Click on the below accordion to find tips for positive and inclusive language.
Subtle language changes can make a big difference to the inclusive culture of your organisation.
Avoid terms like ‘special needs’, ‘differently abled’, ‘person of all abilities’ or language that implies a person with disability is inspirational because of their disability.
Avoid deficit language like “you must be blind” when someone can’t find something.
‘Person with disability’ identifies the person rather than the disability.
For example, use ‘person who is blind instead’ of ‘blind person’.
The disability community is diverse and some people do prefer identity-first language, like ‘I am Autistic’ over ‘I am a person with Autism’.
The best thing you can do is listen and take their lead. It’s okay to ask too if you are unsure.
If a person with disability has an interpreter or support worker, don’t speak only to the support worker.
Continue to make eye contact with the person directly, the support worker or interpreter are there for support only.
The most important thing is to be natural and speak in a normal tone.
Even if you are nervous about saying the wrong thing or causing offence to a person with disability, it is really important to continue having a two-way conversation to build understanding and ensure everyone feels comfortable.
Try not to try too hard!
Everyone - even people with disability - will get it wrong occasionally.
If you are open, flexible in your approach then the conversation will progress naturally just like any other conversation.
Some people with disability may not want to ask for help because they are embarrassed that people will judge them or lose faith in them being able to perform their role.
Offering help instead of assuming a person with disability needs help, shows that you care and indicates that people can come to you because you have shown that you are willing to support them.