Transforming businesses into Deaf-friendly environments: Dual-curricula and a dedicated hiring pool

<< Background >>The D’Driven project aimed to fill a significant gap in modern society by facilitating the inclusion of Deaf and Hard of Hearing (DHH) people in the workplace. In this context, it sought to address both DHH individuals and employers by understanding and bridging both sides into a fruitful collaboration. Additionally, by understanding the needs of modern workers, the creation of D’Driven allowed participants (employers and their staff) to get educated on a work protocol at their own pace and time.Deaf and Hard of Hearing (DHH) people were individuals with varying degrees of hearing loss, which impacted their ability to perceive and understand sounds. This ranged from mild to profound hearing loss. DHH individuals often faced challenges in communication and accessing auditory information, but many developed strategies and used technologies to overcome these challenges and participate fully in society. Deaf individuals typically had significant hearing loss, and their primary mode of communication might have been sign language or a combination of sign language and spoken language, depending on their background and preferences. Hard of hearing individuals had varying levels of hearing loss and used a range of communication methods.<< Objectives >>The D’Driven project aims to achieve specific Scientific Objectives (SOs), Technical Objectives (TOs), and Social Impact Objectives (IOs).SOs:1)Create a flexible,75-hour educational protocol for training directors and staff in understanding deaf culture and accommodation needs,2)Gather data on the program's effectiveness in changing attitudes towards inclusion, marginalization,and stigmatization of the deaf community, 3)Collect data supporting the hypothesis that the program benefits deaf individuals in terms of self-confidence,employment access,and quality of life.TOs:1)Develop an asynchronous learning platform with 30 modules, 25 interactive materials, and at least 6 inclusive workshops,2)Introduce assistive technology tools for practical use in the workplace for DHH individuals,3)Create curricula and materials to help DHH individuals navigate modern workplaces, including resume writing, interview presentation, and advocating for their needs.IOs:1)Prepare employers to create inclusive, deaf-friendly environments,2)Train deaf individuals on CV creation and promoting their skills,3)Compile lists of assistive technologies in each country for organizational inclusion,4)Reduce exclusion, marginalization,and stigmatization of DHH. << Implementation >>The DDRIVEN project implemented several key activities:End-user involvement and ethics: End-user and use cases were designed, involving 49 Deaf and Hard of Hearing (DHH) individuals and employers. Two curricula were developed—one for employers (12 modules, 125 hours) and another for DHH individuals (10 modules, 125 hours).Training and workshops: Two learning, teaching, and training (LTT) activities were organized to train a pool of trainers, ensuring the curriculum's effectiveness. Ethical compliance measures, such as informed consent and GDPR policies, were also implemented.Pilot Testing: A testing protocol was developed, and pilot trials were conducted in multiple partner countries to assess the project's impact. The trials included testing the training material and platform usability.Digital Platform Development: A Learning Management System (LMS) platform was created, featuring interactive content, CV-building tools, and job-matching functionalities.Dissemination and Impact: A dedicated website was launched, and a comprehensive dissemination strategy was executed. Multiplier events were hosted in different countries to promote inclusivity and project outcomes<< Results >>The DDRIVEN project delivered significant outcomes promoting Deaf-friendly workplaces. A dual-curriculum training program was developed, including 12 modules for employers and 10 for Deaf and Hard of Hearing (DHH) individuals, with both live and self-paced learning. A digital platform was launched, featuring 22 interactive modules, workshops and sign-language video. Over 165 participants, including 116 employers and 49 DHH individuals, were trained across partner countries.Pilot trials validated the training effectiveness, revealing increased employer awareness and readiness to hire DHH individuals. Networking events facilitated direct engagement between employers and DHH job seekers, leading to multiple interviews and job opportunities. Several workplaces were transformed into inclusive environments, earning the DDRIVEN certification. Dissemination activities, including multiplier events and online campaigns, reached over several stakeholders across Europe, fostering long-term impact. The project's website and training resources remain accessible for continued use, ensuring sustainability beyond its implementation phase.