Ten Rules for Disability-Inclusive Language
October is National Disability Employment Awareness Month. The aim is to showcase policies and practices to promote the inclusion of persons with disabilities within workplaces. We are happy to share “Ten rules for disability-inclusive language” written by I-House resident Srianusha Thotakura from Bengaluru, India. She prefers to go by the name Anusha. Her pronouns are she/her/hers. She is currently an LL.M. student at the UC Berkeley School of Law and a Program Assistant at I-House.
Anusha previously worked as a social justice researcher after receiving her law degree from O.P. Jindal Global University, India. She is very passionate about disability justice, sexual and reproductive health and rights, anti-carceral politics, gender rights, and labor rights. She is an avid reader, amateur Carnatic music singer, and food enthusiast. Anusha is a person with a disability. She acquired her disability about four years ago when she became blind. She believes in disability inclusion through education and awareness creation.
Did You Know?
One of the most important ways to ensure the inclusion of persons with disabilities is by using inclusive language. There is a lot of ambiguity and confusion as to what terminology is appropriate and acceptable with respect to disability.
Ten rules for disability-inclusive language:
1. Using person-first language is highly recommended. It indicates that the focus is on the person rather than their disability. For example, a person with a disability, a child with dyslexia, a man with an intellectual disability, etc.
2. Refrain from perpetuating labels and stereotypes. Language which may portray persons with disabilities negatively or overly positively should not be used. Referring to a person with a disability as worthless or incapable of living a decent life is extremely unacceptable. It is patronizing to call people with disabilities inspirational or super-human. Persons with disabilities can be successful and productive members of society. Using language that describes a person as ‘brave’ or ‘courageous’ can showcase persons with disabilities as inherently incapable of participating in everyday life.
3. Do not refer to a person’s disability unless it is relevant. Any communication should avoid using a person’s disability to describe a person and should only refer to the impairment of a person if it is necessary. For example, if web accessibility is being discussed, it is preferable to say that a website is not accessible for a person using a screen-reader rather than focusing on the impairment of a person and saying that a person is blind when not relevant. The language should be positive and empowering.
4. Do not make disability invisible. It is imperative that disability is openly and respectfully discussed, and the barriers faced by persons with disabilities are acknowledged. Conversations should be encouraged to include persons with disabilities in all spheres of life. Representation and participation of persons with disabilities should be prioritized.
5. Refrain from using euphemisms as they are often condescending. Terms such as ‘differently-abled’ or ‘specially-abled’ qualify disability as something special and extraordinary instead of acknowledging the challenges faced by persons with disability. Using these terms as an alternative for derogatory terms can often translate into being offensive. Special needs’ and ‘special education are also being increasingly rejected and should not be used.
6. People with disabilities should not be referred to as ‘patients’ unless in the context of medical care. The health condition or diagnosis of a person is not relevant and should not be used to describe a person. Phrases such as ‘suffers from a disability’ or ‘afflicted by disability’ should not be used as disability is not suffering and should not be portrayed so.
7. Do not misuse terms. Using words such as lame, insane, lunatic, or crazy in any context can be demeaning and offensive. It is also inappropriate to use phrases such as ‘blind as a bat’ or ‘are you dumb.’ Words used should be respectful.
8. It is strongly recommended to use the phrase ‘person without a disability’ to describe someone without a disability rather than terms such as ‘normal’ or ‘typical’. This suggests that persons with disabilities are abnormal and further stigmatizes them.
9. Be mindful of language which has been historically derogatory. Terms such as ‘handicapped’ are unacceptable. The meaning of the term can be understood by breaking the term down, ‘hand-a-cap’. Historically, it was associated with a person with disabilities holding a cap or a bowl and begging. It is offensive and stereotypes persons with disabilities.
10. In case of uncertainty, it is preferable that one asks a person or a group with a disability how they prefer being addressed. There is a variation in preference of terminology because of the diverse heterogeneous community of persons with disabilities. It is best not to make assumptions.
This is part of our “Did you know?” series, brought to you by the Robertson Center for Intercultural Leadership & Programs (CILP) team covering various topics on peace and social justice issues.