Workers with hearing loss report high levels of psychological stress associated with fears of appearing (or being) incompetent, feelings of self-consciousness, overcompensation, and lowered self-esteem.
15% of working-age Americans have some form of hearing loss or hearing-related issue. Are your health benefits structured to help them?

According to a policy paper by The National Research Council (US) Committee, “… since hearing loss tends to disrupt interpersonal communication and to interfere with the perception of meaningful environmental sounds, some individuals experience significant levels of distress due to their hearing problems. For example, some express embarrassment and self-criticism when they have difficulty understanding others or when they make perceptual errors. Anger and frustration can occur when communication problems arise, and many individuals experience discouragement, guilt, and stress related to their hearing loss.

Acquired hearing difficulties are responsible for a high level of general psychological distress for a significant number of people due in part to isolation, loneliness, and withdrawal.
This distress, which may be manifested in heightened anxiety, depression, sleep disturbance, and the like, is observed not only among those who seek audiological evaluation but also among those reluctant to acknowledge a hearing problem and among those who have already acquired hearing aids. This psychological distress can significantly impact the family or significant others as well as the individual.”

Tuned empowers employers to be proactive and easily and cost-effectively add hearing care as a standard benefit, much like Dental, Vision, and — increasingly, mental health.
Hearing issues affect more than the ability to communicate, and supporting employees in this respect is critical to any holistic view of employee well-being, including DE&I initiatives.

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