What is Audism? Part I: The Attitudes, Beliefs and Behaviours

What is audism? How is it a valid term? These questions were posed to me by one of my commenters in response to my last v/blog post. I had planned to do part 2 of that post, but these questions made me realize the importance of delving deeper into what audism is, despite having given the CHS definition for it. So, a detour has to be taken to explore audism and its effects.

The information I am about to impart is derived from an excellent presentation given at a CHS workshop for the Deaf community in my area last week. The topic was Removing Attitudinal Barriers and Audism in Policy and Practice. The presenter was Gary Malkowski, Special Advisor to the President, Public Affairs of the Canadian Hearing Society.  He has a strong  political background, and experience in combating audism. I learned much from his presentation, and wish to share this knowledge with you.

Audism is:

• Prejudice or discrimination based on the ability to hear; lowering one’s estimation of, or devaluing, persons who are Deaf or have hearing loss; perception that the norms and behaviour of hearing people are somehow better than those of persons who are Deaf or have hearing loss.
• Attitudinal barriers in the expectations and behaviours of employers, educators and services providers regarding the capabilities and employability of Deaf persons and people with hearing loss.

Audism can be intentional or unconscious; regardless, there must be raised awareness to identify and remove audist attitudes and behaviours.  Audism can be masked in a concern for safety, most often a concern that is unfounded.

Audism can result when:

• There is a lack of awareness of accommodations
• There is a perceived financial undue hardship in providing accommodations
• Unfounded “safety” concerns pose barriers (i.e. barriers to employment.)

(Malkowski, March 2010)

To give examples of the above, I have to cite The Canadian Hearing Report article, Audism, by Malkowski, published January 2009, p. 28-30. Malkowski explains that:

“Discriminatory practices rooted in audism that create unfair limits and barriers to employment for people who are culturally Deaf or have a hearing loss are often presented as concerns for safety (It isn’t a safe environment for someone with hearing loss), being unaware of accommodations (I can’t promote you to supervisor because of your hearing loss; how will you communicate with your team?” or perceived undue financial hardship in providing accommodations.

In reality, employees with a hearing loss have an above average safety record. Few jobs require “hearing” to function safely: driving is a visual skill; many noisy environments require hearing protection that limits all employees’ hearing and emphasis is placed on being visually aware. In terms of accommodation, information about available technology including TTYs, telephone visual signalling or amplifiers, as well as other accessibility services including interpreting, captioning, and relay services, are readily available and the employees themselves are the best resources as to what they will need in order to effectively and successfully meet the requirements of their position.” (Malkowski 2009 )

I am certain that the below examples of audist beliefs that Malkowski gave in his presentation would sound familiar to many of you who read this post:

“I do not have time to learn sign language.” “Why do I need to learn sign language; an interpreter is good enough.”  (Service provider who employs, works with, teaches and provides services to Deaf and Hard of Hearing individuals.)

“ASL is a “fun language”, less important than English.” (Special Educator)

“…children with cochlear implants who achieve the ability to hear and use speech…do not need sign language anymore because they have the possibility of speech…” ( Media reporters and medical professionals)

“We do not need an ASL proficiency policy for employees involved in sign language programs for achieving and maintaining the sign language proficiency expectations for teaching positions.” (Educator of Deaf and  Hard of Hearing students). (Malkowski, 2010)

(FYI: CHS has an ASL proficiency policy, which most other places do not have. You may check the job posting section of their website. Scroll down to Qualifications section for proof that this policy exists.)

One cannot answer what audism is, without mentioning the effects of audism on Deaf and Hard of Hearing persons. The effects of audism will be discussed in part 2 of this blog series, as this is turning out to be one long post, in both English and ASL versions.

(TO BE CONTINUED in What is Audism? Part II: The Effects of Audism…)