Stokar Hayley, Orwat John
Am Ann Deaf. 2018;163(1):13-34. doi: 10.1353/aad.2018.0009.
The study examined the experiences of hearing managers of Deaf restaurant employees regarding accommodation and social integration. Deaf workers who use American Sign Language have different social and accommodation needs than hearing coworkers, but most hearing managers are unfamiliar with these needs. Using stigma theory to frame issues of workplace accommodation and social integration, the researchers collected data through site observation and in-depth semistructured interviews with 6 hearing managers of high-volume restaurants and 6 Deaf employees. It was found that while demonstrably unknowledgeable about Deaf workers' accommodation needs and work abilities, managers held Deaf workers in high esteem and positive social regard. Deaf workers largely felt respected by hearing managers and regarded them positively, but consistently expressed a desire for better, more frequent accommodations for on-the-job communication. The findings have implications for hearing managers, Deaf workers, and intermediary employment advocates.
该研究调查了聋人餐厅员工的听力正常的管理者在住宿和社会融合方面的经历。使用美国手语的聋人员工与听力正常的同事有不同的社会和住宿需求，但大多数听力正常的管理者并不熟悉这些需求。研究人员运用污名理论来阐述工作场所的住宿和社会融合问题，通过实地观察以及对6位大型餐厅的听力正常的管理者和6位聋人员工进行深入的半结构化访谈来收集数据。结果发现，尽管管理者明显不了解聋人员工的住宿需求和工作能力，但他们对聋人员工高度尊重且给予积极的社会评价。聋人员工在很大程度上感到受到听力正常的管理者的尊重，并对他们评价良好，但一直表示希望能有更好、更频繁的在职沟通便利条件。这些研究结果对听力正常的管理者、聋人员工和中介就业倡导者都有启示。
