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