Introduction:
In the realm of disability discourse, the choice of words becomes a potent tool to articulate barriers, disadvantages, and discrimination. This blog delves into the nuances of language policy, advocating for a mindful consideration of the words we choose and the profound impact they carry. By challenging negative narratives and stereotypes, we can cultivate a culture of inclusivity and understanding within organizations.
Respectful Language
Current terminology surrounding disability often carries negative and medical connotations, perpetuating myths prevalent in everyday conversations. Words like 'disability' attempt to encapsulate 'personal difference,' 'labelled group,' and 'inequality.' However, the focus should shift towards promoting respectful language that prompts individuals to contemplate the meaning and context of their choices, especially in public documents where terminology plays a crucial role in defining organisational culture.
The Workplace as a Potential Source of Barriers:
The workplace, often unintentionally, presents barriers through organisational and institutional practices that may contribute to disabling people. It is crucial for professionals to feel empowered to participate fully, irrespective of whether they have impairments themselves.
Words to Use with Care in the UK:
1. Ableism: A societal oppression embedded in workplace language, comparable to other forms of systemic discrimination such as homophobia, racism, sexism, classism, ageism, or religious intolerance.
2.D/deaf and Disabled People’s Organisations: Organisations and groups run by Disabled people, including those who identify as Deaf and/or have their own language, such as British Sign Language in the UK.
3. Institutional Discrimination: Organisational oppression directly affecting disabled people, unchallenged within the workplace and across institutional boundaries.
4. Disabled People: The capital 'D' is used by those aligning with the Disabled People’s Movement, reflecting a political choice rooted in Disability Studies. In the UK, 'disabled people / dp' is preferred over 'people with disabilities.'
5. The Disabled Population: Acknowledging the large number of individuals experiencing ableism, 'population' denotes a statistical group. Not all disabled people identify with being Disabled, or join the Disabled People’s Movement, and some may not even like the term 'disabled.'
6.The D/deaf and Disabled People’s Civil Rights Movement: A network of disabled individuals, some supported by allies, viewed as a civil rights group, comparable to feminist or anti-racist movements.
Myths and Assumptions:
1. Scale: Challenge the myth that disabled people are a small, separate group by describing them as the 'world majority'—1 to 2 in 10 people could identify as disabled.
2. Fitting In: Avoid polarising disabled people as a separate subgroup. Instead, recognise them as part of a population facing common disadvantages.
3. Societal Impact and External Cost: Present any cost of employing disabled individuals as a good investment to secure a more inclusive culture and a larger talent pool.
4. Illness and Institutional Practice: Differentiate between illness and disability to prevent viewing the disabled as having a problem to be cured.
5. Personal/Private Boundaries: give disability and illness separate definitions in workplace conversations /policy/guidelines in order to address the barriers, discrimination, and inequality the disabled population face with intent.
The Legitimacy Gap – The Medical Model:
An ethical articulation of accountability is one that qualifies equality and diversity, and helps all workers speak with confidence when addressing ableism in everyday practice. |
A legitimacy gap arises when organisational storytelling fails to demonstrate accountability, and diverges significantly from a narrative that hours the interests of the disabled population.
Acknowledging the character of this gap, for example, the significance of the Medical Model, allows business leaders to respond effectively in both personal and public conversations by addressing specific barriers, discrimination and injustice disabled people face in conversation.
In Conclusion:
Understanding and embracing respectful language while dispelling myths in conversation about disability can help organisations create an inclusive and empowering environment for all. By fostering a culture of awareness and sensitivity, business leaders can contribute to breaking down barriers and promoting equality within our workplaces and beyond.
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