Role of Non-Verbal Communication in Inclusive Workplaces: A Study on Mute and Speech-Impaired Employees in Bangladesh

Abstract

Inclusive workplaces require an essential base of communication systems which acknowledge, represent as well as react to the needs of each working person that are different. In the case of mute and speech-impaired employees, communication is mainly done in non-verbal means: sign languages, gestures, facial expressions, use of written tools, body motions, visual signals and by assistive technological equipment. Although Bangladesh has witnessed growing policy focus on inclusion of the disabled community, work practices in the country have met expectations that are miles below the mark of enabling significant work conditions to be provided to the speech impaired. This paper investigates the roles, limitations, and ability of non-verbal communication to facilitate inclusion of mute and speech-impaired individuals in the workplace in Bangladesh. A qualitative descriptive research approach to finding the answers, and thematic analysis of secondary sources, such as scholarly articles, government policies, NGO reports, and case study of organizations, the paper discovers that non-verbal communication is a key mechanism that mediates collaboration, autonomy, functional performance, emotional security, and integration with other team members. Its success is, though, limited by infrequent sign language literacy among the hearing employees, the lack of technological infrastructure, ineffective implementation of disability laws, stigma, and organizational readiness. The results support the need for systematic communicational patterns that include BdSL training and advocating the visual system at the workplace, inclusive HR strategies, technological services and joint awareness campaigns. The paper conclusively finds out that reinforcement of the frameworks of non-verbal communication, as well as compliance with the frameworks of disability rights, is not only essential; however, but it is also essential in terms of equal labor-market participation and organization productivity in Bangladesh.