Why is hearing loss considered a

disability?

Statistics

of the world’s adults

are affected by hearing

loss

15%

- Widex

Approx. of people older than 65 years are

affected by hearing loss - WHO

1 in 10 school children cannot hear their teacher

properly in the class situation.

- Centre for Hearing and Communication

Only 16% of physicians routinely screen

for hearing loss

– Centre for Hearing and Communication

The way forward

Terminology

• Deaf with a capital letter ‘D’ (Deaf) refers to a Deaf cultural group using SASL as a mother tongue language, who do not align with impairment or disability.

• Hard of Hearing refers to persons with different degrees of hearing loss, who do not align with impairment and disability

• Hearing Impaired refers to persons with different degrees of hearing loss, who use various means of communication (e.g. as speech/hearing aids, speech reading). This group aligns with impairment/disability and the hearing world.

• deaf with a small letter ‘d’ refers to deaf persons not using SASL as medium of communication, who use various means of communication (e.g. speech, speech reading, cochlear implants or a combination thereof). This group aligns with impairment/disability and the hearing world.

In other words: o Deaf/Hard of Hearing describes those who

see themselves as being complete and not in need of intervention

o hearing impaired/deaf describes those who seek intervention to their impairment

Using these terms to describe all those who have hearing loss requires open-mindedness and respect for human rights.

Who are persons with disabilities?

Why is hearing loss considered a disability?

UN Convention on the Rights of Persons with Disabilities

Article 1 is clear regarding the human rights of persons with different impairments.

Impairment is central to disability, substantially limiting and/or reasonable accommodation.

EE ACT/Code of Good Practice/TAG

First, a person must have an impairment.

An impairment may either be physical, mental or a combination thereof.

A physical impairment means a partial or total loss of a bodily function or part of the body. It includes sensory impairments such as being deaf, hearing impaired or visually impaired (Code, par 5).

5.1 Defining persons with disabilities under the Act

The scope of protection for people with disabilities in employment focuses on the effect of a disability on the person in relation to the working environment, and not on the diagnosis of the impairment.

Only people who satisfy all the criteria in the definition: (i) long-term or recurring(ii) having a physical or mental impairment(iii) which substantially limitsare considered as persons with disabilities.

5.1.1 Long-term or recurring

(i) Long-term means the impairment has lasted or is likely to persist for at least 12 months.

(ii) A recurring impairment is one that is likely to happen again and to be substantially limiting. It includes a constant underlying condition, even if its effects on a person fluctuate.

(iii) Progressive conditions are those that are likely to develop, change or recur. People with progressive conditions or illnesses are considered as people with disabilities once the impairment starts to be substantially limiting.

Progressive or recurring conditions which have no overt symptoms or which do not substantially limit a person are not disabilities.

5.1.2 Impairment

(i) An impairment may be physical or mental.

(ii) A physical impairment means a partial or total loss of a bodily function or part of the body. It includes sensory impairments such as being deaf, hearing impaired…     

(iii) A mental impairment means a clinically recognised condition or illness that affects a person's thought processes, judgment or emotions.

5.1.3 Substantially limiting

(i) An impairment is substantially limiting if, in the absence of reasonable accommodation, a person would be either totally unable to do a job or would be significantly limited in doing the job.

(ii) Some impairments are so easily controlled, corrected or lessened, that they have no limiting effects…

(iii) An assessment to determine whether the effects of impairment are substantially limiting, must consider if medical treatment or other devices would control or correct the impairment so that its adverse effects are prevented or removed.

(iv) For reasons of public policy certain conditions or impairments may not be considered disabilities. These include:• sexual behavior disorders…• compulsive gambling, tendency to steal or light fires…• disorders that affect a person's mental or physical state if they are caused by current use of illegal drugs or alcohol… • normal deviations in height, weight and strength…• conventional physical and mental characteristics and common personality traits…

DisabilityDisability is imposed by society when a person with a physical, psychosocial, intellectual, neurological and/or sensory impairment is denied access to full participation in all aspects of life, and when society fails to uphold the rights and specific needs of individuals with impairments.

Thus, persons with disabilities include those who have physical, psychosocial, intellectual, neurological and/or sensory impairments which, as a result of various attitudinal, communication, physical and information barriers, are hindered in participating fully and effectively in society on an equal basis with others.

Social ModelThe Agent of “remedy” can be the individual, a specialist, an advocate, or anyone who affects the arrangements between the individual and

society.

The Social Model of disability does not exclude the presence of a medical condition/impairment or the need for medical intervention.

This model focuses on the abilities of persons with disabilities. It assesses the impact of the socio-economic environment on the full participation, inclusion and acceptance of persons with disabilities as part of mainstream society.

Case study:

employment

Reasonable accommodation

Modification and adjustments not imposing a

disproportionate or undue burden to ensure

persons with disabilities the enjoyment of

human rights and fundamental freedoms on an

equal basis with others.

Universal accessUniversal access means the removal of cultural, physical, social and other barriers that prevent people with disabilities from entering, using or benefiting from the various systems of society that are available to other citizens and residents. The absence of accessibility or the denial of access is the loss of opportunities to take part in the community on an equal basis with others.

“Hearing impaired/deaf”

describes those who seek

intervention

Intervention in practice

• lip-speaking services & development• speech reading services & development • whisper interpretation & development• note taking services & development• facilitation of assistive listening devices• facilitation of assistive living devices • general rehabilitation services in terms

of the experience of post-lingual hearing loss and deafness

• facilitation of aural rehabilitation

• facilitation of hearing therapy

• education and training for adults with post-lingual hearing loss & deafness depending on their choice of communication methods

• universal access (communication) regarding the diversity of persons with hearing loss

• hearing & ear protection

• awareness on noise induced hearing loss• sensitisation programmes on the impact

of post-lingual hearing loss & deafness • the management of the functional needs

of persons with post-lingual hearing loss & deafness in the workplace and broader society

• concepts like impairment and disability (in line with the UN Convention and SA legislation)

• audiology and applicable services  • speech therapy and applicable services  

Contact Fanie du Toit

Email: fanie.dt@mweb.co.za or fanie@roadtoindependence.co.za

Facebook: facebook.com/yourroadtoindependence

Twitter: @faniedreams and @roadtoindepende

Skype: fanie.du.toit3

References

• The UN Convention on the Rights of Persons with Disabilities

• The South African Constitution • The SA Bill of Rights • The Integrated National Disability Strategy (INDS)• National Disability Rights Policy (NDRP)• The Employment Equity Act• The Code of Good Practice on the Employment of Persons

with Disabilities• The Technical Assistance Guidelines on the Employment of

Persons with Disabilities (TAG)• The Promotion of Equality and the Prevention of Unfair

Discrimination Act 2000• World Health Organisation  (WHO)