Idiot, moron, lunatic – all of these words have been used to refer to people with intellectual disabilities in times gone by, yet we wouldn’t dream of using such words now. We learn; we move on…

If we look back over the history of disability, we see society’s attitudes reflected in the choice of words used to describe disability. Neurodiversity is no different: neurodiversity, neurodivergent, neurominority, neurodifference, person with autism, autistic, ADD, ADHD. Changes in language aren’t just political correctness. They can indicate fundamental shifts in understanding such as viewing neurodiversity as a disability, to a natural human variation, to contributing strengths not seen elsewhere in the population.

So, with all these language choices does it matter what you say? Yes, because it shows you are not unthinking. Yes, because your words show your attitudes. Yes, because it shows your respect for the person.

What can you do?

• Ask the person how they would like to be referred to and honour that choice.
• Take time to find out why certain terms are considered disrespectful. Did you know that the use of Asperger’s syndrome is problematic for some because of Hans Asperger’s association with the Nazis?
• Stay current – nothing stays the same. What was acceptable last year might not be acceptable now. Keep checking that your language choices are positive, respectful and person-centred.

Never underestimate the power of the words you choose to use.

How can we support you?

At Dyslexia Box, we work directly with large and small employers, giving them the practical tools to embed neuroinclusion into their workplace culture, policy, and practice. Our services include:

• Comprehensive or targeted audit of existing policy and procedure covering recruitment, onboarding, staff development, performance management, organisational culture, communication, and workflow, among others
• 1:1 tailored guidance for implementing recommendations
• Policy advice and development: reviewing, drafting, and developing neuro-inclusive policies
• Creating bespoke toolkits and e-learning courses for staff, line managers and HR
• Disability Confident scheme validation
• Tailored training and coaching
• Dedicated office hours/mentoring for HR and line managers

If you’d like to learn more about how to launch your business’ neuroinclusion strategy please get in touch with us via hello@neurobox.co.uk.