People with visible or invisible disabilities often face prejudice, microaggressions, and ableist language. Well-meaning statements such as “he’s doing so well, considering…” or “she’s too young and beautiful to suffer this” sound rude or insulting to people with disabilities. When one makes an effort to look into the problems of a group or community, then one could better communicate with them and be an advocate for their rights.
Making assumptions
Making an assumption that a person will need help without seeking it or communicating it in advance is wrong. Help can be offered, but let the person decide whether to get it. For example, if a company is organising an off-site event that is a 10 minute walk away and makes an assumption that an employee who uses a wheelchair to get around will need transport and organises it without consulting him/her beforehand. In this situation, an assumption was made that the colleague in question could not get around on his/her own or with the rest of the group, but needed additional organisation. Although well intended, the offer of transport is not fair as it is not offered to everyone. A better scenario would be to include a line of text in the event information inviting anyone who needs organised transport to the venue to inform the event team in advance.
Employee benefits
Benefits that companies have traditionally seen as a reward for employees can be perceived as extra taxing, especially for neurodiverse people. Attending events, corporate luncheons or dinners, or traveling for work may not be seen by some people as a reward. People with autism, for example, follow a routine and prefer to eat at set times. Others may have travel anxiety. Still others might decline an invitation because the venue or dinner is inaccessible to them.
In large companies, a perk for employees in higher positions is the company car. However, if the employee who has reached this level is blind, an equivalent alternative should be offered for another mode of transport.
Inclusive language
In relation to people with different physical abilities, inclusive language puts the person first and the disability second. It is not recommended to use phrases such as “a deaf person”, preferably “a person who is deaf”. Any equipment that a person can use should be framed as something that helps the person, not something that limits them. An example of this is the expression “confined to a wheelchair”, the more inclusive alternative of which is “a person who uses a wheelchair”.
