Empowerment for Deaf-Blind People
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Transcript Empowerment for Deaf-Blind People
Empowerment for DeafBlind People
From Guidelines p.201-232
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
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??
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
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.
Budget
Budget Add Ons to serve the needs of the DeafBlind:
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
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
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
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
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??
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
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