Transition Programme and Barriers to Participating in the Employment Sector Among Hearing Impaired Students in Malaysia

Yusof, Madinah Mohd; Yasin, Mohd Hanafi Mohd; Hashim, Siti Hawa; Itam, Mahidin Awang

doi:10.1016/j.sbspro.2012.06.902

Cited by 3 publications

(1 citation statement)

References 3 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Talha, a government employee, describes his manager's email communication: 'The president sends the delegated authorities via email, but after receiving the email I face difficulty and have to turn to my coworker and he explains the information to me until I understand it.' This suggests potential communication barriers and implicit bias against Deaf individuals by some managers, corroborating Yusof et al's (2012) [36] findings that communication significantly impacts the functional limitations of Deaf individuals in the workplace.…”

Section: Uneven Workload Distributionsupporting

confidence: 78%

From echo chamber to orchestra: Orchestrating job empowerment for deaf employees in Jeddah

Basonbul,

Fassi

2024

IJMRGE

View full text Add to dashboard Cite

Deaf individuals in the Saudi labour market face significant hurdles, adversely impacting their professional integration. This study investigates the reality of job empowerment for Deaf employees from their perspective in Jeddah, aiming to illuminate the nuances of their experiences. A qualitative approach employed interviews with twelve Deaf employees, purposively sampled from the community. The findings paint a complex picture. While overall relations appear positive, a stark gender disparity emerges in workplace power dynamics and opportunities. Deaf males enjoy greater autonomy, wield influence and navigate responsibilities relatively easily. Deaf women, however, encounter discriminatory practices, are often excluded from crucial decision-making processes and professional engagements. This study underscores the urgent need for concrete measures to combat workplace gender bias and empower Deaf females. Business institutions must prioritize equal opportunities for employment, training, and development by fostering inclusive work environments and providing targeted support for Deaf females. Such findings provide an in-depth understanding of the challenges and opportunities faced by Deaf employees, particularly navigating the complexities of gender dynamics within the professional sphere. Further research is warranted to explore effective strategies for fostering equitable and empowering workplaces for Deaf individuals of all genders, ultimately promoting their successful integration into the Saudi labour market.

show abstract

Section: Uneven Workload Distributionsupporting

confidence: 78%