Job Seekers: Diversity, Disability & Best Practices
One of the biggest hurdles for employers when addressing workplace diversity is the language barrier. Many employers simply feel uncomfortable. They are afraid to do or say the 'wrong' thing. They do not understand the terminology or what is considered proper or 'out of bounds'. Because of this they feel uncomfortable working with employees with disabilities on a daily basis.
Job seekers are encouraged to engage in conversation with employers about terminology that is non-offensive. Employers are encouraged to simply ask when an issue arises and they do not know how to discuss the matter.
| Etiquette |
| General: |
The disability community is more comfortable with the term "person with a disability" than with "disabled person."
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| Slang: |
just as you do not refer to employees by their race or religion using slang terminology, you should avoid do the same with disabilities.
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| Retarded: |
not generally accepted. Developmentally Disabled is a broader, more catch-all phrase that recognizes the many types of developmental disability. It has replaced the older, more 'loaded' term. |
| Opportunity: |
Individuals with disabilities are often dismissed as incapable of accomplishing a task before even being given a chance to try. Do not assume you know a person's abilities. People who have motor impairments can dance and drive a car. People who are blind can own watches and visit museums. People who are deaf can enjoy music and talk on the telephone.
Give someone a chance. Be creative and see what happens. You may be surprised.
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| Inferiority: |
Just because a person may be impaired in a major life activity, does not automatically lessen their competence or require you as an employer to lower your standards. Speak directly about concerns. Approach problem areas with an open mind. As with any employee, seek simple, efficient, affordable tools or methods to help individual better perform work tasks.
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| Pity: |
People often want to feel sorry for individuals with a disability. Pity can lead to patronizing attitudes or re-tasking jobs to make them simpler. People with disabilities generally do not need or desire pity. They need opportunities.
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| The Spread Effect: |
People assume that an individual's disability negatively affects other abilities, senses and personal traits. For example: many people shout at people who are blind. A disability only affects the areas directly challenged by the disability. People fall victim to the spread effect when they forget about the person and only seeing the disability.
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| Stereotypes: |
The flip side of the spread effect are positive and negative generalizations people form about those with disabilities. For example: many believe that all people who are blind are great musicians, all people who use wheelchairs are angry, etc. Just like all people who are read-headed are not Irish or hot-blooded. Everyone is different; everyone is an individual. Allow everyone their opportunity to earn your respect.
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| Backlash: |
Some people believe that individuals with disabilities are given unfair advantages, such as easier work requirements. It is important that as an employer you communicate clearly what expectations are demanded of each employee.
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Missouri Developmental Disability Resource Center
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