1. Empowerment for Deaf-Blind People
From Guidelines p

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