpreters, ensuring safety through visual alerts, and adapting communication methods are all examples of reasonable adjustments. These measures are not just about compliance; they are about enabling employees to reach their potential and ensuring workplace equality.
The Business Benefits of Adjustments
Employers who invest in accessibility often find the benefits extend far beyond compliance:
– Increased productivity from employees who can work without barriers.
– Higher staff retention due to improved job satisfaction.
– Enhanced workplace reputation as an inclusive and forward-thinking organisation.
– Broader talent pool when recruiting.
Making the Case for a Workplace Assessment for a BSL user
For many employers, the challenge lies in knowing precisely what adjustments are needed. A workplace assessment removes the guesswork by:
– Identifying specific communication and safety needs.
– Recommending practical, cost-effective solutions.
– Providing a clear action plan that meets both legal obligations and employee needs.
Conclusion
Workplace adjustments for BSL users are not just “nice to have” — they are essential for inclusion, safety, and productivity. By understanding common adjustments, learning from case studies, and committing to proactive support, employers can create an environment where BSL users can thrive.
If you are a BSL user or manage someone who is, a BSL workplace assessment is the best starting point for identifying and implementing the proper adjustments. Don’t wait for barriers to impact performance or wellbeing — take action now.
Course of Action
To arrange a BSL workplace assessment, speak to your HR department, line manager, or occupational health provider. Assessments can be booked directly via https://visualisetrainingandconsultancy.com/workplace-assessments/hearing-loss-workplace-assessment/