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SUMMARY  Purpose:  To understand how dignity is perceived by deaf people inserted into organizations, from their interactions with colleagues, bosses and the organization itself.  Originality/gap/relevance/implications:  In the field of studies on organizational dignity, the phenomenon is being studied under several aspects. However, no research was found addressing the possible relationship between dignity and inclusion in organizations, focusing specifically on deaf people.  Key methodological aspects:  This is a qualitative study carried out by means of interviews with 13 oral and non-oral deaf persons with work experience in organizations in the Metropolitan Region of Recife-PE, Brazil.  Summary of key results:  Most deaf people felt socially isolated, not being considered neither by Human Resource practices, nor the target of opportunities in organizations. Oral language proved to be the main difficulty for communication within the organization, although the breakage of this barrier through the maintenance of an interpreter is supported by law.  Key considerations/conclusions:  The predominant view of dignity by the deaf was based on the elements of valorization/respect/equality. It is inferred that the more intense the experience with elements that violate dignity, the less the feeling of inclusion or the greater the feeling of non-acceptance and the consequent greater risk of social isolation of the deaf. It is believed that, among other aspects, an organizational position aimed at reciprocal recognition and mutual cultural enrichment will contribute to the improvement of the quality of relationships between the deaf and the hearing.

DIGNITY PROMOTED OR VIOLATED: HOW DOES THE DEAF PERSON INCLUDED PERCEIVE IT?