Ottawa’s Dark Fork restaurant accommodates employees and customers who are deaf or hard of hearing.Dave Chan/The Globe and Mail
It may seem unusual for restaurants to hire deaf servers, but one Ottawa restaurateur is doing so and says accessibility can be seamlessly built into every aspect of the dining experience.
At Moe Alameddine’s downtown Ottawa restaurant Dark Fork, deaf and hearing guests dine side by side – with no communication barriers. Each table is equipped with illustrated menus showing American Sign Language signs for every dish and drink, along with notepads and pens for customers who prefer to write down their orders.
Mr. Alameddine believes the hospitality industry can no longer afford to treat inclusion as optional. “If I can hire and train five deaf persons, anyone can,” he said. His staff positions are for the summer and will recur each year.
“You rarely see a deaf person working in a restaurant, and it’s not because of government policies,” he said. “The real issue lies with business owners, as they are the ones who are not opening the doors.”
For deaf staff like Roxanne Labreche, the job offers more than employment – it provides visibility, pride and community.
Roxanne Labreche, who is hard of hearing, signs to a group of patrons.Dave Chan/The Globe and Mail
Ms. Labreche said her job is more than just a summer position. “It’s an opportunity to connect not only with colleagues but with the broader public,” the 30-year-old said in a text-message interview.
“It’s a rich experience for me, and it’s perfect for my deaf community to be together again. People who are not deaf will notice that we are still here.”
Communicating with hearing guests has been pleasant, Ms. Labreche said. With simple phrases such as “hello,” “wash hands,” “please” and “thank you” printed in beautiful red and brown colours on cards on each table, both servers and guests use them to exchange pleasantries and communicate their needs.
“Both deaf and hearing people are human; the difference is our hearing disability,” Ms. Labreche said. “Hearing customers can see and learn more about what deaf culture really is.”
The Canadian Association of the Deaf describes the deaf community as vibrant, with its language, values and social norms. A key feature is the use of sign language as a primary and often first language, reflecting a distinct cultural identity.
Dark Fork owner Moe Alameddine explains the menu to his servers, some of whom are deaf or hard of hearing.Dave Chan/The Globe and Mail
Mr. Alameddine, who has observed his deaf servers at work, says deaf culture really is distinct. “They have their language and way of interacting – it’s a whole different community,” he said.
While he has ran other restaurants staffed by blind servers such as O.noir in Montreal and Dark Table in Calgary, this is the first time he’s hired deaf staff. “They’re still not well integrated into the broader hospitality industry.”
According to Statistics Canada, Canada’s job market revealed a troubling divide: In 2023, while 66.9 per cent of people without disabilities were employed, only 47.1 per cent of those with disabilities held jobs – a gap of 19.8 percentage points. The disparity was sharper among men, with a 21.9-point difference, compared with 17.2 points for women.
Young Canadians felt this gap even more. Among men aged 15 to 24, 47.5 per cent with disabilities were employed, compared with 57.3 per cent without. Young women with disabilities, however, had an employment rate of 55.5 per cent, closer to the 58.1 per cent seen among their non-disabled peers.
Employment Minister Patty Hajdu’s office declined to make her available for an interview. In a statement, spokesperson Maja Stefanovska said “the government aims to close the employment gap between persons with and without disabilities by 2040.”
Dark Fork has illustrated menus with ASL signs for meals and drinks, as well as how to ask for the bill.Dave Chan/The Globe and Mail
She said the government strategy includes identifying and addressing employment barriers, which include finding and keeping good jobs, career advancement and entrepreneurship.
Employers such as Mr. Alameddine benefit from the federal government’s $272.6-million Opportunities Fund for Persons with Disabilities, part of a five-year plan launched in 2022 to support inclusive hiring under Canada’s employment strategy.
Mr. Alameddine said the Canadian Council on Rehabilitation and Work covered 90 per cent of the interpreter training costs through government funding.
Staff training is a complex process, he said. “Some of the deaf staff use Quebec Sign Language, and others use ASL – so I had two interpreters, one for each.”
It’s a process that takes time – from logistics to planning to menus to signage – every detail requires careful preparation and adjustment, he said.
“I wanted to make it easy for customers who don’t use sign language to communicate effectively,” he said. “But it’s not simple. Make a small mistake and you will have to start over.”
However, he said it’s been worth it. The deaf servers “are incredible,” he said. “They work hard and are genuinely pleased to be employed.”
