We were lucky to catch up with Tiffany Ruffa recently and have shared our conversation below.
Hi Tiffany, appreciate you sitting with us today to share your wisdom with our readers. So, let’s start with resilience – where do you get your resilience from?
Life is not always fair, as Mom would tell us. It’s all in what you’re going to do about it. Little did I know, my parents took on jobs for which they were overqualified to bring food to the table. Growing up, I was especially unaware of my mom’s challenges as a Deaf woman in finding employment, let alone earning equitable pay. In the deaf community, currently, 55.8%* of deaf individuals in the US are either employed or underemployed. My mom always maintained a resilient, strong work ethic, which she instilled in me and my siblings by insisting on the importance of perseverance.
As a 4th generation deaf, I learned from my large deaf family how to navigate a world that was not accommodating to my needs. I would arrive early and stay late at work, striving to be accepted into a predominantly hearing environment. However, the constant pressure to fit in and the effort required to keep up with sounds and conversations often caused me headaches and severe stomach pains.
My life changed dramatically in 2012 when my position was phased out due to a merger. The moment I picked up my severance pay, my physical symptoms disappeared, prompting a vow to seek employment using American Sign Language (ASL)—nothing less. Unknown to me, there was a silver lining to my resilience amid a chaotic working world.
Source: https://nationaldeafcenter.org/resources/research-data/dashboard/
Great, so let’s take a few minutes and cover your story. What should folks know about you and what you do?
Following the decision to work with deaf businesses only, I shifted my career focus to human resources, a field I had touched on since my early twenties but fully committed to after working with an all-deaf team at a restaurant in San Francisco. I started mentorship under the wing of visionary leaders & founders Melody & Russ Stein. I then made my way to Team Leader, Senior Team Leader, and then Operations Manager. During my six years there, I provided regular HR training sessions in ASL. This approach in addition to the founders emphasis on cross training along with backing from a dedicated team increased staff retention in an industry known for high turnover rates.
During this time, I observed the emergence of numerous small deaf-owned businesses across the country. Since the struggle to get hired continued to be a problem nationwide, most deaf founders decided to start their own businesses so they could employ themselves.
In response, I founded HRBloom Co, an HR consulting firm dedicated to serving the needs of these businesses. The guiding principle of my business is the ‘Platinum Rule,’ –treat others as they wish to be treated. This philosophy forms the bedrock of values that I bring to every interaction and decision.
Today, I work exclusively with small deaf-owned businesses that employ less than 50 employees, contributing to a result-oriented movement that fosters sustainable employment within the deaf community.
Looking back, what do you think were the three qualities, skills, or areas of knowledge that were most impactful in your journey? What advice do you have for folks who are early in their journey in terms of how they can best develop or improve on these?
Patience, Perseverance, and Passion: these are the three P’s that guide me whenever life veers onto a new path. Lately, as life’s pivots become more frequent, I find embracing these changes empowers me to approach each new direction with enthusiasm.
Since I’m on a roll (laughs), here are my advice in interacting with Deaf individuals or employees:
1) Learn ASL, from a deaf instructor. This is so important. You’ll not only learn a beautiful language but also get a glimpse of deaf culture that’s intertwined in the language. Tip: Instead of asking us to lipread or to turn up our hearing aids, ask us what our communication preference is. You’d be surprised at how we appreciate this approach.
2) Employers: Are your deaf employees receiving HR training in ASL? Traditional methods like closed captions and interpreters often fall short in ensuring understanding of complex policies. Utilizing a Deaf HR professional using ASL can help ensure your employee’s comprehension of detailed policies and legalities.
3) Cultural Perspective: Many deaf individuals do not view themselves as disabled. Ironically, it’s the inaccessible systems that limit their participation.
4) Hire deaf people to produce content for the Deaf community. Misappropriation is a significant issue in a community that already faces employment challenges and lost opportunities.
These points highlight the need for proactive inclusivity and accessibility in our family & close friend circle and in the workplace to truly support and understand the deaf community.
Who has been most helpful in helping you overcome challenges or build and develop the essential skills, qualities or knowledge you needed to be successful?
Launching my own business initially felt like stepping into the unknown—I didn’t even know where to start. That’s when I decided to approach the Steins, to learn firsthand about running a successful business. What started as a simple mentorship opportunity turned into a full-blown career enhancement. Not only was I hired, but I also immersed myself in everything there from interviewing & training to food costs & customer lifetime value, gaining invaluable insights along the way.
Later I joined an eight-week business course taught by them at their other business, Yantern. The skills I developed there proved indispensable, laying the groundwork for the success of my current business. This journey has been nothing short of transformative.
Inspired by the transformative power of mentorship I experienced, I decided to mentor others in the field. Currently, I am guiding a certified Deaf HR professional and a college student pursuing an HR major, offering them insights into the industry. I’ve also initiated a monthly gathering for Deaf HR Professionals (DHRP), known as our “HR Geek Space,” where we discuss everything from pressing issues to the latest HR laws and their implications.
Starting with just three members in September 2019, our group has flourished to include 22 members today. Our diverse community ranges from entrepreneurs running their own Deaf HR consulting businesses to those employed in government and large corporations, all aspiring to make their mark in HR.
Contact Info:
- Website: www.hrbloomco.com
- Linkedin: https://www.linkedin.com/in/tiffany-ruffa-shrm-cp-1b1160139/
