Celebrating the International Week of Deaf People

Theme: No Human Rights Without Sign Language Rights

Contributors: Elmira Izadi, Lauren Renaud, Rachel Bath

The International Week of Deaf People (IWDP) is an annual event that aims to celebrate the contributions of the Deaf community and spotlight the challenges they experience. This year, the theme for IWDP is No Human Rights Without Sign Language Rights.^[1] Here at CCRW, our Research Team has been studying the challenges the Deaf community may experience when looking for work and working in their project “Closing the Gap: Best practices for supporting d/Deaf and Hard of Hearing workers in British Columbia.” In this blog post, we will share some of our findings from early interviews with ASL Interpreters, Deaf jobseekers and workers, and employers about the challenges the Deaf community faces.

This is especially timely as September marks Disability Employment Awareness Month in British Columbia, a month dedicated to highlighting the valuable contributions that persons with disabilities make to the workforce.^[2] The alignment of IWDP with this provincial initiative underscores the importance of inclusive employment practices and the need to recognize sign language rights as a fundamental part of workplace accessibility.

Darin’s Experience

Darin’s job search experiences highlight systemic barriers.

This is Darin. He identifies as Deaf and his primary language is American Sign Language (ASL), although he also uses written and some spoken English. While looking for work, he has experienced several challenges: Employers often do not give him enough time to book an ASL Interpreter for interviews. It is difficult to book the same ASL Interpreter each time, so each new Interpreter has to learn his style of signing and the concepts used in his workplace. Employers sometimes do not agree to his request for a Zoom interview instead of a telephone interview. When an ASL Interpreter makes a mistake in their interpreting during interviews, employers sometimes think he made a mistake and is not a strong communicator. Many jobs he applies to require talking on the phone to customers. When he asks if he can use email instead, employers say using the telephone is required for the role. Employers may worry about safety, like Darin not hearing a fire alarm, although it’s their responsibility to provide accessible systems (such as visual or vibrating systems), and not Darin’s to hear. Employers sometimes worry it will cost too much money to accommodate him and often tell him he’s “not a good fit.”

Darin’s story highlights how systemic barriers and widespread misconceptions can prevent jobseekers with disabilities from even getting the opportunity to showcase their abilities. His experience serves as a powerful reminder of the importance of awareness months – they shine light on obstacles that often go unnoticed and urge us to build workplaces and systems where equity and access are standard, not exceptional.

Understanding the Events

International Week of Deaf People

International Week of Deaf People (IWDP) is observed annually during the last full week of September and has been celebrated globally since 1958, when it was first established by the World Federation of the Deaf (WFD).^[3] It serves as a powerful platform to celebrate the linguistic, cultural, and social identity of Deaf people, while also advocating for their rights and inclusion across all areas of life.

Over the decades, IWDP has evolved into a global movement, observed in over 130 countries, and often aligned with the International Day of Sign Language on September 23rd. Each year, WFD selects a theme that reflects the ongoing struggles and aspirations of the Deaf community. The 2025 theme, “No Human Rights Without Sign Language Rights,” underscores the essential role of sign language in enabling Deaf individuals to access education, employment, healthcare, and civic life.^[4]

This theme is not just symbolic; it’s a call to action. Without access to qualified interpreters, captioning, or sign-language education, many Deaf people face systemic exclusion from vital services and opportunities. The IWDP reminds us that equal access to communication is a human right and a cornerstone of full societal participation. Sign languages are complete, natural languages with their own grammar and structure. They are just as valid and meaningful as spoken languages, offering a powerful way for people to communicate and connect.

Disability Employment Awareness Month in BC

September is also Disability Employment Awareness Month in British Columbia, a time to recognize and celebrate the vital contributions of people with disabilities in the workforce.^[5] This annual observance not only highlights the importance of inclusive hiring practices but also calls attention to the barriers that still exist for many jobseekers with disabilities. It’s an opportunity for employers, policymakers, and communities to reflect on how to create more accessible, equitable workplaces, where everyone has the opportunity to thrive and succeed.

Why They Belong Together

Here are several threads that tie the two observances closely together:

• Stereotypes and assumptions affect both Deaf people and others with disabilities: assumptions about capability, productivity, or the cost of accommodation. These assumptions often lead to underemployment, unfulfilled potential, or jobs that do not match skills.
• Policy and legal frameworks often treat disability broadly but without sufficient attention to Deaf communities’ specific needs. To achieve equity, we must ensure that sign language rights, communication access, and Deaf culture are centered in discussions about employment inclusion.
• Intersectionality matters. Deaf people can also be impacted by sexism, racism, classism, ableism, and other kinds of stigma, limiting access and opportunity. Disability employment efforts that aren’t attentive to intersectionality risk leaving some behind.

For Carina, language, immigration status, gender identity, and Deafness all influence their employment journey.

Carina’s Experience

This is Carina. They identify as Deaf. They recently moved to Canada from Brazil, and Brazilian Sign Language is their primary language, although they know some written English. While looking for work in Canada, they have experienced several challenges: Job ads are often complicated and difficult to understand. Job ads often require strong English skills, even when it is not needed for the job tasks. They worry employers may overlook their resume and cover letter in favour of applicants with stronger written English skills. It is difficult to find sign language interpreters who are familiar with Brazilian Sign Language. They are working on learning ASL but are not fluent yet. Most ASL classes happen during the day, and it is difficult to find a job with flexible hours. Many employers overlook them due to their lack of Canadian work experience, despite their extensive experience in Brazil. Some workplaces do not have gender-inclusive washrooms. They do not know many people in Canada, so they can’t learn about job openings from their network.

Carina’s journey shows how barriers multiply at intersections.

Carina’s story highlights how barriers multiply at the intersections of disability, language, gender, and newcomer status. It is a powerful reminder that when we talk about Deaf inclusion within the larger disability employment initiative, we must think beyond one-dimensional solutions.

Toward Solutions: What Employers, Policy Makers, and Communities Can Do

Stories often show us the reality behind the statistics. They illustrate the barriers that still exist and make clear why change is needed in workplaces. To make the intentions of IWDP more than symbolic, here are concrete approaches that organizations and communities can adopt to help improve labour market participation for Deaf jobseekers and workers:

Make Hiring Processes Truly Accessible

• Include statements in job postings that signal openness to accommodation (e.g. “ASL/LSQ interpreters provided upon request,” “alternate formats available,” etc.).^[6]
• Offer interviews via video with interpreters or platforms that allow sign language.
• Give Deaf candidates time to book an ASL interpreter for their interview.
• Ensure assessments don’t unjustly disadvantage Deaf applicants – provide alternative formats, visual materials, or interpreters as needed.
• Simplify job ads and job descriptions.
• Show flexibility in job tasks, and willingness to reassign tasks that are not accessible for Deaf workers (e.g., calling customers).

Provide Communication Supports & Technology

• Use sign language interpreters or real-time captioning (CART) in meetings, trainings, performance reviews.
• Caption all multimedia content – recorded videos, webinars, internal trainings.
• Ensure workplace emergency alerts are both auditory and visual/vibrational.
• Try to use the same ASL Interpreter for consistency and accuracy.

Cultivate a Deaf-Inclusive Culture

• Provide disability awareness training for leadership and staff that includes Deaf culture and sign language basics, and invite experts to do Deaf Awareness Training.
• Encourage Deaf colleagues to take leadership roles and be involved in decision-making. “Nothing About Us Without Us” is not just a slogan – it’s a practice.
• Implement staff feedback processes so Deaf workers can identify accessibility barriers.

Accessible Policies & Infrastructure

• Develop HR policies that explicitly address communication access and accommodation procedures.^[7]
• Infrastructure planning that accounts for accessible design (lighting, sightlines, meeting room layout, etc.).
• Budget for accommodations, interpreting, assistive technology – not as an afterthought but as part of core operations.

Leverage Partnerships & Community Knowledge

• Partner with Deaf organizations, interpreters, and disability rights groups when designing programs or workplace accessibility plans.
• Involve Deaf individuals in advisory roles to ensure processes and policies are useful and respectful.
• Find a Deaf community organization who can conduct an accessibility audit of the workplace.

International Week of Deaf People and Disability Employment Awareness Month are more than calendar events. They are reminders that workplace inclusion and belonging demand persistent, intentional work.

References

1. International Week of Deaf People 2025 - World Federation of the Deaf. (2025). wfdeaf.org
2. Developmental Disabilities Association. (2024). Celebrating Disability Employment Month: Why recognition Matters. develop.bc.ca
3. World Federation of the Deaf. (2021). Educational resources on International Week of Deaf People and International Sign Language Day. ccdi.ca
4. International Week of Deaf People 2025 - World Federation of the Deaf. (2025). wfdeaf.org
5. Appel, E. (2024). Celebrating Disability Employment Month in September - Community Living BC. communitylivingbc.ca
6. O’Connor, R. (2025). How to Make Job Descriptions More Accessible for Disabled Applicants. Careers With Disabilities. careerswithdisabilities.com
7. Navigating workplace accommodations. (2025, May 16). Canadian Hearing Services. chs.ca