Leading with Inclusion: How Inclusive Leadership and Deaf Space Shape Work Inclusivity Experiences for Deaf and Hard of Hearing Employees in Malaysia

Abstract

Inclusion is a critical component of modern, human-centered workplaces, especially for individuals who are Deaf and Hard of Hearing (DHH). True inclusivity extends beyond policy—it requires intentional leadership and spatial design strategies that empower DHH employees to participate fully and authentically. This study addresses a significant research gap by examining how inclusive leadership and Deaf Space design influence perceived workplace inclusivity among DHH employees in Malaysia. Inclusive leadership involves behaviours that promote openness, psychological safety, and equitable treatment, while Deaf Space incorporates architectural elements—such as sight lines, lighting, spatial flow, and vibration-based alerts—that support visual communication and sensory awareness. These strategies address the unique cultural and communicative needs of DHH individuals, often overlooked in generalized disability inclusion frameworks. Using a quantitative research design, data were collected via an accessible, self-administered questionnaire from 200 purposively sampled DHH employees across Malaysian public and private sectors. Constructs of inclusive leadership, Deaf Space, and workplace inclusivity were measured using validated 5-point Likert scale items. Descriptive and inferential statistical analyses—including Pearson’s correlation and multiple regression—were employed to assess relationships among variables. Findings revealed high levels of perceived inclusivity, with both inclusive leadership and Deaf Space features significantly and positively correlated with workplace inclusivity. Regression analysis identified inclusive leadership as a slightly stronger predictor. These results underscore that DHH inclusion is multidimensional, requiring both inclusive leadership) and physical design efforts. Organizations embracing these strategies are better positioned to create environments where DHH employees thrive.

Keywords: Inclusive Leadership, Deaf Space, Deaf And Hard Of Hearing, Workplace Inclusivity, Organizational Ergonomics

DOI: 10.54941/ahfe1007601