VALORIZAÇÃO DA LIDERANÇA SURDA NO AMBIENTE INSTITUCIONAL: UMA ABORDAGEM ÉTICA, INCLUSIVA E DE GESTÃO DA INOVAÇÃO

Abstract

This article analyzes the valorization of deaf leadership in institutional environments through an ethical, inclusive, and innovation management approach. It discusses how deaf leaders challenge traditional power structures, oralist communication, and meritocratic criteria centered on hearing norms, proposing multimodal management models that recognize sign languages as legitimate epistemologies. The theoretical framework examines leadership and organizational diversity, institutional ethics allied to linguistic rights, effective inclusion, and transformative organizational culture. It is argued that barriers to deaf leadership are cultural and political, requiring bilingual policies, communication accessibility, and protagonist participation of deaf individuals in decision-making processes. The theoretical methodology is based on critical analysis of national and international literature on sociocultural deafness, diversity management, and organizational innovation. Results indicate that inclusive organizational cultures, marked by visual practices and respect for linguistic difference, enhance creativity, equity, and institutional resilience. It is concluded that deaf leadership is not an assistive concession but a strategic vector of social justice and innovation, calling on institutions to reconfigure norms to recognize deafness as a constitutive source of value. Future research is suggested on longitudinal trajectories of deaf leaders and comparative Brazil-international studies.