Audism – Definition and Explanation

Understanding Audism: Definition, Examples, and Implications

In the realm of Diversity, Equity, and Inclusion (DEI), audism is a crucial concept that often goes unnoticed. Grasping the essence of audism is vital for cultivating truly inclusive environments, whether in educational institutions, workplaces, or society at large. 

Definition:

Audism refers to the discrimination or prejudice against individuals who are deaf or hard of hearing. This discrimination can manifest in various forms, including the belief that hearing individuals are superior to deaf individuals, the systemic exclusion of deaf people from social, educational, or employment opportunities, and the imposition of hearing-centric norms and practices without consideration for deaf culture and communication preferences.

Examples:

1. Employment Discrimination: Imagine a scenario where a highly qualified individual who is deaf applies for a job. Despite possessing the necessary skills and qualifications, they are overlooked in favour of a hearing candidate due to assumptions about their ability to communicate or concerns about accommodations. This scenario reflects audism in the workplace, where deaf individuals encounter barriers to equal employment opportunities.
2. Educational Bias: In educational settings, audism can manifest through the lack of access to sign language interpreters, insufficient support for deaf students in mainstream classrooms, or the absence of culturally relevant curriculum that acknowledges and respects deaf culture. These factors contribute to unequal educational outcomes and perpetuate systemic audism within educational institutions.

Implications:

The implications of audism are far-reaching and can have profound effects on individuals and communities. By perpetuating stereotypes and marginalising deaf individuals, audism undermines the principles of diversity, equity, and inclusion. It perpetuates inequality, restricts opportunities for deaf individuals to fully participate in society, and reinforces harmful power dynamics that privilege hearing individuals.

Conclusion:

In conclusion, audism represents a significant barrier to achieving true diversity, equity, and inclusion. By understanding the definition of audism, recognising its manifestations in various contexts, and actively working to combat it, we can create environments that are truly inclusive of individuals who are deaf or hard of hearing. Addressing audism requires systemic change, cultural sensitivity, and a commitment to honouring the rights and dignity of all individuals, regardless of their hearing abilities.

References:

Alahasawi, Y. (2016). Audism: A review. Gallaudet Chronicles of Psychology, 4(1), 26-30. https://gallaudet.edu/wp-content/uploads/gcloud/gal-media/Documents/Department-of-Psychology/Chronicles-of-Psychology/GallaudetChroniclesofPsychology_2016_Vol4_No1(0).pdf#page=26

Eckert, R. C., & Rowley, A. J. (2013). Audism: A theory and practice of audiocentric privilege. Humanity & Society, 37(2), 101-130. https://journals.sagepub.com/doi/abs/10.1177/0160597613481731

Bauman, H. D. L. (2004). Audism: Exploring the metaphysics of oppression. Journal of deaf studies and deaf education, 9(2), 239-246. https://academic.oup.com/jdsde/article/9/2/239/492773?login=false

Wilson, J. A., & Atcherson, S. R. (2017). Audism and its implications for audiology. Perspectives of the ASHA Special Interest Groups, 2(8), 18-28. https://pubs.asha.org/doi/abs/10.1044/persp2.SIG8.18