Tips for disclosing your hearing impairment

I'm Sonia, and I disclosed that I have my hearing impairment as part of the application process for my internship at J. P. Morgan.

This meant that the same adjustments and accommodations rolled over to when I joined the graduate programme and I still use them now.

Here are my tips for disclosing a hearing impairment.

I would recommend disclosing your disability at the application stage, because youu're already competing with so many other candidates and you don’t want to be at a disadvantage.

Sometimes, you do need the extra time or extra accommodation and it just means the process is fair. When I was applying, I assumed there would be a misconception and that I would be looked down upon if I asked for accommodations and would struggle to keep up when compared to everyone else.

However, the reality is that it’s okay to ask for accommodations and voice your capabilities. It’s a two-way interest – the firm wants you to be able to perform at your best and you get to perform at your best.

Doing multiple applications, I did realise that companies work differently based on their diversity and inclusion mission, values and budgets. Some companies are already aware of the process and proactive in consulting you on what adjustments could be requested, how the process works etc.

There are, however, some companies where they have certain constraints or aren’t as proactive. This is fine, as you can reach out to them instead or take it as a learning curve.

I personally found disclosing early to helpful as it gave me a snippet of what working in the company would be like. This helped me filter my prospective companies.

Companies with good policies and who proactively run employability webinars and insight days etc. became my top picks to apply to.

Another reason for disclosing your disability at the earliest opportunity is that it helps make the process of adjustments much more seamless. If they don’t know, they can’t put accommodations in place for you. So, it is to your advantage to be open.

Who you speak to can be very important for getting the support you need. Companies can be large and it’s not always obvious who to approach.

I found insight days, networking days and accessibility events like those run by Employability and MyPlus organisations very useful. I was able to leverage the contacts that I made, and they were able to connect me to the right people in the firm.

So, it is helpful to use your network.

At events, I took note of the panellists and reached out to them on LinkedIn. I learned how to initiate conversations, how to ask for accommodations, and all about the types of accommodations people can request – then I tailored it to fit me.

I started having conversations with HR and the recruitment contact and then I was connected with the respective people. Getting the right connection can help streamline the processes.

When disclosing my disability, I learned that it's only you who knows what accommodations you need best, so feel free to request them, educate people on why you need them, and be open to exploring alternative options.

Employers may not be aware, or it may be new to them, so be prepared to help educate people. Talk about what has worked for you previously and what adjustments you have been using. Be patient and work together with people – it’s a partnership.

It took me two years during university to know that I could ask for adjustments and to work out what they were for me.

I had come from Kenya, where there was no set support in place. It was a huge learning curve from recognising that you have a right to disclose your disability to asking for accommodations, learning what you need and then communicating and requesting it.

When thinking about employment, I started to talk to people to understand what is out there and what I can ask for. To be honest, my requests were a bit of trial and error. During my internship, some adjustments took time to put in place whereas others were quick. It is therefore important to think ahead.

If things take longer to put in place you need to request as early as you can, so they are in place when you join. This creates less chance for surprises and disappointments.

Working with my employer, I fed back on what worked or didn’t work, and by talking to others, I learned about other adjustments that I could try out and see if they worked for me. Alongside this, my hearing changed, going from being able to use hearing aids to total deafness and then cochlear implants.

The role of your line manager is key. They will be assessing your performance and you don’t want anything connected to your disability to discredit you.

It is important to make them aware early on and inform them about your limitations and true capacity. This should mean you're comfortable and not overcompensating (which can lead to burnout). Being honest helps your employer create a level playing field, and gives realistic expectations of what you can deliver.

I also let my colleagues know about my disability when I started working in a team with them. I didn’t have to give a full background – it was enough to say that I am hearing impaired and that I would need to face them to lip-read, with no bright lights behind them.

I told my colleagues that they don’t need to shout and it’s not about the volume of speech. It's more about accents and not being able to lip-read. In those instances, I told my colleagues they could write to me instead.

Remember, it's not rude to ask for what you need. People are compassionate and will want to help you to make sure you're comfortable. It's okay to guide them in the process.

Being positive and patient means people are more willing to understand your needs and accommodate you.

Being open also means you can have helpful conversations with your colleagues about your disability. It's about helping them to help you.

There can be a fear factor, and people can feel afraid of invading your privacy or touching on a sensitive subject. If you start the conversation, you can put them at ease, so they feel comfortable and ready to learn. It's just a conversation, after all.

One thing to note is that once adjustments are in place, it can be easy for colleagues around you to forget.

For example, when I'm talking on Teams or Zoom, people don’t necessarily realise I have a hearing impairment because I use a captioner. I therefore regularly remind my colleagues and anyone new I’m speaking with online.

The more you are open, the more you can build a community. Others with similar conditions will want to connect with you to learn and share experiences. Being open also builds awareness.

It’s okay not to always know what support you need or what is out there, as you can have conversations by reaching out to others in a similar situation.

Companies are also willing to learn. It can take time and continual conversations. Even over my three years at J.P. Morgan, things have continued to improve.

Now, more than ever before, the understanding of visibility has changed. The positive mentality, community and support are always growing!

Coming from Kenya where I couldn’t talk about my disability at all, I am now valued for who I am and given a fair chance to perform.

I wear my disability as a badge of honour! There is a positive stigma, which is very powerful. So, be positive and confident!

There’s no point in faking it or trying to hide your disability. Instead, give yourself what you need to be matched as an ‘equal’. Remember, it’s okay to ask for what you need. You are a building block to a brighter future, so be the change you wish to see!

A note on language: we know the word 'disclosure' isn't for everyone, so we encourage you to use the language you feel comfortable with. Alternatives include 'being open' and 'informing' people about your disability.

This article has been republished with the permission of MyPlus Students' Club.