Empowerment for Deaf-Blind People

1. Empowerment for Deaf-Blind People From Guidelines p.201-232

2. Empowerment • Deaf-Blind People Should be Involved in Decision Making • In daily interactions • When providing SSP service • At DB community classes • At DB organizations • In the Deaf community • In general

3. Social Roles & Expectations • Expectations for Deaf-Blind: • Limited job opportunities i.e., blue collar vs. white collar • Right of DB to choose their careers • Privilege is based on: • gender, • class, • age & • Race • Disability??

4. Privilege • Language: • English is a second language for most Deaf-Blind • English is a first language for people in authority • Therefore, often people unconsciously look down on Deaf-Blind people as less knowledgeable, less capable or less sophisticated . • Going through an interpreter is a make-shift means of communication – often interpreters are not fluent bilinguals; or lack skills or knowledge in interpreting for the Deaf-Blind. • Therefore language is one communication disadvantage

5. The Environment • A Deaf-Blind friendly environment makes a statement. It says “Deaf-Blind people belong here” • Environment includes lighting, background (walls), pathways, signage, textural markings, furniture & space • Equipment: Braille TTYs, accessible computers, CCTVs etc.

6. Budget • Budget Add Ons to serve the needs of the Deaf-Blind: • Reader software for computers • Interpreters • CCTV • TTYs • Braille equipment • Communication Facilitators for Videophones • On-going ASL instruction for staff members who are not yet fluent • Educating others about the value of equal accessibility

7. Time • Time and convenience embody and reflect privilege • Someone had to: • Arrange for interpreters • Assistive listening devices • Arrange tables and chairs • Arrange SSPs & rides • We look at Deaf-Blind people as requiring too much time but if the system was set up so they would not have to plan for all that

8. Information Flow • Communication within agencies should be set up from a Deaf-Blind center • Deaf-Blind people often left out of the loop therefore we must spend more time filling in the necessary background information thus faulting their Deaf-Blindness rather than lack of appropriate communication system • Deaf-Blind people should be at the center of the information flow

9. Power & Authority • If Deaf-Blind people are to have power and authority: • Humility and honesty: if we don’t know what to do, ASK! • Collaboration vs. Competition • Participation vs. Separation • Reflection • Training

10. Tokenism • Tokenism is different from hiring someone with potential. Hiring a person with potential, with a plan in place for mentoring. • Tokenism, is for show, it may be at the level of: • Employees not really qualified • Jobs-not a real position • Insufficient support • Programs that looks good on paper but don’t really help • Participation- chosen by hearing sighted-people who will not “rock the boat” • Involvement-asked for their input but given limited information & time to discuss the issues • Or hiring people who are most like us??

11. Recommendations • Hire Deaf-Blind professionals • Select & prepare interpreters • Give Deaf-Blind people information on an on-going basis • Encourage assertiveness • Consider various strategies depending on the individual • Education & Communication

12. Moving Forward • All Deaf-Blind people need the basic services listed below: • Regular Support Service Provider Services-SSPs • Adequate transportation • Quality interpreting services • A community, a social likfe, camps, recreation, • Orientation and mobility services and • Jobs