Words are powerful. Even the smallest words, like he or she, can signify acceptance or rejection – respect or contempt. For people with disabilities, word choice has been a key issue for centuries. Derogatory and offensive terms like imbecile and idiot were once used in clinical settings throughout the 20th century. Even words like cripple were socially acceptable.
However, language is ever-evolving and society continues to make progress to use more inclusive, accurate, and accepting terms. Not only are offensive terms regularly banished from our vernacular, but people with disabilities and allies continue to work together to change how various conditions are discussed. This is progress.
One of the biggest changes in phrasing related to disability is the use of people-first language. The use of people-first language continues to grow but isn’t preferred by everyone who has a disability. Learn more about this word choice and why it is considered respectful.
People-first language
There are two common ways to talk about disability and the use of people-first language is the more popular out of the two. With this phrasing, the disability follows the person as a descriptor. For example:
- The student who is deaf
- A person with a disability
- An employee who uses a wheelchair
In these cases, the disability isn’t the first piece of information that the reader or listener engages with. Instead of emphasizing the condition (like saying “the deaf student”), you are emphasizing the person you are talking about, not their condition.
“Person-first language seeks to acknowledge the inherent and equal value of every individual, before attaching any other descriptors or identities the person may view as secondary or not intrinsic,” says Michelle Foley and Cristina Santamaria Graff, advocates and educators for students with special needs. “Countless individuals from various backgrounds, races, social groups, communities, or experiences are familiar with the isolation created by a lack of person-first language.”
There are many cases where a person’s disability is irrelevant to the situation – or a secondary part of the discussion. In this case, the person doesn’t want their disability to be at the forefront of their identity.
The American Psychological Association (APA) urges people to “put the person first,” in most cases. Other organizations, including Accessibility.com, agree with this method. Putting the person first discourages the practice of stereotyping groups of people – even subconsciously.
Identity-first language
The alternative to people-first language is identify-first, or the practice of placing someone’s condition as their main descriptor. For example:
- Deaf student
- Disabled person
- Disabled employee
While the APA doesn’t encourage the use of identify-first language, the professionals behind the resource guide understand why some people want to use these descriptors.
“Use of these honest, candid and less euphemistic terms and phrases enables groups and the individuals within them to ‘claim’ their disabilities with pride,” they explain. “By doing so, a disabled individual intentionally chooses an identity rather than allowing others — even well-meaning others, such as family, friends and medical professionals — to do so for them.”
A person might want their disability to be at the forefront of who they are because they want to celebrate what makes them unique.
“Identity-first language was born from the disability pride movement, which positions that disability is nothing to be ashamed of,” says Erin Hawley, communications consultant for the National Aging and Disability Transportation Center. “Also, they argue, the phrase ‘disabled person’ still has the word ‘person’ in it – and you don’t truly ‘see’ them if you don’t acknowledge their disabilities.”
The use of person-first language starts in the 80s and 90s. However, as more people started to celebrate their disabilities, they changed how they would prefer to be addressed.
Start with people-first language
The best phrasing to use around people with disabilities is the one they prefer. When talking with someone you don’t know, you can start with people-first language unless the person with a disability corrects you. If they want to be addressed identity-first, then you should switch to their preferred phrasing. Additionally, it’s okay to ask people how they want to be identified. It’s better to have the correct phrasing in place instead of guessing how someone wants to be described.
Keep in mind that people with disabilities aren’t a monolith. One person might be happy to identify themselves using a specific term or phrase, while another person might find that term offensive. By respecting the individual choices of the people you speak with, you can elevate the person while respecting the disability.
Also, some people don’t have preferences. You might talk with someone who doesn’t care whether you refer to them as a deaf person or a person who is deaf.
Place the person ahead of the policy
Many people feel comfortable approaching language on a case-by-case basis. However, this process gets more complicated when you are creating corporate policies and even publishing guidelines for your blog or website.
Tara Haelle is a science and health journalist who has written multiple guides on people-first language in media. In an article for the Association of Health Care Journalists (AHCJ), she explains that there are often conflicts between a publication’s style guide and the preferred terminology that a person uses. While your company style guide might emphasize people-first language, you may encounter someone who prefers to use identify-first monikers.
When this is the case, the individual’s desires should hold more power than the company’s policy. While the style guide is a useful tool for most descriptors, it can actually restrict how people identify if you aren’t willing to break the rules based on the personal preferences of people with disabilities.
Haelle explains that asking how people prefer to identify can expand outside of the realm of disability. She similarly asks people how they identify when using terms like “black vs. African American” or “Lantino/a/x vs. Hispanic,” when writing about people of color.
Use our resources to develop your guidelines
If you want to change how you address people with disabilities in your organization, we can help. At Accessibility.com, we have a glossary of terms where you can learn what words are offensive and which phrases to use instead. We also have voluminous resources available in our resources section.
Use these materials to develop your own internal processes. They can apply to your employee newsletter, customer-facing blog, and lead-generating marketing materials. By changing how you approach people with disabilities in your communication, you can create a more inclusive work environment and society.
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