In honor of this week\u2019s 20th anniversary of the Americans with Disabilities Act, I am running articles and commentary pertaining to workplace issues and hiring practices, accessibility, advocacy and awareness. I invite you to submit your own. <\/p>\n
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Speaking in the Language of Awareness<\/b><\/p>\n
<\/strong><\/p>\n When I interact with the public in either my professional or personal life, I seldom consider my blindness to be a barrier to an effective conversation, but those with whom I am speaking quickly remind me it can be. Their discomfort is palpable, their curiosity obvious. The specific nature of our conversation becomes secondary to what is really on their minds: How do I address a person who is blind? Can I ask about it? What should I say? Most people seem to be asking me to put them at ease before we can proceed with a discussion.<\/p>\n <\/p>\n My experience has been that most people want to do the right thing, but they simply do not know what the "right thing" is. This has also proved true with other speaking professionals. I am frequently consulted on the appropriate language that should be used when presenting to diverse audiences. For speakers who give presentations in either the corporate or community setting, below is a short tip list on the language of awareness that you can use to make your talks more sensitive, accurate and inclusive.<\/p>\n <\/p>\n Put the individual before the disability. For example, replace language such as, "handicapped\u201d or \u201cmentally slow\u201d, with, \u201ca person who is disabled\u201d, \u201cpeople who are blind\u201d, or \u201cchildren who have developmental disabilities\u201d. This is respectful and empowering, as it places the emphasis on the individual as opposed to defining that person by their disability. This practice is usually referred to as \u2018People First\u201d language. People first language is the use of respectful and accurate terminology that is preferred by people with disabilities.<\/p>\n <\/p>\n Avoid euphemisms. It is not necessary to use phrases, such as \u201cdifferently abled\u201d, \u201chandy-capable\u201d, or \u201cchallenged.\u201d This implies that disability is not a topic that can be discussed in a straightforward manner, and it only emphasizes the differences between us.<\/p>\n <\/p>\n Avoid dramatic language or language that sensationalizes disability.<\/p>\n Using phrases, such as \u201cafflicted with\u201d or \u201csuffers from\u201d, reinforces the idea that the individual is a victim.<\/p>\n <\/p>\n Here are other examples of positive and affirming language versus insensitive or negative language. Instead of \u201cpsycho\u201d or \u201cmentally defective\u201d, say \u201ca person with a mental illness\u201d or \u201ca person with an intellectual disability."<\/p>\n If you know of someone who has a sensory disability, they can be referred to as \u201ca person with low vision\u201d, or \u201ca person who is deaf\u201d, as opposed to "the blind guy," "sight challenged,\u201d or someone who \u201csuffers from hearing loss\u201d.<\/p>\n If you know of someone who is paralyzed or is unable to ambulate, that person is said to be mobility impaired, not \u201ccrippled\u201d or \u201cwheelchair bound.\u201d That individual is simply a person who uses a wheelchair.<\/p>\n <\/p>\n You personally may not know many people with disabilities or any at all. Therefore, you may not have considered why it might be important to alter your vocabulary in this way. It\u2019s true that the person standing before you may not appear to have a disability, but they may be married to, related to, or care about someone who does. If you are speaking in front of a group, there is no way to know which members of your audience fall into which category. Using the language of awareness is an act of courtesy and respect that can set a powerful example for others to follow in their everyday communication. <\/p>\n Copyright 2010 by Laura Legendary.<\/p>\n","protected":false},"excerpt":{"rendered":" In honor of this week\u2019s 20th anniversary of the Americans with Disabilities Act, I am running articles and commentary pertaining to workplace issues and hiring…<\/p>\n