International Day of Sign Languages – Beyond the Interpreter: 5 Ways to Make Your Workplace More Sign-Language Inclusive

Every year on 23 September, International Day of Sign Languages provides an opportunity to recognise the linguistic identity and cultural diversity of Deaf people and sign language users around the world. For businesses, it is also a valuable opportunity to consider what inclusion, diversity, equity and accessibility (DEI) look like in practice.

A genuinely inclusive workplace should enable people to communicate, participate and contribute without unnecessary barriers. So, what can employers do?

1. Remember: sign languages are languages

One common misconception is that there is one universal sign language. In reality, there are more than 300 sign languages worldwide, each with its own linguistic characteristics. Sign languages are complete, natural languages, with their own grammar and structure.

In the UK, British Sign Language (BSL) is a language in its own right. Recognising this is an important starting point for meaningful DEI: sign language should not be treated simply as an optional communication aid.

2. Don’t make assumptions

It’s important to remember that not all Deaf or hard-of-hearing people use sign language.

People have different communication preferences and requirements. Some may use BSL, others may prefer speech, lipreading, written communication, captions or assistive technology. The best approach is simple: ask rather than assume.

This applies throughout the employee journey, from recruitment and onboarding to training, performance reviews and career development.

3. Make meetings accessible

Meetings can create significant barriers when accessibility isn’t considered in advance.

Ask whether communication support is required and allow sufficient time to arrange an interpreter or other support. Consider live captions, good lighting, clear sightlines and seating, and avoid people speaking over one another. Sharing agendas and materials beforehand, then providing written actions or minutes afterwards, can also help everyone follow and revisit discussions.

Technology can help, but it is not a substitute for understanding individual needs.

4. Don’t forget the informal workplace

Accessibility shouldn’t stop when the formal meeting ends.

Consider team conversations, workplace announcements, training sessions, social events and those informal discussions where relationships and opportunities are often developed. If information is only shared verbally, some colleagues may be excluded from important parts of workplace life.

Inclusive DEI practices should therefore consider the whole employee experience, not just formal processes.

5. Make accessibility everyone’s responsibility

Perhaps the most important shift is moving away from the idea that the person experiencing a barrier must identify and solve it themselves.

Accessibility is an organisational responsibility. Employers can build it into policies, procurement, communications, technology, training and workplace design, rather than waiting for an individual to encounter a barrier and request an adjustment.

Arranging a few basic BSL learning sessions could also provide a great way for employees to bond and take a break from their desks. 

This proactive approach can benefit everyone and supports a workplace culture where people feel valued, respected and able to contribute.

Make International Day of Sign Languages a starting point

You don’t need to transform everything overnight. Start with one action: learn a few signs, explore Deaf culture, review how accessible your meetings are, or ask your team what could make communication more inclusive.

For organisations developing their DEI strategy, sign-language inclusion is a practical reminder that accessibility is not an add-on. It is part of creating a workplace where different people can participate and thrive.