As natural ageing typically gives rise to some degree of hearing loss, Grace Doyle experienced a more sudden onset. Its comparison was to having earplugs whilst swimming, a feeling that occurred when she woke up one morning. The experience has repeated itself twice since its inception in 2010, each time deepening her hearing loss.
Doyle’s hearing issues are due to an autoimmune disorder, a fact she is now aware of. Her hope rests on the medication she is receiving, aiming to halt further episodes. However, by 2020, the enormity of her hearing loss had compelled her to seek assistance from her hospital’s management team – her place of employment as a senior pharmacy technician.
Even though her immediate supervisor and the health and safety officer were agreeable, she tells of the human resources department’s strong resistance against providing the supports she required. She explains her needs ranged from minor requests such as a softly closing bin to inhibit the hearing aids from picking up excessive background noise, to more substantial needs such as new hearing aids each time her hearing worsened.
Despite her proficiency at work, acquiring the necessary accommodations proved to be a drawn-out struggle, initially facing absolute rejection.
Doyle’s commentary emerged during the Fórsa trade union conference in Killarney, Co Kerry. Here she was one of several delegates advocating for public sector employers to shift their focus from perceived deficiencies of disabled staff, fostering an environment that supports and utilises their strengths instead.
While certain acknowledgements were made regarding the public and civil service’s superior accommodation efforts compared to some private companies, the general consensus was that there is still considerable room for improvement.
The current statutory employment percentage for disabled individuals in the public sector is 3%, set to double to 6% next year. However, according to Brian Dooley, a Dublin worker, the quota should reflect the population’s needs more accurately, suggesting a rate of 22% to cover those who need some form of accommodation.
Dooley, a 29-year-old with diagnosed autism and ADHD, holds a degree in commerce from university. His initial employment was at a call centre which required him to travel a far distance. His transition to another office resulted in complications due to noise disturbances, and it took several months for his request to switch desks to be granted.
Presently employed in the public sector, Dooley’s role involves handling inquiries from the public. However, he prefers not to engage in phone conversations as emotional discussions can sometimes overwhelm him. Therefore, he concentrates on his strengths which include answering emails – a structured work style that he finds more comfortable.
He benefits from certain accommodations at his workplace such as the use of earplugs or headphones, which are common among individuals with autism. Additionally, the light on his side of the room is always turned off. Dooley’s communication style is straightforward, however, his employer appreciates and understands his intentions and does not berate him for this.
Small adjustments like these, Dooley suggests, can offer significant benefits and other employers might consider their implementation, given the immense value neurodivergent employees can contribute to the workplace.
Dooley commends his manager’s supportive nature and believes that the public sector as a whole is a very inclusive organisation. Nevertheless, he acknowledges that improvement is a continuous process and is likely a sentiment shared by others.