First Day at the BDA: What It Taught Me About Deaf Inclusion

Introduction

Starting a new job is rarely easy. There’s always that mix of excitement and uncertainty. Will you fit in? Will you meet expectations? Is the role everything you hoped it would be?

I remember these feelings clearly on my first day at the British Deaf Association (BDA). What I did not realise at the time was how profoundly that day would shape my understanding of inclusion, communication and the lived experiences of deaf people.

In this article, I want to share what that experience taught me, and why it still matters for organisations committed to building truly inclusive workplaces.

Walking Into the Unknown

Before I started, I knew that a large proportion of the workforce were deaf sign language users. As someone who already used British Sign Language (BSL), I felt excited. I would finally be working in an environment where I could use a language I had grown to love every day.

What I had not considered was that my manager would be deaf.

When he introduced himself in BSL, I remember a moment of surprise. Of course it made sense, but I had not fully thought through what that would mean for me. The dynamic was different from anything I had previously experienced.

During my induction, I tried to absorb everything. Roles, departments, names, responsibilities. My manager fingerspelt colleagues’ names and explained how the charity operated. I nodded along, concentrating intensely.

But the truth was, I understood only part of what was being communicated.

By the end of the tour, I felt overwhelmed. Not because the organisation was unwelcoming. In fact, the team was supportive and kind. I felt overwhelmed because I had missed information and did not feel confident enough to ask for clarification.

That feeling stayed with me long after the first day ended.

The Emotional Impact of Communication Barriers

On the train home that evening, I felt exhausted.

It was not just the normal first-day tiredness. It was the mental strain of constant concentration, of trying to keep up, of worrying that I might appear incapable if I asked for repetition.

I remember thinking:

• Would I ever feel fully confident?
• Would my BSL improve enough?
• Would I prove I was the right person for the role?

Over time, my skills developed. Immersion accelerated my language acquisition. My confidence grew. I found my rhythm and succeeded in the role.

But that first day stayed with me.

Years later, I realised why.

For the first time, I had experienced a small glimpse of what many deaf employees experience every day.

The uncertainty.

The fear of missing key information.

The hesitation to ask someone to repeat themselves.

The pressure to appear as though you understand everything.

For many people who are deaf or have a hearing loss, this is not limited to the first day. It can be a constant part of working life when communication is not fully accessible.

What Organisations Can Learn

This experience fundamentally shaped how I think about workplace inclusion.

Most organisations focus on policies and adjustments, which are important. But inclusion is also about emotional safety and communication confidence.

Ask yourself:

• Do new starters have clear, accessible inductions?
• Is information shared in ways that work for everyone?
• Is it genuinely safe for someone to say, “I didn’t catch that”?
• Do managers understand the impact of communication fatigue?

Practical steps organisations can take include:

• Ensuring BSL access where needed (direct from teams who can communicate in BSL and also BSL interpreting services), including during induction and team meetings
• Providing training for managers on inclusive communication
• Creating a culture where repetition and clarification are normal and welcomed
• Checking understanding without putting individuals on the spot
• Building Deaf awareness across teams

Inclusion is not only about physical adjustments. It is about reducing the invisible pressure to “pretend to understand”.

At IncludeDeaf, we work with organisations to strengthen communication practices, improve BSL access, and support leaders in building inclusive cultures where deaf employees can thrive from day one.

Final Thoughts

That first day at the BDA changed me. At 19 years old, I did not fully understand the lesson I was being given.

I had experienced, in a small but meaningful way, the vulnerability that can come with navigating a workplace in your second language. I had felt the weight of trying to keep up.

True inclusion begins with empathy, but it cannot stop there. It must translate into practical, structural change.

When organisations invest in accessible communication, Deaf awareness and inclusive leadership, they do more than meet obligations. They create workplaces where people who are deaf or have a hearing loss can contribute fully and confidently.

Sometimes it takes walking in someone else’s shoes to understand what needs to change.