Disability Inclusive Communication

Disabled people or people with disabilities – which is right? It’s a long-standing debate, and the truth is, there’s no single correct answer. I’ve spoken about this before, but I think it’s worth revisiting in more detail. Before I go any further, two things to make clear: this is my perspective as both a disabled person and a disability inclusion professional, and nothing I say here should ever override someone’s personal choice in how they identify. If someone you’re talking to is disabled and prefers one choice of words, that’s the phrase you should use without challenge. In the UK, many disabled people – along with disabled-led organisations – prefer ‘disabled people’ (identity-first language) rather than ‘people with disabilities’ (person-first language). Why? Because many of us align with the social model of disability, which was created by disabled people, for disabled people. The social model explains that we are disabled by society – by inaccessible environments, by the attitudes of non-disabled people, and by the ableism embedded into everyday life. It’s not our impairments that disable us; it’s the barriers we face. Our impairments are part of who we are, but they are not the primary cause of our exclusion. Because we are disabled by external barriers, we use identity-first language: disabled people. In contrast, ‘people with disabilities’ puts the focus on the individual and their impairment, as if that is the reason for their exclusion. The wording also suggests that disability is something separate from the person – as if it could be removed or left behind. Personally, I don’t find that an empowering way to look at it. Under the social model, if I can’t access a website, it’s because it wasn’t designed to be accessible. Under the medical model, it’s because my eyes don’t work. Fixing the website’s accessibility helps everyone; curing my blindness would only help me. The social model focuses on breaking down barriers for all. For me, understanding that it’s not something ‘wrong’ with me but the way the world is built was a real lightbulb moment. That’s why I – along with many others – choose identity-first language. While I respect the arguments for person-first language, it’s simply not my preference. And that’s ok. Ultimately, there will never be universal agreement on disability terminology. What matters most is that people feel comfortable with the language they use, and that organisations can clearly explain the choices they make around it. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

Creating a Neuroinclusive Workplace: The Importance of Providing Clear Information When fostering neuroinclusion, one of the most effective strategies is providing clear, detailed information about the workplace environment. This can significantly reduce anxiety and help neurodivergent employees feel more comfortable and prepared. Here’s how you can improve inclusivity especially for neurodivergent hires who may be more anxious not having clarity over expectations. Physical space: Share details about desk arrangements, hot-desking systems, and how to book spaces. Offer a map or virtual walkthrough to familiarise employees with the layout. Highlight quiet areas for those needing focus or a calm environment. Hybrid working: If hybrid work is an option, explain how to arrange it and the policies around flexible work. Logistics and wayfinding: Provide travel options, including public transport and parking details. Add key landmarks near the office to aid pathfinding. Office rules: Be clear about dress codes, food policies, and guidelines for using perfumes. Make sure there's transparency around language, hierarchy, and how to take breaks. Support systems: Assign a “work buddy” to help new employees learn the unspoken rules and norms. HR policies: Offer clear explanations of policies and expectations, including job roles. Provide a glossary if acronyms are frequently used. By being explicit and organised in sharing this information, you help build an inclusive and supportive workplace for everyone.

The research-backed view, emerging in recent years, is that neurotypical (NT) people and neurodivergent (ND) people are merely speaking different, but equally valid, social languages. As such, it’s on NT people, as much as it is ND people, to bridge the communication gap. While not everyone needs to become an expert on everything there is to know about autism, ADHD, and other neurodifferences, there are a few behaviors NT people can act on immediately to move towards a shared understanding with the NDs in their lives. * Check your assumptions. Beth Radulski, an autistic academic and researcher, advises allies not to assume that someone isn’t paying attention to what you’re saying simply because they aren’t ticking off all the boxes on your NT social cues checklist. Instead, gauge the outcome of the conversation for both of you. Was there shared understanding? Were mutual goals clarified? * Communicate clearly and unambiguously. This is certainly one of those areas where there’s a lot of variability between what works best for one person versus another, but as a general rule, you can’t go wrong with keeping your language free of euphemisms, sarcasm, and vagueness. * Stay flexible. Your ND coworker’s state of being is highly variable. They may have seemed just fine in that 9 am meeting, but don’t be surprised if their energy seems very different later that same day. Many ND people are susceptible to becoming overwhelmed or fatigued by sensory input. * Ask. If you’re unsure of what an ND coworker or other ND individual in your life might want or need, ask! One of the most important questions you can ask is, “How do you prefer to be communicated with?” #neurodiversity #neurodivergent

Story time: Last month I spoke at The Coca-Cola Company Career Month event, hosted by their Disability Inclusion Network. We had over 300 people in person and virtual. During the Q&A, someone asked a thoughtful question that deserved more than a quick reply. So instead of rushing to cover the silence, I said: “That’s a great question, let me take a moment to organize my thoughts.” I paused for 5 seconds, then answered. Afterwards, one attendee shared this feedback: “I loved the way she vocalized when she needed to take a minute to organize her thoughts!” You may be thinking "what's the big deal?" Here's why this matters: 🔑 Processing speeds vary. Some people need more time than others to process information. It could be because of ADHD, a learning disability, a brain injury, Long COVID, social anxiety or a new parent who didn't sleep last night. 🔑 Processing time is not related to intelligence. Needing a moment to organize thoughts doesn't mean someone isn't capable. Many times it leads to more thoughtful responses. 🔑 Forcing a quick answer can cause stress and anxiety. Then, the more anxious someone feels, the slower they may process information. Here's simple things YOU can say to make someone feel safe: - "Take your time." - "If you need more time, feel free to email me after the meeting." - "Thank you for that thoughtful response." - "Great question. Let me gather my thoughts.” (model it) A couple more actions to try for your next meeting: - Send agendas and materials in advance. Let people review topics early so they can prepare - Build in time for questions. - Give thinking time. For example: “Let’s pause for two minutes to gather our thoughts before we discuss." - Avoid putting people on the spot or give them the option to respond later. Try "Joe, I’d love your input on this. Would you like to speak now or email me afterward?" It’s OK to pause. It's OK to need time to gather your thoughts. Rushing, rushing, rushing is not the way to be effective at work. I think we can all afford to take a moment to pause, breathe, be patient, and make time for everyone to participate. 😊 What are your thoughts on this? Thank you Coca-Cola for this opportunity to discuss neurodiversity and my career journey! #neurodiversity #CognitiveAccessibility #Neuroinclusion [Image Description: Photo 1: Group photo of Margaux with Coca-Cola team members in front of the event stage Alisa Fiser, Shayla Frinks, MBA, SPHR, Magdalena Lopez, Katharyne Gabriel, Margaux Joffe, Kevin M. Smith, Esther Ruiz Isart, Stephen Mulvenna (from left to right). Photo 2: Margaux and Katharyne seated on a stage speaking in a fireside chat. Behind them a large pink screen with their headshots, Katharyne Gabriel, Sr VP people and Culture NAOU, Margaux Joffe Founder, Minds of All Kinds. The Coca-Cola Company Thrive logo. Margaux is wearing a white suit with a navy blue shirt and green heels. Katharyne is wearing a bright pink blazer, jeans and a Fanta T-shirt. ]

The phrases “differently abled,” “specially-abled,” and “special needs” when used in conversation with me, are deeply frustrating. These euphemisms are often well-intended, but they feel patronizing and disrespectful to the person they describe. People with disabilities deserve the dignity of being addressed in a way that reflects their own identity and experiences. One of the best ways to foster respectful and inclusive communication is by simply asking, "What language do you prefer?" Taking this small step ensures you're honoring the person’s autonomy and preferred way of being addressed Equally important is actively listening to the language someone uses to describe themselves. If they say they’re autistic, for example, follow their lead. There’s no need to use different language when the person you're communicating with has integrated "autistic" into their identity. Trying to find alternative terms can sometimes signal discomfort with their identity, not respect. Respecting someone's language preferences isn’t just about words—it’s about recognizing their personhood and the power of their self-identification. Let’s do better by listening first and speaking second. Alt: a pretty lady looking with a side-eye focus with a written caption: If you call me wheelchair bound, differently able, or specially abled after I've asked you to use different language, you deserve all the side-eye I am sending your way. #DisabilityPride #InclusiveLanguage #Respect #disability #inclusion #accessibility #diversity #AccessibilityMemeMonday https://lnkd.in/gAuV49Cz

4 tips on allyship for disability inclusion at work: 1. Work on your own discomfort with disability. That's something that you can take accountability to work on yourself instead of bringing your discomfort to your disabled colleagues or expecting them to resolve it for you. 2. Meet people’s access needs without requiring them to directly disclose their disability or "prove" it. How refreshing it would be if your disabled colleagues could simply state their access needs without being asked why or for documentation. I should be able to request captions without naming a reason. I benefit from captions. It doesn't matter whether I benefit from captions due to my hearing disability or if I had another reason like an auditory processing disorder or being an English language learner. Creating this kind of environment is transformative not only for disabled employees but for everyone. 3. Once you know about an access need, keep advocating without naming names. A specific employee might have an access need like a fragrance free space, but there is no need to name them when advocating in the future. Sample script: "This isn't accessible for everyone. We need..." 4. Be the person who asks this question: "Have we considered disability + accessibility?" You don't have to know all the best practices to create change. You can be the conversation starter and the one who makes sure disability and accessibility aren't left out. Is this helpful? What other suggestions do you have? #DisabilityInclusion #Disability #WorkplaceInclusion

A lot of my past managers feared my Disabilities. Some chose not to talk about the rhino in the room. Some chose to label me difficult for daring to say anything. Some ignored my adjustment requests, and one actually went as far as to scream and shout at me for saying something was inaccessible in a meeting. Yes, I have had a lot of managers who didn’t understand nor care to understand Disability, but I’ve also had some incredible managers. Managers who went above and beyond to support me, to ensure I was heard and seen, to ensure I had equitable support and opportunities, who made a difference to me within the workplace. One manager can make a difference. So today, I wanted to share some tips that can help people managers be more inclusive of Disabled colleagues, but also shout out to all those incredible managers who make a difference, who go beyond, and who show us that inclusion isn’t just empty words. Image Description: A Disabled By Society graphic. The title reads, “Ways people managers can support Disabled colleagues”. Below are 12 colour squares with stick person clipart and a statement below, they read: 1. Create a safe space – hands placed above a group of people. 2. Be open – an open door. 3. Listen with intent, not to react – a visibly disabled person shaking hands with someone. 4. Be flexible – a person using a seat to stretch. 5. Use preferred communication – two bubbles representing communication. 6. Don’t assume, always ask – a person who has decided to guide a person using a cane without being asked. 7. Respect boundaries – a person drawing a circle around another person. 8. Do self-learning – a person using a computer. 9. Be accessible – the global accessibility symbol, only instead of a stick person being inside a circle, it is a circle of people.  10. Know adjustments process – a person holding a large magnifier. 11. Check in – a person using a cane speaking to another who looks confused. 12. Take lead from colleague – a person pointing at themselves. #ThursdayThoughts #DisabilityInclusion #DiversityAndInclusion #DisabledBySociety

Language shapes perspective* There's a subtle but powerful difference between saying "an autistic person" and "a person with autism". This distinction is often described as identity-first language versus person-first language. While both refer to the same thing, they can shape how we see someone in very different ways. Person-first language ("person with autism") aims to emphasise the individual before the diagnosis. But it can also unintentionally suggest that autism is something separate, something carried or something that could be removed. Identity-first language ("autistic person") recognises autism as an integral part of someone's identity. It's not an add-on, not an accessory, but a core aspect of how they experience, communicate and understand the world. Neurology is not an accessory. It cannot be put on or taken off. Neither approach is universally right or wrong. What matters most is listening to how autistic people choose to identify themselves. But it's important to reflect on how our language reflects our assumptions. Do we see autism as a condition to fix - or a difference to understand? Do we focus on deficits - or on people? Small shifts in language can lead to big shifts in empathy, respect and inclusion. #Autism #Neurodiversity #MentalHealth #InclusionMatters #SEND

Yesterday, I posted about my preference for using identity-first language (e.g., I am ADHD or I am Autistic) and was met with a variety of responses Some sharing their own language preferences Others outright dismissing it as “gibberish.” 👀 This sparked a lot of thought, and I realised it’s worth breaking down the difference between identity-first and person-first language and why it’s so important to respect everyone’s choice of language. Here’s the distinction: 💙Identity-first language (e.g., I am Autistic or I am ADHD) ✔️ Recognises neurodivergence as a core part of someone’s identity. ✔️It’s not something separate from who we are—it’s part of how we think, feel, and experience the world. 👉Many neurodivergent people prefer this because it feels empowering and authentic. 💙Person-first language (e.g., I have ADHD or I have autism) ✔️Emphasises the individual first and the condition second. ✔️It’s often used in medical or clinical settings. 👉It is preferred by some because it separates their identity from the diagnosis. Neither is wrong—it’s about personal preference. For me, identity-first language feels right because being neurodivergent shapes so much of who I am. But that’s my choice. Someone else may feel differently, and that’s equally valid. The important thing is that we respect how each person identifies and describes their own experience. Language is powerful, and when we honor others’ preferences, we’re creating a more inclusive and supportive space. Let’s keep this conversation going—what language feels right for you? What else would you add as to why you choose people or identity first language? 👇 #neurodivergent #adhd #language #inclusion

Someone reached out to me recently about an upcoming event, and their approach stunned me—not because of what was being asked, but HOW it was being asked. Instead of: Do you need special accommodations? Or: Can you handle stairs? The question was framed as: Would you be comfortable using the stairs to go down one flight or would the main level work better for you? Notice the difference: ✅ It assumes capability, not limitation ✅ It offers options without othering ✅ It puts comfort and preference first ✅ It treats accessibility as normal planning, not special treatment When we frame accessibility questions thoughtfully, we: ❤️ Remove stigma and awkwardness ❤️Make everyone feel valued and considered ❤️Create psychological safety for honest responses ❤️Model inclusive behavior for our entire organization When one person demonstrates inclusive communication, it ripples across everyone that sees it. Remember 1. Your words matter. 2. The way you ask questions shapes culture. 3. Small changes in language create massive shifts in belonging. What’s one way you could reframe a question to be more inclusive in your workplace? #InclusiveLeadership #Accessibility #WorkplaceCulture #DEI #Leadership #Inclusion #Communication #BelongingAtWork ❣️❣️❣️❣️ I made sure to thank this person privately—because when someone embraces inclusive language , recognition matters too.