Leadership

#DeafNetworks – One of the positives that has come out of this pandemic is how quickly the Deaf community actioned online support through informal support networks. Several Deaf Clubs throughout New Zealand brought members together through online Deaf Club gatherings and quiz nights. The Deaf Positive NZ Facebook group was established and developed a programme of scheduled sessions live streamed to support Deaf people in creative ways. This included NZSL storytelling, yoga and exercise, and other sessions aimed at keeping the community engaged and positive during a difficult time. The site quickly attracted a high number of members, many of whom do not engage in the Deaf community in other ways. This suggests there are many Deaf people out there who do not access formal kinds of support. Participants felt that there was a clear lack of support from the more formal Deaf community organisation, or that they were too slow to react. However this gap provided the Deaf community with an opportunity to create new structures and forms of support. Several Deaf people expressed a desire to see the continuation of some kind of online platform the Deaf community can use to keep in touch, as well as learn new information.

#Values – Further investigation is required about agile Deaf community leadership, emphasised and valued collaborative problem-solving, actively ‘feeling the pulse’ of the community, empathetic information-sharing and transparency in communications.

#NewLeaders – The emergence of community group initiatives, and activists open to new ideas proved valuable in this crisis. Many observed the new leaders displaying skills in conflict resolution and self-reflection, as well as the ability to consider feedback and not to take comments personally. 

#CommunityGoals – Several participants commented on a lack of clear Deaf community goals, and that this negatively affected the ability of Deaf community groups to work together effectively. There is a sense that Deaf people can agree on a direction for the common good, and be all in one waka and/or in a large group of wakas, together. A lack of transparency and a clear cohesive vision causes great frustration for many.

#Representation – Many commented on the disconnect between the Deaf community and its main DPO organisation. Many wanted all parts of the community to be represented within its DPO and wanted the New Zealand government to know that there are other ‘voices’ of Deaf leadership that are being missed or obscured. Many echoed the sentiment that it was important that leadership and knowledge should not reside in one organisation, but rather be distributed across multiple groups and organisations to ensure wider perspectives are heard and empowered..

#Collaboration – There has been consistent calls for more organisational collaboration from, and with, the main Deaf organisations. This could begin with clarification and agreement on their role and purpose as well as more open and transparent communication. Collaboration would support wider advocacy and empower groups and individuals to achieve results, which would benefit the wider Deaf community. Members of the Deaf community reported they did not know where to go to obtain clear, impartial advice (some organisations are also contracted service providers), and to trust that their issue would be taken seriously. 

#SuccessionPlanning – Also of concern was the need for succession planning and career progression for Deaf leadership to break the glass ceiling and authentically lead Deaf organisations. Having more confidence and willingness to work together would help more advocacy work happen; instilling more confidence in others and their abilities to lead.

#EmotionalIntelligence – Others commented on the need for teaching emotional intelligence, something that is not focused on within language development due to barriers in communication. Having the ability to understand and manage emotions in positive ways to relieve stress, communicate effectively and defuse conflict would help individuals and the community with their goals. 

#SystematicOppression – While many Deaf people stepped up and took leadership roles during the pandemic lockdown, others reported feeling a lack of confidence in oneself and one’s abilities. This seemed in many cases to be related to a person’s experience of systemic oppression and oppression from mainstream hearing society. Individuals who have been told their whole lives that they could not be fully independent because they are Deaf, may come to believe it in a time of struggle. Many Deaf people still idealise majority cultural values such as good speech and hearing skills, and they may reject their own potential (and even independence) in favor of hearing ‘expertise’.

#DeaftoDeafOppression was also seen on social media platforms. Concerns were expressed about the behaviour of some Deaf individuals in being overly aggressive in their social media interactions. These ‘keyboard warriors’ often had higher-than-average levels of English literacy meaning it was possible for them to dominate text-based social media. Many spoke of their fears of speaking openly about issues both online and face-to-face, and this had an impact not just on individuals, but on the richness of Deaf community discussion. The Deaf community is incredibly diverse with many intersectionalities. It was noted that discriminatory attitudes can make already vulnerable people feel less valuable than others and affect self confidence in profound ways. Some commented that some members of the Deaf community need to be aware of their privileges, and appropriately manage their place within the Deaf world.

#Healing – Some mentioned that healing needs to happen in individual and community relationships. Many felt that clear and regular communication, transparency, taking responsibility for one’s actions and apologising for past mistakes, would be a beneficial and collective step forward. It is important to remember that while mana can be lost, it can also be re-earned. Trust can be rebuilt. If an individual, group or organisation are willing to make changes, are transparent, easy to approach, willing to listen to complaints, then this was seen as a good way to help heal the fractures within the Deaf community, as long as ‘talk’ is followed through with action. 

#PositiveRelationships – Many wanted to work towards positive relationships. The Deaf community needs to instill Jacinda’s axiom of being kind to each other, support one another with praise, love and to ‘listen’ to each other more empathetically. 

Leadership – Recommendations:

A stronger, kinder and healthier New Zealand Deaf community would have: 

1. More Deaf leaders who have mana and are trusted in the frontline, and do not actively support internalised oppression within the Deaf community. Their goals match those of the Deaf community.

2. Transparency, information-sharing and on-going communication across all levels.

3. Collaboration over competition; the need to work together positively.

4. Positive and empowering leadership, organisations and businesses.

5. An agreed kaupapa to help the Deaf community protect, maintain and preserve its sociocultural values and sociolinguistic rights as a minority.

Self-determination
6. A robust Deaf eco-system that encourages Deaf-centric and Deaf-led businesses and enterprises to thrive healthily and competitively.

7. Healthy competition with respect for individual choice and recognition of organisational strengths.

8. Empowerment and self-determination: giving Deaf people autonomy, independence, opportunities to take control of their lives with access to resources that enable Deaf individuals and the Deaf community to grow and thrive. 

9. Training on knowing one’s rights, including knowing avenues of allyship and accompliceship for progressive social activism and the advancement of Deaf people in alignment with our legislative entitlements and human rights.

Role-models

10. ‘It takes a village to raise a deaf child’ – access to Deaf worldviews. Solid bridges with parents’ associations, whānau and external people for networking and access to Deaf worldviews.

11. Role-models supporting and mentoring Deaf youth, as part of succession planning, to ensure a healthy and thriving Deaf community, especially in Deaf education, and from a young age.

12. A safe space for marginalised Deaf people, including those who are in the fringes, with no exposure to NZSL and no connections to the community, to explore their identity with us and become proud and fully participating members.

13. Through positive role-modelling a robust interconnection between older and younger members for reciprocal learning and cross-skilling.

Organisational Leadership

14. The general consensus was that the New Zealand Deaf community needed a true, impartial political voice and advocacy axis. 

15. ‘Walking the sign’: individuals and organisations knowing our Deaf values and processes and referring to them in everything we do. And doing it! “Do as you say”, instead of saying one thing and doing another. 

16. Organisations that employ Deaf personnel and serve Deaf people will refer to Deaf culture and values in all that they do. All job applications will show how they plan to consider Deaf culture in their role.

Wellbeing of Deaf community

17. Explore holistic and culturally appropriate models to take better care of ourselves; how to be resilient from ‘womb to tomb’ and to have solid networking for our whānau, local communities, Deaf Clubs and Deaf schools for a happier deaf child; our future custodians of NZSL and the Deaf community.

18. Identify various wellbeing initiatives to boost Deaf people’s mental health and be mindful of our inner soul, i.e. yoga, meditation, etc.

Welcoming community

19. The Deaf community and Deaf spaces will be more inviting, and welcome all deaf people regardless of their language, Deafhood status and identity. 

20. Provide constructive criticism, and use criticism as an opportunity to improve.

21. Promote a diverse community that celebrates its uniqueness, intersectionality where everyone regardless of their race, faith, creed, gender, ability, sexual orientation, hearing status, linguistic proficiency, education, et al; are all welcomed as members of the Deaf community.

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