No Taxation Without Representation

Addressing the “Deaf Tax” in Academic Medicine

Bibliographic Data

ID21612757
AuthorsAileen Aldalur (0000-0002-6067-8230, A. Aldaluris a postdoctoral associate, Department of Emergency Medicine, University of Rochester Medical Center, Rochester, New York; ORCID:., corresponding author), Wyatte C Hall (0000-0002-7974-973X, W.C. Hallis assistant professor, Departments of Public Health Sciences, Pediatrics, Obstetrics and Gynecology, and Neurology, University of Rochester Medical Center, and a faculty fellow, Institutional Office of Equity and Inclusion, University of Rochester, Rochester, New York; ORCID:.), Ian A DeAndrea-Lazarus (0000-0002-7497-3687, I.A. DeAndrea-Lazarusis an MD–PhD candidate, Medical Scientist Training Program and Translational Biomedical Science Program, University of Rochester School of Medicine and Dentistry, Rochester, New York; ORCID:.)
Year2022
Volume97
Issue8
Pages1123-1127
Publication date2022-08-01
Peer ReviewedYes
Open AccessNo
TypeARTICLE
VenueAcademic Medicine (JOURNAL)
Journal identifiersISSN: 1040-2446 • E-ISSN: 1938-808X
PublisherOxford University Press (OUP) (PUBLISHER)
DOI10.1097/acm.0000000000004685
PMID35385401
OpenAlexW4226191599
LanguageEN
Citations received11
References cited20

Minority faculty and trainees experience unique factors that can hinder their success in academic medicine—collectively referred to as “minority tax.” The authors argue that a similar “deaf tax” of unique barriers, experiences, and responsibilities disproportionately burdens deaf trainees and faculty. The cumulative effects of these deaf tax experiences represent a significant disadvantage for deaf professionals in academic medicine. Through a combination of relevant literature and the authors’ personal experiences as deaf professionals, several causative domains of deaf tax are outlined, including the fight for reasonable accommodations, prejudice and discrimination, training and diversity barriers, and a lack of deaf mentorship. In addition, a number of practical steps are offered for institutional leaders to consider implementing to improve equity and inclusion in academic medicine, including facilitating language equity and communication access, implementing deaf awareness training, fostering effective deaf mentorship, and promoting deaf professionals into leadership positions. Addressing these issues would help remove the obstacles that create the high deaf tax burden and lower the near-insurmountable barrier of entry, advancement, and retention in academic medicine for deaf professionals

Academic medicine · Disadvantage · Higher education · Language barrier · Disability Education and Employment · Diversity and Career in Medicine · Hearing Impairment and Communication

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