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Here’s Why Deaf People Hate the Medical Community

Here’s Why Deaf People Hate the Medical Community

Time after time I’ve read posts or watched vlogs of horror stories from Deaf and Hard of Hearing people dealing with doctor offices and hospital visits.

I’ve experienced many of these first-hand myself. It happens so often that I’m spurred to write this article to educate the medical community on what you need to know about your Deaf patients.

First, I’m primarily focusing on the “Deaf” community, those who are likely to have American Sign Language (ASL) as their first language, may not be fluent in English, and believe they are not “broken” and don’t need to be fixed by the medical community. This is the group that struggles against communication and accessibility barriers in hospitals, doctor’s offices, and in daily dealings with the public.

To ease this tension and foster a good doctor-patient relationship, you need to understand the following points:

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A Certified Interpreter is Vital

As I mentioned earlier, ASL is our first language and easiest for us to comprehend and communicate in. ASL is not a “translation” of English, it has its own grammar, syntax and rules. It uses the full range of hand movements, facial expressions, and body language to convey the message.

Because of the complexity of medical terminology, the gravity of the medical visit, the condition the patient may be in, and the need for clear communication – a Certified interpreter is required. There’s a huge difference between a certified interpreter who understands and can relay medical issues and someone who “knows how to sign”.

For example, a cardiologist hired an ASL student for a Deaf patient’s visit. The student struggled to come up with the right sign for certain words and the signing was not “smooth”, akin to someone pausing and saying “Ummm” a lot. The student signed to the Deaf patient “You have Heart Pain” to which the Deaf patient denied repeatedly. After several frustrated attempts back and forth it was understood that the doctor really said “You have Heartburn”. The Deaf patient gave up, wrote to the Doctor “I’m leaving! I’ll come back when you get a proper interpreter!”

Video Remote Interpreting (VRI) is not Accessible

Many hospital and large medical offices are relying on VRI, which is a laptop or monitor connected by Wi-Fi to an interpreter located off site. As cost effective this may be on administrative paper, it is not an accessible or effective means of communication for Deaf patients.

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As a matter of fact, we HATE it!

Forget the fact it takes forever to sign in, enter hospital name, department number, hospital floor, head nurse name, room number and patient name and account number, etcetera.

It uses the hospital’s Wi-Fi connection, which as many patients know, is very slow, frequently drops out, and requires frequent sign-ins. Then there’s the problem with viewing:

  • the screens are clumsy to position
  • it’s sometimes hard to see the screen from where we’re laying in the bed
  • the interpreter may not be able to see the Deaf patient or their Deaf family members
  • because of the Wi-Fi connection, there are frequent screen freezes so there are a lot of words missed
  • and lastly there are those who also have vision problems, or are deafblind, who prefer tactile sign language, rather than straining to see a flat screen.

This humorous clip demonstrates the frustrations of VRI.

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Stop Assuming We Are Mentally Deficient

Just because they are Deaf doesn’t mean they can’t grasp what you’re explaining to them. A missing sense doesn’t translate into missing brain functioning.

I have met countless of doctors, nurses and other professionals who upon learning that I’m Deaf and legally blind, automatically assume I’m incapable of daily self-care; then they’re surprised I actually have a Bachelor’s degree, married with children and independent and don’t need a “caretaker”.

We are fully capable of understanding you, and are able to participate in health decisions once the proper communication method is in place: which is an interpreter. Writing back and forth and lipreading is a lot less efficient than doctors realize.

Don’t Question Our Deafness

Many Deaf patients feel frustrated at doctors insisting on questioning them about the cause of their deafness when it’s irrelevant to the medical visit. Don’t ask why they do or don’t wear hearing aids or get cochlear implants.

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Like I said earlier, Deaf people feel that they’re not broken; they concentrate on what they can do with their rich culture just like anyone else, instead of concentrating on hearing, speaking, and assimilating into the “hearing” world.

Don’t Be Dismissive

Many Deaf parents, like myself, are frustrated by the dismissive attitude of doctors and nurses when they bring their children in for appointments or to the ER. The medical staff starts communicating with the child and don’t address the parent at all.

This may seem easier to deal with, but the child is still a child and do not understand the complexity of their medical needs. Children also don’t relay the full information back to their Deaf parents either which is also why you shouldn’t use them as interpreters as well.

Because of these frustrating experiences by Deaf patients, they tend to avoid seeking medical treatment, skip regular checkups and have an overall mistrust of the medical community.

So to better serve your Deaf patients and avoid costly lawsuits, it would be a good idea to simply use common sense, drop the stereotypical assumptions, and follow these simple tips.

Featured photo credit: Pixabay.com via pixabay.com

More by this author

Tracy Stine

ASL Tutor, Freelance writer & Blogger

Here’s Why Deaf People Hate the Medical Community

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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