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Codas: Can We Still Call the Sign Language Interpreting Profession Home?

Codas: Codas: Can We Still Call the Sign Language Interpreting Profession Home?

More and more, academic credentials are now considered to be superior to those that have gained their expertise through lived experiences. By working together, we can find ways to recognize the intuitive expertise Coda interpreters offer.

To my colleagues, specifically to those that have Deaf parents. Maybe you choose to identify as a Heritage Signer, Deaf Parented, Coda, signing MOTHER-FATHER-DEAF, or maybe you choose not to make reference to your Deaf parents at all. However you identify, we are all united by our shared experiences while we work as professional sign language interpreters. We share this by reflecting on our heritage with pride, compassion, and more importantly, our lived experiences which translate into our intuitive expertise as interpreters. More so, when Codas enter into interpreting training programs (ITPs) and graduate, the knowledge we acquire only solidifies and broadens our inherent ability. But sadly, for many Codas, we are continuously forced to validate our lived experiences to those with academic credentials. We need to remove the hierarchical lens in which lived expertise is viewed as secondary to academic accomplishments.

The expertise Codas bring to the profession deserves to be respected equally with those who have gone on to earn their BAs, MAs, or PhDs in the interpreting field. We, as Coda interpreters, have been interpreting long before being recognized by interpreting organizations and academic institutions. We have done this and will continue to do this, not out of an early interest in becoming sign language interpreters, but rather because of our birthright into the profession Codas helped create.

[View post in ASL]

Canadian Codas and their History in the Profession

Janice Hawkins, Mary Butterfield, and Louise Ford were at the forefront in establishing Association of Visual Language Interpreters of Canada (AVLIC) and interpreter training programs across Canada. All Codas. Everyone from Deaf community members, ministers, social workers, Codas, and teachers of the Deaf were invited to meet, discuss, and collaborate on establishing a national organization to validate and recognize sign language interpreting as a bonafide profession.

In the thirty-nine years of AVLIC, and out of sixteen presidents¹, only two Codas have been recognized by the organization as president: Louise Ford (1980) and Bonnie Heath (1986). Interestingly, Janice Hawkins, who was designated Acting President in 1980, has yet to be recognized as a past president of AVLIC. Why? And out of 800+ AVLIC active members, approximately only 19 Coda interpreters have their Certificate of Interpretation (COI) status.² As heritage signers, more Codas should have their COIs. But we don’t. Why?

Is it because there’s negative bias against Coda interpreters? Could it be that ITPs are not actively recruiting or retaining Coda students and/or staff? Or could there be a perception that our skills are not strong enough because we are not being supported in ways that acknowledge our unique heritage? Let’s work together to change this. We can start by advocating that our interpreting organizations and educational institutions come up with ways to recognize the unique experiences Codas bring to the profession. Codas, we need to start claiming our expertise as cultural brokers, heritage signers, and more importantly, as interpreters. We should no longer be asking for permission to be recognized and respected: we need to start insisting on it.     

Personal Experiences: Coda = Identity

I attended an affiliate chapter meeting a few months back. A motion was put forward to establish a committee to look into how the local chapter could be more culturally proficient. Noticing that Coda representation was lacking from this motion, I requested the motion be amended to include Codas. The discussion that followed was unfortunate and uncomfortable. Numerous people, one by one, attempted to dismiss the need for the word Coda to be included in the motion. It was posited that we don’t face prejudices and/or discrimination in the interpreting profession we work in and Deaf communities we live in. Honestly, I wish this was the case, but sadly, it is not. We are never accepted fully by one or the other despite the sacrifices we have made in trying to bring them together. Thankfully, the motion passed with the amendment. But feelings of exclusion still linger.

I have also attended numerous interpreting conferences/workshops and occasionally, presenters will make a point to thank Codas for their contributions to the field of interpreting. I find this puzzling because while we’re applauded for our contributions, we are also quickly criticized when given the chance to positively influence others with our teachings. When we have worked our entire lives as interpreters and come into positions of perceived power, especially within our profession, this same community that applauds us can easily dismiss us and our expertise. This is not fair. In Amy Williamson’s StreetLeverage article, The Cost of Invisibility: Codas and the Sign Language Interpreting Profession, she eloquently describes how Codas “… are not hearing. We are not deaf. As such, we are often not seen nor valued. We are; however, both vilified and worshiped in good measure.” Far too often Codas experience this dichotomy within the profession. It’s now time to change the status quo; we need to do this together. We can do this by recognizing the invaluable contributions Codas make towards the profession – past and present. You can do this, not by saying “thank you” on a stage, but rather by giving us the respect and space to showcase our expertise. Let us share our vital knowledge. More importantly, allow us to celebrate our heritage and expertise with you.

Codas Under-Represented in Canadian ITPs

Currently, only two ITPs in Canada include a Coda as part of their faculty team. I strongly believe there should be Coda instructors in every ITP in Canada. When Codas are invited into ITPs as instructors and impart their empirical knowledge, students learn first-hand about traversing between the Deaf and hearing world, how to apply interpreting theory to a variety of existential experiences, cultural brokering techniques, and how to navigate the professional/personal boundaries as sign language interpreters. As Codas, we have done this our entire lives and have become experts in it. This deserves to be professionally recognized and taught.

Therefore, it is essential we have Coda instructors in all ITPs. Not only will this give students a crucial bicultural perspective, it also gives recognition to the Deaf communities who have passed indispensable knowledge onto their children and encouraged them to take their rightful place as professional educators.

In Joseph Featherstone’s StreetLeverage article, IEP: Faculty Composition Impacts Sign Language Interpreter Readiness, he identifies four pillars that should be evident in all ITPs: the Native English-Speaker, the Native ASL Signer, the Bilingual Native, and the CDI. By having these four elements in place, interpreting students can be exposed to the necessary things they need in order to become well-educated and well-rounded interpreters. CODAs, in this case, are identified as the Bilingual Native. Featherstone states:

“Bilingual Natives have native fluency in both ASL and English, such as Children of Deaf Adults (CODA). Because they most likely grew up with ASL as their first language, the Bilingual Native more intimately understands the Deaf way. That’s not to say that they are more invested in the Deaf community than those who learned ASL in school, but that their relationship with the Deaf community is more direct, and as such, they are greatly impacted by the state of the Deaf community. Bilingual Natives also have a strong understanding of English and can teach on the intersection between the Deaf and Hearing communities, especially as it relates to interpreting.”

We must encourage ITPs in Canada to do more to include Codas. We have to actively work towards being more inclusive towards Coda instructors whose life experiences dictate their professional expertise. It is imperative that ITPs, as well as sign language interpreting organizations, strive towards being better reflections of the Deaf communities that we serve.

Moving Forward with a Holistic Approach

Moving forward, let’s work together to create spaces for Codas where our experiences, and furthermore, expertise is viewed as equal to those who have made other valuable contributions to our profession. When discussing whether or not Codas are qualified to be instructors or when Codas express concerns about the state of the profession, I encourage everyone to engage in those conversations through a holistic lens. Take into consideration the physical, emotional, mental and spiritual aspects of Coda interpreters and their lifelong experience of being a part of the Deaf community.  All of these facets work in tandem to give rise to the invaluable contributions Codas make towards our profession – let’s recognize them. We at least owe this to the Deaf communities that have shared so much of their time, language, and culture with all of us.

Questions to Consider:

  1. How can we recognize the intuitive expertise Coda interpreters bring to the profession?
  2. How can we encourage ITPs to include more Codas as part of their faculty team as well as recruiting more Coda students?
  3. What are some ways you can help celebrate Codas unique heritage?

 

References:

¹ Association of Visual Language Interpreters of Canada. (n.d.). Retrieved June 11, 2018, from http://www.avlic.ca/about/conferences

² AVLIC does not collect information on how many of its’ members identify as Coda. The list of interpreters who identify as Coda was compiled by several Coda interpreters across Canada. If you would like to receive the list, please contact the author of this article.

 

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Active Shooter Awareness: Sign Language Interpreters & Community Preparation

Active Shooter Awareness- Sign Language Interpreters & Community Preparation

In an active shooter incident, understanding expectations, communication, and protocols can save lives. Formal training and open dialogue between sign language interpreters and the Deaf Community is vital.

Tara Adams attended a country music concert with her hearing husband and thirteen of their hearing friends. She was the only person who was Deaf in her group. She has cochlear implants. On the last night of the festival, during the final performance of the night, she heard what sounded like firecrackers going off. She didn’t really pay any attention to it, thinking it was part of the performance. A minute later, she heard them again, louder this time, and then her husband grabbed her hand and they both started running. People all around them were shouting “get down!” and laying down on the ground, thinking the shooter was at ground level and they were taking shelter by laying down and remaining still. Tara and her husband also thought the shooter was level with them, but they decided to keep running away from the sound of gunfire. They wouldn’t know until much later that people were getting shot from a room high up in the Mandalay Bay casino. She looked at her husband and was glad they both were safe. So far. By that time, the threat was long over. Fortunately, there were not any Deaf casualties in Las Vegas. Fortunately, there were not any Deaf casualties in the recent shootings at a church in Texas or at the elementary school in Northern California.

The following questions arise each time we experience an incident of this kind:

  • How can Deaf people prepare for these kinds of incidents?
  • What is the role of sign language interpreters and/or other professionals who work in the Deaf Community?
  • Who provides training that would address all of these questions?

One thing is certain: Active Shooter Incidents are increasing in frequency and severity in the United States.

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Only a Matter of Time

To date, there have not been any casualties from Active Shooter Incidents in the Deaf Community. Some Deaf relatives have had family members who were victims, but it is only a matter of time before an individual who is Deaf or hard of hearing becomes a victim. Knowing what to do and preparing in advance are the best indicators for surviving any emergency or disaster, and in that respect, Active Shooter Incidents are no different. Preparation matters. Training and practice save lives. As First Responders say: it’s not a matter of “if”, it’s a matter of “when.”  Bad things are going to happen. The only questions are when they will happen and whether individuals and communities are prepared for them. To date, only a small number of trainings have been conducted specifically for the Deaf Community.

Police and Fire Departments Constantly Train

In order to satisfy licensure maintenance requirements, police and fire department personnel must re-qualify, renew certifications, and/or complete a certain number of continuing education or POST credits. Departments maintain accreditation and permit requirements by providing training opportunities for their personnel and receive state and federal funding by performing exercises on a regular basis. They train. Constantly.

Police Are Not There To Save You

When law enforcement officers engage in an Active Shooter Incident, they have one priority: eliminate the threat. The “threat” is the shooter. An Active Shooter Incident differs from a hostage situation in that the hostage taker’s priorities are a ransom or other goal and taking hostages is a means to that end. An Active Shooter Incident is unique in that the goal of the shooter is to kill, maim, or injure as many people as possible in the shortest amount of time. Law enforcement engages these threats differently. In a hostage situation, the goal is the safety and well-being of the hostages. In an Active Shooter Incident, the goal is to eliminate the threat, which means locating and stopping the shooter. Getting victims to safety is secondary to eliminating the threat.

Police will check each person they find for weapons, assuming the shooter is hiding among the victims. Police will not get victims to safety until after the threat has been located and/or eliminated. Police will give verbal commands. Non-compliance with verbal commands will be met with physically forced compliance. Police are in a hurry to eliminate the threat, they will not be focused on being soft or light or courteous. They will pat-down each person they come across and then verbally order them to stay down and stay put. This certainly has implications for Deaf and Hard of Hearing individuals who may not have access to verbal orders.

Firefighters and Emergency Medical Services Stage at a Safe Distance

Firefighters typically arrive at an Active Shooter Incident after law enforcement has already arrived. They have specific protocol and procedure for responding to incidents where there is a live and active threat: staging at a safe distance. Firefighters and emergency medical personnel will arrive and prepare to receive casualties. They are trained not to enter dangerous areas until those areas are deemed clear of threats by law enforcement personnel.

Run, Hide, Fight

Law enforcement personnel are not there to save you. EMS is not coming until the threat is eliminated. You are on your own. Every individual is responsible to prepare themselves. Some municipalities offer Active Shooter Awareness training free to the public. Some companies offer training for a fee. Methods and modalities differ greatly. The most widely used curriculum for Active Shooter Awareness training follows three basic courses of action depending upon an individual’s proximity to the threat: Run, Hide, Fight.

If you can safely avoid or escape the area where an active shooter is, do so. That’s what “Run” means. If you can’t safely flee, conceal yourself in a safe location, turn out the lights, and remain quiet in order to evade detection by the shooter. That’s what “Hide” means. And if you encounter the shooter, cannot flee and cannot conceal yourself, defend yourself to the best of your ability. That’s what “Fight” means.

Place, time of day, physical conditions of the individual, and weather can all factor into which response will be the best course of action for each person. Preparation is personal and person-specific.

Roles and Responsibility of the Sign Language Interpreter

Sign language interpreting contracts typically have a “force major” clause which renders the contract null and void should an interpreting assignment end or be canceled due to inclement weather, natural disaster, or emergency. Technically speaking, once the shooting starts, the sign language interpreter’s contractual obligations to provide communication and other access has ended. Since the interpreter is not contractually or legally obligated to interpret, the question then becomes what other obligations compel the Interpreter to continue providing access to individuals who are Deaf in an Active Shooter Incident? The sign language interpreter’s own sense of community might compel them to respond in a cooperative way, remain with the Deaf clients, and continue to provide access. But they are under no obligation to place themselves in danger in order to serve others. Sign language interpreters are not first responders, and there is no reasonable expectation for them to respond in any specific way. Nor would it be appropriate to judge them or hold them accountable for what they choose to do or choose not to do during an Active Shooter Incident.

One of the principal tenets of citizen response to emergencies and disasters is placing one’s own personal safety as the top priority. It is impossible to help others when you yourself are injured or incapacitated. For that reason, one’s own personal safety must be priority number one. After that comes concern for the safety of others. Of course, there will always be those among us who make the ultimate sacrifice for the benefit of others.

Victoria Leigh Soto was a teacher at Sandy Hook Elementary school. When a shooter entered the school and began going room by room shooting everyone in sight, she placed herself between the shooter and her students. The shooter shot her several times, and she chose to shield her students with her own body, perishing as a result. Nothing about her employment contract with the school system compelled her to do so. She elected of her own free will and choice to protect her students at the expense of her own life. This may be seen as the correct course of action from the outside perspective, but it must be remembered that no one has the right to demand another person place themselves in danger in order to protect others.

Preparation is the Key to Effective Response

Active Shooter Awareness training provides the preparedness essentials necessary for citizens to be ready to respond appropriately in an Active Shooter Incident. This training is ideally conducted in a safe and controlled environment and with the participation of local law enforcement personnel. Coordination with local law enforcement agencies is essential to effective preparation as part of a whole community response. Advanced Bleeding Control is an essential training for all citizens also. This teaches the participant how to perform life-saving emergency first-aid to help stabilize victims long enough to get to a hospital and receive the care they need to recover. Find out when the next training is near you. Plan to attend. Learn all you can. Ask questions. Get answers. Then ask how you can volunteer for your local agency’s next exercise. As First Responders say, “You respond the way you train.” And they train all the time. If you are serious about learning what to do in emergencies and disasters, start training with them.

Questions to Consider:

  1. What are the moral/ethical considerations for an American Sign Language Interpreter for the Deaf & Hard of Hearing in an emergency situation?
  2.  What is the appropriate way to discuss plans in the event of an emergency between Sign Language interpreters and Deaf clients?
  3. Who is responsible for initiating the discussion?

References:

  1. The Daily Moth. (n.d.). Retrieved December 30, 2017, from https://www.facebook.com/TheDailyMoth/videos/754540961414473/

 

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Is Diversity a Mask for Tokenism in the Field of Sign Language Interpreting?

Is Diversity a Mask for Tokenism in the Field of Sign Language Interpreting?

True diversity is needed in the field of sign language interpreting rather than creating an “other” group of interpreters. Avoiding tokenism and approaching diversity with the goal of equality are the first steps to breaking through.

As I sit down to write this article, I am struck by the notion that while I want to bring an important theme to the fore, I am unsure of how the topic will be received. I constantly broach subjects of race and how it plays out in the field of sign language interpreting, and frequently battle the thought that I’m somehow negatively labeling myself as a running ad. But as the world’s landscape continues to shift and change, so does our professional one, and by extension, so does its discourse. This shifting tide is not unique to the interpreting sphere, rather, we see it across all disciplines. This past year I’ve experienced it to an exponential degree and my experiences are the basis for this article. To what am I referring?

[View post in ASL]

Who doesn’t enjoy being chosen for a specific job? It’s a nod to our professional prowess. It is an indication of our occupational aptitude. Basically, it makes us feel good. We trust that it means the requestor believes we are qualified and capable of handling the task, and those are the reasons for which we have been requested. But sometimes, as it goes for Interpreters of Color, there’s an additional rationale behind the special request. It can lead us to beg the internal question: are we being tokenized or is this just growth toward diversity playing out?

You Say Tokenism, I Say Diversity

Is there really a difference between the two terms? Or is it just a matter of perspective?  According to Merriam-Webster Dictionary, tokenism is “the practice of doing something (such as hiring a person who belongs to a minority group) only to prevent criticism and give the appearance that people are being treated fairly”. I know reading this definition off-hand leaves an unfavorable taste. It screams negativity and is not always indicative of every attempt to diversify. But now, let’s look at the definition of diversity, “the inclusion of individuals representing more than one national origin, color,” etc. Is there a difference? Absolutely. There lies a nuanced, but clear distinction between the two. Although it would be best illustrated in visual form, in “token” situations there is an invitation for someone of a “minority” (in representation) to join a majority. This may be to suit a specific need or purpose, and in other instances, it can be a step towards creating diversity. The issue of tokenism can start to arise when that one individual becomes the sole representation of “diversity” by means of their presence. On the other hand, true diversity, by its very definition, is inclusive and is seen when there is more than one group represented at all times.  

Micro Meso Macro

How can this play out in the field of sign language interpreting? Let us consider an example. You’ve been pursued for a high-profile assignment to work with a specific client. You wonder why since there is a regular team in place and has been for quite some time. However, last minute, the team realizes that this client will be speaking to an audience comprised predominantly, if not solely, of your race. You get a call at the eleventh hour to see if you can cover this assignment. Off the top, it doesn’t sound bad at all. It looks like a genuine attempt to create a culturally responsive match. Here is where we see tokenism start to rear its ugly head, disguising itself behind the mask of diversity. The team nor the client, prior to this request, had given concerted thought to the need of diversifying the team, which led to a ‘hunt’ for a racial replica in a crunch. Ultimately it results in a ‘skin match’. This is something Ph.D. candidate, Pam Collins, addresses in her dissertation entitled, “The Social Organization of ASL-English Interpreters: An Institutional Ethnographic Exploration of Getting Scheduled.” She sheds light on “the lack of understanding demonstrated in scheduling practices and the efficacy of scheduling in providing access to clients.”  While I respect the reasons for seeking, in this case, an interpreter of color, had the team in my example (sign language interpreters, institution, client, etc.) developed a cohort of qualified, diverse interpreters at the onset, they would have had the established versatility in place to meet a variety of needs.

Another example is when sign language interpreters are solely hired and/or requested for events during a particular time of the year, i.e., the month of February. But isn’t that just cultural common sense? Unquestionably. The due diligence in making sure to use the right sign language interpreter in the right situation, when possible, is not just cultural common sense, it is professional common sense. However, the word “solely” is italicized for a reason. The tokenism comes into play when we notice we are only employing those specific interpreters of color during a specific time of year, for a specific event, for a specific audience, or for a specific speaker. If an agency has qualified Interpreters of Color on their roster but chooses only to employ them when they feel it “culturally appropriate,” they are tokenizing the individual, proverbially boxing them into a limited range of competency confined exclusively to their race. This is where we see the issue come from under the microscope and elevated to a more macro, systemic level, where there is something inherently faulty in the professional practice.

In the first example, the team did consider the race of the sign language interpreter and assumed that would create the cultural adhesive, however, this was precisely the part which was not weighed. While the sign language interpreter indeed shared a common race with the audience, that was all they shared, because they were of two different ethnicities. What had not been taken into consideration was the interpreter’s knowledge base, their skill in handling the topic of discussion, or their familiarity with this particular ethnic group. Interpreters of Color are often recruited more based on cultural expectations and less by their lived experiences.

It is easy for us to fall into the loose-fitting narrative of, “isn’t something better than nothing?”’ Unfortunately, at times, we do have to ride the symbolism of this mantra to make sure accessible services are being provided. But to comfortably sink into the cushion of that lyric in lieu of exercising reasonable care in this context would be to perpetuate a pattern that is flawed in its approach towards enhancing the professional norm.

A Losing battle?

It is not about filling every request. We know our numbers are small. The precarious fragility of the field’s disproportionate dynamic is not lost on those who frequently confront the topic. Active steps are being taken to analyze how we can change this rhetoric to grow the qualified pool of Interpreters of Color. It is more about gauging our behavior, analyzing it, and earnestly working to adjust the lens through which we have become accustomed to viewing this subject.

Although being token in any situation is never a sought-after goal of any member of a group smaller in representation, we do understand at times the necessity of wearing the cloak. There exist moments in which we feel token, in which we are token, but also recognize we are better suited for the request. It can be a dubious inner war to battle, frequently unsure if we are being asked because of our skill and professionalism, or for the tone of our skin. This uncertainty is further eternalized by the infrequency in which we are recruited for non-race related solicitations.

Checks and Balances

Most tokenization is done unintentionally but when left unchecked, becomes a cyclical norm. We have to progressively work to fight against deficient practices. It can be very easy to ride the societal reclamation wave for social justice, however, the key is in not letting that revolutionary fervor crest and crash. Tokenism does the very opposite of boost morale. It breeds mistrust, skepticism, and feelings of inequity. I can’t prescribe a panacea, but there is a treatment plan. These conversations are frequently had in small circles but rarely brought to the general masses. Often there is a desire to make moves, but our hesitancy usually stems from not knowing where to start. Here are a few suggestions:

  • Approach a trusted colleague and utilize this post as a reference to open the discussion.
  • Openly and honestly analyze your business practices.
    • Do you actively participate in discussions or events which grow your understanding of this topic and the repercussive effects it has on certain groups in our field?
    • Do you sincerely tap into the skill set of your underrepresented POC employees, whether staff or contractor?
    • Can you capitalize on the experience of seasoned Interpreters of Color to perhaps create mentorship opportunities that will directly grow the ability and faculty of less seasoned ones?
    • Are you willing to grant the same privilege of maturation and development access by way of diverse teamwork?

“Tokenism does not change stereotypes of social systems but works to preserve them, since it dulls the revolutionary impulse.” – Mary Daly. This quote eloquently summarizes the overdue need for a paradigm shift in order to challenge the status quo. There is a strong tendency to be reactive instead of proactive, however, we need to make room for growth by laying a foundation we can build upon. Once we start building, we won’t have to “hunt” and “catch,” we’ll just have to ask.

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Guilt by Association: Are Educational Interpreters Sabotaging Themselves?

Guilt By Association: Are Educational Interpreters Sabotaging Themselves?

Sign language interpreters in educational settings often bear the brunt of heavy scrutiny and criticism. Not all of the negative press is unearned, but is it possible for serious practitioners to overcome these stereotypes?

[View post in ASL]

There is one type of sign language interpreting that always seems to get viewed negatively – educational interpreting. Recently, I started thinking about the reason this group ends up with such a negative reputation. I understand that, historically, educational interpreting has been a place where newer interpreters are hired and the setting is often used as an entry into the field. More recently, some states have set the bar higher and educational sign language interpreters (EI’s) must have licensure, specific credentials like the EIPA, and some states even have their own tests in place to make sure EI’s have a minimal skill set to provide services. While credentials are very important, this article is not focused on working EIs’ credentials. This article takes a look at the individual decisions made by EIs that inadvertently affect the whole group.

Some Truth in Humor

Recently, I saw a very funny YouTube video titled, “Nine Worst Interpreters”, posted by Deafies in Drag. Like several thousand others, I watched the video and laughed. Then it struck me, I have worked with most of these interpreter characters. If I am being completely honest, I have been one of these interpreters. I would like to think I have changed and am not quite the “newbie” depicted in the video anymore. When it comes down to it, we are responsible for our own actions. There are sign language interpreters who think they should be allowed to behave however they deem fit without considering the Deaf client they serve or the effect it will have on the profession as a whole.

The more I thought about this video, the sadder I became. Those scenarios happen daily, and deaf clients are subjected to this type of behavior while they are trying to get their education. This is not the only video; there is a part two and a part three on their YouTube channel as well. While these videos are funny, it should be a wake-up call for all EIs in the field. We are being watched, our actions are noticed, and it affects how people judge us.

I am privileged to travel the country presenting workshops on ethics in educational interpreting, and in these travels, I have been privy to many horror stories involving EIs. While one sign language interpreter may think it is acceptable to come to work and watch movies during their downtime (popular movies, not educational ones), or work on personal hobbies (i.e., sewing, knitting), their decision to do this will cause the people around them to form an opinion based on their actions. This opinion may then set a precedent for the sign language interpreter who comes in the next year.

Does Professional Appearance Matter?

One of the complaints I consistently hear from EIs across the country is about the lack of respect they get from the teachers and administration in their districts. That is frustrating for any EI, but we also have to do a self-analysis to find out why we do not have their respect. Some things to consider:

  • Do you come to work every day in jeans and a t-shirt or sweatpants, or like the “Dress Code” interpreter in one of the aforementioned YouTube videos, looking like you are going to a club with heavy makeup?
  • Do you constantly stay on your phone all day?
  • Are you late all the time?
  • Are you one of the sign language interpreters who never attend professional training?

These are just a few in the long list of behaviors EIs are reportedly doing across the country. At the same time, sign language interpreters in these settings want to be treated with respect and earn higher wages.

When these unprofessional behaviors are brought to educational interpreters’ attention, too often they have an excuse for their behavior. For example, “I dress down because I am in elementary school and I am not getting on the floor in my good clothes.” Another common example is,“I need to have my phone because something may happen.” So, basically, some interpreters are preparing for a tragedy every day? The rule of thumb should be that if the teachers and staff are not allowed on their phones, the sign language interpreter should not be either. And even if they are allowed, no one wants to be known as “the interpreter who is on her phone all day.” Another common excuse is, “I am late because I live far away.” Yes, many people live far from their jobs and still manage to make it on time. Again, these are just a few of the excuses that have been used over the years.

Can We Change The Stigma?

Many of us have experienced that “look” we get from other sign language interpreters in the field when we say we are an educational interpreter. You can literally see your ranking drop on their scale of serious interpreters. Yet, EIs are the ones out there working as language models, facilitating an education that can allow a student to succeed in life. The work we do is very important, yet we get looked at as if they feel sorry for us because we are EIs. But why? Well, much of it has to do with the previously mentioned issues with EIs. Chances are these interpreters giving us the “look” have actually been in our shoes, have seen what is being done, and want no part of it.

Here is a statement that was posted on Facebook recently from the mother of a deaf child that is a freshman in high school (Note: This excerpt was used with permission.):

“We were discussing interpreter clothing choices, nail choices, etc. I was asking her if she liked a certain look. She gave me her honest opinion and then… then she dropped a truth that hit me right in the privilege.

O: Not all Deaf people are allowed to be honest, mom[sic]. Sometimes they think they have to tell the interpreter it’s ok because if they get mad or hurt feelings then they will not work for us. Interpreters have power. If we say we don’t like it, they say no one else complained. Other people said they like it. I have to tell the truth because I can’t see. Then when I do say something I am a brat or that word you said….. high maintenance. I just wish interpreters could understand.”

Wow, “right in the privilege” what a statement!  This is a strong reminder that it is not about what we want, what we need, or what we feel is right. It is about the consumers we serve. In my opinion, the student’s above statement should be printed and attached to every workplace where there is a sign language interpreter as a reminder to not misuse the power we are privileged to have.

What Can We Do To Turn This Around?

As sign language interpreters, we see these problems, we all know they exist. Now, what do we do about them? It is not worth mentioning a problem unless we have a solution. Finding solutions to these problems may be a little harder than we realize. Here are a few suggestions:

  1. Educate and make sure that interpreters in educational settings are following the basic rules of the CPC, especially portions regarding respect for our consumers.
  2. Suggest attending workshops on ethics with other EIs in our school districts.
  3. Share relevant articles with our colleagues in a group email.
  4.  Request team meetings with open topics, such as  “Presenting a Professional Demeanor to Administrators.”

Creating Accountability For Ourselves

I realize directly approaching sign language interpreters behaving this way is difficult. Some may take it as an attack, as Kate Block mentioned in her article, “Horizontal Violence: Can Sign Language Interpreters Break the Cycle.” There is a vicious cycle of horizontal violence in our field that we do not want to perpetuate. While I cannot offer a foolproof solution to these problems, I can propose that we become accountable for our part.

Even if the sign language interpreter before or after us is not behaving in a professional manner, we can still break the cycle with our own behavior. I have been in classrooms where I worked for several months and the teacher later approached me and told me she was surprised at how professional I was. Her experience had been with a previous interpreter who was not professional and she just assumed all sign language interpreters behaved that way. It was refreshing to realize that I control other people’s view of me. It may take time to wipe their memory clean of the previous interpreter, but it can be done, and it is worth it to take matters into your own hands for improving your career. The impact you make may seem small, but if more sign language interpreters start being accountable, eventually, the field of educational interpreting will earn the respect it deserves.

Questions for Consideration

  1. How can sign language interpreters in educational settings provide support for others who are entering the educational arena in order to raise the bar on professional decision-making and ethical behavior?
  2. How can sign language interpreters hold each other accountable without being perceived as perpetuating horizontal violence?
  3. What are some of the factors that may lead educational interpreters to feel disenfranchised or disengaged from the broader field of sign language interpreters? What is preventing crossover relationships and can that be changed?

References

  1. Block, K.  (2015) Horizontal Violence: Can Sign Language Interpreters Break the Cycle.  http://www.streetleverage.com/2015/03/horizontal-violence-can-sign-language-interpreters-break-the-cycle/
  2. Deafies in Drag. (5, January 2016). Nine Worst Interpreters. Retrieved from https://youtu.be/Atq2QOwaiuk
  3. Deafies in Drag. (9, January 2016). 8 WORST Interpreters: PART TWO. Retrieved from https://youtu.be/s5BiMtq8LPI 
  4. Deafies in Drag. (4, June 2016) 7 Worst Interpreters Part: 3. Retrieved from https://youtu.be/vLUUF6asfnQ
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Going Small: How Sign Language Interpreters Find Their Footing in 2018

Going Small: How Sign Language Interpreters Find Their Footing in 2018

2018 could be the year we reweave the fabric of the field of sign language interpreting. By understanding the importance of each thread and the care it takes to bind them all together, we may be able to redesign the magnificent whole.

Some years act as demarcation lines  – clearly defining the “before” and “after,” altering the trajectory of how we move forward. In many ways, 2017 appears to be one of those years. While there is a temptation to focus on the forces which have led us here, it is imperative that we look ahead and move forward.

The Year that Was

Fair warning: this is not your usual end-of-year rah-rah retrospective. If you were hoping for rainbows and butterflies, you won’t find them here. If you care deeply about the field of sign language interpreting (and we think you do), we hope you’ll read on.

For the field of sign language interpreting, 2017 provided further evidence that the systems and methods which sustained us in the past are not delivering in predictable, traditional ways. Old models and outdated ways of thinking are being challenged but success is harder to come by in the current environment. On social media platforms, there is an undercurrent of discontent which sometimes rises precipitously. We have seen sign language interpreters exit the field when we desperately need more people to join us. The reality is that we are facing critical issues that are not easily or quickly resolved.

Maybe for some of you, life is good. Maybe you are wondering what all the ruckus is about. If you zoom in and start asking questions, you might be surprised at what you learn.  

Zooming In

What we have seen in our travels around the field is that there is growing interest in serious conversations about power, privilege and other social justice issues as evidenced at the RID LEAD Together conference and other discussions around the field. We know that people are interested in and concerned about the position of Deaf Interpreters in the field and have seen the formation of the National Deaf Interpreter organization in response. We have continued to see people struggle for recognition and acceptance in the field. The use of VRI continues to be a source of contention – some see the benefits when used properly while others experience cognitive dissonance based on the lived experiences of Deaf people who have little choice in how services are provided to them. We see strong passion and drive – people want to find resolutions, but appear to feel ill-equipped to take action.

A Possible Antidote

We know resolution won’t come easy.

We don’t believe anyone one person has the answer.

However, we do believe we can find answers and create solutions through the taking of small, deliberate steps forward. From our view, it is in actively enrolling in our local communities, our local ITPs, our local leadership to illuminate the path forward.

Working locally may appear to be slow, but it is worthwhile. Each step forward is progress in the work to retell the story of the sign language interpreter. Each small act moves us forward. In the end, we will find our footing. We will survive the storm by zooming in. By going local. By going small. All of this because it’s worth it.

Each of us is equipped to do something to build our community. We just need to decide to do it and take a small step forward.

This is what it means to be a local citizen. Local is the place where your participation truly matters. Everybody can do something.

You never know where it might lead you.

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World Citizens: Considerations for Sign Language Interpreters Abroad

Image of world

Travelling abroad as a sign language interpreter is an opportunity many practitioners actively seek out. Successfully navigating cultural norms, differences in professional standards, and linguistic challenges are the keys to creating an enriching experience.

 

Some 15 years ago, I was interpreting at a historic site in Europe for a Deaf friend. At the end of the tour, one of the site’s guides approached me. She asked me about interpreting agencies in that city and about how to sign certain words for the historical objects discussed on the tour. She asked me how interpreters in her country preferred to arrange interpreting services and wanted to be able to better serve future Deaf visitors. To be frank, I couldn’t answer any of her questions appropriately. After all, I was interpreting for an American Deaf person using ASL. I did not know the actual signs for these things. I was not paid by a local agency and, at that point, didn’t have any contacts with interpreting professionals in the country. As the assignment concluded, I tried to deflect feelings of responsibility for not being able to answer any of her questions. Now after much professional experience and growth, I have come to realize that I did have many responsibilities in this situation, responsibilities that I had failed to live up to. I now recognize that, when interpreting abroad, I have important obligations to the Deaf communities and the interpreting communities in the countries in which I choose to work.  

[View post in ASL]

Many sign language interpreters relish the opportunity to travel internationally as a part of their interpreting-related work. When we are invited to interpret for a study abroad, a cruise, or an organized tour, we accept the assignment with joyful anticipation. These assignments do indeed offer sign language interpreters important opportunities for professional growth and for personal fulfillment. Nevertheless, accepting these assignments involves accepting the unique ethical challenges associated with them. The RID Code of Professional Conduct encourages interpreters to “conduct themselves in a manner appropriate to the specific interpreting situation.” Interpreting in international settings requires consideration of the unique circumstances that come up in other countries. This work will occasion unique responses to the ethical dilemmas raised.

Combating Ethnocentrism in our Work

Before considering the particularities of these situations, sign language interpreters must be willing to address the ethnocentric assumptions that they likely bring with them on interpreting trips abroad. People typically expect that the norms of their home are the norms employed everywhere. However, norms, even professional norms, are thoroughly culturally conditioned. Simple facts such as what interpreters wear, where interpreters stand, and to where the boundaries of an interpreter’s role extend are all culturally determined. Thus everything about an interpreter’s professional decision making must be re-evaluated when the interpreter is working in a culture in which their decision-making process has not been developed.

Professional norms are likely to be different abroad in ways that we may not be able to anticipate. For instance, the norms of interpreter attire might be quite distinct in different countries. Some countries are accustomed to interpreters wearing only black professional suits. In other countries, suits and ties would never be appropriate. The mode of interpretation can likewise change in various cultures. In some countries, all interpreting is conducted simultaneously. In other countries, interpreters are much more likely to operate in the consecutive mode. Many differences also exist regarding professional boundaries. In some cultures, interpreters do not interact with participants in any obvious way. In other countries, professional behavior requires establishing warm, cordial relationships before business can be conducted.

Unique Obligations to Local Stakeholders

When working in the U.S., we are accustomed to thinking about how our ethical decisions will affect various stakeholders. We think about other interpreters, the Deaf community, and students, for instance. When working abroad, we must expand our area of concern to include colleagues and Deaf consumers in the country in which we are practicing.

Often, your work in another country will represent the first time that people in that country have worked with a professional sign language interpreter. Your work will set a precedent for all other interpreters to follow. You must be careful that the precedent that you establish is reflective of the norms and expectations of that country. Otherwise, you may inadvertently model behaviors that, while admirable in the U.S.A., are unacceptable in your host country. On the other hand, you may be working in a country with high levels of accessibility and with an established sign language interpreting presence. If this is the case, you still have an obligation to uphold the norms and expectations of that community in order to reinforce the work that they have done.

One important aspect of interpreting abroad involves correctly choosing sign terminology. Many of the places that you will visit and the sites that you will see have indigenous signs that can be employed in your interpretations. Rather than inventing signs or spelling the English names of the sites and experiences, take the time to learn how these concepts are signified in the native sign language. Failing to model the correct signs, and – even worse – inventing signs for objects, events, and places shows disrespect for the local Deaf community and for that community’s language. Even if there is not a specific sign that you are able to learn for a term, taking the time to research the meaning of native spoken-language terms can often allow you to present information that more accurately represents the meanings of the names of the location that you are visiting.

In order to assure interpreting work that is culturally and linguistically appropriate in these opportunities abroad, you will likely need to consult with and possibly hire the services of local Deaf and Hearing professionals. Online references and written material should serve only as a first step in preparing for your journey. In-country contacts will be able to teach you about the country’s professional expectations and provide you with the linguistic background needed to provide a culturally sensitive and linguistically accurate interpretation. For a brief in-country visit such as a conference or for one stop on a tour, perhaps a brief Skype conference with local Deaf community members and/or interpreters will suffice. For longer stays abroad, perhaps a prolonged, more organized conversation would be appropriate. In this event, we U.S.-based interpreters must be willing to compensate those international colleagues for their valuable support.  

In fact, a sacrificial concern for international colleagues should permeate our work abroad. The Code of Professional Conduct states that we must “demonstrate respect” for these colleagues in the work that we do. Our effect on their work life cannot be ignored. American sign language interpreters often work for conferences, on vacations, and on cruises. These industries often inadvertently exploit the local economy rather than enriching it. Sign language interpreters must be careful not to empower these oppressive systems. If we deprive our colleagues abroad of work that they could perform or if we become accustomed to providing substandard interpretations to our Deaf consumers on account of our unwillingness to share financially with our colleagues abroad, we are supporting this oppressive international system of exploitation. We must ensure that our work in host countries provides income to our colleagues as they serve in support roles to the work that we do.

In fact, we can move beyond simply paying local interpreters to support our work. We should consider partnering with local sign language interpreters and Deaf organizations in ways that provide opportunities for them to serve as our colleagues. If visiting a country that uses a dialect of ASL, U.S. sign language interpreters might encourage or even insist on the use of local interpreters rather than working by ourselves. Cruise lines, university trips, and travel agencies that only tap the resources of U.S. interpreters continue to impoverish local sign language interpreters and thus continue to adversely affect the local Deaf community’s access to interpretation. We must reach out to these local colleagues as potential teams and create opportunities for them by our advocacy efforts.

Best Practices

While we must be careful working abroad, with planning and effort, our presence in other countries can be enriching and helpful to local interpreting and Deaf communities. Here are some practical tips for how U.S. sign language interpreters working abroad can have a positive effect on the local interpreting and Deaf populations.

  1. Begin by getting in contact with local Deaf organizations and interpreting associations. The World Federation of the Deaf and the World Association of Sign Language Interpreters offer information about many member nations and can be a first stop when seeking international contacts.
  2. Use local contacts as a resource for you own preparation relating to language, culture, and professional ethics.
  3. Consider whether teaming with a local interpreter to conduct the work while in the country is feasible. If it is, be an advocate for it to hiring entities.
  4. Be prepared to represent the Deaf and interpreting communities of the region. Follow their guidelines and professional norms as much as possible in order to set the precedent that they desire.
  5. When tour guides and conference organizers ask you how they can contract sign language interpreters in the future, be sure to have a reference in their country that they can contact.
  6. Negotiate contracts creatively and carefully. While it is true that sign language interpreters may have limited control in many of these situations, they can begin these conversations. Owners of agencies and those in positions of power ought to make sure that their budgets allow for compensation to foreign interpreters—both Deaf and hearing—whenever they are appropriate.
  7. U.S. sign language interpreters might even need to sacrifice some of their own income to team with local interpreters.
  8. Interpreters and referral agencies can serve as a resource relating to Deaf-operated tours and services in these countries. If Deaf people take advantage of these local Deaf-run services, the need for interpretation would be completely removed while the Deaf population would be enriched.

Investing in International Relationships

The Caribbean is not the playground of the U.S.A. Europe is not an extension of the U.S. classroom. An interpreter’s working vacation requires the respect and cultural sensitivity of any other interpreting job. In fact, jobs abroad require more forethought and preparation than jobs in those areas with which we are already familiar. If this preparatory work is foregone, local Deaf and interpreting cultures will be appropriated and inadvertently exploited. However, if we view these opportunities as investments in our international colleagues and in international Deaf communities, our work abroad can be beneficial to all involved.  

Questions to Consider:

  1. Have you worked abroad? What was your experience like?
  2. Have you met an interpreter from another country? What did you learn from them?
  3. Would you like to work abroad? How can you prepare for that experience in the long term? In the short term?  
  4. What resources are available to help you ensure that your next trip abroad is more empowering to the local Deaf and interpreting communities?
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Incarceration: Opportunity or a Sign Language Interpreter’s Scarlet Letter?

Incarceration: Opportunity or a Sign Language Interpreter's Scarlet Letter?

Formerly incarcerated individuals acting as sign language interpreters? A knee-jerk reaction may be a resounding, “NO!”. Scott Huffman opens the dialogue about representation, second chances, and the American Dream.

Greetings. My name is Scott Huffman. I am a father of four, husband, son, friend, mentor, and activist. My day-to-day work consists of being an Outreach Manager/Sign Language Interpreter for Communications Consulting Group. In my spare time, I volunteer with Helping Educate to Advance the Rights of the Deaf (HEARD) – The ONLY non-profit in America solely focused on Deaf, Deaf-Blind, Hard of Hearing (DDBHH) persons incarcerated and returned. I also serve as the Vice President of the Louisiana Registry of Interpreters for the Deaf (LRID) and am a board member for Re-entry Benefitting Families (RBF) who spearheads one of the only Reentry Centers in a local/parish prison in Louisiana.

[View Post in ASL.]

This topic may seem like an interesting twist to the conventional way of becoming a sign language interpreter. One usually envisions a CODA whose L1 is ASL and/or the ITP interpreter. Occasionally, church interpreters transition into the profession. However, the idea of a convicted felon working and functioning within our profession as a sign language interpreter may be shocking to some, spark curiosity in others, and for many, it’s an outright NO! I’d like to share a more humanistic approach to the reality of our profession as it relates to sign language interpreters who have been in trouble with the law and/or wrongly convicted at some point in their lives. Before I go any further, I will share a short synopsis of my personal story and how I became an interpreter.

My Personal Experience

While housed in a state prison serving a five-year prison sentence, I noticed a group of men who used American Sign Language to communicate. Prior to my incarceration, I don’t recall having ever met a person who is DDBHH. After several months of seeing injustices happen to their Community, i.e. no sign language interpreters, frivolous write-up’s for not obeying direct and verbal orders, hearing prisoners who prey on Deaf individuals, sexual & physical abuse, lack of access to self-help, educational, and Religious programs. Witnessing those injustices was the catalyst for my passion to learn sign language and eventually become a sign language interpreter.

After months of trying to memorize a 2D Random House Sign Language Dictionary (One cannot simply learn a 3d language with a 2d book),  I decided to approach the group of ten and introduce myself. For whatever reason, they decided to take me under their wing and share their beautiful language and culture with me. I became enamored with ASL and the Deaf World. Eventually, I was placed into the same dormitory with the men and the rest is history. I entered my 24/7 immersion program.

Not encouraging anyone to seek criminal activity to take place in such a program (joke), however, I wouldn’t trade my experience for the world. I won’t go into a lot of detail about life in prison for a person who is DDBHH for several reasons, but for the most part because we could be here for days. What I want to outline is the fact that our profession has its fair share of sign language interpreters with “rap-sheets” who breathe, work, and operate in the same spaces without a tattoo on their foreheads that says F-E-L-O-N. They are your average everyday people!

The Challenge of Finding Acceptance

The interpreting profession is a rather hard place to identify as a sign language interpreter with a felonious past. Some will scoff at you, turn their noses up, do their best to make sure you cannot work, and all in the name of “protecting the community.” I have experienced all of the above, but nonetheless, have persevered. Many days, I’ve wanted to quit, but I kept going because I felt the calling. There are many like me within our profession, and many more to come. My goal for this article is to create a safe space for interpreters to “come-out” and feel comfortable as professionals in a profession where their pasts loom over their existence.

Often I hear the sentence, “There are not many places a convicted felon can work as an interpreter.” I think quite the opposite. Myself, there aren’t many places I haven’t been. Not because I haven’t been screened, but because I have earned the trust of my community. That trust is not handed over easily. It literally takes blood, sweat, and tears. My goal is to pave a platform for others like me, or who are coming behind me, to have a space within this profession.

Relatability: Cultural Context Matters

As a profession, we have much knowledge to gain from working with, hiring, and accepting sign language interpreters who’ve been through the system, lived a life outside the white picket fence, and have street knowledge, as well as professional knowledge to bring to the table. Studies have shown that people with similar backgrounds and experience typically relate better those whom they share that experience with. People of Color (POC) relate to interpreters of color more so than non-POCs. Females who are Deaf generally prefer a female at their gynecology appointments. Men who are Deaf typically feel more comfortable with a male interpreter at their urology appointments. I also believe the same is true for persons who are in, have been through, and might be on their way into the system, rehab, and other such environments.

We all know the mind-boggling facts about the current state of our criminal legal system. Today, the United States makes up about 5% of the world’s population and has 21% of the world’s prisoners. One in every 37 adults in the United States, or 2.7% of the adult population, is under some form of correctional supervision. African Americans are incarcerated at more than five times the rate of Whites. Having said that, if we are to create a more diverse profession, the likelihood of encountering a Person of Color with a rap-sheet is very high. It’s quite possible that if we created a safer space within our profession for aspiring interpreters to work without hiding, and/or enter the profession without feeling inferior about their pasts, we would see a more diverse workplace.

Food for Thought

Sign language interpreters who have felonies can conduct themselves professionally, ethically, and skillfully as does any other qualified/certified interpreter. Simply having a past should not define one’s future. If that were the case, most of our profession would be out of luck!

While I have encountered much discrimination and backlash for my unconventional way of entering the field of sign language interpreting, I’ve managed to keep my composure in knowing that I have a purpose and my family and others depend on me to carry it out. We are regular people. While I cannot speak for everyone, and I can’t promise that there won’t be others who make those of us doing right look bad, I can say that everyone deserves a shot at the American Dream. I encourage all of you to ponder this idea and open up dialogues about how our profession can be more inclusive in accepting people from all walks of life.

Questions for Consideration

  1. What would a framework of inclusion look like to support interpreters with a past felony conviction?
  2. Should the inclusion and non-discrimination policies held by professional associations supporting the Deaf Community and sign language interpreters be inclusive of those with a felony in their past?
  3. Is a felony an indicator of a sign language interpreters long-term judgment, character, and aptitude for the job? If so, how? If not, why?
  4. How should the industry recognize a debt paid to society while balancing Deaf Community, institutions, and colleague concern?
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Deaf Interpreter Conference II: From the Inside

Deaf Interpreter Conference II

What better way to illustrate “full inclusion with sign language”, the theme of the 2017 International Week of the Deaf, than interviews from the movers and shakers at the second Deaf Interpreter Conference in Villanova, PA this summer?

Creating an organic, Deaf space is the ultimate in full inclusion with sign language. An interpreting organization of, by, and for Deaf people is a step toward bringing that kind of inclusion closer to the daily lives of Deaf people. As Jimmy Beldon shared in his StreetLeverage Live 2016 presentation, the Deaf Formative experience can transform an interpreted event, “A CDI could relieve the linguistic and cultural pressures, enabling a Deaf individual to focus…”

In celebration of DIC II, the newly formed National Deaf Interpreters organization (NDI), and International Week of the Deaf 2017, please enjoy these interviews with Keven Poore and Eileen Forestal, Jimmy Beldon and Janis Cole, Jay Krieger and Julianne Wasisco, Ritchie Bryant, and Ellen Roth.

#FullInclusionWithSignLanguage!

#InternationalWeekoftheDeaf2017

#IWD2017

 

The Evolution of the Deaf Interpreter Conference II – Keven Poore & Eileen Forestal

Keven Poore and Eileen Forestal share their thoughts about the development of the conference theme, “Evolve. Embrace. Empower,” the creation and liberation that exists within Deaf Space, and their hopes for the seeds sown at DIC II. 

The Significance of the Deaf Interpreter Conference – Janis Cole & Jimmy Beldon

Leslie sits down with Janis Cole and Jimmy Beldon to understand the significance of the Deaf Interpreter Conference, the importance of having Deaf space, and why Deaf formative experience is an asset to the field of sign language interpreting.

The Formation of National Deaf Interpreters (NDI) – Juliann Wasisco & Jay Krieger

Leslie Greer sits down with Julianne Wasisco and Jay Krieger to discuss the formation of the National Deaf Interpreter organization (NDI), its significance in supporting Deaf interpreters, and its role in ensuring that DIC endeavors continue uninterrupted.

The Richness of Learning within a Shared Context – Cynthia Napier

Cynthia Napier, attending the Deaf Interpreter Conference for the first time, shares her experience participating in an environment intentionally designed to embrace and promote the common life and work experience of Deaf interpreters.

Examining the Deaf Experience in the Context of DIC – Ritchie Bryant

Ritchie Bryant contrasts his attendee and presenter experience at DIC I and DIC II, offers his perspective as to why it is important that the Deaf experience be examined in the context of DIC, and shares his hope for DIC III.

The Complexities of ASL and ASL Education – Ellen Roth

Ellen Roth provides a brief history of language in the United States, emphasizing the importance of having accurate language models for ASL and the role language plays in completing our humanity while recognizing the impact oppressive systems have had on the lives of Deaf people. Ellen and Leslie also discuss the importance of providing ASL education to Deaf people as a matter of course.

 

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Can Congressional Bathroom Logistics Change Sign Language Interpreting?

Can Congressional Bathroom Logistics Change Sign Language Interpreting?

Organizational systems, depending on how they are created, can limit access and inclusion. Chris Rutledge explores control options sign language interpreters have for creating more inclusive systems in their own community and organizations.

For many years, Yale Medical School and Harvard Law school would only admit men; women were barred from entry (Chemaly, 2015). Once willing to admit women, new systemic issues arose – not only were the academics programs resistant to women, but also the logistical reality that there weren’t enough women’s restrooms in the institutions (Chemaly, 2015; Maloney, 2016). Only as recently as 2011 were conveniently accessible bathrooms put in the U. S. House of Representatives for female lawmakers, prior to this female representatives had to use visitor bathrooms during House recesses (Chemaly, 2015). The system was not designed with women stakeholders in mind. Therefore such considerations were missing in the system. When the buildings were designed, if women stakeholders were present, the buildings would have included women’s restrooms. When we don’t include people in system design, we don’t know what their needs are, and thus exclusionary systems are instituted.

[View Post in ASL]

But how does that relate to sign language interpreters? If we, as interpreters, want to effectively address the needs of our community, we must understand our own systems. We need to collaborate with our stakeholders; we need to better understand the needs of our community. Without understanding systemic impacts and organizational barriers, we’re wasting capital on solutions that aren’t addressing the issues. We may be overlooking the fact that a poorly designed system is causing the issue.

The Systems We Live In

In Erica West Oyedele’s StreetLeverage – X talk at RID 2015, she spoke about larger systemic issues within interpreter education; specifically, the much-needed perspectives of people of color and Deaf people of color within the educational programs (2015). Here West Oyedele calls attention to identifying the needs of our community and the diversity of our stakeholders. In understanding the needs and collaborating with stakeholders in the community, we can create better systems and optimize current systems. The question we need to ask is how do we create those better systems?

During interpreting conferences and organizational meetings, there is often the recurrent discussion amongst interpreters about the need to include the Deaf Community in the dialogue about interpreting. The implicit meaning behind this topic is that there seems to be a divide between interpreters and the Deaf Community. If such a divide exists, we as interpreters need to do more to include the Deaf Community stakeholders, right? Yes. Absolutely.

Interpreting happens within the context of the relationships we have with people. Sign language interpreters walk into people’s lives every day, often stepping into some of the most vulnerable moments of their lives: giving birth, getting married, defending a dissertation, surgeries and so much more. We critically need to be mindful of the microcosm that we are invited into for each assignment. It’s just as critical, as professionals, that we invite the Deaf Community into the dialogue about shaping our profession.

Micro to Macro

But let’s zoom out for a moment, and look at why the Deaf Community is not engaged with the interpreting profession. What systems are in place that exclude the Deaf Community? What are the systemic and organizational barriers that decrease the likelihood that the Deaf Community will be involved? What incentives are there for the Deaf Community to be involved?

It’s important to evaluate the mechanisms that are in place that allows for organizational access and system impact. Many local interpreter organizations have committees and task forces that impact the interpreting and Deaf Community (e.g. mentorship committees, conference planning committees, workshop committees etc). In evaluating organizational systems, how do people get on those committees? Who has access to those positions? Looking at organizational structures (bylaws and charters) often committee members must be members of the larger interpreter organization, which often requires paying dues. How many members of the Deaf Community are members of interpreter organizations?  What is the incentive for the average Deaf user of interpreting services, to volunteer their time to a non-profit organization that asks them to pay dues? Beyond the organizational structures to gain access to those systems, are the members of those committees reflective of the community stakeholders? Are people of color represented? These can be difficult questions because there is no “right” or ”simple” answer, but in order to create systems that meet the needs of the community and professionals that serve the community, these types of questions must be asked.

Several years ago, I went to a workshop where the Deaf presenter asked the attendees how many were members of NAD. Sadly, not everyone raised their hand. On an individual level, as interpreters, we should intentionally engage and support Deaf organizations. On an organizational level, how are our interpreter organizations collaborating and engaging with local deaf organizations? Is there a way to design systems in which the members of those Deaf organizations will feel included and encouraged to provide feedback? Are we including emerging users of interpreting services in this discussion (i.e. Deaf schools)?

The Results of Better Systems

Research shows that when stakeholders are involved with system design, better systems are created, needs are more appropriately met, and meaningful collaboration increases (Beer, Finnström, & Schrader, 2016). My own professional experience as a staff interpreter echoes this sentiment. Initially, I met with the Deaf staff I would be working with and just talked to them about their prior experiences working with interpreters. During these conversations, I quickly identified systemic barriers. Interpreter requests were submitted for Deaf staff. No one told the Deaf staff if an interpreter request was submitted if an interpreter was confirmed, who the interpreter was, or what time they could expect the interpreter. The system to request an interpreter was designed without asking the end users for input. After these talks, I worked with the stakeholders (Deaf and hearing) and together we were able to create a more inclusive system. These conversations also provided an opportunity to change local procedures within my organization.  

Staff interpreters, typically have considerable positional leverage to impact systems and make changes. Unfortunately, independent contractors may have larger systemic barriers to navigate to effect change. The beauty of working in an interdependent ecosystem is the gift of collaboration. The freelance interpreter may not be able to change the policy, but if the Deaf Community and agencies collectively advocate for a system change, a chorus of feedback will be more effective than a lone voice.

Application

Systems are difficult to change. A fact echoed throughout history in the stories of marginalized people trying to achieve equality. This is true of our own community. What we can learn from the history of the civil rights movement and the disability rights movement is effective system change requires collaboration and dialogue. It also requires an understanding of how systems work. We as a community can change our systems. However, it requires work. As a starting point, begin having conversations with colleagues, peers, and stakeholders to determine how institutional structures impact inclusion and equality in the community. Learn about the organizational structures of your local interpreting organizations. Find out about the bylaws, charters, and policies of your organizations. Values of inclusion and diversity cannot be actualized within our profession unless we’ve done the hard work of evaluating our systems.

Questions to Consider

  1. Within your local interpreting organizations, how do people get involved? What are the requirements or barriers for involvement?
  2. Are there systems within your organization that were designed without the input of community stakeholders? If there are barriers, what would be required to change those barriers?
  3. Is the Deaf community involved with your local interpreting community organizations? Why or Why not?  Are there Deaf organizations that your local interpreting organizations can collaborate with to design better systems?

References

Beer, M., Finnström, M., & Schrader, D., (2016, Oct). Why leadership training fails- and what to do about it. Harvard Business Review. Retrieved from https://hbr.org/2016/10/why-leadership-training-fails-and-what-to-do-about-it

Chemaly, S., (2015, Jan). The everyday sexism of women waiting in public toilet lines. Time. Retrieved from http://time.com/3653871/womens-bathroom-lines-sexist-potty-parity/

Maloney, C. (2016 April 7). The surprising way bathrooms and politics collide. The Bucknellian. Retrieved from http://bucknellian.net/63187/arts-campus-life/63187/

West Oyedele, W., (2015). Missing narratives in interpreting and interpreter education. Street Leverage. Retrieved from http://www.streetleverage.com/2015/09/missing-narratives-in-interpreting-and-interpreter-education/

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Self-Care & Sign Language Interpreters: 8 Ways to Ease Trauma

Self-Care & Sign Language Interpreters

The work of a sign language interpreter requires patience, compassion, flexibility, and a heart of service. Breana Cross-Caldwell provides some tips for self-care to help keep the work more sustainable.

You know what it’s like: you show up to an assignment or accept a call that, in the beginning, seems to be going one direction and suddenly takes a turn. You come out of the interaction feeling shaken, disoriented, sad/troubled/frustrated, and are scheduled to make your way to the next.

This is the life of a sign language interpreter.

We are charged with bearing witness to some of life’s greatest beauty and deepest pain, all while maintaining a stance of neutrality and flexibility. As Babetta Popoff said during a presentation on Compassion Fatigue,  

“We are first responders, who cannot respond.”

What can we do to care for ourselves after these difficult situations so that we can continue to do our job in integrity and alignment the next hour, day, and year?

[View post in ASL.]

Here are eight ideas to add to your toolbox:

Shake it off. Literally, shake your whole body. The reptilian part of your brain (think fight or flight) is able to release and reset by shaking. Watch any dog who’s just been in a tussle, you’ll see. Find a private-ish, quietish space (bathroom, VRS station, broom closet), and shake from head to toe, every part of your body that’s able to move. While you’re at it, do some deep forceful exhales and add a little vocalization to them.

Tune in. Sitting or standing in a comfortable position, close your eyes. Take a few deep, slow, easy breaths, and start to notice what happens in your body when you imagine the stressful scenario you just witnessed. Maybe your stomach or jaw tenses up, maybe your heart starts to race, maybe you feel a sinking feeling in your chest or a lump in your throat. Whatever it is, just notice it and let it be there without trying to avoid or resist it.

Take an emotional inventory. Name any emotion that’s present (keeping a feelings list in your bag can be helpful when you’re working on taking better care of yourself). Before you skip over this one, claiming it’s woo-woo fluff, hear me out: these emotions are present in you, whether you name them or not. They are there, sitting like a lump of coal in your stomach. They are the cause of chronic stress which leads to burnout and eventually to disease. Dis-ease: being without ease in the body. This is important stuff, friends. Naming these emotions allows us to get one step closer to dealing with them above-board, which then allows us to truly release them and do our jobs well.

Taproot. Here’s where we find the juicy stuff, the gold at the end of the rainbow if you will. It might not seem like it right now, but trust me. Once you name an emotion, dig down to its root where you’ll find a belief. Make a list of the beliefs that are at the root of your emotions. For example: say I was feeling despair and a disturbing pit in my stomach. I might dig down and realize that I’m feeling this way because I believe no one should be treated the way I just witnessed a human being treated. That belief is at the root of my feeling so yucky. You might uncover your beliefs by tuning into the narrator in your brain who’s interpreting the events around you. By bringing these beliefs out into the light, you are able to work with them and decide consciously whether you want them in your operating system or not.

Get out your magnifying glass. Start asking questions about these beliefs, from the perspective of a curious observer. You’re on a quest to discover more about yourself and the way you view the world. This information is infinitely important as a sign language interpreter (our lens/filter/bias/judgments affect our interpretations greatly) AND infinitely important to you as a human who values happiness and health. As you poke around, just make note of your findings. No need to shift or change or do anything about this information yet. Just notice. Some of the questions you may ask yourself at this point:

  • Is this belief true? Is it true all the time, in every situation, for everyone?
  • Is this the way reality works? Can I find evidence that my belief is always upheld in reality? Or is it just the way I wish that reality worked?
  • Is this thought peaceful or stressful? Pure and simple. Am I feeling peace while holding this belief within the context of this situation, or am I feeling stress?
  • Whose business is it? There are three options: it’s my business (I have control over it), it’s another person’s business (another person has control over it), or it’s God/nature/reality/universe’s business (no single human has control over it).

Nancy Berlove says in Where Do We Go From Here? 5 Stages of Change for Sign Language Interpreters, 

Honest self-inquiry begins when there is a willingness to look at whatever comes up. An opportunity arises when a certain personal trait or habit becomes apparent. At a particular moment, something that I did, thought, or said makes me question my behavior or habit. In bringing my attention to this behavior, I see it more clearly. Recognizing it changes my understanding of the behavior and of myself. It is possible that, over time and with continued attention, the behavior will shift or even be replaced with something more congruent with my sense of self.

Hold compassion for yourself. This is a step that can take lifetimes to master but humor me. Every time you flex this muscle, whether or not you sense any movement, you’re strengthening the neural pathway towards greater happiness and health. One way I do this is by naming my feelings and needs in a tender way, as one might talk to a hurt child. For example: “Wow, Breana, you’re really feeling upset about this person being treated this way. That feels really disorienting and disturbing to you. You wish no person on the planet would ever have to be treated this way.” All of this, with my inside voice, to just be really present and caring with what I’m experiencing. Sometimes, similarly to children, a bit of compassionate listening and empathy can do wonders. We can do that for ourselves!

Take a detoxifying bath. My recipe is equal parts Epsom salt and baking soda, in the hottest water you can stand, with a few drops of tea tree essential oil. This allows your body to move toxins and release them. Make sure you drink plenty of water!

Find gratitude. It’s been a long day. You really rode this wave of discomfort all the way to the shore, and now you’re back on solid ground. Find whatever you can name to be thankful for right now: the soft bed supporting your body, the family or friends who care, the way you showed up for yourself and others today in the midst of difficult emotions. Whatever it is, claim it. Receive it. Don’t let any of that sweetness and beauty escape you. These are the gifts that are yours to cherish. These are the drops that refill your cup, so you can show up tomorrow ready to give again.

What fills you up when work threatens to take you down?

Questions for Consideration

  1. What do you do to care for yourself after a traumatic job?
  2. What are the barriers to healthy processing after difficult assignments? Why don’t we do this more often?
  3. What are the impacts to ourselves and our clients when we don’t deal with our own trauma and difficult emotions after an assignment?