BLOG POST
THE POWER OF INCLUSIVE (AND NON-ABLEIST) LANGUAGE
Language shapes how we think, how we relate to one another, and how we build inclusive workplaces.
The words we choose — especially when talking about disability — can either reinforce harmful stereotypes or create space for respect, dignity, and belonging.
You might not mean harm when you call a situation “crazy” or describe someone as “wheelchair-bound.” But phrases like these carry weight. They reflect long-standing biases and can unintentionally marginalize people with disabilities by focusing on limitations rather than humanity.
Let’s take a closer look at why inclusive, non-ableist language matters and what we can say instead.
WHAT IS ABLEISM?
Ableism is the system of beliefs and practices that devalue and discriminate against people with disabilities — often by treating non-disabled experiences as the default. In the context of language, ableism shows up through words and phrases that reduce people to their diagnoses, frame disability as something negative or abnormal, or casually use disability-related terms as insults or metaphors.
Challenging ableism through the words we choose is a powerful step toward creating a more respectful and inclusive workplace culture.
WHY INCLUSIVE LANGUAGE MATTERS
Ableist language is often baked into our everyday vocabulary, even when we’re not talking about disability directly. These phrases can:
- Reduce people to their condition or diagnosis
- Imply that disability is something negative, tragic, or to be “overcome”
- Reinforce the idea that being non-disabled is the norm
- Make it harder for people to feel safe, seen, or respected at work
When we use inclusive language, we shift from assumptions to understanding, and that helps create a more accessible and welcoming environment for everyone.
COMMON ABLEIST PHRASES TO RETIRE, AND WHAT TO SAY INSTEAD
Here are some examples of ableist language you might hear (or say) in everyday conversation, along with inclusive alternatives and explanations for why they matter:
| Instead of… | Try saying… | Why it matters |
|---|---|---|
| “Wheelchair-bound” | “Person who uses a wheelchair” | Focuses on mobility and autonomy, not restriction |
| “Suffers from [condition]” | “Lives with [condition]” | Avoids assuming that disability automatically means suffering |
| “Crazy,” “insane,” or “mad” | “Overwhelming,” “wild,” or “unexpected” | Avoids stigmatizing mental health conditions |
| “Handicapped parking” | “Accessible parking” | “Handicapped” is outdated and often considered offensive |
| “That idea is lame” | “That idea won’t work” | “Lame” has historically been used to mock physical disabilities |
| “Despite their disability…” | “Alongside their disability…” or omit it | Avoids framing disability as a barrier to success |
| “Blind to [issue]” | “Unaware of [issue]” | Avoids using blindness as a metaphor for ignorance |
TIPS FOR USING INCLUSIVE LANGUAGE
Inclusion starts with mindfulness and a willingness to learn. Here are a few tips to help you make more respectful language choices:
- Lead with the person, not the diagnosis. Person-first language (“person with a disability”) is a respectful default, though some communities (e.g., Deaf and autistic) may prefer identity-first language. When in doubt, ask!
- Be mindful of metaphors. Avoid using disability-related terms to describe unrelated things (e.g., “blind spot” or “I can be a little OCD about this project”).
- Avoid infantilizing language. Adults with disabilities are adults. Speak to and about them accordingly.
- Update your workplace materials. Review policies, job postings, and onboarding guides for ableist language or tone.
FINAL THOUGHTS
Inclusive language is one simply but powerful way to create workplaces where everyone feels respected and valued. It comes down to being intentional, reflective, and willing to do better.
It’s all about progress. Small shifts in the words we use can have a big impact on how people feel seen, heard, and included. When we speak with care, we help build a culture where everyone has the chance to show up authentically and know they belong.
ADDITIONAL LEARNING RESOURCES
- Understanding & Unlearning Ableism in the Workplace
- A way with words and images: guide for communicating with and about persons with disabilities
- Best Practices for Inclusive Disability Language
Want help building more inclusive workplace practices?
The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.
