Believe us. Then back us. Why accommodation starts with trust.

Every Deaf or disabled person who has asked for accommodations knows this truth:

The hardest part isn’t the paperwork.

It’s being believed.

Disability doesn’t always look like what people expect. And even when it is visible, too many disabled people still have to “prove” their needs to employers, HR teams, and even colleagues.

But here’s the reality:

A Deaf person asking for a British Sign Language (BSL) interpreter isn’t asking for a favour.

A neurodivergent employee requesting written instructions isn’t being difficult.

A staff member with a chronic condition needing flexible working isn’t uncommitted.

They are simply asking for what allows them to perform at their best.

And the foundation of that support is belief.

The Best Accommodation You Can Offer: Believe Us

One line in that viral post said it perfectly:

Believe when we say we are capable. Believe when we say we need support. Believe when we say we are capable AND need support. Believe even when you don’t yet understand.

For Deaf people, this lands deeply because many of us have lived this:

• Being told “You seem fine, do you really need that?”

• HR delaying support until we “prove” our need

• Assumptions that we are exaggerating or making things harder

• Interviewers deciding we are “not suitable” before asking what adjustments would help

• Being denied Access to Work support because a manager thinks it’s “not necessary”

And the cruelest version:

Getting accommodations approved… but only after months of mistrust, questioning, and emotional exhaustion.

Support that comes with suspicion isn’t really support. It’s damage control.

What Belief Looks Like in Practice

Belief can’t stop at “we hear you.” It must continue with “we’ll act.”

Here is what belief backed by action looks like.

1. Take accommodation requests seriously the first time.

✘ Not after three emails.

✘ Not after performance declines.

✘ Not after HR has “looked into it”.

The first time.

2. Do not require people to justify their disability.

Disabled staff are not medical case studies. They do not owe you proof that their needs are real.

3. Acknowledge that capability and support are not opposites.

A Deaf employee can be brilliantand still need an interpreter.

Both can be true.

4. Access to Work exists for a reason. Use it.

Access to Work (AtW) can fund:

• BSL interpreters

• Communication Support Workers

• Assistive technology

• Travel support

• Job coaching

• Equipment

You are not losing money by providing access. You are unlocking talent.

And Deaf Umbrella can support your organisation with the AtW process from start to finish, so you don’t have to navigate that alone.

5. Lead with humility, not ego.

As one person shared in the comments:

“Accommodations are responses to barriers created by systems, not individuals.”

Disabled employees are not the problem.

Lack of accessible systems is.

Why This Matters for Employers

Belief builds trust → Trust builds retention → Retention builds productivity → Productivity builds culture.

It costs far less to support an employee than to replace one who leaves because they were dismissed, doubted, or discouraged.

When you believe your Deaf and disabled staff:

• They contribute more openly

• They stay longer

• They innovate more

• They feel psychologically safe

• They stop masking or hiding struggles

• They bring solutions to the table with confidence

When you don’t believe them? You lose them.

For Deaf Readers: You Deserve Better

If you ever had to fight for the same support other staff received without question, explain your needs repeatedly, justify your disability to someone with no medical expertise, fear disclosing your deafness in an interview, and be told “we’ll see if that’s really necessary”, you deserved better. And we at Deaf Umbrella stand with you.

For Employers and HR Teams: This Is Your Moment

You don’t need to understand someone’s disability for it to be real. You just need to believe them. And then act.

If you want support designing accessible systems, hiring Deaf talent, training your teams, or navigating Access to Work, we are here to help.