The language we use and how we interact with others can significantly influence our perceptions and attitudes. Regarding disability, choosing respectful, person-first language is a powerful way to foster a more inclusive environment where everyone feels valued.

This tool provides practical tips for:

• Using inclusive language.
• Navigating person-first vs. identity-first preferences.
• Practicing disability etiquette in professional and personal interactions.

By increasing our shared understanding, we can build a culture of belonging.

Putting the Person First

Person-first language emphasizes the individual before their disability. It affirms that people with disabilities are people first who happen to have a disability. Here are some examples:

• A person with a disability
• A person who uses a wheelchair
• A person who is blind or has vision loss
• An employee with a mental health condition

However, it’s important to note that some individuals and communities actually prefer identity-first language¹, such as “disabled person,” “Deaf person,” or “Autistic person.” This approach can reflect disability pride and view disability as a valued aspect of identity and diversity.

There’s no one “right” answer. The key is to respect individual preferences whenever possible. If you need clarification on which approach someone favours, it’s always okay to ask politely. When speaking generally, person-first language is often a safe default.

Not All Disabilities Are Visible

It’s essential to recognize that many disabilities are not immediately apparent. Conditions like ADHD, autism, chronic pain, learning disabilities, mental health disorders, and more may not have any visible markers. Someone may look “fine” on the outside while still facing significant challenges.

That’s why it’s crucial not to make assumptions about whether someone has a disability based on their appearance. Invisible disabilities are just as real and valid as those that are more obvious.
Avoid phrases like “you don’t look disabled” or intrusive questions about someone’s health. Instead, foster an inclusive culture where everyone feels comfortable requesting the accommodations they need to do their best work. Focus on the person and their abilities, not on prying into their private medical information. By staying open-minded, we ensure no one falls through the cracks or feels pressure to hide their disability status.

Respectful Terminology

Focus on using accurate, neutral language that doesn’t sensationalize, stereotype or stigmatize. Some respectful terms include:

Mobility Disabilities:

• A person who uses a mobility aid
• Wheelchair user
• A person with a physical disability

Hearing Disabilities:

• A person who is Deaf or hard of hearing
• A person with hearing loss

Vision Disabilities:

• A person with low vision
• A person who is blind

Communication Disabilities:

• A person with a speech or communication disability
• A person who uses an augmentative and alternative communication (AAC) device
• Emphasize that AAC users are communicating, not the device itself (e.g. “Jill communicates using her tablet” rather than “The tablet speaks for Jill”)

Cognitive Disabilities:

• A person with an intellectual disability
• A person with a learning disability
• A person with dyslexia

Mental Health Disabilities:

• A person with a mental health condition
• A person living with depression/anxiety/PTSD

Outdated terms like “handicapped,” “the blind,” or “special needs” can feel othering or reductive. They often reflect negative historical attitudes and medicalized approaches to disability. Whenever possible, use language that centers on the person, not the disability.

Appropriate Interaction Etiquette

Respectful disability etiquette is about treating people with disabilities with the same courtesy and respect you would show anyone else. Some key principles:

• Always ask the person how you can best assist them - don’t make assumptions.
• Speak directly to the person, not their interpreter, companion or service animal.
• Be patient and let the person communicate in their own way and at their own pace.
• Respect personal space - don’t touch mobility equipment or assistive devices without consent.

When interacting with someone with a mobility disability:

• Sit at eye level where possible for more extended conversations.
• Ask permission before moving someone’s equipment.
• Check the area around you for unintentional barriers.
• Never lean on or touch someone’s mobility aid.

For colleagues with vision disabilities:

• Identify yourself and others present.
• Offer your arm for guidance only if asked (i.e. give the person the option to be led by putting their hand on your shoulder or grabbing you by the elbow).
• Describe visual information and directions (i.e. “On your left, there is a potted plant, and we will be walking up a set of 5 steps before heading to the meeting room. Does that sound okay to you?”).

When communicating with someone with a hearing disability:

• Face the person and speak clearly at a normal volume.
• Use gestures and facial expressions to add context.
• Consider writing or using assistive devices if needed.

If a person has a speech or communication disability:

• Allow them to finish their own sentences.
• Ask for clarification if needed and repeat your understanding.
• Offer alternate communication methods if helpful.

For a colleague with a cognitive disability:

• Use simple, concrete language.
• Chunk information into small pieces.
• Allow extra processing and response time.
• Offer information in multiple formats (i.e. large print, using symbols or icons vs. complex language or acronyms).

Accommodations and Adaptive Equipment

Frame any discussions about accommodations and adaptive technology around the goal of providing meaningful access² and inclusion. Emphasize the person and avoid outdated, othering terms:

• “Accessible, barrier-free or universal parking” vs. “Handicapped parking”
  
• “Assistive software” vs. “Special needs program”
  
• “Communication supports” vs. “Special accommodations”
  
• “Service animal” vs. “Helper dog”

Remember, accommodations and adaptive equipment are just tools people with disabilities use to navigate the world and perform tasks differently. They don’t define the person.

Building an Inclusive Culture

We all play a role in building inclusive workplaces and communities. Consider holding awareness trainings, modelling respectful language yourself, and thoughtfully coaching others. Most importantly, ensure people with disabilities are included and have a voice within your organization. Their lived experiences and perspectives are invaluable for shaping a welcoming culture.

By implementing these inclusive language and etiquette practices into action, we can ensure that people of all abilities feel like they truly belong. Let’s commit to communicating and interacting in ways that celebrate diversity and empower everyone to contribute to their full potential.