What are some examples of inclusive language for people with disabilities?

Learn from those with lived experience. But recognise we are human beings. Not subjects of pity (or scroungers). Not are we 'inspiring' just 'cos we live our lives. Neutral or positive language descriptions: I am a wheelchair user. Not wheelchair bound. And I am disabled. Disability is not a dirty word...

Using inclusive language is not only a matter of politeness or correctness, but also a way of creating a positive and respectful work environment. It shows that you recognize and appreciate the different.

Put the person before the disability by using person-first language. Instead of saying "disabled person," say "person with a disability." This emphasizes the personhood of individuals and avoids reducing them to their disability. Avoid using outdated or derogatory terms that may be offensive or stigmatizing to people with disabilities. Instead, use respectful and neutral language that focuses on the individual rather than their condition or limitations. Respect individuals' preferences for how they wish to be referred to and described. Use the terminology and language that individuals themselves use to describe their disability or condition.

Rather than defining individuals by their disability, inclusive language focuses on the person first. For example, saying "person with a disability" instead of "disabled person" emphasizes the individual beyond their disability. Refer to "people who use wheelchairs" rather than "wheelchair-bound" to highlight their independence. Opt for "person with autism" instead of "autistic person" to acknowledge their personhood first. This approach fosters a respectful and supportive environment, promoting equality and reducing stigma. It reflects an understanding that disability is just one aspect of a person's identity, not the defining feature, encouraging a more inclusive and empathetic society.

Focusing on my personal experience with neurodivergence, I prefer to say "my son is autistic" instead of "my son has autism". People have different preferences, and we should respect and try to follow their preferences if they differ from ours, but this is mine because "having" something implies that it is a disease or condition that can be treated. Autism doesn't define my son fully, but it is certainly part of who he is, hence I prefer to use "is autistic" as a fact or description, just as I might say "is happiest outside" and "is 6 years old".

Avoid terms that can be demeaning or diminish their dignity. Terms like "handicapped," "crippled," or "wheelchair-bound" imply limitation rather than ability and independence. "Suffering from" or "victim of" suggests helplessness and is better replaced with "has [condition]." Avoid outdated terms like "mentally retarded"; instead, use "intellectual disability." "Normal" when referring to people without disabilities can create an unnecessary division; "non-disabled" is preferable. "Mute" should be replaced with "non-verbal" or "person who uses alternative communication." By consciously choosing language that respects and values people for who they are, we contribute to a more inclusive and respectful society.

When discussing disabilities, precision in language is essential. Referring to someone as "confined to a wheelchair" can suggest limitations, whereas "wheelchair user" emphasizes mobility and independence. Similarly, replace outdated terms like "mentally retarded" with "intellectual disability" to reflect current understanding and respect. This careful choice of words upholds the dignity of individuals, promoting an inclusive environment where everyone's capabilities are recognized.

Eu tenho apenas 1 opini?o: Enxergar todos igualmente e tratar todos com igual respeito. Os termos podem ser importantes ? Sim, mas nada substitui uma pessoa que possui forte empatia, independente de qualquer circunstancia.

It can be helpful to use publicly available resources, like the American Psychological Association (APA) Style guidance on bias-free language. It is important to stay up to speed with latest changes regarding what language is preferred in a given context as acceptable or preferred terminology is dynamic. When working with clients, it can be helpful to discuss preferred language, as this is not always universal across sectors or projects.

A quick call-out for those seeking to improve on inclusive language. The terms “neurodivergent” and “neurodiverse” are not synonymous and cannot be used interchangeably. Just as one person cannot be diverse, they can also not be neurodiverse. Neurodivergent would be an umbrella term for folks who may be Autistic, OCD, ADHD etc. Neurodiversity is a collection of different neurotypes: neurodivergent and/or neurotypical groups, celebrating each other’s strengths and differences.

I would like to encourage people to use autism instead of asd. No one wants to be “disordered”. And it’s lazy when autism is just two more letters.

To foster a more inclusive environment, adopting precise language is essential. When discussing neurological differences, opt for terms like "neurodiverse" or "neurodivergent." This respects the individuality of conditions such as autism and ADHD. For visual and hearing differences, the terms "visually impaired," "blind," "hearing impaired," and "deaf" accurately describe a person’s sensory experiences without reducing them to their disabilities. Additionally, describing someone as a "mobility impaired" or "wheelchair user" focuses on their mobility rather than limitations. By using these terms, we support a culture of respect and acknowledgment of diverse abilities.

If you are confused, always prefer to ask. That is the best answer in not only such settings but also other personal and professional settings that thrive on diversity. The other side of this suggestion is that you should never assume. Do not assume that a wheelchair user cannot participate in physical activities, or the person in front of you does not have any disability (as invisible disabilities exist too).

Active listening is essential when using inclusive language for people with disabilities. Start by acknowledging each individual's preferred terms and adjusting communication styles accordingly. Respecting personal boundaries is crucial; some might share their experiences freely, while others choose privacy. Strive to understand and honor these preferences without assumption, ensuring interactions are respectful and personalized. This approach not only promotes inclusivity but also enriches mutual understanding.

At an individual level, it is important to firstly consider do you need to refer to someone's disability in the first place? If no - then don't. If it is relevant - then of course ask the person how they wish to be described and respect their wishes. At an organisational level, engage with your employees who have a disability such as through employee networks to agree on what language will be used in broad communications, and document WHY this choice has been made so people can understand the reasoning behind it - and revisit this on a regular basis to ensure it remains current with the needs and wishes of the community.

Approach conversations with respect and an open mind, prioritizing the person's autonomy and preferences. Ask how they prefer to be described or addressed if relevant to the conversation, and listen attentively to their response, showing willingness to adapt your language accordingly. Avoid making assumptions about their experiences or abilities. When discussing accommodations or assistance, frame your questions in a way that focuses on the individual's needs and preferences, such as "How can I best support you?" or "What accommodations would make this environment more accessible for you?" This respectful approach fosters an inclusive dialogue where everyone feels valued and heard.

Active listening is very important here. One good script to use are: ‘I heard [repeat what you said] is that right?’ It gives both parties a safe space to check and confirm they’re on the same page.

When we misstep with our words, a sincere apology is essential. Acknowledge the mistake, express regret, and ask how to improve. Commit to learning more about inclusive language, especially around disability, to avoid future errors. Engaging with educational resources or disability advocacy groups can enhance understanding and sensitivity. This proactive learning turns a misstep into a stepping stone for personal and professional growth.

Hey, we're all human, right? We goof up and say stuff we shouldn't from time to time. It's cool. But when you realize you've dropped the ball with a cringy term or an insensitive comment, don't dodge it. Just own up, say sorry, and really mean it. No need to go all defensive or downplay it. Own your oops moment, express your regrets, and ask for guidance on how to do better next time. Be genuine, learn from it, and make sure not to pull the same blunder twice. We're all in this learning curve together.

In addition to this, we are all constantly learning and updating our knowledge in a fast paced and changing area. What’s most important that people are trying and learning to use the best inclusive language available to them.