“Try cancelling your broadband over email and see what happens,” he jokes. The pandemic also posed unique challenges, as face masks made lip-reading impossible. And in group conversations, Ed finds it manageable up to about four people — beyond that, it becomes difficult to keep up. Career Journey After university, Ed wanted to become an analyst, but struggled to find employers willing to accommodate alternative communication methods. He became a chef, where communication wasn’t a barrier, and later ran a commercial bakery. “While running my own bakery — early starts, long days, six-day weeks, I suffered a serious back injury that made me rethink my future.” Looking for a less physical role, Ed joined De Lacy part-time while still running the bakery. He started with admin tasks and quickly proved his value, eventually moving into a full-time role. Thriving at De Lacy Today, Ed is our Data and Accounts Manager, overseeing admin, finance, policies, and database management. He’s also studying for an accounting qualification to further his career. His experience job hunting highlights the need for inclusive recruitment practices. Many recruiters ghosted him when he couldn’t speak on the phone, and even in-person meetings required extra time and effort. “A hearing person can do a 15-minute intro call over the phone. For me, sometimes it’s a whole trip — getting dressed up, driving, parking, and meeting them. It’s a lot.” What Businesses Can Do Ed believes there’s no one-size-fits-all approach to inclusion. Employers should consult individuals directly and be open to different ways of working. “For me, being able to communicate via email is huge. Even if someone isn’t deaf, it gives them another option — and helps neurodivergent people too.” He urges employers to ask candidates if they need adjustments and to implement them properly — not just as a tick-box exercise. And most importantly, to rethink job requirements that rely heavily on phone or group communication. A Manager’s Perspective Grace Nugent, our Managing Director, shares her experience managing Ed: “Don’t be scared. Have open conversations — not just once, but continuously. We check in regularly to see what’s working and what can be improved.” Technology has played a key role, from transcription apps to captions on Teams. But Grace says the most important thing is making sure Ed feels fully involved. “Apart from making phone calls, there’s nothing Ed can’t do. He’s excelled in every aspect of his role.” She adds that having Ed in the business has been a privilege, not a burden: “We’re not doing him a favour — if anything, he’s doing us one. He’s an outstanding employee and an invaluable part of the team.” Looking Ahead As we celebrate 25 years, Ed’s story reminds us that inclusion is not a policy — it’s a mindset. It’s about asking, adapting, and believing in people’s potential. At De Lacy, we’re proud to walk the walk — and we’re committed to continuing that journey for the next 25 years and beyond. 15 25 Years of De Lacy Executive recruitment
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