Hearing Loss is an Invisible Impairment

Just because you have an invisible impairment does not mean you’re not good at your job or that you may not be entitled to reasonable accommodation.

Many employees with invisible impairments are confused about when they should disclose their impairment at work; they are afraid to tell their immediate supervisors and co-workers about their impairment for fear of being excluded. The decision to disclose is not easy at any time, whether it is during the interview process, after being hired, or down the road during your employment. If you are unsure what to do, think about why you would choose to disclose and what outcome you would hope for. Before you disclose, it is imperative to know whether or not your specific invisible impairment is covered under legislation and what that even means.

The Technical Assistance Guidelines on the Employment of Persons with Disabilities (TAG):

The Technical Assistance Guidelines on the Employment of Persons with Disabilities (TAG) are clear regarding the concepts of persons with disabilities, reasonable accommodation, and the criteria to be covered under the applicable legislation. Your employer cannot dismiss you for having an impairment covered under legislation, but you have to be able to do the job for which you were hired.

The White Paper on the Rights of Persons with Disabilities 2015: 

According to the White Paper on the Rights of Persons with Disabilities 2015 (WPRPD 2015), persons with invisible impairments are required to provide more information about their specific impairment. A functional report from a registered health professional will bring clarity about the functional impact of your impairment and will add value to the reasonable accommodation process. Identify yourself as a person with an impairment. Say that you are requesting reasonable accommodations under disability legislation. Describe the functional barriers as well as the specific job tasks for which you may need accommodation. Describe your ideas for reasonable accommodations. Ask for your employer’s input on accommodations that may be applicable. “Reasonable accommodation refers to necessary and appropriate modifications and adjustments, as well as assistive devices and technology, not imposing a situation, where needed in a particular case, to ensure persons with disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms.” (WPRPD 2015).

The Promotion of Equality and the Prevention of Unfair Discrimination Act of 2000 (PEPUDA:

Reasonable accommodation ensures that persons with disabilities enjoy, on an equal basis with others, all human rights and fundamental freedoms. The Promotion of Equality and the Prevention of Unfair Discrimination Act of 2000 (PEPUDA) includes ‘denial of reasonable accommodation’ as a form of unfair discrimination.

“Reasonable accommodation measures are therefore inclusive of assistive devices, assistive technology, personal assistance, adaptations of the built environment, signage, captioning, text available in audio, loop systems, FM systems, alerting/alarm systems for evacuation procedures, dedicated SMS lines to all emergency service call centres, adaptation of (for example) work arrangements, and the implementation of flexibility within the workplace to accommodate persons with disabilities.” (WPRPD 2015).

If you want to request accommodations:

If you want to request accommodations, for example, schedule modifications and adjustments, assistive devices and technology, work from home, etc., your employer is within his right to ask you for additional information. A functional report is a document provided by your health professional confirming that you have an impairment covered by the Act and that you need certain reasonable accommodations. Inputs from an expert in the field of disability legislation in compiling such a report are recommended.

If you have a dispute with your employer:

If you have a dispute with your employer around what falls under “reasonable accommodations”, contact a legal advisor with expertise in the field of disability legislation as well as technical experts in the field of your specific impairment or disability for guidance. Disclosing an invisible impairment at work is difficult and can crush your confidence in your abilities. Whatever you decide to do and however you decide to go about it, it is essential to remember that just because you have an impairment does not mean you’re not good at your job. Remind yourself of the strengths that you bring to the workforce. Reasonable accommodation for people with impairments is a human rights issue.

For more information on functional reporting click here:

 https://youtu.be/aCSKDzusFWs?si=wUTncs0LIfVI26SV

 https://youtu.be/xEmH9RITS60?si=7QszR8C8NXQgI4Bz

Contact Fanie du Toit

Senior Specialist: Hearing impairment or deaf affairs

National Council of and for Persons with Disabilities

faniedt@ncpd.org.za

fanie.dt@mweb.co.za

peersupport@faniedreams.com

Networks:

Global Peer Support Network

https://www.facebook.com/profile.php?id=100095238445877&mibextid=ZbWKwL

Road to Independence

www.roadtoindependence

National Council of and for Persons with Disabilities

www.ncpd.org.za

Person Centred Care: Special Interest Group, Africa.

https://www.facebook.com/groups/idainstitutesouthafricachapter/?ref=share&mibextid=NSMWBT

Advocates for Individualized Hearing Care

https://www.facebook.com/groups/advocatesofindividualizedhearingcare/?ref=share&mibextid=NSMWBT