Disability Inclusive Communication

I just had a Zoom interview for a position I'm super excited about, and the interviewer did something I've never experienced before. After he asked each question, he typed it into the chat box in Zoom. This was such a simple gesture, but it was a GAME CHANGER for me as someone with #ADHD. This interviewer's proactive approach to making the interview process more accessible made me want to be a part of their team even more than I already did. In past interviews, I've sometimes found myself halfway through a response to an interviewer's question and unable to remember exactly what the question was. This was especially true if the question had multiple parts. (And the ADHD urge to go on tangents while speaking can be STRONG.) Having the interview questions in front of me, in writing, both calmed my nerves and allowed me to make sure I clearly and directly answered each question. So based on this experience, I have some advice. If you're interviewing someone virtually, add your questions to the chat box as you go. Your interviewee might be reluctant to ask for this, but it may help them shine. And why wouldn't you want to give a candidate the best possible opportunity to shine? If you're a candidate interviewing virtually, ask your interviewer to add the questions to the chat box as the interview proceeds. Either the interviewer will agree, making the interview less mentally taxing for you, or they'll refuse, which will give you some insight into their (lack of) willingness to accommodate other people's needs. And that alone may tell you more about whether you want to work for that person than anything else that happens during the interview. #interviewtips #accessibility #neurodiversityatwork #neurodivergence #inclusion

🛑 Stop Saying These 6 Euphemisms 1. Special Needs 2. Differently Abled 3. Cripple 4. Physically Challenged 5. Mentally Challenged 6. Handicapped 👉 Please say the word, DISABLED. Disabled is NOT a dirty word. Disability makes people uncomfortable, I know that. People want to make the situation more comfortable for them, so they use a euphemism, but then say to us, “Because I don’t see your disability.” I don’t know how you missed it, I’m sitting in my wheelchair and braces, right in front of you. As an example, “differently-abled”. I’m not differently-abled, my disability prevents me from being a trapeze artist. Fact. All those euphemisms in my video are icky and really make me just a little nauseous. Please stop using them. Just say the word, disabled. I want to speak to one euphemism, “special needs”. I hear a lot of parents use that word when referring to their children. I hear it and I have so much love and compassion for you. This is not the way it was supposed to be. You weren’t thinking, when you were pregnant, that your child would be born disabled. But, your child doesn’t have special needs, they have RIGHTS. Those rights deserve to be met. They have the right to live in a society that has ramps and elevators, instead of steps. They have a right to an education that meets their needs just as it does their non-disabled counterparts. They have the right to access medical care that gives them a chance for a healthy, long, life. If your child hears you use the word disabled, they learn to be comfortable in their bodies and in their reality. The reality is they are disabled, and their disability should be normalized because your child is just as wonderful as any non-disabled child. Please stop using the word, "special needs", when referring to them or us. Disabled isn’t a dirty word. Thank you for your time! 🙏 What euphemisms have you heard? Let me know in the comments.

AI just gave a 10-year-old superpowers! Meet Kendyl. She was born deaf and has used sign language since she was six months old. But now, thanks to AI, she can see conversations in real time. She recently tried on a pair of AI-powered glasses by Hear View that transcribe speech into live subtitles—displayed directly on the lenses. Not only does this help her understand others, but it also allows her to practice speaking by checking if her own words appear correctly on the screen. These glasses cost AUD $2,400, but can you really put a price on breaking down communication barriers? ↳ AI is turning accessibility challenges into solvable problems ↳ Technology isn’t replacing human connection—it’s making it stronger ↳ The future of communication is already here Kendyl just unlocked a new way to experience the world. And this is just the beginning. #AI

I've noticed that many employees disclose their disabilities then don't receive the desired responses from their leaders or colleagues. They disclosed one of the most vulnerable parts of themselves, and wonder why their leader or colleagues aren’t responding in an understanding manner. Often, the disclosure was the disability alone. But telling people your disability doesn’t automatically tell people how to interact with or better understand you. Even if you disclose to an expert on your disability, they don’t know exactly what that means for you from the diagnosis alone. For example, I’m autistic and brain injured. vs Because I'm autistic, I don't pick up on subtle cues and do better with direct communication. I tend to be straightforward and I find that conversations go more smoothly when people realize that I say exactly what I mean, without any hidden meanings or implications. I also interpret others' words by the dictionary definitions. And because of a brain injury, I can get overstimulated easily which could lead to seizures. At those times, I need to go somewhere quiet to decompress. The first one says nothing to help others understand me. The second explains the nuances I hope people understand about me, and how they can support me. We can simplify and improve our interactions significantly by speaking to what matters most - not just the disability itself, but what the disability means for us, what we need, and how we need it. (Often, we can say that without disclosing the disability if we don’t want to.) So, next time you seek understanding or support around your disability, try saying what you actually need or the specific points you want others to understand instead of solely disclosing your disability. #DisabilityInclusion #DisabilityAwareness #neurodiversity

Listening is necessary. Listening is complex. And listening neuroinclusively 🦋🧠 ♾ requires letting go of biases. In this article, I discuss how managers (but also people, in general) could develop neuroinclusive listening skills. This requires letting go of biases, such as biased interpretation of body language and the habit of looking for hidden cues where there are none - just honest and straightforward communication. 🦋🧠 ♾ Neurodivergent Body Language It is crucial to avoid assumptions: for instance, limited eye contact from an autistic person might not signify disinterest – it might be a sign of focusing on the content of communication. Likewise, an autistic person or ADHDer might fidget not out of impatience and definitely not out of disrespect, but as a self-regulation mechanism. Focus on what the neurodivergent person is saying, and do not be distracted by trying to read their body language, unless something appears to be a clear sign of discomfort. In that case, it could make sense to ask directly how someone is feeling, rather than jump to a conclusion – they might be stressed by the topic of your discussion, or they might simply be cold. Understanding what is happening can help address concerns immediately and make necessary adjustments. 🦋🧠 ♾Unique Communication Needs Some employees may prefer written interactions that involve technology and asynchronous communication that allows time for careful expression of points. To support these employees, managers then can communicate active listening via written, verbal, and especially action follow-up. Inclusive listening is a must for inclusive workplaces. #neurodiversity #management #HumanResources #communication #employees #EmotionalIntelligence #culture #inclusion #PsychologicalSafety #diversityequityinclusion #neuroinclusion #neurodiversityatwork #listening #activelistening #actuallyautistic #Autistic #Adhd #autism #neuroinclusive #managers #leaders #inclusiveleadership #leadership https://lnkd.in/gUTTFQyk

🧨 Trigger: Ableist language and outdated terms Seriously, don't read this if you are uncomfortable with disability terms that shouldn't be used anymore. This is an educational piece. Many don't know these terms are outdated. On the flip side, a disabled person thinks the term should never be used. There are almost always exceptions. If someone self-identifies using an unpopular term, we must respect that. The use of the term is about the person, not everyone else. * Impaired, disorder, severe, high-functioning, low-functioning Examples: hearing impaired and visually impaired. I don't use "impaired" when it comes to disabilities. However, I have friends who self-identify as hearing impaired or visually impaired. Please respect their choices. Of course, when referring to the general group and not an individual, we use "deaf, hard of hearing, and hearing disabilities" and "blind, low vision, and visual disabilities." The same applies to disorder, severe, high-functioning, and low-functioning. Avoid using these unless quoting someone or their preference. * Asperger's There's a movement away from using Autism Spectrum Disorder (ASD). Use Autism and Autistic. * Wheelchair-bound, housebound, confined to a wheelchair Use "person who uses a wheelchair." * Special needs, special We don't have special needs. Everyone has different needs. My special needs are chocolate, peanut butter, and coffee 😎 My access needs are seeing faces, captions, non-audible alerts, and more. * Euphemisms for disabled and disabilities Euphemisms like handicapable, all abilities, different abilities, or diffabilities hurt more than they help. Some allies think they're making disabilities positive with these euphemisms. Instead, euphemisms cause people to shy away from talking about it. Disabled and disabilities are not bad words. They're a fact. * Suffers from, suffering Avoid these. Be aware that some individuals will use these terms in describing their condition or disability. Respect their choice. * Down's syndrome, Tourette's syndrome I'm still working on this. Drop the apostrophe S. Use Down syndrome and Tourette syndrome. * Midget, vertically-challenged The Little People of America, Inc. says acceptable terms are little person and dwarf. A friend who is a little person said dwarf is appropriate because it refers to her genetic condition. It's offensive when it's used in the non-medical sense. * R word Skip this. Use Intellectual disability or intellectual and developmental disability. Have you encountered other terms that need to be discussed? Drop them in the comments. Words matter, and awareness sparks change. I love diving into these in my talks. If your organization wants to explore these topics, let’s connect. 🔔 Tap the silent profile bell to catch the next post 👉 Follow #MerylMots for past posts #Language #Communication

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

🚫 I'm ditching "Able-Bodied" and embracing "Non-Disabled". Here's why: Words are like money. They hold power. The words we use to describe people set an unspoken tone of understanding, of assigned value. And while referring to people without disabilities as "able-bodied" is fairly common, I believe it inadvertently perpetuates harmful stigma. Firstly, using the term able-bodied to describe non-disabled people implies that all disabled people lack “able bodies”. I run a five minute mile, help my older friends with bags, and give up my seat for pregnant moms. I'm also blind. So am I able-bodied, disabled, or just bragging? (hint: I /am/ bragging) Secondly, we often can't tell whether someone has a disability on physical appearance alone. If I didn't have my cane (and the internet didn't exist) you'd have no idea I was legally blind on first glance. So using the term able-bodied to differentiate non-blind people from me, a blind woman, simply doesn't work. Also, are we done with the "You don't LOOK disabled" sentiment? Every time I hear it I have to stop myself from responding, "That's funny, you don't look like a [insert obnoxious term here]." 💪🏽 Thirdly, not all disabled people are wheelchair users! Most disabilities are non-physical. Over 70% of those with disabilities have non-apparent conditions. Folks who are deaf, those who are neurodivergent, may identify as disabled though they are 'able-bodied'. And either way, wheelchair users can be ambulatory, and even those not ambulatory can lift the sh** out of some boxes and strike a fierce vogue pose with the best of 'em. So, why not join me in using "non-disabled" when referring to the non-disabled? It's more inclusive and doesn't make assumptions about someone's abilities. Let's promote language that reflects equality and inclusivity. Together, we can make small changes that have a big impact! What are your thoughts on Able-Bodied versus Non-Disabled? #inclusivelanguage #representationmatters #disability

When hiring, send the interview questions ahead of time to all candidates. Surprised by this recommendation? If we think about the goal of the interview being to understand each candidate’s capabilities and fit for the role, then there’s no real need to “hide” the interview questions. This open approach is particularly beneficial for disabled candidates but ultimately helps everyone. Here are some reasons to share interview questions ahead of time: 1. Supports the performance of neurodivergent candidates. For neurodivergent candidates, such as those who are autistic or have ADHD, unexpected questions can create significant anxiety and impact their performance. Many neurodivergent candidates can benefit from having more time to process information, among other benefits. Knowing the questions in advance allows them to prepare thoughtful responses and demonstrate their true potential. 2. Supports D/deaf and hard of hearing candidates in doing their best. D/deaf and hard of hearing candidates may feel nervous about understanding the interview questions in real time. They may not all disclose their disabilities in the interview process and have often experienced past inaccessible interviews without captions or ASL interpreters. Providing the questions ahead of time ensures that they can fully understand and respond in the moment without pressure or anxiety, leading to clearer communication and a more equitable interview process. 3. Helps those who need more processing time. Many candidates may benefit from additional time to process information. Having questions beforehand allows them to reflect and organize their thoughts, resulting in more comprehensive and representative answers. 4. Creating accessibility benefits all candidates. Providing interview questions beforehand isn’t just beneficial for disabled candidates—it helps everyone! All candidates can benefit from reduced stress and better preparation, leading to a more relaxed and productive interview. For example, how many times have you been asked for an example from your past work experiences and you struggled to find a good one right in the moment? It’s hard to do! Sharing interview questions ahead of time promotes transparency and fairness, allowing interviewers to assess candidates based on their true capacities and fit for the role. What are your thoughts on this? Are you already doing this? #JobInterviews #Hiring #DisabilityInclusion

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. ]