On Tuesday evening (18 March), Bradford West MP Naz Shah posted on X to express frustration as the committee session was extended, despite her warning organisers that the charge on her hearing aids would run out if the session ran over time.
Shah posted on X: “I apologised to the members of the assisted dying bill committee tonight as I had to leave early. I didn’t want to but had to because my hearing aids need to recharge after 15 hours use and without them, I cannot hear or take part in the committee.
“Hearing isn’t a choice for me. I’ve raised this issue repeatedly with members of the committee and it’s sad that I’m unable to continue today.
“I have chosen to give up a lot, especially during Ramadan, to make sure I can contribute in this committee and in politics. I wanted to stay as long as I could for these hugely important discussions, and it is frustrating that I cannot because of my disability.”
Read more: Deafness and hearing loss: how can HR offer support?
Under the Equality Act (2010), HR leaders and employers have an obligation to make reasonable adjustments for employees who need them, according to Diane Lightfoot, CEO of the disability inclusion organisation, Business Disability Forum.
She told HR magazine: “Employers must make reasonable adjustments to enable all colleagues, including those who are deaf or have hearing loss, to be able to participate fully in every aspect of their role including in meetings.
“This means providing information, such as agendas with timings and locations, in advance whenever possible, and informing people of any changes to the agenda, as well as checking if anyone attending has any access requirements.”
Martyn Sibley, co-founder of disability and inclusion marketing firm Purple Goat Agency, stated that adjustments should be personalised.
He told HR magazine: “Accommodations should be personalised, as hearing loss affects individuals differently. Providing clear communication channels, ensuring assistive technology is readily available, and fostering a culture where employees feel comfortable requesting accommodations are all crucial.”
Sibley also emphasised the importance of making meeting and larger events inclusive for those who are deaf or hard of hearing.
He said: “Planning is key. Simple steps like ensuring live captioning, offering sign language interpreters, providing written transcripts, and checking in with employees on their needs beforehand can make a significant difference.
“Also, having clear policies in place, such as scheduled breaks for those using assistive technology that requires charging, can prevent situations like the one faced by Naz Shah.”
Read more: Organisations should open their eyes and doors to disability inclusivity
Sibley also highlighted: “There are many tools available, from AI-generated live captions (such as those in Zoom, Teams, or Google Meet) to hearing loops and text-based communication tools like real-time speech-to-text apps. Employers should also explore flexible working policies to allow employees to participate in ways that suit them best.”
Employers should remember that some disabilities are less visible than others, Lightfoot also emphasised: “It is important to remember that most disabilities are less visible, so this information should be made available to everyone attending, not just those whom you know need it.
“As everyone’s needs will be different, it is always best to check with the person about their requirements rather than making assumptions.”
