Disability etiquette

People often worry about saying the wrong thing when talking to disabled people. However, it's important to remember that a patronising, thoughtless or rude manner is far more offensive than actual language used. If you are unsure about how to say something, ask the disabled person what they prefer. Remember, respectful language about disability and disabled people should always be used regardless of whether a disabled person is present.

What should I say? A few basic rules:

• Never describe people by their impairments eg 'an epileptic', or 'a diabetic'.
• Do not use collective nouns such as 'the disabled' or 'the blind'.
• People without a disability should be described as 'non-disabled' rather than 'able bodied' as people with learning difficulties or mental health problems may consider themselves as disabled.
• Don't be embarrassed about using common expressions such as 'see you later' in front of someone who has a visual impairment or 'you'll hear from me soon' to someone who is deaf or hard of hearing.

For more information on how to communicate with disabled people, view our Disability Communication Guide.

A word about language: nothing to declare

Employers often ask applicants and employees to tell them if they have a disability or serious health condition.  The information can be used as the basis for a discussion around reasonable adjustments or to help an organisation determine how representative their workforce as part of a monitoring exercise.

However, when employers ask about disability, most ask people to “disclose” or “declare” their disability.  Such language can be negative and unhelpful. It suggests that a disability or health condition is something someone might want to hide, and so should be encouraged to reveal or face penalties for not doing so.

The language of disclosure might in fact have the opposite effect to that desired.  Employees may feel intimidated by the language and believe it is a big deal to tell their employer about a disability or health condition.

Fear of what might happen if they do "disclose" or "declare" may well make them decide to conceal their disability for as long as possible - even if that means lying.

• Try to avoid using words like “disclose” or “declare”.  Simply ask employees to tell you if they need changes to their working arrangements or environment because of a disability.

• Neutral language is more likely to reassure job applicants and employees that telling you about a disability or health condition does not automatically mean they won’t get the job or be fired. They will be reassured if you also make it clear you will make reasonable adjustments for anyone who needs them.

For more information see EFD’s:

- Non-visible disabilities - Line manager guide

- A practical guide to adjustments in employment

- Monitoring for change