Two Points on Deafness
Over the years I have procured training from deaf companies who have demonstrated great leadership and support to a variety of organisations on matters of disability and access. I recently took up a 6 week lip reading course which I found enlightening from a number of social perspectives. These experiences linked with a recent attendance at a local community engagement event hosted by the deaf community, have compelled me to write this short article.
Developing my interactions with the deaf community has enabled me to understand the many challenges faced for some when accessing services which have been made available to everyone. But my article will address 2 key points and hopefully at the end provide some useful recommendations. 
1. Labelling – Deaf and Dumb
Deaf and dumb is an archaic term.The term dumb can be used to denote someone being stupid and given the long history of deaf people being labelled in this way, assumptions that to be deaf equates to a mental deficiency has been damaging and simply not true.
2. The use of BSL
I have come to understand from the deaf community that the written word is not in most cases the first language, and therefore if a BSL interpreter is not at hand, communicating by the written word is not always the way forward.
Solutions to mitigate negative experiences
- If you know you have a meeting with a person who is hearing impaired, plan your meeting in advance by organising the correct support (known as reasonable adjustments.)
- For those who have responsibility for leadership across the inclusive diversity equality agenda, build in useful case studies within your staff awareness sessions- make them meaningful and relevant.
- Consider undertaking a baseline assessment and from your outcome develop an audit- consider working with your deaf community as part of your audit.
- To ensure consistency of your service with a company/organisational guidance document or policy, and that ALL STAFF are aware of is content.
- Ensure your guidance has useful links to local contacts.
- In the development of your guidance/ policy, who better to consult with but the experts from your deaf community!
- Publicise widely how your organisation supports deaf people and successes.
- Ensure your organisation has a mechanism which is able to analyse the impact of your service or policies from a number of perspectives which include disability.
- Is your service accessible to deaf people?
- Are your recruitment practices inclusive?
I am in no doubt there will be a host of other solutions that we could all share so let’s keep the conversation going!
Beverley Powell is a Leadership Associate: Organisational development, Inclusion, Coach and Mentor, UK certified Life Coach and Educator, and nationally recognised by the Health Service Journal (HSJ) 2014 as a BME Pioneer for her work around strategic inclusion within the National Health Service (NHS). You can see more about Beverley’s work on her website and you can also follow her on Twitter – @UKCoachLeader
Beverley hosts a region wide networking event for a group of NHS staff. Watch RADAR Networking for Success: Overview
