How to Show Respect for Disabled Adults

Today is International Day of People with Disabilities. Of course, people with disabilities live with it every single day. However, we need these awareness days to start or make progress with conversations and actions. Here are things you can do to do that. 1. Listen to the voices of people with disabilities. 2. Be yourself. Always. When I start talking to someone who never met me, I see the subtle familiar change on their faces. They change how they talk to me. Some of them — unintentionally, I'm sure — talk to me like I'm 5 or obtuse. The key is to let me see your face and enunciate. Don't speak louder, please. It's easier to ask someone to speak up than say they're too loud. 3. Provide two modern communication options always. Online and in person. 4. Avoid assumptions and ask. Getting me an ASL interpreter without asking will deprive someone else who needs the interpreter. There's a shortage of interpreters. Let's make sure the right people have access to them. 5. Understand one person does not represent an entire disability category. Not all deaf folks sign. Not all deaf folks lipread. Not all deaf folks talk with their mouths and voices. The list goes on. 6. Involve people with disabilities from start to finish and beyond. Pay them for their time. Turning off the sound does not mimic the experience of a person who depends on captioning every day. Refer to No. 4 as companies and product development often make assumptions. 7. Hire qualified people with disabilities. They bring so much to your organization. Data shows that people with disabilities tend to be the most loyal and best workers who bring in more revenue for companies who hire them. The hiring process needs to change. 8. Make progress with accessibility every day. It can be small steps like adding alternative text (image descriptions) to images. Make captions part of your video creation process. 9. Skip using overlays on your website to fix accessibility. This isn't making progress. It's a step backward. 10. Avoid hiring speakers who know little about accessibility and disabilities. Some people with disabilities aren't qualified to speak on these topics. 11. Ensure XR, virtual reality, and augmented reality are accessible. 🔔 Tap the silent profile bell to catch the next post (Wow! 33k!) 👉 Follow hashtag #MerylMots to find all my content ❤️ Like this? Repost and add your thoughts in the comments 📧 Want to work with me? Drop me a line! #Disability #IDPWD #Hiring #Accessibility Image: White generic person figure with a flourish around its top half and International Day of People with Disabilities

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

Do you know someone with a hidden disability? You do now - me. Over 1 billion people worldwide have one. So, you likely work with someone like me. Hidden disabilities are unseen conditions that can limit or challenge daily activities. Yes, they are “a thing” — and because they’re invisible, many people think of them as less serious or inconsequential. I have atrial fibrillation (AF), a sporadic and irregular heart rhythm that comes and goes without warning. Episodes last for 10 seconds or 12 hours. Sometimes I get out of breath or exhausted. *I have a disability, but I am not disabled. AF has not hindered my career. I just have to make accommodations if I have an episode. I share my diagnosis with you because my job is to help organizations create cultures where all employees thrive. You must know how to support people with hidden disabilities to do so. Here are some tips: 1.) Believe us. There are several reasons why an employee may choose not to share their disability with you - and that's OK. Don't push us to disclose. If we do, take our word for it. People with hidden disabilities are concerned that we won't be believed because our experience is invisible. It's a gift when you make us the trustworthy narrator of our own experience. 2.) Disclose, strategically. Create connection by appropriately disclosing your own relevant, personal information. By demonstrating vulnerability, you build trust and help us feel seen. 3.) Provide support without removing responsibility. We want to succeed! Ask us what our needs are and how you can help remove barriers ... “How do I set you up for success?” or “What can I do to support you so you can perform at your best?” 4.) Use inclusive language. Avoid terms like "normal" or "regular" when referring to people who don't have a disability. It can diminish our sense of belonging and demotivate us. 5.) Advocate for inclusive policies and practices. Implement flexible accommodation policies. Leverage Employee Resource Groups (ERGs), which create awareness of disabilities in the workforce and enhance acceptance. 6.) Check on ALL your employees’ well-being from time to time. During one-on-ones, ask, “How are you doing? I want to make sure you have all the resources you need." "What support or accommodations do you need? ☎️ I would be pleased to serve as a resource to you! Please reach out to me with any questions about supporting employees with hidden disabilities. #DEI #hiddendisabilities #inclusion #leadership #management #bestadvice

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.

How to Support a Neurodivergent Adult Without Infantilizing Them Many neurodivergent adults are surrounded by people who say they want to help but don’t realize they’re helping in ways that hurt. We’ve spent our lives being talked over, second-guessed, and managed. We’ve been treated like projects, not people. And when support comes wrapped in condescension, it isn’t support, it’s control. Real support begins with respect. That means honoring autonomy, not overriding it. It means trusting that we know what we need, even if we don’t express it the way you’re used to hearing. It means resisting the impulse to step in and fix, and instead asking what kind of help, if any, is wanted. It means listening more than advising. Believing more than correcting. To support us without infantilizing us, you must be willing to confront your own discomfort. It can be hard to witness struggle without intervening, especially when you’ve been taught that care means doing. But often, the greatest care is presence. It’s saying: I believe you. I’m not going anywhere. I trust your process. You don’t have to earn gentleness. Many of us never got to grow up on our own terms. We were micromanaged, overprotected, or left to fend for ourselves with no support at all. Now, as adults, we’re still met with skepticism when we try to advocate for our needs. We’re still punished for our boundaries, misunderstood in our silence, praised for masking, and doubted when we unmask. Supporting a neurodivergent adult means making space for our humanity. Not a curated version of it, not a palatable version. The whole of it. The sensory overwhelm. The communication differences. The exhaustion. The brilliance. The effort. The grief. The joy. If you’re someone who wants to support us, we’re asking you to learn how to be with us, not above us. Learn how to ask, not assume. Learn how to listen, not solve. And when in doubt, remember: partnership is support. Pity is not.

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

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

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 Anti-Ableism Series Part 198 This one is a bit more personal to me, but I’ve always appreciated proactive offers for assistance. I’m still working on getting more comfortable with asking for help when I need it. Interdependence is a core part of the human experience. If you’d like to be proactive in offering assistance: 1. Ask if someone needs assistance. 2. Listen to the answer. 3. If yes, follow up with HOW you can help. Video description/transcript: Tiffany is a Taiwanese American woman speaking to the camera. “Do you want to be a better ally to disabled people? One of my arms was paralyzed in a car accident known as a brachial plexus injury. And some of these big conference dinners where everyone is seated around these round tables and servers come by and provide the dishes has always been a little anxiety inducing for me because I can’t cut the entree. What I’ve usually done in the past is I’ve opted out of the meal. So here I was at this conference lunch and the server came by and noticed that I couldn’t use one of my arms. So he was very proactive and asked if he could cut the chicken and he did.” Overlay video appears of footage at the conference at lunch of the meals on the table and the cut chicken entree. “What I appreciated was that he was proactive about it so I didn’t feel like shamed into asking someone for assistance. If you see someone who might need assistance, ask if they need assistance first. Listen to the answer. And then ask how you can help.” #AntiAbleism #AntiAbleist #Ableism #EndAbleism #BeAnAlly #AccessIsLove #Disability #DisabilityAdvocate #DisabilityAwareness #DisabilityPride

Have you ever had to keep a secret? Something too risky to reveal at work? I have. It was a secret about my disability. I was disabled for several years in my past. Unable to work in an office, I told few people the truth, Because of discrimination and social prejudice. I was reminded of this recently, during a conversation with a vocational counselor for Easterseals. She described the difficulties she faced trying to get her clients placed in jobs. Because even today, there are still organizations who assume that disabled people require ‘fixing.’ Like racism and sexism, they classify them as ‘less than.’ Being a good ally to this community takes great empathy and sensitivity. So today, as an ally to this cohort myself, here are 7  things to keep in mind: 1) Believe these individuals when they make a disclosure, 2) Listen to them when they request an accommodation, 3) Don’t assume you know what someone needs, 4) Keep invasive questions to yourself, 5) Don’t speak on their behalf, unless explicitly asked, 6) Avoid assuming they must have a visible disability to actually be disabled, 7) Incorporate accessibility into your event planning. I’d love to hear about your encounters with ableism. Please share them in the comments below. #disability #ableism